1. Miljen Matijašević E-mail: miljen.matijasevic@gmail.commiljen.matijasevic@gmail.com Office: G10, room 6 (1st floor) Tue, 11:30-12:30

2. Today’s session 1. Revision of the last session 2. EMPLOYMENT 1. Employment (general terms and concepts) 2. Equal Opportunities 3. Case Study 4. Labour Unions

3. Education

4. 1. Discuss the following terms: a) grade b) to graduate (US) c) optional (elective) subjects d) college vs. university e) junior vs. community college f) advanced professional degree g) major h) ECTS i) joint degree Revision

5. 1. Discuss the following terms: a) grammar school b) vocational school c) public school (UK) d) polytechnic e) higher education f) tuition g) GSCE h) sixth form (UK) Revision

7. Employment The Right to Work one of the human rights mentioned in the UN’s Universal Declaration of Human Rights and recognized in international human rights law it is the right of every human to work and they should not be prevented from it this right is also provided for in the Constitution of the Republic of Croatia

8. Employment labour law contractual provisions Employment regulated by labour law (employment law) legislation and contractual provisions (odredbe ugovora) Employment contracts can be: permanent contracts (na neodre đ eno vrijeme) fixed-term contracts (na odre đ eno vrijeme) Either type can be for: full-time work (puno radno vrijeme) part-time work (skraćeno radno vrijeme)

9. Employment minimum wage Legislation lays down the national minimum wage collective agreements Working and employment conditions may be laid down in collective agreements sick and parental leave Employees have a right to sick and parental leave (during which time they receive sick and parental pay) notice period Contracts also include the notice period for the termination of employment Deductions contributions Deductions from payment are also regulated (contributions to health insurance and pension funds, etc.)

10. Starting and Terminating Employment RECRUITMENT Employing new staff is usually referred to as RECRUITMENT – carried out by human resources departments Candidates may undergo tests, required to file an application, submit a CV and have an interview trainees traineeship In many jobs, new recruits start out as trainees for a certain period (traineeship)

11. Termination of employment resign An employee can resign (quit) when he/she finds another job or is dissatisfied with the current one dismiss An employer can dismiss an employee because he or she is no longer needed (1) or because of misconduct (2) made redundant (laid off 1. the employee is made redundant (or laid off) summarily dismissed* 2. the employee is summarily dismissed* (‘fired’) *summary dismissal – izvanredni otkaz

12. Termination of employment Dismissals are sometimes contrary to regulations, such as: unfair dismissal where procedure was not followed by the employer wrongful dismissal where the employee was dismissed for unlawful reasons

14. 1. Translate/explain the following terms: a) contractual provisions b) fixed-term contract c) sick leave d) parental pay e) jobseeker f) summary dismissal g) to make sbd redundant h) employment prospects Revision

15. Fighting Discrimination Equal opportunities (anti-discrimination) laws Equal opportunities (anti-discrimination) laws – it is ILLEGAL to discriminate on the basis of: race or ethnicity religion and belief disability sexual orientation age

16. Types of discrimination Direct Discrimination occurs when someone is treated less favourably than another person because of a protected characteristic (age, race, religion or belief, sex, sexual orientation, marriage and civil partnership, disability and gender reassignment). Indirect Discrimination can occur when you have a condition, rule, policy or even a practice in your organisation that applies to everyone but particularly disadvantages people who share a protected characteristic.

17. Types of discrimination Associative Discrimination direct discrimination against someone because they associate with another person who possesses a protected characteristic. Perceptive Discrimination direct discrimination against an individual because others think they possess a particular protected characteristic. It applies even if the person does not actually possess the characteristic.

18. Fighting Discrimination Positive discrimination affirmative action Positive discrimination (a.k.a. affirmative action) – giving advantage to minority groups in employment Aimed at increasing the number of women and minority groups holding jobs Statistics show that unemployment is still higher in these groups

19. Fighting Discrimination EU anti-discrimination laws in force since 2000 Diversity Diversity is one of the key European values Only 1/3 of Europeans are aware that the law protects them against discrimination

20. Gender Equality in Employment Equality of women and men is a basic right, common value of the EU and an objective for the achievement of social cohesion A vast body of legislation and activities aimed at achieving gender equality (equal access to employment, equal pay, maternity protection, parental leave, etc.)

21. Gender Equality Statistics READ THE TEXT ON p. 16 in your coursebook

22. People with disabilities Represent around 1/6 of the working age population in the EU Unemployment almost double compared to non- disabled people Have equal rights as non-disabled people, which include: dignity equal treatment independent living full participation in society.

23. Discussion Do you think that gender inequality is a problem in Croatia? How do you explain the fact that there are fewer women in decision-making positions? Have you ever been a victim of or witness to discrimination? What was the basis?

24. Employment

25. Case study For your information... Employment Tribunals In the UK, employment disputes are heard in Employment Tribunals – specialized courts (decisions made by a panel of employment experts and judges) Employment Appeals Tribunal Employment Appeals Tribunal (EAT) is the second instance for such cases Court of Appeal Appeals to EAT decisions are heard in the Court of Appeal (a regular appellate court in the UK court network)

26. FACTS Nadia Eweida is a practising Christian. She works for British Airways (BA) as a member of check-in staff and is required to wear a uniform. From 2004 until 2007, BA's uniform policy prohibited the wearing of visible items of jewellery. Between 20 May and 20 September 2006, Eweida attended work wearing a visible silver cross on a necklace. When she refused to conceal the cross, she was sent home. She remained at home, unpaid, from 20 September until February 2007, when the uniform policy was amended allowing staff to display a faith or charity symbol. Case study: Eweida v British Airways Plc Eweida v British Airways Plc

27. Eweida brought a number of claims against BA, including claims under the Employment Equality (Religion or Belief) Regulations 2003 of direct and indirect discrimination and harassment. Harassment is "unwanted conduct related to a relevant protected characteristic, which has the purpose or effect of violating an individual's dignity or creating intimidating, hostile, degrading, humiliating or offensive environment for that individual". Case study: Eweida v British Airways Plc Eweida v British Airways Plc

29. Labour Unions a.k.a. trade unions trade paybenefits working conditions collective bargaining associations of workers in a particular trade, profession or company, created for the purpose of securing better pay, benefits (e.g. health and pension insurance), working conditions, or social and political status through collective bargaining * * bargaining - pregovaranje

30. Labour Unions First small associations of workers appeared in the 18th century, but trade unionism as an organised movement emerged in the 19th century in Europe and the USA In many countries appeared as part of the labour movement Throughout the most of the 19th century members of these associations seen as hostile by employers and government groups and were therefore prosecuted

31. Labour Unions Labour Party In the UK they developed into the Labour Party (1906), which still exists today as one of two strongest political parties in the UK In the USA, they focused on collective bargaining Labour movements were slowly made legal through a number of court decisions American Federation of Labor American Federation of Labor (1886) – the first national labor union Made up of national trade or craft unions

32. Labour Unions industrial unions unskilled workers In the 20th century, industrial unions developed and started to push out craft unions, which supported unskilled workers After some disputes, these finally merged and became powerful negotiating forces

33. Labour Unions Strength of labour movements depends on the economic situation of a country They are stronger in times of crises and depression At present, power of collective bargaining threatened by consequences of globalisation – workers often easily replaceable by cheap imported labour

34. Labour Unions However, they have left a lasting impact in the development of employment policies Contribute to legislation, which now pays more attention to workers’ rights Their objectives and principles adopted by many professional associations which are not labour unions (associations of lawyers, translators, civil engineers, etc.) – act as protectors and representatives of particular professions

35. Labour Unions DISCUSSION From observing the labour situtation in our country, what is your opinion of the work of labour unions? What are the options for professions not represented in a labour union? What are their disadvantages?

36. Thank you for your attention!