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The Belgian tradition of workplace representation: policy and practice

This document explores the Belgian tradition of workplace representation, detailing its historical evolution and current practices. It examines the influence of societal democratization, political pressure, and European legislation on workplace dynamics. Key institutional arrangements, such as works councils and health and safety committees, are discussed, highlighting their significance in employee representation. The report analyzes the incidence of representation based on various determinants, including company size and sector, providing insights into the effectiveness of trade union presence and the role of institutional frameworks.

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The Belgian tradition of workplace representation: policy and practice

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  1. The Belgian tradition of workplace representation: policy and practice Guy Van Gyes, HIVA-K.U.Leuven

  2. POLICY Section 1

  3. Policy tradition • Two waves of change • Aftermath World War 2 • Beginning of the 1970s • Periods of societal democratisation • Political pressure, Multi-issue bargaining, Strike action • Democratic argument • Productivity argument (1st efficiency argument) • Recent times • Stabilisation • Two drivers of incremental changes • Control function in socio-economic reform programs (2nd efficiency argument • European legislation

  4. Institutional arrangements • Works council • Information and consultation • Business and social matters • > 100 • Mixed composition • Committee Prevention and Protection at Work • Health & Safety • > 50 • Mixed composition • Union delegation • Employment, labour & working conditions • Information, consultation, negotiation • Sector specific regulations (> 20 - > 50)

  5. Characterisation of the institutional framework • A ‘representation’: capital ownership and hierachical employement relationship not questioned • Checks and balances • State: conciliation + surveilling • Quasi-monopoly ‘representative’ trade unions • Continuity

  6. Directive transposition: a pending question • Opened ‘old’ debate on employee representation in small enterprises (below 50 employees) • Interpretation of the link between the Belgian enterprise definition used – technical operation unit - and the undertaking/establishment thresholds used in Directive • New model needed or not? • Political action awaited

  7. PRACTICE Section 2

  8. Incidence • Works council: 42% of employees in the private sector • Committee: 47% of employees in the private sector • Social elections: 39% (WC) and 43% (CPP) • Trade union presence: 53% (survey estimate)

  9. Determinants of incidence • Size • Sector (private services) • Family-owned, independent • Age • Regional effect (?) • Management style • Union commitment at the workplace • Link between two types of determinants?

  10. Institutional effect on incidence Figure 2: Estimated probability of trade union representation incidence based on a logistic regression taking into account company size and institutional thresholds, ACV/CSC-members in an independant small metalworks.

  11. Activities • Formalities ok (- 10%) • Consultation on traditional themes • Wages, working conditions, working time, employment security • => training, combination work-family • Larger companies, (heavy) industry, union consciousness, HRM

  12. Satisfaction • High voter turnout social elections • Survey results: moderately positive

  13. Policy conclusions

  14. Part of a bigger system • Pro-active action in strategic decision making very difficult • Not a universal right • Institutional arrangements necessary but not sufficient condition • Resources & Hazards • Standard model the best option? • Time brings changes

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