1 / 6

Interprofessional dialogue between employer organisations and employee organisations: National Labour Council

zhen
Télécharger la présentation

Interprofessional dialogue between employer organisations and employee organisations: National Labour Council

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. “The Industrial Relations in the commerce sector: analysis of organizational models and tools developed by social partners at European and national member States level to guarantee more opportunities to workers and companies”.Budget Heading 04.03.03.01Kick-Off MeetingPerugia, 16th -17th of February 2012

  2. Social dialogue in Belgium • Interprofessional dialogue between employer organisations and employee organisations: National Labour Council • Framework agreement for further sectoral dialogue: e.g. apart from indexation there is 0.30% wage increase in 2011 - 2012 • UNIZO represents SMEs • Sectoral dialogue between employer organisations and employee organisations: Joint Committees • concrete collective labour agreements on wage and terms of employment • Buurtsuper.be represents employers: • - e.g. Joint Committee for Independent Supermarkets (JC 202.01 / white-collar workers) • - e.g. Joint Committee for blue-collar workers in the food business (JC 119 / blue-collar workers) • Every two years there are negotiations on the collective labour agreements (e.g. 2011 – 2012) Luc Ardies

  3. 2. Example of collective labour agreements JC 202.01 2011 – 2012: • Monthly wages +€7.17 (=+0.30%) • Annual bonus €250 • Bicycle allowance increase from €0.10 to €0.15 per km • Entitlement to early retirement from 58 years subject to certain conditions (e.g. length of service) • Industrial peace clause: employee organisations make no-action commitment Luc Ardies

  4. 3. Social dialogue in SMEs • Obligatory: pay and employments provisions of the collective labour agreements of the Joint Committee • Employer and employee organisations defend members’ interests in the Joint Committee • No trade-union representation and negotiations in SMEs • In case of conflict between employer and employee in the company: regional dialogue bodies for mediation Luc Ardies

  5. 4. How is personnel involvement increased in SMEs? • According to HIVA research, employee satisfaction is highest in SMEs: • greater autonomy to take decisions personally • varied work • direct contact with manager (lack of unwieldy management structure) • more transparency vis-à-vis company mission, vision and strategy • Pay is lower in independent supermarkets than in supermarket chains (c. 10%) • Twenty-five year old supermarket employee earns € 1700/month • Employer cost is € 2900/month • Weekly working time is 38 hours • Social Fund premiums • Employers pay extra contribution to social security costs (0.10%) • Employees enjoy subsidies for nurseries, etc. Luc Ardies

  6. 5. Our questions for the future • What will motivate an employee in 2020? • Today’s teenagers (our employees in 2020) do not like strict structures, want to multitask, prefer job enjoyment to job security and a career with one and the same employer • How should the employer capitalise on this? • What about the growing number of over-fifties on the labour market? • How can we deploy them meaningfully in the labour market? • How can our collective labour agreements respond to this? Luc Ardies

More Related