scholarly journals Social partnership in ensuring decent labor remuneration

2020 ◽  
Vol 10 (1) ◽  
pp. 11-20
Author(s):  
Svitlana Tsymbaliuk ◽  
Tetiana Shkoda
Keyword(s):  
Social Responsibility ◽  
Decent Work ◽  
Social Partnership ◽  
Partnership Development ◽  
Collective Agreements ◽  
Remuneration Policy ◽  
Social Partners ◽  
Work Concept ◽  
Labor Remuneration ◽  
Different Levels

The paper focuses on the development of social partnership in the process of ensuring decent labor remuneration for employees. It highlights the development perspectives of the social partnership institute in the context of decent work concept implementation. The aim of the study is to evaluate and develop recommendations for improving the collective and contractual regulation of remuneration policy in Ukraine in view of the decent work concept. The analysis of the stages of social partnership development in Ukraine has proved that social partnership is currently characterized by features of the forming stage. Some characteristics of the development stage are also traced, but they have not yet fully manifested themselves in Ukraine. The analysis of the conditions for social and labor relations in Ukraine, the practice of collective bargaining procedures, the structure and content of collective agreements and contracts showed a low level of social partnership development and low social responsibility of social partners. The research showed that the practice of developing a compensation package at most enterprises was carried out without the participation of social partnership or with minimal participation. Existing social partnership practices cause inadequate social protection for employees and negatively characterize labor remuneration policy in terms of decent work. A number of proposals were developed to overcome the negative trends inherent in the institute of social part-nership and collective agreements at different levels. Recommendations include granting agreements the status of normative acts, regulating the procedure for concluding agreements at different levels, determining the procedure for informing employees about the content of agreements and contracts, and disseminating an ideology of social responsibility among social partners.

scholarly journals Remuneration policy in terms of decent work at a regional level

2019 ◽  
Vol 17 (4) ◽  
pp. 80-92
Author(s):  
Svitlana Tsymbaliuk ◽  
Dariusz Wyrwa ◽  
Tetiana Shkoda
Keyword(s):  
Trade Unions ◽  
Policy Research ◽  
Regional Level ◽  
Decent Work ◽  
Public Authorities ◽  
Low Level ◽  
Remuneration Policy ◽  
Work Concept ◽  
Labor Remuneration

The purpose of the paper is to develop indicators and standards for assessing the remuneration policy in terms of decent work at the regional level and to approbate the developed tools for assessing the data of remuneration policy research in Kyiv region. The analysis of the labor remuneration policy at the regional level has been based on the developed indicators using case study, statistical method, comparative analysis, analogy method and content analysis. The findings have shown negative trends, in particular the inefficiency of social standards, the low level of wages, the arrears of wages, the unsatisfactory wages structure and the low level of collective-contractual regulation of remuneration. The low level of remuneration, which does not provide an expanded reproduction of the labor force, is a significant drawback in wages in Kyiv region in comparison with wages in Kyiv city, which demotivates employees and leads to migration abroad. The necessity for remuneration policy improvement based on the decent work concept has been proved. Indicators and standards can be used by regional state administrations, state authorities, trade unions, employers’ organizations for analyzing the labor remuneration policy and identifying the directions for its improvement in order to implement the decent work concept and increase the welfare of employees. Public authorities can use the developed indicators for comparing and ranking the regions and finding out the leaders in the implementation of decent work concept.

Collective working conditions for everyone?! – Collective provisions with erga omnes effect and statutory extension of collective agreements from a German law perspective

2019 ◽  
Vol 11 (2) ◽  
pp. 154-174
Author(s):  
Claudia Schubert ◽  
Laura Schmitt
Keyword(s):  
Collective Bargaining ◽  
Minimum Wage ◽  
Working Conditions ◽  
Legal Protection ◽  
Legal Systems ◽  
Social Partnership ◽  
Collective Agreements ◽  
Legal Provisions ◽  
The Social ◽  
Social Partners

Not only in Germany but in many European states the level of coverage by collective agreements is declining. Since collective bargaining autonomy is based on the principle of voluntary membership, one of its weaknesses lies in the declining degree of organisation on both the employers’ and the employees’ side. In the long term, weak unions cannot ensure fair working conditions. As a result, collective bargaining agreements lose their inherent warranty of correctness. In the legal policy discussion, this has led to calls for the legislator. In response, in 2014 the German legislature passed the ‘Act to Strengthen the Autonomy of Collective Bargaining’ ( Tarifautonomiestärkungsgesetz) to lower the requirements for the extension of collective agreements and to introduce a national minimum wage. As this has not led to significant improvements, there are further-reaching proposals for the statutory extension of collective agreements. The extension of collective bargaining agreements to non-members does not strengthen the social partnership on the employee side. However, it is a legitimate means to avoid a race to the bottom in competing for the lowest social standard; extensions help in creating common labour standards as long as a sufficient margin is maintained for the social partners to negotiate sector-specific regulations and to shape working conditions. A legal system, which is based on rights of freedom and does not consider the freedom of association to be a solely goal-orientated right, offers limited options to strengthen the social partners through legislation. Extensions become increasingly difficult to justify, the higher the existing level of legal protection. Especially in countries with minimum wage legislation and a large amount of employee protection legislation the justification requirements increase. However, at least in Germany, to date the judiciary has not sufficiently considered these aspects. Even though international laws leave substantial freedoms to the states, all legal systems that are based on a strong and vital social partnership should be interested in obtaining and protecting the plurality of collective bargaining agreements. They should only lay down limits, where there are tendencies of eroding solidarity among workforces due to the parallel existence of several collective bargaining agreements. The associations themselves possess limited resources for extending their member base. Still, the more the individual can gain from association membership, the more likely employees and employers are to join their respective associations. Therefore, the state should demonstrate restraint regarding the regulation of labour conditions. However, such restraint will prove difficult for welfare states. Their governments will most likely opt to eliminate deficiencies through legislation, even at the price of further weakening collective bargaining autonomy. Compared to extensions, legal provisions have the disadvantage of being too general and less flexible because of the much slower adaptation process. Therefore, the main argument in favour of extensions is that they facilitate the differentiation of mandatory working conditions. To ensure their legitimation, a number of design options can be considered. Regarding this, neither European nor international law impose high requirements but existing differences between national legal systems demand custom-fit solutions.

scholarly journals Familie-arbejdslivspolitikker fra et ligestillingsperspektiv - det "glemte" sociale ansvar i danske CSR-initiativer

2010 ◽  
Author(s):  
Trine P. Larsen
Keyword(s):  
Social Responsibility ◽  
Gender Equality ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Collective Agreements ◽  
Care Giving ◽  
Social Partners ◽  
Promote Gender Equality ◽  
National Governments

Work-life balance policies from a gender equality perspective – the forgotten corpo- rate social responsibility in Danish CSR policy. CSR has increasingly attracted national governments and social partners’ attention worldwide. Denmark is no exception. The Danish initiatives have mainly focused on employment related issues rather than gender equality and work-life balance issues. In fact, gender equality is rarely a topic discussed in the Danish CSR policies. This paper argues that social partners have through collective agreements voluntary taken on a social responsibility to ease employees’ work/life balance and thereby promote gender equality. However, these policies mainly address the problems faced by working mothers, less so fathers and rarely careers other than parents are therefore expected to combine work and care-giving with limited if no support from their workplace.

scholarly journals COLLECTIVE AGREEMENT - A TOOL FOR STRENGTHENING PUBLIC POLICIES IN THE AREA OF SOCIAL RESPONSIBILITY

2020 ◽  
Vol 10 (1) ◽  
pp. 41-60
Author(s):  
Florian MARIN ◽  
Keyword(s):  
Social Responsibility ◽  
Social Protection ◽  
State Intervention ◽  
Collective Agreement ◽  
Iso 26000 ◽  
Collective Agreements ◽  
The Social ◽  
Social Partners ◽  
Concrete Elements

The article aims to identify and demonstrate the benefits of other tools besides those already in place, tools that ensure greater responsibility for companies, namely tools to ensure the transition of production flows towards a sustainable approach. The research method included entities representing the interest of the capital and labor determiners, in order to identify their organizational structure and concrete elements deriving from this relationship. The collection of data was based on the analysis of 52 collective agreements in force, which involved the identification of the synergy with the ISO 26000 principles. The data processing involved the organization and classification of the collective agreement clauses based on the ISO 26000 principles, following an individual analysis approach aimed to identify the synergy and compliance of the collective agreements with the ISO 26000 principles. The research highlighted a way of organizing at the level of the social partners fully adapted to the amplitude and characteristics of the environmental and social protection issues. Moreover, their work provides a concrete framework of commitments, expressed in a specific type of contract, namely the collective agreement. The latter integrates in a meaningful way the specific principles of ISO 26000, the situation that provides the collective bargaining institution as a solution to the need to make companies accountable, among others, for catalyzing the process of converting the transfer of the production flows towards the bioeconomic area. A collective agreement is a solution that does not involve the state intervention, it is immediate, and attracts binding commitments from companies to strengthen bioeconomy and social responsibility.

Schwäche der Tarifautonomie und Legitimitätsfragen im Arbeitsrecht und im Sozialrecht

2016 ◽  
Vol 62 (2) ◽  
pp. 209-236
Author(s):  
Stephan Seiwerth
Keyword(s):  
Social Security ◽  
Minimum Wage ◽  
Trade Unions ◽  
System Change ◽  
State Regulation ◽  
The State ◽  
Social Security Administration ◽  
Collective Agreements ◽  
The Social ◽  
Social Partners

AbstractSocial partners have played a privileged role in German social security administration since Bismarckian times. In 2014, a new legislation empowered the social partners to set the level of the statutory minimum wage and to demand the extension of collective agreements. This article examines the interdependence of the trade unions’ and employer organisations’ membership numbers and their involvement in state regulation of labour and social security law. In case the interest in autonomous regulations is not going to increase, the state will have to step in with more heteronomous regulation. This would incrementally lead to a system change.

Social partnership as an approach to CSR: ‘traditional’ and ‘new’ actors, their roles and relations

2004 ◽  
Vol 10 (3) ◽  
pp. 416-432 ◽  
Author(s):  
Mikkel Mailand
Keyword(s):  
Labour Market ◽  
Trade Unions ◽  
National Level ◽  
Policy Transfer ◽  
Business Networks ◽  
Active Labour Market Policy ◽  
Public Authorities ◽  
Social Partnership ◽  
The Social ◽  
Social Partners

This article reports on research into social partnerships aiming at labour market inclusion that developed during the 1990s in Denmark, the UK and Spain. Some of these partnerships are directly related to corporate social responsibility (CSR initiatives in individual firms), whereas others are only indirectly related (for instance, active labour market policy initiatives at local, regional and national level). Developments such as new target groups for such policies, the weakening of the social partners, ideological change, policy transfer and budget constraints of the state have led to more partnerships taking a multipartite form, meaning that not only the public authorities and the social partners, but also new actors such as business networks, commercial operators and NGOs, participate. The involvement of new actors poses a challenge for the traditional actors – among them the trade unions. Whether the relations between traditional and new actors are best described by conflict or by cooperation cannot be explained by regime theories. The decisive factor seems to be the extent to which the new actors challenge the privileged positions of the traditional actors.

scholarly journals Понятие, принципы, стороны, система (уровни) и организационные формы социального партнерства в сфере труда

2021 ◽  
Vol 70 (6) ◽  
pp. 48-51
Author(s):  
Е.М. Коничева
Keyword(s):  
Russian Federation ◽  
Labor Relations ◽  
Employment Contract ◽  
Social Partnership ◽  
Collective Agreements ◽  
Labor Legislation ◽  
The Russian Federation ◽  
Collective Negotiations

The article is devoted to the analysis of the labor legislation of the Russian Federation in the context of the development of various forms of social partnership. The study concluded that social partnership is one of the forms of coordination of the interests of the parties to the employment contract between the employee and the employer. The development of labor relations in Russia is promoted by various commissions for the regulation of social and labor relations - social partnership bodies that have competence in the field of organizing collective negotiations and drafting collective agreements and contracts in accordance with the legislation

scholarly journals Trust and responsibility: the regional dimension

2019 ◽  
Vol 3 (2) ◽  
pp. 35-41
Author(s):  
Evgeniya A. Kogay
Keyword(s):  
Public Policy ◽  
Interpersonal Trust ◽  
Self Organization ◽  
Sustainable Society ◽  
Social Partnership ◽  
Trust Relationships ◽  
Its Regions ◽  
New Challenges ◽  
The Relationship ◽  
Different Levels

The issue of developing strategic trust at different levels of self-organization of territorial communities gains increasing importance in Russia. This article considers trust and responsibility as integral components of forming a sustainable society and implementation of modernization processes. The author turns to the problem of the relationship between these concepts and reveals trends in the dynamics of trust relationships in Russia and its regions. This article relies on the results of comparative sociological and cultural studies in the Tomsk (2015), Kursk (2016), and Tyumen (2016) regions, as well as in Russia overall (2015). The comparison of results from sociological researches shows the characteristics of institutional and interpersonal trust. The author notes that the new challenges to the development of society associated with the tasks of transition to system modernization create an increased demand for strengthening social partnership and the establishment of qualitative and constructive public policy. There is a trend to activate the position of citizens in defending their rights, as well as in helping vulnerable categories of the population. In conclusion, the author shows practical steps of individual regions on the way of creation of solidary society.

scholarly journals RIGHT TO DISCONNECT: french and italian proposals for a global issue

2019 ◽  
Vol 4 (3) ◽  
pp. 110-129
Author(s):  
Matteo Avogaro
Keyword(s):  
Work Life ◽  
Private Life ◽  
Life Balance ◽  
Collective Agreements ◽  
Global Issue ◽  
The Social ◽  
Social Partners ◽  
Increasing Process ◽  
Social Debate ◽  
The Impact

In recent years, the increasing process of digitization has gradually blurred the boundaries between work and private life. Therefore, new issues concerning workers’ protection arose. One of the main topics on this matter is related to employees’ tendency to utilize technological devices, as smartphones and tablets, to remain “connected” to their job outside ordinary business hours. In relation to this aspect, the paper addresses the debate and juridical solutions proposed and developed in France, through the Loi El Khomri, and in Italy, with the law No. 81/2017 recently approved by Parliament, to introduce a right (and/or an obligation) to disconnect in favour of digitized employees, and in order to protect workers’ private life, preventing diseases related to risk of burnout and the augmentation of stress. Furthermore, the analysis will be focused on the social debate related to the abovementioned topic. In particular, it will concern the positions assumed on this matter by main workers’ and employers’ organizations of the said countries, and their reactions to the initiatives undertaken by legislators, in order to realize a first evaluation concerning the impact of the solutions proposed. Afterwards, the attention will be cantered on praxis and tools introduced by collective agreements, in order to verify whether social partners have been able to find more efficient methods to balance work and private life, than the ones suggested by legislators. The outcome of the paper is referred to the actions that ILO could assume, on the base of the experience developed in France and in Italy, to address the future global issue of protecting employees’ work-life balance.

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