Page 148 - ePaper
P. 148
Employment and Social Developments in Europe 2014
Chart 14: Workplace NOT dependent on the direct Chart 15: Team members decide by themselves
control of your boss on the division of tasks
90 90
80 80
70 70
60 60
50 50
% %
40 40
30 30
20 20
10 10
0 0
HU CY EL UK BG IE MT SK RO PT ES LU FR CZ LV LT SI EU-27 BE EE PL DE IT AT SE FI NL DK HR CY EL PT BG IT SK ES FR CZ RO LT HU MT PL SI UK BE EE LU EU-27 LV AT IE DE NL SE FI DK HR
Source: Eurofound, EWCS 2010, question q46e. Source: Eurofound, EWCS 2010, question 57a.
Note: No observation available for HR. Note: No observation available for HR.
Chart 16: Self-responsibility Employers and workers have a joint inter-
est in promoting safe and healthy work -
3.0 places. EU cross-industry social dialogue
2.5 led to agreements on stress and violence
2.0 at work, while EU sectoral social dialogue
1.5 led to sectors-specific agreements or cam -
45
1.0 paigns ( ). With the support of the Euro-
0.5 pean Agency for Health and Safety at Work,
social partners at European and national
0.0 level cooperate to develop ‘Online Interac-
-0.5 tive Risk Assessment’ (OiRA) tools ( ).
46
-1.0
-1.5 Europe has a rich tradition of social
-2.0 dialogue on working time, contractual
BG SK LT DE ES AT FR CY HU PL CZ IT PT SI BE RO IE EL UK LU EE LV FI SE NL MT DK HR
Source: DG EMPL calculations based on Eurofound EWCS 2010, compressing questions q49b — main arrangements and the reconciliation of
job involves assessing the quality of own work; q49c — solving unforeseen problems on your own; work and family life. Framework agree-
q50a — able to choose or change your order of tasks; q50b — able to choose your methods of work; ments cover a large number of areas
q50c — able to choose/change your speed of work; q51c — you are consulted before targets are set for from parental leave ( ) and working
47
your work; q51d — involved in improving the work organisation; q51e — you have a say in the choice of
your working partners; q51f — can take a break when you wish; q51i — able to apply your own ideas in time, to equal treatment between part-
your work; q51o — can influence decisions that are important for your work. time workers and full-time workers and
Note: No observation available for HR. between fixed-term contract workers and
48
those on open-ended contracts( ).
3.3.4. Social dialogue Workers’ and employers’ representa-
tives are uniquely well-placed to iden- A number of EU Directives establish
By promoting win-win solutions for tify skill needs and promote lifelong minimum requirements regarding infor-
employers and workers, social dialogue 41 learning. Social partners play a key mation and consultation of workers at
( )
-
plays an important role in the improvement role in European Sector Skills Coun
45
of working conditions. Throughout Europe cils, which are designed to anticipate ( ) For instance in the hospital sector
http://ec.europa.eu/social/main.jsp?catId=521
employers’ and workers’ representatives the need for skills in specific sectors &langId=en&agreementId=5136
combine their expertise on work-related more effectively and achieve a bet- ( ) These tools can help micro and small
46
42
matters to promote job quality ( ). ter match between skills and labour organisations to put in place a step-by-step
risk assessment process — starting with the
market needs ( ). European social identification and evaluation of workplace
43
partners have concluded a number of risks, through to the decision-making and
implementation of preventative actions, to
skills-related autonomous agreements, monitoring and reporting.
47
41
( ) Social dialogue refers to discussions, which national social partners imple- ( ) Established at cross-industry level, giving all
consultations, negotiations and joint actions employees an individual non-transferable
involving organisations representing the two ment in accordance with procedures and right to parental leave was first signed by
sides of industry (employers and workers). practices specific to management and European social partners in 1995, revised in
( ) This section cannot exhaustively cover labour in the Member States ( ). 2009.
42
44
all social partners’ activities at company, ( ) Each of these cross-industry agreements
48
sectoral, national and European level. has been made legally binding through
Rather, it focuses on a number of key 43 Council Directives. The same applies to
initiatives at European level. Interested ( ) See http://ec.europa.eu/social/main. a number of sectoral agreements on working
readers will find additional information jsp?catId=784 time of mobile workers, including sea
in the ‘Industrial Relations in Europe’ series ( ) Examples include a European licence farers, mobile civil aviation staff and mobile
44
published by the European Commission for drivers on interoperable services workers assigned to interoperable cross-
(e.g. European Commission 2010b and 2013d), (railway sector), training standards and border rail services. A recent agreement
and in publications by the European Foundation European certificates (hairdressing), or core between social partners of the inland
for the Improvement of Living and Working competences for process operators and first- waterways sector has been forwarded to the
Conditions (e.g. Eurofound 2014a). line supervisors (chemical sector). Council for implementation by directive.
146
Chart 14: Workplace NOT dependent on the direct Chart 15: Team members decide by themselves
control of your boss on the division of tasks
90 90
80 80
70 70
60 60
50 50
% %
40 40
30 30
20 20
10 10
0 0
HU CY EL UK BG IE MT SK RO PT ES LU FR CZ LV LT SI EU-27 BE EE PL DE IT AT SE FI NL DK HR CY EL PT BG IT SK ES FR CZ RO LT HU MT PL SI UK BE EE LU EU-27 LV AT IE DE NL SE FI DK HR
Source: Eurofound, EWCS 2010, question q46e. Source: Eurofound, EWCS 2010, question 57a.
Note: No observation available for HR. Note: No observation available for HR.
Chart 16: Self-responsibility Employers and workers have a joint inter-
est in promoting safe and healthy work -
3.0 places. EU cross-industry social dialogue
2.5 led to agreements on stress and violence
2.0 at work, while EU sectoral social dialogue
1.5 led to sectors-specific agreements or cam -
45
1.0 paigns ( ). With the support of the Euro-
0.5 pean Agency for Health and Safety at Work,
social partners at European and national
0.0 level cooperate to develop ‘Online Interac-
-0.5 tive Risk Assessment’ (OiRA) tools ( ).
46
-1.0
-1.5 Europe has a rich tradition of social
-2.0 dialogue on working time, contractual
BG SK LT DE ES AT FR CY HU PL CZ IT PT SI BE RO IE EL UK LU EE LV FI SE NL MT DK HR
Source: DG EMPL calculations based on Eurofound EWCS 2010, compressing questions q49b — main arrangements and the reconciliation of
job involves assessing the quality of own work; q49c — solving unforeseen problems on your own; work and family life. Framework agree-
q50a — able to choose or change your order of tasks; q50b — able to choose your methods of work; ments cover a large number of areas
q50c — able to choose/change your speed of work; q51c — you are consulted before targets are set for from parental leave ( ) and working
47
your work; q51d — involved in improving the work organisation; q51e — you have a say in the choice of
your working partners; q51f — can take a break when you wish; q51i — able to apply your own ideas in time, to equal treatment between part-
your work; q51o — can influence decisions that are important for your work. time workers and full-time workers and
Note: No observation available for HR. between fixed-term contract workers and
48
those on open-ended contracts( ).
3.3.4. Social dialogue Workers’ and employers’ representa-
tives are uniquely well-placed to iden- A number of EU Directives establish
By promoting win-win solutions for tify skill needs and promote lifelong minimum requirements regarding infor-
employers and workers, social dialogue 41 learning. Social partners play a key mation and consultation of workers at
( )
-
plays an important role in the improvement role in European Sector Skills Coun
45
of working conditions. Throughout Europe cils, which are designed to anticipate ( ) For instance in the hospital sector
http://ec.europa.eu/social/main.jsp?catId=521
employers’ and workers’ representatives the need for skills in specific sectors &langId=en&agreementId=5136
combine their expertise on work-related more effectively and achieve a bet- ( ) These tools can help micro and small
46
42
matters to promote job quality ( ). ter match between skills and labour organisations to put in place a step-by-step
risk assessment process — starting with the
market needs ( ). European social identification and evaluation of workplace
43
partners have concluded a number of risks, through to the decision-making and
implementation of preventative actions, to
skills-related autonomous agreements, monitoring and reporting.
47
41
( ) Social dialogue refers to discussions, which national social partners imple- ( ) Established at cross-industry level, giving all
consultations, negotiations and joint actions employees an individual non-transferable
involving organisations representing the two ment in accordance with procedures and right to parental leave was first signed by
sides of industry (employers and workers). practices specific to management and European social partners in 1995, revised in
( ) This section cannot exhaustively cover labour in the Member States ( ). 2009.
42
44
all social partners’ activities at company, ( ) Each of these cross-industry agreements
48
sectoral, national and European level. has been made legally binding through
Rather, it focuses on a number of key 43 Council Directives. The same applies to
initiatives at European level. Interested ( ) See http://ec.europa.eu/social/main. a number of sectoral agreements on working
readers will find additional information jsp?catId=784 time of mobile workers, including sea
in the ‘Industrial Relations in Europe’ series ( ) Examples include a European licence farers, mobile civil aviation staff and mobile
44
published by the European Commission for drivers on interoperable services workers assigned to interoperable cross-
(e.g. European Commission 2010b and 2013d), (railway sector), training standards and border rail services. A recent agreement
and in publications by the European Foundation European certificates (hairdressing), or core between social partners of the inland
for the Improvement of Living and Working competences for process operators and first- waterways sector has been forwarded to the
Conditions (e.g. Eurofound 2014a). line supervisors (chemical sector). Council for implementation by directive.
146
