AIAS Newsletter Spring 2014 Voor Op Site.Indd 1 16-4-2014 14:29:04 Amsterdam Institute AIAS for Advanced Labour Studies

AIAS Spring 2014 NNewsletterewsletter

How do salaried medical specialists deal with shift work?

Doctor of Letters award to Jan Cremers

Labour market behaviour of Dutch mothers

Amsterdam Institute for Advanced labour Studies

AIAS www.uva-aias.net

AIAS newsletter Spring 2014 voor op site.indd 1 16-4-2014 14:29:04 Amsterdam Institute AIAS for Advanced labour Studies

UNIVERSITY OF AMSTERDAM

What can we offer you? AIAS is an institute for multidisciplinary research and teaching at the University of Amsterdam. Founded in 1998, it brings together the University’s expertise in labour studies from the Faculties of Law, Social and Behavioural Sciences, Economics and Business, and Medicine.

AIAS’ mission is to strengthen its position as a leading academic centre in the ﬁ eld of labour studies in the Netherlands and abroad, foster- ing its acclaim as an attractive partner for international cooperation in research and teaching. Our threefold task is to perform and facilitate research aimed at developing, empirically testing and applying theories that can explain the working of labour markets, labour relations and organisations, and social and labour policies in an internationally comparative perspective. We maintain and further develop multidisciplinary teaching programmes concerning these issues and provide expertise to society by supplying analytical tools, results and data to enlighten policy making in the ﬁ eld of labour and to contribute to the intellectual and public debate on labour, employment and social policies.

Research Teaching Social involvement AIAS research focuses on the analysis of AIAS offers various forms of education: Annually AIAS organi es conferences about labour markets, social security and govern- Various in-company courses ongoing research and current trends. ur- ance. It combines various disciplinary ap- Training of Ph students, e.g. in the thermore, several lunch seminars and proaches along three perspectives: Societal EDUWORKS project workshops take place during the year, of- regulations & coordination of markets, In- fering interesting opportunities for the dividual transactions in markets and Societal exchange and deliberation of research on and individual effects. Some of our research labour issues from all over the world. AIAS programmes we are involved in: has a major collection of academic socio- ● GINI Growing Inequalities’ Impacts economic data in the ﬁ eld of labour rela- Solidarity in the 21st Century tions, labour organi ations, employment and lex Work esearch Centre working conditions in the Netherlands and WageIndicator abroad. AIAS and its staff contribute to soci- ree Choice in Pensions ety on many subjects, for different audiences and in varying formats articles, books, reports, interviews, presentations etc... . The AIAS Working Paper, the Labour markets and industrial relations in the Netherlands’ and the GINI iscussion Paper series also addresses a great variety of topics. CONTENTS COLOPHON What can we offer you? 2 This is a publication of the Amsterdam Institute for Editorial 3 Advanced labour Studies, PO Box 94025, 1090 GA News 4 AIAS Conferences 5 Amsterdam, The Netherlands Keynotes 9 Focus on Research 10 Subscriptions / address changes Focus on Justine Ruitenberg 12 [email protected] or +31 20 525 4199 Working Papers 15 AIAS Series ‘Labour markets & industrial relations in NL’ 18 (Final) editing Newsletters 19 Paul de Beer, Jan Cremers and Angelique Lieberton WageIndicator 23 Design / photo’s Onderwijs/Teaching 24 Publications Academic 25 Creative Es & Angelique Lieberton Publications Professional 33 Cover istockphoto/wibs24 Data 39 Other photos: © Jordi Huisman, Sean Stevenson, istockphoto Overview research projects 40 Research 42 Print run / edition People at AIAS 45 Print run: 2300 / © Spring 2014 AIAS AIAS in the media 46 Printer: GVO drukkers & vormgevers B.V. | Ponsen & Looijen Announcements 47

AIAS newsletter Spring 2014 voor op site.indd 2 16-4-2014 14:29:53 From the The crisis is not over, yet cover Editorial Now that the European economies are gradually recovering, the labour markets are still suffering from the consequences of the deep economic crisis. Unemployment rates have Doctor of Letters reached record highs and the real incomes of a large share of the population have declined over the past years. At the same time, income disparities are growing. While the majority of award to Jan the population suffers from the crisis, a small minority at the top has succeeded in improv- Cremers ing its position. While the topic of income inequality was not en vogue among economists for a long time, it has suddenly appeared on top of the research agenda. Currently, many Page 4 economists acknowledge that the widening income gap might not only have undesirable social consequences, but might also be among the causes of the global economic crisis. The Amsterdam Institute for Advanced labour Studies is proud to have contributed to the recent resurgence of the academic debate on income inequality. The GINI project, in which the AIAS and the Amsterdam Centre for Inequality Studies (AMCIS) cooperated with a large number of foreign research institutes, has made a thorough analysis of the trends and the How do salaried impacts of growing inequalities. The project was recently completed with the publication of two voluminous editions by Oxford University Press (see http://www.gini-research.org/ medical specialists articles/home). deal with shift The effects of the crisis on labour markets and industrial relations are at the core of the work? research of the AIAS. This Newsletter reports on a number of articles and books, written or edited by AIAS staff, which have recently been published. Moreover, the AIAS is the coordina- Page 10 tor or a partner of a number of international research projects funded by the European Un- ion on, e.g., collective bargaining for social rights (BARSORIS), youth and unions (YOUNION) and the integration of data on inclusive growth (INGRID).

Now that the debates on jobless growth and increasing inequalities attract a lot of public and academic attention, the AIAS strives for a well-balanced interdisciplinary approach to these and related issues by combining and integrating the insights from various disciplines. We believe that these societal issues cannot be adequately analysed from a single, e.g. economic Labour market or sociological, perspective, but are best studied by research teams composed of economists, sociologists, political scientists, legal schol- behaviour of Dutch ars et cetera. mothers Since the beginning of this year, our insti- Page 12 tute is located at a new site on the Roeter- seiland, quite close to our old building. We welcome you to visit our new ofﬁ ce either to attend one of our regular lunch seminars on Thursday or to discuss joint research interests with our staff.

Paul de Beer Editor AIAS newsletter co-director AIAS [email protected]

AIAS newsletter Spring 2014 voor op site.indd 3 16-4-2014 14:29:55 NEWS

Doctor of Letters award to Jan Cremers

The University of Westminster in London has awarded a honorary degree of Doctor of Letters (D.Litt.) to Jan Cremers, associated senior-researcher at the Amsterdam Institute for Advanced Labour Studies (AIAS) from the University of Amsterdam. The Doctor of Letters recognition is usually awarded to individuals in the United States, United Kingdom, Australia and India, following a long period of extensive research and many publications in scholarly and academic journals. Recipients of the D.Litt. have all contributed to knowledge in the humanities, have published scholarly articles and journals, and their ideas have progressed human understanding in some profound way. The presentation of the award was on Tuesday 12 November during a Presentation Ceremony at the Royal Festival Hall.

Jan Cremers became member of the executive of the European developing policy, writing about and campaigning for improvement Trade Union Confederation (ETUC) for the building trades in the (…), as well as building networks across Europe’. 1980s and was closely involved in the development of the European social policy legislation in the ﬁ eld of the free movement of workers, health and safety at the workplace and workers’ participation. Later on, as he became associated to AIAS, he broadened up the scope of his research to issues related to company law and, notably, the workers voice in corporate governance. He published and (co-) authored a series of books, for instance on undeclared labour in construction (‘Shifting employment’) and on the bypass of national labour standards for workers (‘In search of cheap labour in Eu- rope’). In spring 2013 he published two books, on the experiences with the introduction of the European Company Statute (‘A decade of experience with the European Company’) and on the long ju- ridical way to a ban on the use of asbestos (‘The long and winding road to an asbestos free workplace’). Cremers, inter alia member of the European Parliament for the Dutch social-democratic party in the past, received the award of Doctor of Letters in recognition of his services to the European Social Policy. Literally it was stated in the grant address: ‘he has spent the last three decades researching,

AIAS has moved ofﬁ ce

AIAS has moved ofﬁ ce per 1 January 2014 from one university building to another. All phone numbers, emails etc. remained the same. Our general phone number is + 31 20 525 4199 and email [email protected]. See our website for the direct numbers of all AIAS employees; www.uva-aias.net/employees. Our new address is:

New visiting address New postal address Nieuwe Prinsengracht 130 PO Box 94025 1018 VZ Amsterdam 1090 GA Amsterdam The Netherlands The Netherlands

AIAS newsletter Spring 2014 voor op site.indd 4 16-4-2014 14:29:55 AIAS CONFERENCES

Kick Off meetings BARSORIS project ‘Intergenerational kick-off meeting Bargaining’ Bargaining for Social Rights at Sectoral Level (INGENBAR) and Nuria Ramos We are coordinating the new international research ‘Union for Youth’ project BARSORIS: Bargaining for Social Rights at Sectoral Level. The fi rst meeting of the BARSORIS (YOUNION) at AIAS research team took place on 13 and 14 January 2014 at the AIAS premises - University of Amsterdam. Frank Tros In January 2014, AIAS hosted the kick off meetings of ‘Intergenerational Bargaining’ (iNGenBar) and The project BARSORIS aims to conduct a comparative study of ‘Union for Youth’ (YOUnion), both fi nanced by the social partners’ experiences with improving the social rights of pre- Industrial Relations and Social Dialogue program of DG carious/vulnerable workers through collective bargaining and so- Employment of the European Commission. cial dialogue in seven EU countries: Denmark, Germany, Italy, the Netherlands, Slovakia, Spain and the United Kingdom. The project At 24 January, research participants of YOUnion met at AIAS in Am- managers from AIAS, Maarten. Keune and Nuria Ramos Martín, as sterdam. YOUnion – ‘Union for Youth’ - is coordinated by ADAPT, well as representatives from all the BARSORIS partners (WSI-Hans Italy. Maarten Keune – as scientifi c coordinator - and Frank Tros, Böckler Stiftung, Employment Relations Research Centre at the both from AIAS, are participating in this project. The participants University of Copenhagen - FAOS, Central European Labour Stud- at this Kick Off meeting discussed the labour market position and ies Institute, University Autonoma de Barcelona, The University of trade union memberships of the youth, and the challenge of the Teramo, University of Leicester, and Vrije Universiteit Amsterdam) trade unions in European countries to address the voice and inter- attended the meeting. In the meeting, methodological and organiza- ests of the new generations of workers. The researchers agreed on tional issues concerning the aim of the research project, namely, to the objectives, implementations and workplan of the project. They analyse the challenges faced by the social partners in improving the will meet again in Bergamo (Italy) in June to discuss the drafts of quality of work through collective bargaining and social dialogue the country reports. were addressed by the research team. Four days later, ten researchers from six countries came together in the Kick Off meeting of iNGenBar – ‘Intergenerational bargain- The international BARSORIS project is funded by the EU, Euro- ing’. This project is coordinated by Frank Tros and Maarten Keune. pean Commission, DG Employment, Social Dialogue and Industrial The participants presented opportunities and barriers in the national Relations, Agreement no. VP/2013/001/0134. industrial relations systems regarding to integrated bargaining for See for further information on the project: www.uva-aias.net/ younger ánd older workers. They agreed on further case study re- BARSORIS. search in the countries through analyzing innovating initiatives in national, sectoral and company level bargaining that aim to combatting youth unemployment ánd promoting active ageing at the same time. All will come together in June in Amsterdam to discuss the research fi ndings in the midterm seminar at AIAS. AIAS will also organize the fi nal conference ‘Intergenerational Bargaining’ in De- cember in Brussels. See for the research partners and further information on the projects: iNGenBar: www.intergenerationalbargaining.eu. YOUnion: www.adapt.it/younion

AIAS newsletter Spring 2014 voor op site.indd 5 16-4-2014 14:29:56 AIAS CONFERENCES

InGRID expert workshop New skills new jobs: Tools for harmonising the measurement of occupations The Working Conditions and Vulnerability pillar of the InGRID project aims, among others, at developing and testing new tools to measure occupations and their skill requirements. The InGRID workshop, 10-12 February 2014 in Amsterdam, aimed to discuss new approaches of collecting, coding and analysing occupational data.

The 1st day was dedicated to occupational of vacancies and educational attainment of classifi cations, measurement and coding of job holders. A second paper detailed the occupations across countries, in different demographic challenges in Dalarna County, survey modes, and from different sources. Sweden. A third presentation explored the After the introduction of the InGRID role of occupations in the skills supply and project, the design principles of ISCO-08 demand forecasts. In session presenters dis- were discussed, followed by presentation cussed occupational segregation in Europe, of the advantages and shortcomings of the socio-economic classifi cations, derived different occupational categorizations. The from ISCO08, and the assessment tools for CASCOT and the DASISH project for cod- transversal cognitive skills in individual oc- ing job titles from surveys in the UK and cupational careers of the 21st century. abroad were explained. The coding and scal- Session seven (3rd day) addressed ontology ing of parental occupations in the European based competency matching between vo- Social Survey were detailed, followed by the cational education and the workplace. The newly developed method for coding of job second presentation was called ‘Increasing titles from the Labour Force Survey in the the comparability of European occupations Netherlands, and fi nally the requirements by utilising multilingual skills taxonomies: for lookup databases were discussed, taking the vision of DISCO and ESCO’. The third into account the long tail in the occupation- presentation detailed the method of making al distribution. occupational forecasts and disseminating The 2nd day focused on the challenges relat- occupational information in Sweden. The ed to the web-spidering of job titles and the fi nal presentation explored the web-based measurement of tasks and skills of occupa- Occupational Information System in Italy, tions. Presentations addressed the semantic followed by a discussion how to continue matching of user-side reported job titles with data collection on occupations. using lookup databases, the parsing and semantic matching of vacancies and cv’s, and Kea Tijdens, workshop organiser the crawling the Web for Job Knowledge. [email protected] One presentation detailed how task fre- quencies in 430 4-digit ISCO occupational units in 13 countries were measured in a web-survey. Another presentation showed a web-based job analysis tool decomposing jobs into larger and smaller tasks. A third paper explored how graduate occupations and their skill requirements were measured in Hungary. Session fi ve addressed the supply and demand skills gap, based on a comparison of educational requirements

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Conference on labour market intermediaries and employment policies Need for incentives to create new jobs markets and for innovation of labour market intermediaries effectively linking individuals to work

Els Sol On October 24-25, 2013 Flexwork Research Centre organised its third interdisciplinary conference called “Labour market intermediaries and employment policies in Europe: the way to work?” at the Burcht in Amsterdam. Flexwork Research Centre is an initiative of the UvA and CIETT/ABU, managed by the University of Amsterdam (AIAS, Hugo Sinzheimer Institute), located at AIAS, and ﬁ nanced by both the world association of private employment agencies CIETT and the Dutch organisation of temporary work agencies ABU.

The 2013 international conference was on pubslished in 2014 on labour market inter- In another workshop on the development invitation only and focused on labour mar- mediaries from Australia, The Netherlands of the triangular employment relationship, ket intermediaries and their role in employ- and the United Kingdom, delivering con- Isabelle Schomann (ETUI) and Coralie ment policies. In total thirty of the best tracted welfare at the workfl oor. Apparantly Guedes (University of Lyon) reported on informed researchers worldwide presented the tendency to professionalism amongst the implementation of Directive 2009/104/ recent research fi ndings, both published advisors in the Netherlands is absent in EC on temporary agency work in the EU as well as work in progress, and discussed the United Kingdom and even more so member states. They revealed worrying these amongst fellow researchers and with in Australia. Over there, over the last ten trends witnessed in various member states, some practitioners (members from CIETT/ years marketisation has brought more effi - in which the transposition measures are ABU) and policymakers (ILO, EC). ciency at the cost of more uniform servic- unsatisfactory or non-existent, or in which ing by less qualifi ed workforce. The second they have adopted a minimal interpretation Overview current developments workshop on policy theory and evaluation of the provisions of the Directive. In the fi rst of ten workshops Randall concentrated on new material from two Eberts from Upjohn Institute, Siobhan different research projects - one from Den- Future developments O’Sullivan from Melbourne University and mark and the other from the Netherlands Denis Pennel (CIETT) talked about the Daniel Baumgarten (Rheinisch-Westfal- - on the (value of the) method of realistic diversifi cation of contracts, the blending of lisches Institut fur Wirtschaftforschung) evaluation. Both projects one by Thomas public and private life, the rise of self em- presented an overview of labour exchange Bredgaard (Aalborg University and the ployed and the need to invent new forms policies and services in Europe and over- other by Els Sol (University of Amsterdam) of protection to reconcile the individual seas. O’Sullivan discussed survey material try to get a better understanding of what and the collective. The theme of solidarity from a longitudinal research project to be works for whom in employment servicing. between employers, employees and govern-

AIAS newsletter Spring 2014 voor op site.indd 7 16-4-2014 14:30:00 AIAS CONFERENCES

ments was further explored by Christine invest in senior staff, even though the indi- winner of the best Dutch Flexwork Thesis Erhel (University Paris 1), Ruud Muffels viduals themselves might benefi t most from 2013 was Wiljan van der Berge, an econ- (Tilburg University) and Ferry Koster (Er- such investment. At the lower end of the omy student of Tilburg University, with a asmus University), while Bas Koene (Eras- labour market the incentives for innovation thesis on displaced workers and the effects mus University), Simon Fietze (Syddansk are weak. Employers are less willing as staff of outplacement and severance pay. Analys- Universitet) and Chris Mattieu (Lund Uni- are seen as easily repacable. Individuals lack ing an international dataset of social plans versity) showed what new patterns of em- the resources to invest in training them- covering more than 8000 workers, Wiljan ployment look like, such as multi employer- selves, even though they are the ones who concluded that neither severance pay nor contracts. Jo Casebourne (Nesta UK) and will reap the main benefi t from employ- outplacement arrangements were associated Anneke Goudswaard (TNO) made a case ability gains. This means that intermediaries with a higher average probability of mov- for innovation in the jobs market and em- have little fi nancial incentive to innovate. ing from job to job. With a slightly different ployment services. Jo argued that to date a At the end of the Conference Donna picture for older workers. set of policy approaches have focused on Koelz (ILO), Annemarie Muntz (CIETT) supporting individuals into work through and Catherine Blair (EC DG1) positively Both the thesis and the programme of the supply-side labour programmes. Unfortu- commented on the conference fi ndings and conference with more info on other inter- nately these have reached a point of dimin- especially on those focusing on public-pri- esting presentations are available at www. ishing returns. More systematic innovation vate cooperation. All three emphasized the fl exworkresearch.org. Those interested across many parts of the labour market need for policy and research to strongly sup- in recieving a weekly newsletter from Flex- system is needed such as to create new jobs port one another. workresearch with a weekly update of new markets, to support self-employment and research reports from all over the world are to develop new and effective ways of link- Award Dutch Flexword Thesis invited to subscribe at the Flexworkresearch ing individuals to work. Some parts of the To mark the tenth anniversary of Flex- website. See also Flexresearch twitter ac- labour market do have thriving innovation workresearch Centre a new award called count at @Flexresearch. systems. Executive search agencies operate ‘Dutch Flexwork Thesis’ was established to to match highly-paid jobs with candidates, promote students to perform research pro- individuals pay to invest in their own skills, jects in this domain and presented during and their employers are willing to pay to the 2013 Flexworkresearch conference. The European doctoral workshop on industrial relations and labour markets Maarten Keune On 29-30 January 2014 AIAS organized a two-day European Doctoral Workshop where 12 PhD students from around Europe presented their work on industrial relations and labour markets.

They discussed a wide variety of subjects The workshop is a yearly event of a network tive platform for PhD students to share and methodologies, ranging from qualita- of nine universities: Warwick University, their projects, discuss their ﬁ ndings and get tive case studies on trade union solidarity London School of Economics, University detailed comments from both senior staff and mobilization campaigns, to the analysis of Trier, University of Milan, University and fellow PhD students. Also, they rep- of the role of social capital and network- of Amsterdam, Université d'Aix-Marseille, resent excellent opportunities to meet col- ing in corporate board selection processes, Central European University, Cornell Uni- leagues from around Europe and to build to quantitative studies on the effect of sick- versity and the University of Copenhagen. up international networks. For the senior ness at work or on the age effects in female The organization of the workshops rotates staff the workshops are a great occasion to labour force participation. In two intensive among the members. Each member can get acquainted with newcomers in the ﬁ eld days the students received critical though send one or two PhD students to the work- and to meet old friends. constructive comments from two discus- shops, together with one senior staff mem- sants and from the group as a whole. ber. The workshops provide a very produc-

AIAS newsletter Spring 2014 voor op site.indd 8 16-4-2014 14:30:05 KEYNOTES

Presentation at the Keynote conference “Committing the Robbert van new Commission to social het Kaar Europe” Social and 19 February 2014, European Parliament Economic council- committee for the Jan Cremers During this S&D conference Organised by the Group of the Progressive Enhancement of Co- Alliance of Socialists & Democrats MEP’s discussed with representatives determination of employers’ organisations, trade unions and the economic and social committee the means to strengthen the social dimension of the EU. On 1 October 2013, the Social and Economic council-committee for the In his contribution during the panel Fair competition in the single market Jan Cremers pro- Enhancement of Co-determination vided an overview of the different forms of circumvention of workers’ rights. The respect for (SER-commissie Bevordering the regulatory framework (of labour standards and working conditions) in the country were Medezeggenschap, CBM) haled its work is pursued has to be restored. And not deregulation but stronger legislation is needed fi rst annual congress. in order to make it possible to divide between genuine and sham cross-border labour recruitment. www.socialistsanddemocrats.eu/events/sd-conference-committing-new- Keynote speakers were Aukje Nauta commission-social-europe (Utrecht University) on modernisation of co-determination and Robbert van het Kaar on the effects of fl exibilisation on co-determination issues. Both speakers are Speech for the annual also independent members of the CBM, together with Ferdinand Grapperhaus (chair, meeting of the Royal Dutch Maastricht University) and Evert Verhulp (University of Amsterdam). Other members of the CBM come from employers’ organi- Association of Economists sations and union federations. Paul de Beer On 13 December 2013, Paul de Beer gave a speech for the annual meeting of the Royal Dutch Association of Economists (Koninklijke Vereniging voor de Keynote Staathuishoudkunde, KVS) on 30 years of polder model. Maarten In his speech, he presented the main results of the so-called Preliminary Recommenda- tions 2013 (Preadviezen), the annual report of the KVS, which are dedicated to the theme of industrial relations. De Beer stressed the continuity and stability of the Dutch system of Keune industrial relations. Most institutions and the position of the social partners – trade unions International Conference organized by the and employers associations – have not changed much since the famous Wassenaar Agree- ILO and AICESIS: “The role and impact ment of 1982. For example, bargaining coverage has been very stable and there is no clear of the Economic and Social Councils and evidence for a decentralisation trend in wage formation, as is often suggested. On the other Similar Institutions in the response to the hand, the balance of power has clearly shifted from the union side to the employers side. global fi nancial, economic and job crisis: This can be attributed partly to the gradual erosion of union density, and partly to the shift Sharing experiences and good practices”, in the dominant political views towards neoliberal policies. The weakening of trade unions 3-4 December 2013, Madrid may in the long run also endanger the sustainability of the polder model.

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How salaried medical specialists in the Netherlands experience shift work Interview with Dr Joke A. Haafkens by Jan Cremers

A team led by Joke Haafkens and composed of several experts working at AIAS and UvA ﬁ nalised a research project on the ‘burden of shift work” among salaried medical specialists working in Dutch hospital settings. The research was commissioned by the social partners in the health care and hospital sector. In the interview we talked about the background of the project, the questions that were covered and the main ﬁ ndings. Although not envisaged at the start the project team also formulated three key recommendations.

Why this research? It is probably not so easy to make a clear distinction between The background is simple. In Dutch hospitals half of the medi- shift-related work pressure and work pressure in general. cal specialists are salaried employees. For those specialists, working What were the main questions that had to be treated? conditions are laid down in a collective Working Conditions Agree- Indeed, especially when working hours are long, as is the case for ment for Medical Specialists, the “Arbeidsvoorwaardenregeling Medische medical specialists, the demarcation between these two types of Specialisten” or (hereafter, AMS). Like collective agreements for other work pressure is not easy to make. Yet, we stuck to our commission sectors, the AMS is the outcome of a collective bargaining process and our project focussed only on shift work. between social partners. In these negotiations the employers are rep- Our main questions were: do salaried medical specialists experience resented by the Dutch Association of Hospitals (NVZ) and medi- shift work as a burden?; what factors are likely to increase or de- cal specialists by the National Association for Salaried Physicians crease the shift work burden?; and, what measures would be relevant (LAD), the Order of Medical Specialists (OMS) and by Unions. to mitigate the burden of shift work? Unfortunately, the grant did The current AMS will be renewed in 2014. The social partners have not allow any time for literature review which makes it harder to put placed shift work on the agenda of topics they wanted to address the fi ndings of our study into perspective. during the negotiations for the new AMS. In addition to their nor- mal clinic hours, medical specialists routinely work in “on-site” or And how did you answer these questions? “on-call” shifts to ensure continuity of care outside regular offi ce We used two approaches. Dr Corine Boon conducted a quantitative hours. Ìn the current AMS, it has been agreed that the maximum survey study among salaried medical specialists who were a mem- working week for a salaried medical specialist is 52 hours, including ber of LAD or OMS. The questionnaire was inspired by the “job shifts. Incidentally, this may be extended to 55 hours. In recent years demands-resources model”. This model suggests that occupational LAD and OMS had received reports from salaried medical special- strain, such as pressures caused by shift work, occurs when there is ists that shifts were becoming increasingly burdensome. This has a structural imbalance between the “job demands” that are placed alerted the social partners and they wanted to study this topic more on the individual, and the resources he or she has, to deal with those closely in preparation of the new AMS. The Labour Market Founda- demands. Our team member Dr Wim Eshuis conducted an addition for Hospitals, Stichting Arbeidsmarkt Ziekenhuizen (StAZ), created tional qualitative study. This qualitative study was meant to explore by the social partners to stimulate an attractive work environment how medical specialists would describe the pressures of shift work for health workers, has funded the project. AIAS has a lot of experi- in their own words. But also to investigate what suggestions they ence with research on working conditions and collective bargaining may have for dealing with problems related to shift work and what processes and work-related health issues. This made it quite logical the AMS can contribute to this. that we were engaged in this project. And the fi ndings? We just fi nished our report. Before anything else, the study was meant to provide background information for the AMS negotiations to the social partners. Our sponsors still have to decide how

AIAS newsletter Spring 2014 voor op site.indd 10 16-4-2014 14:30:05 RESEARCH

the results of the study can be disseminated further. So, at this point, tivity norms, but also health and safety norms for staff members I cannot provide any concrete numbers or fi gures to you. Yet, here who do the work. But input from salaried medical specialists them- are a few general observations. Unfortunately the response rate in selves is also needed. Doctors may sometimes hesitate to call atten- the quantitative study was lower than expected (18%). So we have tion to problems with shift work, because working very long and to be very careful with interpretations. Yet, over all the quantitative hard hours is the norm in their profession. The AMS may also play study demonstrated that the levels of reported occupational strain a relevant role in mitigating the burden of shift work, however. For due to shifts varied, depending on contextual factors. Some job de- example, by laying down clear norms for working hours for shifts mands, such as the duration of shifts, clearly appeared to increase and recovery time or by encouraging institutions to develop con- the levels of experienced shift-work stress. On the other hand, some crete yearly shift work regulation plans, with clear indicators that can resources (working conditions) seemed to decrease the reported be monitored. shift-related strain; having enough recovery time between shift work We were only asked to study the prevalence of shift work strain and periods, fl exible shift rosters and suffi cient staff capacity. Getting possible solutions. From research in other countries with modern support from the institution’s board of directors or HR policy had a health care systems, such as the USA, the UK or Scandinavian coun- similar effect. The qualitative study provided a rich picture of what tries, we know that regular shift work without suffi cient recovery it means to experience shift-related work pressure. “Being constant- time can have a negative impact on the health of medical specialists ly on the alert for a call, wherever or with whom you are”; ”being and the quality of care they deliver. To our surprise, we discovered disrupted in your sleep”, or “the constant fear of making mistakes that for the Netherlands no such data are available. In our study, we because you are tired”. The respondents also called attention to the simply had to assume that what holds true for medical specialists fact that the burden of shifts can vary greatly over time. In peak pe- in other countries, will also hold true for Dutch medical specialists. riods, for instance during vacations, some respondents would work Yet, we know that health systems and working times and conditions very frequent and long shifts, for weeks at the time, without much can vary greatly between countries. Therefore, one of our recom- recovery time. The interviewed specialists felt that the burden of mendations to the social partners was that there is urgent need for shifts had increased during the past decade. Asked for reasons some good data on the impact of shift work on the health and function- said societal demands for care outside offi ce hours have increased ing of Dutch medical specialists. This will make it much easier to and that hospital have to serve more patients due to recent mergers convince stakeholders that shift work for medical specialists needs in the health care sector. Both the qualitative study and the quanti- to be regulated. tative study provided a range of ideas about measures for dealing with the problems related to shift-related work. Broadly speaking Please contact Joke Haafkens for more information on the project: suggested ideas could be classifi ed into four categories: [email protected] 1. measures to facilitate recovery time, 2. measures to improve rostering and shift schedules, 3. measures to make enough personnel available to prevent or reduce the shift burden, and 4. measures in the area of human resources management.

Although not directly asked for, you have also formulated recommendations. What can be done according to your research? First of all, it is of course up to the social partners who commissioned this research to draw conclusions. But in the last stage of the project we were urged to come up with some recommendations. In our view, solutions for working hours, shifts and rostering should, in the ﬁ rst place, be sought at the level of the institutions and the departments where the specialists work. It is at those levels that concrete measures for ensuring sufﬁ cient recovery time, adequate rostering procedures and personnel capacity plans must be imple- mented. This also requires commitment from the organization’s board of directors. In negotiating the expected outputs of hospital departments, boards of directors should not only focus on produc-

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Socialized choices Labour market behaviour of Dutch mothers Justine Ruitenberg Since 2005 I have been working as a project leader of research projects on the Dutch social security system at the Ministry of Social Affairs and Employment, The Hague. It had certainly been a while since I obtained my master degree in Sociology at the University of Amsterdam (1994), and a second master’s degree in Comparative Labour Studies at the University of Warwick (UK) (1996). I sensed that my research skills could be refreshed and improved. Nonetheless, I also had become a mother, like many of my friends. And I was surprised how we combined motherhood and work in different ways. It seemed that not only my friends, but Dutch women in general, and especially mothers, display diverse working patterns. In the year 2010, 32.4 per cent of Dutch mothers were not in paid work or worked less than 12 hours a week, while 42.5 per cent worked between 12 and 24 hours a week and 13.8 per cent worked 25 to 35 hours a week; only 11.3 per cent worked 36 hours or more (CBS-Statline, 2011). For these reasons I decided to do a PhD and investigate the origins of Dutch women’s diverse labour market behaviour. In 2008 I became afﬁ liated as a – part-time - PhD student at AIAS. In January 2014 I received my PhD.

In explaining how mothers arrive at diverse labour market choices, Theoretical framework: Labour Market Behaviour of Dutch mothers my focus is on mother’s different social settings, which vary depend-

ing on different personal biographies and social networks, and many Entrance labourmarket Number of work hours of which existed prior to their experience of entering motherhood. (yes or no) The principle argument of the study is that the perception that dif- Hypothesis 1

ferent employment choices are based on “free” choices, which is Age a prominent element in contemporary public discourse on female Number and age of children employment, tends to neglect the effect of normative beliefs about Preferred number of work hours Education Religiousness gender as part of culture at different societal levels (micro, meso and Partner macro) on job-relevant aspirations of women. Theoretically, I made Hypothesis 2 Partner’s income use of some essential insights from social psychology and micro economic theory, and yet the main research area from which ex- Personal gender and work Primary socialization planations of mothers’ diverse labour market behaviour have been attitudes derived is the micro-interactional level of sociology (Bandura, 1977; Hypothesis 3 Berger and Luckmann, 1967; Handel, 2006; Mead, 1934). The central question of my thesis is:

Hypothesis 4

General gender values Supporting secondary others Can specifi c (micro) socialization processes explain the current What are the factors that infl uence a mother’s labour market behav- differences among Dutch mothers’ iour? What can we learn about the social relational contexts wherein gender and work values, attitudes and mothers develop their most important gender and work attitudes? work preferences, and how, in turn, How do such attitudes relate to a mother’s work preference and her do work preferences affect mothers’ actual labour market behaviour? I investigated the answers on these questions by means of quantitative (path analyses of a representa- labour market behaviour? tive national survey among 935 Dutch mothers) and qualitative research methods (39 semi-structured interviews), and a concise historical overview of the Dutch structural and cultural context within the period 1945 to 2012. Below, I describe some main fi ndings and conclusions of the study.

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Mother’s labour market behaviour and the role of work pref- der values, what is considered appropriate for other people, can be erences vague and inconsistent with peoples’ own personal plans, and peo- First, the quantitative fi ndings showed that the preferred number of ple’s answers on questions about their general values can be prone to work hours was the only factor that signifi cantly related to a mother’s social desirability (Ajzen and Fishbein, 2005, p.176; Hakim, 2003c, participation decision: the background characteristics were all medi- p.63; Marks and Houston 2002b, p.322; Smithson and Stoke, 2005). ated by her preferred number of work hours. For the number of A typology of mothers, patterned in relation to their level of em- hours worked, most background characteristics did play a role, like ployment activity, emerged from the interviews: ‘drifters’ (0 h), ‘priv- a mother’s age, the presence of a partner and his (or her) income, ilegeds’ (12 to 24 h), ‘balancers’ (25 to 35 h) and ‘ambitious’ (36> h). and her levels of educational and religiousness. Yet, the number The typology revealed how mothers differ in their rationalities of of preferred work hours also had by far the strongest relationship choice, which are much more than weighing the fi nancial costs and with the number of hours a mother actually works. Nonetheless, the benefi ts, and relate to their sense of self agency, their (young adult) qualitative research revealed how work preferences can be overruled attitudes towards gender and work (especially towards economic in- by a mother’s personal constraints. The interviewed stay-at-home dependence) and motherhood. mothers preferred small part-time jobs, but they were not able to put their work preferences into practice. This was mainly infl uenced by The social origins of a mother’s gender attitudes previous tiresome work experiences, their having a large number of The fi ndings further showed that the origins of a mother’s gender children or hard-working spouses, and their insecurity about wheth- (values) and work attitudes and values could partly be traced back to er they would be able to overcome these constraints. In addition, childhood. Different mental codes that could be distinguished from their work histories could be characterised as ad hoc or haphazard, stories of the relatively traditional interviewees were for example, lacking signifi cant recognisable motivation or consistency with their a memory of a silent, consenting, satisfi ed or self-evident mother earlier educational and professional choices. fi gure. Whereas the egalitarian interviewees associated their mother more with being reluctant, unsatisfi ed, strong or the sole provider. What factors relate to a mother’s work preference? Different signifi cant parental verbal codes which derived from the A mother’s age, the number of children she has, and the fact wheth- quantitative analyses were “caring for others is important”, “work is er the respondent’s mother had paid work during childhood, were above all a mean to earn money”, associated with relatively tradition- all directly related to a mother’s preferred number of hours. An al mothers, and “you should work in order to become economically older mother wishes to have more hours in paid work compared to independent” more often recalled by egalitarian mothers. younger mothers. Yet, her actual hours in paid work are less com- In later life, the perceived support of signifi cant others, such as pared to younger mothers. Besides the cohort effect (Lut, Van Galen teachers, partners and people at work, towards a mother’s profes- and Latten, 2010), the result possibly reveals that a mother’s older sional life and her job ambitions adds to the explanation of why age makes it more diffi cult for her to put her preference into prac- some mothers embrace more egalitarian gender roles than others. tice, due to an actual or perceived (by employers) reduction of her Nonetheless, the qualitative study indicated that a mother who per- productivity level. Remarkably, neither the presence nor the income ceived career support from secondary socialization agents towards of a partner relates to a mother’s preferred number of work hours. her work, often already had her egalitarian attitudes formed in child- Apparently, fi nancial circumstances are less related to work prefer- hood. It therefore appears that although probably subconsciously ences than to behaviour, which reveals the distinct character of the and automatically, a mother looks for social environments where two concepts. she can fi nd continuity and consistency of her previously developed attitudes. Especially personal gender and work attitudes relate to mothers’ work preference, they seem to outweigh the demographic situational Last but not least, some specifi c Dutch shared social structures (in- factors. In cases when a mother’s personal ideal was to be a full-time stitutions and moral convictions) also came to light through analyses. homemaker, her preferred number of work hours appeared con- Such as the Dutch society’s social script for mothers to work part- siderably smaller than if her ideal was an equal division of paid and time; the ‘magical’ border of a maximum of three days professional unpaid work with her partner. Only two work attitudes signifi cantly childcare per week (also Kremer, 2007) and the school timetables corresponded with a mother’s work preference: “I work in order to which do not facilitate fulltime work. There also seemed presence be economically independent” and “I like to work”. A mother’s pre- of a ‘‘narrative of non-complaining or acceptance’’ and privatisation ferred number of hours was to a lesser extent affected her general of gender inequalities at home, among the participants in this study. gender values. These results confi rm earlier research. General gen- The results might disclose one of the reasons why the

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share of Dutch husbands partaking in household tasks and care has Dutch mothers display diverse labour shown little progress since 1995, and why part-time work remains market behaviour, though typically such an accommodating option for most Dutch mothers. they work part-time, making modest use of childcare. It is generally as- The fi ndings led to the conclusion that Mothers’ individual work sumed that Dutch women are free to preferences, that come to form the basis of their employment ac- make their own choices regarding em- tions, are enmeshed in recognisable and ‘‘self-affi rming’’ patterns of ployment. Socia-lized Choices shows social interactions, having their roots in childhood and being inter- that Dutch mothers are not as free twined with social institutions and cultural forms. In getting a better from social ties as is often believed. The study, based on quan- understanding of mothers’ labour market choices, I would therefore titative and qualitative research methods and including a con- argue that we must get close to the collectiveness and connectedness cise historical analysis, reveals the complex and subtle sociali- within people’s (prior) social contexts. zation processes that affect mothers’ individual work preferences. It also sheds light on the roles that parents, teach- Jusine Ruitenberg ers, spouses and work colleagues play. Email: [email protected] Socialized Choices gives a deep and varied insight into the social factors that infl uence the labour market decisions of Dutch mothers, and raises awareness to the false assumptions that continue to exist regarding employment and motherhood. It may therefore provide a useful survey for policy makers, social workers, employers and students of sociology, gender or labour studies.

For her research, Justine Ruitenberg was afﬁ liated as a PhD- student at the Amsterdam Institute for Advanced Labour Stud- ies, at the University of Amsterdam. She works as a project leader of research programs at the Inspectorate for Social Af- fairs and Employment, The Netherlands.

PPublisherublisher Vossius Press UvA DDateate January 2014 PPricerice € 34.95 BBookook Paperback IISBNSBN 9789056297497

AIAS newsletter Spring 2014 voor op site.indd 14 16-4-2014 14:30:07 WORKING PAPERS All working papers can be downloaded for free at the website: www.uva-aias.net. Go to the sections publications > working papers

WP 142, March 2014 WP 141, November 2013 Skills and Who should earn occupational needs what? Labour market forecasting A Q methodological study systems in Italy on notions of justice of wage Giovanni Castiglioni and Kea Tijdens differences Starting from a theoretical framework, the paper provides an overview of the initiatives in Italy to collect information Wout Scholten and Margo Trappenburg on skill projections and labour market needs through An increasing attention in The Netherlands is paid to surveys and labour market forecasting. wages. High wages (and bonuses) have given rise to a heated public debate and ministers have requested TheT paper provides an overview of the ini- public offi cials in education, healthcare and public ttiativesi carried out in Italy to collect informa- television to give up part of their income. ttioni on skill projections and the needs of the lalabour market in the Italian context from the AtA the same time there is a general decrease 11980s until today. Second, the paper will offer in real income in the last couple of years. In aan illustration of the approaches and research titimes of crisis these two extremes seem to trig- ttechniquese that have been adopted in the Italian gger new (or old) notions of justice. But what OOccupational Information System promoted aare these notions of justice? Do we and oth- by ISFOL and ISTAT and connected to the other public institutions. eers deserve what we earn and why? By using Q Third, it provides insights on approaches and research techniques mmethodology we tried to research what differ- measuring labour demand in the Excelsior survey conducted by the eent patterns of thought exist in assessing a fair Italian Union of the Chambers of Commerce – Unioncamere. The wage and fair wage ddifferences.i We distinguish three profi les of jus- paper fi nally focuses on the techniques used to measure occupations tice related attitudes toward wage differences: (1) ‘compassion and and on the classifi cations and nomenclatures provided to classify complaint’, (2) ‘merit and the market’ and (3) ‘pure meritocracy’. work activities in Italy.

WP 140, December 2013 Workers and labour market outcomes of informal jobs in formal employment A job-based informality index for nine sub-Saharan African countries

Kea Tijdens, Janna Besamusca and Maarten van Klaveren How can an informal job in formal employment be deﬁ ned, who has an informal job and what are the labour market outcomes? ToT explore these research objectives, this paper uses data of comparable face-to-face surveys in nine countries: Benin, GGhana, Guinea, Kenya, Madagascar, Niger, Rwanda, Senegal, and Togo. An index for job-based informality is devel- ooped, based on contribution and entitlement to social security and employment status. In all countries, the young and llow-educatedo workers are more likely to hold informal jobs; even more so are workers in micro-enterprises and private iindustry,n and to a lesser extent those in unskilled occupations. Women and men are equally likely to hold informal jobs iinn formal employment. The more informal, the poorer the labour market outcomes: wages are lower; the chances of bbeing paid below the minimum wage, working more than 48 hours, and not being covered by a collective agreement aare higher.

AIAS newsletter Spring 2014 voor op site.indd 15 16-4-2014 14:30:07 WORKING PAPERS All working papers can be downloaded for free at the website: www.uva-aias.net > publications > working papers

WP 139, October 2013 Positive action in EU gender equality law

Nuria Ramos Martin Equality is a complex concept with various meanings (equal treatment, equal opportunities, formal equality, and substantive or de facto equality). Although there are strong similarities in the deﬁ nition of key concepts related to equality, the EU and other international organisations have interpreted them differently.

These diverse interpretations of the concept mission to promote gender balance in decision-making positions. of positive action often lead to legal uncer- In EU law, positive action is still understood as an exception rather tainty. Similarly, despite the harmonization that than a concrete substantiation of equality. This approach ignores the EU legal framework on this fi eld provides, the positive duty to promote equality between men and women and the term positive action, is defi ned and applied combat social discrimination included in the EU Treaties. An alter- differently in the various legal systems of the native reasoning is to consider positive action as a useful instrument EU Member States. In the fi rst place, this pa- to prevent social exclusion of minorities, -informed by dignity, res- per provides a comparative legal analysis of the titution and redistribution as values linked to equality- rather than concept of equality. In the second place, attention is paid to the no- an exceptional equal opportunities policy. From this point of view, tion of positive action in EU law and, in particular, in the case law positive action is a corollary of the Member States’ obligation to of the Court of Justice of the EU. This paper includes an analysis promote real equality among their citizens, from an individual as of the interpretative value of that case law to provide guidance for well as from a collective perspective, by the way of removing the the adoption of positive action measures at national level. Finally, at- obstacles that hinder their full participation in political, economic tention is paid to the recent actions adopted by the European Com- and social life.

WP 138, October 2013 Multiple barriers and bridges to work

Tomáš Sirovátka and Els Sol The purpose of this study is to document multiple barriers to employment among long-term unemployed (LTU) in a number of east and west European countries and the opportunities for support these countries offer to disadvantaged people.

For comparison we have chosen ﬁ ve countries In order to answer these questions, the study offers a quantitative that stand for different European social mod- analysis of the relation between barriers and LTU in the UK, France, els: Denmark (Scandinavian), Czech Republic Denmark, the Netherlands and Czech up to 2010 and – based on (Eastern Europe), France (Continental), The recent policy-relevant studies – a qualitative analysis of the type of Netherlands (Mixed) and the United Kingdom opportunities offered in these countries for the disadvantaged to (Anglo-Saxon model). participate on the labour market and have a career (sustainable em- The study aims to answer the following ques- ployment). tions: What are the key barriers to employment for LTU/social assistance recipients? Which opportunity structures do countries offer to help disadvantaged ﬁ nd their way (back) into the labour market? Do these structures of opportunity correspond to the patterns of barriers to employment that these groups of people are facing?

AIAS newsletter Spring 2014 voor op site.indd 16 16-4-2014 14:30:08 WORKING PAPERS All working papers can be downloaded for free at the website: www.uva-aias.net. Go to the sections publications > working papers

WP 137, November 2013 Governance of EU labour law EU’s working time directive and its implementation in the Netherlands

Els Sol and Nuria Ramos Martin In the European discussion on working time and working time arrangements the Netherlands stands out as a special case of part-time work.

Part-time work can be seen as an individualized time work the Netherlands lacks institutional arrangements effective

solution to smoothen the trade-off between in helping to reconcile dual roles of work and life in a sex neutral way.

work and family life. It is this solution of part- Against the background of the augmentation of time pressures, due

time work that has been chosen in the Nether- to internationalization of markets and ICT, and foreseen shortages in

Governance of EU Labour Law EU’s Working time directive and its lands. Since decades Dutch national statutory the labour market in the near future this is regarded as a pressing implementation in the Netherlands

Els Sol initiatives and CLA arrangements have created policy problem. Possibly proposals by the European Commission for Nuria Ramos

Working Paper 137 protective measures for both full-time and part- revising the WTD, such as the reference to the compatibility of work

November 2013 time workers, including working time. Therefore and family life, might be a step in the right direction, considering that the implementation of the Working Time Directive (WTD) only led a limit on working time is vital to enable working parents (read women to minor adjustments in the Netherlands and there were no major ánd men) to combine jobs and family life. discussions over challenges. However due to the ‘solution’ of part- WP 136, October 2013 WP 135, October 2013 Benchmark Towards Choosing a evidence-based work ﬁ rst pensionfund Els Sol, Julie Castonguay, Hanneke van Lindert and Sijbren Kuiper Yvonne van Amstel The paper discusses to what extend an employer and an The aim of this work ﬁ rst development-oriented employee are entitled under the law of the Netherlands benchmark project is to provide municipalities with an to choose a pension provider. electronic benchmark system to serve as a learning tool.

Many employers and employees are required to

The benchmark system offers municipalities in- participant in a pension fund or pension scheme

sight into the added value of local work ﬁ rst mandatory for their sector. If so, choices are

strategies. Additionally, it will offer municipali- limited. Individual choice is possible if and when

ties the option of deﬁ ning the work ﬁ rst ap- De bevoegdheden van werkgevers en one is exempted from participation in the man-

werknemers om een Benchmark pensioenuitvoerder te kiezen Towards evidence-based work first proach on the basis of project components in datory fund or scheme. Exemption is possible Sijbren Kuiper

Els Sol Julie Castonguay such a way as to achieve the best results. Using Working Paper 135 when, for example, a pension fund underper- Hanneke van Lindert Oktober 2013 Yvonne van Amstel

Working Paper 136 this benchmark system will make it possible to forms or if an employer has its own pension

October 2013 monitor and compare a broad range of effective scheme prior to the obligation to participate. During a period of man- evidence-based components. This means that only once the manage- datory participation, the pension provider can by chosen by employment tools and context have been tested against their expected effect ers’ and workers’ organizations. Representativeness of employers’ and will they be considered successful. An evidence-based approach such workers’ organizations is crucial to maintaining their choice powers. as this will offer municipalities the advantage of strengthening their The paper shows that there is speciﬁ c regulation regarding the choice learning capacity and raising the level of professionalism. of a pension provider in the event of a transfer of undertakings. Port- ability of accrued pension rights and entitlements is limited to situations speciﬁ ed by law.

AIAS newsletter Spring 2014 voor op site.indd 17 16-4-2014 14:30:08 AIAS SERIES These papers can be downloaded for free at the website: www.uva-aias.net > publications > NL Industrial Relations series Labour markets & industrial AIAS Amsterdam Institute for relations in the Netherlands Advanced labour Studies AIAS Paper Series on the Labour Market and Industrial Relations in the Netherlands

The Netherlands: This series aims to (re)publish reports prepared by AIAS staff concerning the Dutch labour market Union strategies to recruit new groups of workers and the industrial relations in the country Marianne Grunell

No 2014-05 Reprint

2014-5 The Netherlands: Union strategies to recruit new groups of workers Marianne Grunell 2014-4 Arbeid en Zorg Kea Tijdens, Henriette Maassen van den Brink, Marc Noom, Wim Groot 2014-3 Netherlands: EIRO CAR on “The effect of the Information and Consultation Directive on Robbert van het Kaar Industrial Relations in the EU Member States ﬁ ve years after its transposition 2014-2 Liberalisation and the consequences for employment in the Dutch postal sector Maarten van Klaveren 2014-1 The bite and effects of wage bargaining in the Netherlands Wiemer Salverda 2013-25 The Representativeness of Trade Unions and Employer Associations in the private security sector Marianne Grunell 2013-24 Flexicurity in the Netherlands. An overview Frank Tros 2013-23 Posted workers Robbert van het Kaar 2013-22 Helping young workers during the crisis: contributions by social partners and public authorities Marian Schaapman 2013-21 Government and Social Partner Actions to address the Gender Pay Gap Marianne Grunell 2013-20 The representativeness of trade unions and employer associations in the civil aviation sector Marianne Grunell 2013-19 The representativeness of trade unions and employer associations in the personal services Marianne Grunell 2013-18 EIRO Annual Review 2008 Marianne Grunell 2013-17 The representativeness of trade unions and employer associations in the footwear sector Marianne Grunell 2013-16 The representativeness of trade unions and employer associations in the catering sector Marianne Grunell 2013-15 Representativeness study of the European social partner organisations: employer organisations Marianne Grunell & Frank Tros 2013-14 The representativeness of trade unions and employer associations in the inland water transport sector Marianne Grunell 2013-13 Representativeness study of the European social partner organisations: Metal sector Marianne Grunell 2013-12 EIRO Annual Review 2009 Marianne Grunell 2013-11 Industrial Relations in the Health Care Sector Marian Schaapman 2013-10 Representativeness study of the European social partner organisations: Education sector Marianne Grunell 2013-9 Representativeness of the European social partner organisations: Commerce Marianne Grunell 2013-8 Representativeness of the European social partner organisations: Public administration sector Marian Schaapman 2013-7 EIRO CAR on “SMEs in the crisis: Employment, Industrial Relations and Local Partnership” Marianne Grunell 2013-6 The Representativeness of Trade Unions and Employer Associations in the banking sector Marian Schaapman 2013-5 Employment and Industrial Relations in the Hotels and Restaurants Marianne Grunell 2013-4 The Representativeness of Trade Unions and Employer Associations in the sea ﬁ sheries sector Marianne Grunell 2013-3 The Representativeness of Trade Unions and Employer Associations in the Paper Sector Marianne Grunell

AIAS newsletter Spring 2014 voor op site.indd 18 16-4-2014 14:30:09 NEWSLETTERS All (complete) newsletter can be downloaded for free www.uva-aias.net/newsletters Collective Bargaining Newsletter

September 2013 - February 2014 documentary that discussed aspects of the airline’s operations. October 29, 2013 Jan Cremers and Janna Besamusca FRANCE AIAS researchers Jan Cremers (editor) and Janna Besamusca Ryanair fi ned for avoided social security payments produce the monthly Collective Bargaining Newsletter with and union bashing additional links to background information in cooperation with the A French court found Ryanair guilty on ETUI. It can be found on the AIAS and ETUI websites. All fi les are charges of breaches of labour law and im- archived online www.cbnarchive.eu posed a fi ne of €10 million on the company. wages and salaries with the employers’ or- Ryanair was accused of social dumping and September 2013 ganisations on Friday 30 August. The agree- as well hindering the activities of works coun- AUSTRIA ment offers a modest rise in pay across the cils and trade unions. From 2007 to 2010, the Part-time trap must come to an end board over the next two years. All monthly carrier employed its Marseilles based workers Reacting on a report on part-time work, the salaries will be raised by a fl at rate of €20 on Irish contracts and posted them in France, affi liates of the trade union confederation beginning four months after the agreement thus avoiding having to pay French social ÖGB stated that the payment gap between is valid. A year later salaries will be increased fees and labour charges. Ryanair announced fulltime and part-time workers needs to be by 0.4%. The agreement covers two years its actions were in line with European legisla- challenged. The report indicates that part- with an option to extend it for a third year. tion and that it will appeal to the European time workers earn up to 25% less, a fact that If there are enough unions and branches Court of Justice. October 3, 2013 strongly infl uences the pensions of these willing to accept the national agreement, it GREECE workers. With 84% women presented in the will become valid. September 6, 2013 Opening hour in retail disputed fi gures old age poverty becomes a serious ITALY The national federation of private employ- threat for large parts of the population. Sep- Union representation at FIAT ees (Oiye) has called a 24-hour national tember 9, 2013 Carmaker FIAT has invited the trade union strike in a row between the government and CZECH REPUBLIC FIOM to appoint their representatives at the workers in the retail sector over a measure New minimum wage comes into force enterprise after the Constitutional Court’s providing for stores to stay open on Sun- In August, the minimum wage raised from corner stone decision, which declared that day. Under law 4177, which was passed a CZK 8,000 (€310) to CZK 8,500 (€330). unions should not be discriminated based on few months ago, stores remain open on a The minimum wage has been a hotly debate their decision to refuse signing a collective number of Sundays. The strike is called to issue since trade unions started calling for agreement (also in the July/August Newslet- defend the day of rest as well as to urge an increase, that the then right wing govern- ter). The decision resulted from a continuous the ‘reinstatement of all the main workers’ ment vehemently opposed. The new care- fi ght by the FIOM in numerous court cases rights’ which according to the union were taker government that came into power just for nearly three years. September 11, 2013 scrapped with the implementation of the before the summer said maintaining pur- October 2013 Memorandum signed by the government chasing power of the lowest paid workers EUROPEAN SOURCES with its international creditors as part of an was a priority and increased the minimum Ryanair pilots call for negotiations economic recovery plan. October 30, 2013 wage as one of its fi rst actions in offi ce. The Ryanair Pilot Group, a group that claims IRELAND Roughly 3% of Czech workers earn the to represent more than 50% of Ryanair pi- Overhaul of Joint Labour Committees announced minimum wage and will see their wages lots in Europe, has called on the company Following a Labour Court review of the increase due to the change. The minimum to enter into negotiations on industrial rela- Joint Labour Committee (JLC) system, the wage was raised in 2007 for the last time. tions and professional matters. The group Minister for Jobs, Enterprise and Innova- September 17, 2013 is asking for a basic contract that covers tion presented a reform of the infrastruc- FINLAND all pilots. RPG held its fi rst conference in ture for labour confl ict resolution. The Central agreement concluded Brussels. Directly after, one of the its lead- number of JLCs will be halved, leaving The trade union confederations SAK, STTK ers, who attended the conference, was fi red seven committees of amended scope. The and Akava reached a central agreement on by Ryanair after appearing in a Channel 4 reform includes one website to replace the

AIAS newsletter Spring 2014 voor op site.indd 19 16-4-2014 14:30:11 NEWSLETTERS All (complete) newsletter can be downloaded for free www.uva-aias.net/newsletters

fi ve current sites of the workplace related collective deals in the early years of the crisis containing details of over 16,000 large-scale bodies, a single e-form for over 130 types was instrumental in luring more production. restructuring events and selected types of of complaints and a public database of de- Ford, for example, struck a fi ve-year deal national statutory regulations related to cisions and determinations by the labour with its unions in 2009. November 4, 2013 restructuring. Collective agreements, soft court. October 9, 2013 SWITZERLAND law or company practices are not included. Proposal to restrict top pay rejected However, there is reference to concession November 2013 According to fi nal results, all of the country’s bargaining. One of the main fears of work- GERMANY 26 cantons and a full 65.3% of all voters re- ers and trade unions is that offshoring will Coalition plan includes minimum wage jected an initiative in a referendum that would have a downward pressure on wages, as The country’s provisional government pro- have capped excessive salaries. The ‘1:12’ initi- employers take advantage of opportunities gram introduces a minimum wage of €8.50 ative that would have set strong limits between to reduce labour costs by locating produc- an hour from 2015. Some 17% of the work- the top and bottom salaries in a fi rm met with tion in lower-cost economies, and/or using force can profi t from this statutory national stiff opposition from the business community these lower-cost economies as a benchmark minimum, mainly in the service sector. and the political right. Although the proposal for labour cost calculations. December 4, 2013 Planned are also improved pension benefi ts. was defeated, public anger at revelations that THE NETHERLANDS From July 2014, workers who have paid so- some of the chief executives are earning more Sharp increase in poverty in 2012 cial security contributions for 45 years will than 200 times what workers take home is still The central statistical offi ce CBS presented be able to retire on a full pension at 63, two widespread and the issues of high salaries and data on the rise of poverty in recent years. years earlier than currently. The business a widening wage gap have not gone away.. The economic crisis initially had only a mod- community speaks about ‘election gifts’. November 24, 2013 est impact on the extent of poverty. It was November 27, 2013 UNITED KINGDOM not until 2011 that the poverty rate began to SLOVENIA Outsourced workforce wins major concessions on pay rise substantially, and the increase was even Regulation of recruitment agencies Caterers, cleaners, security and porters that greater in 2012. Based on the low-income The National Assembly passed proposals were demanding the same working condi- threshold, 664,000 households (9.4% of all) to tighten the regulation of recruitment tions as in-house employees called for the were at risk of poverty in 2012. This repre- agencies with the purpose of preventing fi rst offi cial strike by outsourced staff in the sents a sharp increase compared with 2011 the exploitation of workers. The changes London University’s 170 year history. Nego- and 2010, when 575,000 (8.2%) and 514,000 that aim to prevent violations of the rights tiations fell through after the employers failed (7.4%) households, respectively, had a low in- of workers hired by temping agencies have to make any concessions to the unions. The come. A total of 1.329 million persons were been agreed with the social partners, includ- outsourced workers only have statutory sick on a low income in 2012. December 3, 2013 ing the association of employment agen- pay, which means they are not paid for the ROMANIA cies. The proposals look to limit precarious fi rst three days they’re sick. On the second Inspection fi nds 13,600 workers without contracts forms of work and improve the quality of day of a 48-hour walkout, Balfour Beatty In the fi rst ten months of 2013, the labour job agencies’ services. Key changes include Workplace, which delivers outsourced clean- inspection found 13,600 workers without a clearer distinction between recruiting ing services, signed an agreement with trade proper labour contracts during its inspec- workers for companies and providing ser- union Unison announced that improves sick tions. The inspection applied 15.3 million vices on the basis of temporary contracts. pay entitlement, increases holiday pay and euro in fi nes. Employment without the November 28, 2013 gives access to its pension scheme to all its proper paper work was concentrated in Bu- SPAIN employees. November 29, 2013 charest, Bihor and Constanta county. Collective deals contributed to industry recovery December 2013 December 3, 2013 In the automotive sector the employment EUROPEAN SOURCES January 2014 outlook has improved. The general feeling Pay increase not enough to maintain purchasing power EUROPEAN SOURCES is that the decision to conclude long-term The European Restructuring Monitor 2013 Privatisation of post brought deterioration of labour deals with the motor industry has annual report Monitoring and managing working conditions served companies and workers alike. Car ex- restructuring in the 21st century presents A detailed study of the effects of market- ecutives and union leaders agree that the shift a retrospective of over a decade of meas- opening of the postal services in Europe towards wage moderation and fl exible work- uring the impact of large-scale restructur- concludes that the balance sheet of post lib- ing practices that was enshrined in a series of ing activity in Europe based on a database eralisation is overwhelmingly negative. The

AIAS newsletter Spring 2014 voor op site.indd 20 16-4-2014 14:30:12 NEWSLETTERS All (complete) newsletter can be downloaded for free www.uva-aias.net/newsletters

privatisation brought declining services and law on public companies which became ef- with their job centre or the unemployment increasing prices. More important, postal fective in December. Union sources said al- fund during the fi rst six months of unem- sector workers have experienced liberalisa- most all workers participated in the strike. ployment. Another recommendation will tion as massive deterioration of employment The walkout is part of a round of initiatives make an end to meaningless activation, i.e. and working conditions based on fi ve devel- fi rst launched in October 2013; it is the third to forcing unemployed people to take part opments: a cut in employment numbers, an protest by public transport workers since in guidance and retraining. Instead they will increase in atypical and precarious forms of the beginning of this year. January 16, 2014 be offered the chance to agree on measures employment, a reduction in wages, as well as directly with their job centre. February 6, 2014 an intensifi cation of work and a fragmenta- February 2014 IRELAND tion of industrial relations. January 1, 2014 BELGIUM Trade union confederation launches offi cial HUNGARY New calculation system for indexation complaint OECD recommends freezing of minimum wage A committee of trade union and employer The Irish Congress of Trade Unions ICTU The OECD’s latest Economic Survey as- representatives together with a few academ- has made a formal complaint to the Euro- sesses the exit from recession as well as ics has elaborated a new calculation for the pean Court of Human Rights on the state’s steps that can be taken to boost its growth annual wage indexation. The updated calcu- failure to uphold an effective right to col- potential. Growth potential is held back lation, based on the price development of a lective bargaining, in breach of the Euro- by weak investment and low employment series of services and goods (called the ‘in- pean Convention on Human Rights. The among low-skilled workers Employment dex-basket’), includes a modernised mixture complaint was prepared by John Hendy QC is hampered by skills mismatches and low of goods. After some fi ne-tuning that led and lodged in the name of ICTU and the mobility. Low-skilled labour supply greatly to a short postponement the indexation will Technical, Engineering & Electrical Union exceeds demand, especially in disadvan- be applied retroactive from 1 January 2014. (TEEU). It pinpoints the McGowan case taged regions. The public works program The next annual revision is planned for De- that resulted in tens of thousands of work- has increased employment, but has a poor cember 2014. February 11, 2014 ers being denied the effective right to collec- record in reintegrating the non-employed to CROATIA tive bargaining, which is an essential element regular work. One of the recommendations New collective agreement in forestry of Article 11 of the European Convention is: ‘avoid increasing the minimum wage by The Forestry Trade Union and Hrvatske on Human Rights and Fundamental Free- more than warranted by infl ation and pro- šume d.o.o. signed a collective agreement doms. February 6, 2014 ductivity developments, and consider even containing on 4 February. Despite dire con- POLAND freezing it for some time’. January 27, 2014 ditions in the sector, the agreement includes Solidarność calls for boycott of Lidl LIECHTENSTEIN higher wage increases for each of tenure and Trade union Solidarność has initiated long Hair dressers’ exposure to allergenic substances higher severance pay and better redundancy term protest actions against Lidl Poland Inspections of the offi ce for food and vet- programme guidelines. The deal includes for indecent working conditions and union erinarian items found that the use and expo- clauses on holiday bonuses, per diems, bo- bashing. Ever since Lidl workers decided sure of hair colorants in hairdressing salons nus for fi eld work, transport and fi nancial to unionise the shop fl oor in January 2013, in general terms stayed within acceptable participation of the union in sports games. relations with management have been poi- levels. However, in 6 out of 30 inspected February 11, 2014 sonous. By December 2013, Lidl fi red the cases the application had to be corrected af- DENMARK union leader and deputy leader. In reaction, ter the fi rst inspection. The substances used Recommendations for a new employment policy Solidarność decided in favour of a range of in hair dyes can cause allergic reactions to The so-called Carsten Koch committee pro- actions against Lidl. The fi rst stage is a call hairdressers. Package inserts, therefore, have duced recommendations that could lead to on union members to boycott Lidl in Feb- to indicate the risks. January 14, 2014 major changes to measures aimed at unem- ruary and a series of complaints to the ILO PORTUGAL ployed people on benefi t. The much antici- and OECD. February 5, 2014. Public transport strike pated recommendations have been sent to The public transport trade unions organised the social partners for consultation. One of a strike to protest against austerity policies the committee’s controversial proposals is passed by the conservative government of that unemployed people with a good chance Pedro Passos Coelho which are part of the of fi nding new work quickly should be al- 2014 budget, layoffs and pay cuts in a new lowed to choose whether they want to deal

AIAS newsletter Spring 2014 voor op site.indd 21 16-4-2014 14:30:12 NEWSLETTERS All (complete) newsletter can be downloaded for free www.uva-aias.net/newsletters CLR-News

Jan Cremers The quarterly CLR-News (ISSN 1997-1745) acts since the start in 1993 as an organ of information and debate on labour and employment in construction. From 2001 on the issues of CLR-News are available as PDF ﬁ le on www.clr- news.org under publications or at www.uva-aias.net under publications.

CLR-News 3-2013 Fight for Economic and Social Equality! In his From the editor, Jan Cremers (AIAS) writes: ‘In the coming months, the 1:12 referendum initiated by the Swiss unions that seeks to coun- an important fi le that has been discussed in several CLR-editions will be terbalance the growth of inequality by anchoring a simple principle in on the political agenda of the EU Council of Ministers. The Ministers the Constitution (‘no one in a company should earn less in a year than of Labour have to decide whether the proposed Enforcement Direc- the highest paid executive earns in a month’), whilst Özlem Onaran tive, which is aimed to better enforce the current posting pleads for a wage-led recovery in Europe. The (translated) legislation, will enter into its fi nal phase or not. The pro- contribution of Bernard Friot takes up his notion that the posal should improve the interpretation, implementation destructive character of the capitalist economy has to be and application of the existing Posting of Workers Directive challenged by a radical reorientation of what he calls ‘the 96/71EC, which at the moment causes serious problems of anti-capitalist institutions’. Francesco Bogliacino contributes cross border social dumping and worker exploitation.’ with a synthesis of a project that dealt with inequality and Issue 3-2013 was subedited by Jöern Janssen who delivered with the question of whether or not the GINI-coeffi cient the introduction. In this issue outstanding experts and CLR- misses out on important changes. members contribute with subject articles dedicated to the itemm ooff rere- InIncludedcl ded iiss a review by Jan Cremers (AIAS) of the book Cross-Border distribution, a theme brought on the agenda by the Swiss trade union Services, Posting of Workers, and Multilevel Governance that was edited by movement and the think-tank ‘DenkNetz’. Hans Bauman introduces Stein Evju of the University of Oslo.

CLR-News 4-2013 Inclusion of migrant workers In his From the editor, Jan Cremers (AIAS) writes: ‘The contributions in EFBWW in its project to identify a list of best practices which can be taken this issue of CLR-News are all dealing with the social dimension of the as examples by trade unions and other stakeholders. The summary thus EU internal market project. The main article is a summary of a research provides a list that covers the most signifi cant aspects of the national trade project led by the EFBWW. It synthesises material that is partly well- union policy towards migrant workers. In the conclusions of the seminar known, partly collected for the fi rst time, notably the list of the EFBWW has committed itself to a more enhanced assis- national trade union activities to support migrant workers. tance of migrant workers and a strengthening of the trans- The reports and reviews all deal either with social legislation national cooperation. The EFBWW-secretariat will prepare or with migration items, cross border recruitment and the a ‘catalogue’ with policy recommendations to improve the challenges for trade unions in today’s Europe.’ integration of migrant workers in the trade union structures. The EFBWW research project and the discussions dur- Also included is a review by Jan Cremers (AIAS) of the book ing an planned Barcelona seminar initiated an open debate The Lisbon Treaty and Social Europe that was edited by Niklas among the affi liates about national activities and experi- Bruun, Klaus Lörcher and Isabelle Schömann. ences aimed at organising and recruiting temporary migrantnt workwork- ers. The confrontation of similarities and differences in the national trade union policies and the evaluation of the results have allowed the

AIAS newsletter Spring 2014 voor op site.indd 22 16-4-2014 14:30:12 WAGEINDICATOR

AIAS participates in the WageIndicator Foundation. The WageIndicator Foundation was launched in 2001 to contribute to a more transparent labour market for workers and employers. The WageIndicator Foundation collects, compares and shares labour market information through (online & ofﬂ ine) surveys and desk research. It serves as an online library for wage information, labour law and career advice. The WageIndicator Foundation is assisted by world-renowned universities, trade unions and employers’ organisations and currently operates in over 70 countries. Its international staff consists of some 100 specialists worldwide. The Foundation is a global organisation reaching millions on a monthly basis.

Mozambican Mobile Judge Wins Innovating Justice Award 2013 teachers earn more than six times less of what a teacher earns The Mozambican ‘Mobile Judge’ (O Juiz Movel), Ernesto Martinho is in South Africa, primary school teachers almost eight times less. winner of the Award for Innovative Ideas. The Mobile Judge was intro- • Argentinean primary school teachers are better paid than col- duced two years ago by the WageIndicator Foundation. In Mozambique leagues in Brazil and Chile. companies and workers usually have limited knowledge of labour law • Primary and secondary school teachers in Argentina earn more and fail to live up to obligations such as, for instance, payment of the le- than double the Argentinian average of the national minimum gal minimum wage. This makes labour relations unnecessarily diffi cult. wage. In a daily television show, attracting some four million viewers on prime • Secondary school teachers in Belarus are worse paid than their (lunch) time, presenter Ernesto Martinho (32) resolves existing labour peers in Russia. confl icts for free. This ‘Mobile Judge’ concept has been nominated for • Belarusian teachers earn more than double the average of the the Innovating Justice Award, put up by HiiL, a non-profi t advisory and national minimum wage. counselling institute for legal affairs, established in The Hague. Mar- • Salaries for secondary school teachers in Azerbaijan top those of tinho won the award! He stated during the ceremony on 11 December their Russian peers. 2013 “Using national media has been key to Mobile Judge’s success but • With 5-10 years of work experience Dutch secondary school it cannot be overemphasized how free counselling is the basic prerequi- teachers earn 31% less than their German colleagues, after 10 site for the success of the entire trial process. The Mobile Judge is the years the gap is 12%. working peoples’ problem solver.” • The pay of Dutch teachers secondary school are € 3 higher than www.hiil.org/insight/innovating-justice-awards-2013-winners primary school teachers, on average € 16.1 in primary schools www.innovatingjustice.com/innovations/mobile-judge and € 19.2 at secondary schools. • Dutch Secondary school teachers with eight years of work expe- Wageindicator’s annual research on Teacher Salaries rience earn € 10 more than the national minimum wage of over In the week before World Teachers’ Day 2013 (5 October), the fi rst 23 year old workers. annual WageIndicator Research on Teachers Salaries was published, • With 5-10 years of work experience Dutch and Belgium primary which compares wage information of teaching professionals world- school and early childhood teachers earn on average the same wide. Some key fi ndings: salary. • South African Secondary school teachers earn 2.3 ZAR more on average than their primary school colleagues after seven years of Collective Bargaining Agreements Database work experience WageIndicator and the University of Dar es Salaam compile a global • South African primary school teachers earn six times the mini- database of collective bargaining agreements (CBA’s). New CBA’s mum wage of farm workers will be added weekly. The CBA database enables to read the original • With a year less of work experience South African secondary texts of CBA’s and to compare clauses national and international. school teachers earn 8 Int$ less than their Dutch peers The navigation is simple, just click on a CBA and fi nd the most • Germany’s secondary school teachers are top earners amongst interesting topics in the menu of the right column. their peers worldwide • Teachers in Egypt are amongst the lowest paid of their peers 7 October 2013, World Day For Decent Work worldwide. At least 53 countries worldwide provide legislation to protect their • Primary school teachers in Egypt earn less than 1 EGP more workforce reasonable against inhumane labour practices. This is than the average of the national minimum wage shown by the Global DecentWorkCheck Review, conducted in 2013 • With a lot more work experience, Egyptian secondary school by WageIndicator Foundation. However, many of these rulings still

AIAS newsletter Spring 2014 voor op site.indd 23 16-4-2014 14:30:13 ONDERWIJS

lack compliance. The results of this international comparison were published on the occassion of the Leergangen World Day For Decent Work, October 7th. Protec- tion of working mothers and children is usually well Hoewel het AIAS primair een onderzoeksinstituut founded in labour law everywhere. The pay for ma- is, zijn we ook actief op het gebied van ternity leave is either funded through general reve- onderwijs. Naast bijdragen aan het reguliere nues, social security (government funded) or through onderwijsprogramma van de Universiteit van employer resources. In some countries, however, Amsterdam verzorgt het AIAS leergangen voor employer and government share resources to fund professionals en trainingsprogramma’s voor the maternity leave. Only one in six of the coun- promovendi. tries compared, lacks a regulation on breast feeding breaks on the job. Paternity leave, for the young fa- In het verleden organiseerde het AIAS open leergangen over ther, is much less common. Other gender- and child thema’s rond arbeid en inkomen, die toegankelijk waren voor protection related laws are in place everywhere. Yet professionals uit het veld. Omdat de belangstelling hiervoor from rounds of debates WageIndicator Foundation zeer wisselend is gebleken, heeft het AIAS besloten om in conducts in 20 countries on the basis of the so called de toekomst alleen nog zogenaamde in company leergangen DecentWorkChecks during the last couple of years, te verzorgen. In samenwerking met een externe organisatie, it appears that these labour standards are not always zoals een brancheorganisatie, een beroepsvereniging of een lived up to in practice. On top of that WageIndicator grote onderneming of instelling, kan het AIAS een op maat Research in for example Tanzania, Kenya or Senegal gesneden leergang voor een specifi eke doelgroep opzetten. done by the Foundation shows as well long working Daarbij putten wij niet alleen uit de expertise die wij zelf in hours, and payment under the legal Minimum Wage. huis hebben, maar kunnen wij ook academische en praktijk- Meanwhile labour Laws are for workers who work deskundigen uit ons uitgebreide netwerk buiten onze organ- in the more formalised sectors. The practical con- isatie inschakelen. Zo kunnen wij voor u een aantrekkelijk clusion from this Global DecentWorkCheck Review programma samenstellen dat geheel is toegesneden op uw therefore is, that the implementation of the existing behoefte. Momenteel is bijvoorbeeld een leergang over me- laws is the most urgent task ahead. www.wagein- dezeggenschap in voorbereiding die specifi ek gericht is op dicator.org/main/labour-laws/decent-work- trainers van ondernemingsraden. check/decent-work-map De leergangen van het AIAS onderscheiden zich van veel andere leergangen en cursussen door de interdisciplinaire Living Wage per month in more than 100 coun- academische benadering. Het doel van de leergangen is niet tries primair om praktische vaardigheden en competenties aan te WageIndicator introduced the concept of a globally leren, maar om de kennis van professionals op het terrein comparable living wage that informs on how costly van arbeid en inkomen te verbreden en te verdiepen. Dit is to lead a decent life in different parts of the world. biedt professionals de mogelijkheid om hun dagelijkse werk The living wage estimates calculate the monthly ex- te verbinden met bredere maatschappelijke ontwikkelingen. penses necessary to cover the cost of food, housing Mocht u interesse hebben voor het organiseren van een and other non-specifi ed discretionary purchases (e.g. leergang op het terrein van arbeidsmarkt, arbeidsverhoudin- telephone, clothing, health care, etc.). The estima- gen, medezeggenschap, HRM, sociale zekerheid of een aan- tion is based on data base of prices collected by the verwant thema, dan kunt u contact met ons opnemen via website website www.Numbeo.com January, 2012 [email protected]. Wij zullen dan, geheel vrijblijvend, until November, 2013. WageIndicator provides the met u de mogelijkheden verkennen voor de organisatie van approximate range of living wage estimates to cap- een passende leergang voor uw medewerkers of voor de ture the variation in prices. Figures are published in professionals in uw netwerk. the national currency or converted to EUR with the exchange rate taken on 2 December 2013. For more information please visit: www.wageindicator.org/main/Wageindicatorfoundation

AIAS newsletter Spring 2014 voor op site.indd 24 16-4-2014 14:30:13 AACADEMICPUBLICATIONSCADEMIC BBOOKSOOKS Publications on scientiﬁ c research for an academic audience. (Chapter in) books of academic publishers written or edited by AIAS employees. Deconstructing ﬂ exicurity and developing alternative approaches Towards new concepts and approaches in employment and social policy

Edited by Maarten Keune and Amparo Serrano In recent years, the concept of flexicurity has come to occupy a central place in political and academic debates regarding employment and social policy. It fosters a view in which the need for continuously increasing flexibility is the basic assumption, the understanding of security increasingly moves from social protection to self-insurance or individual adaptability, and the relationship between capital and labour is depoliticised. It is part of a broader orthodoxy that emphasises the precedence of market coordination and the responsibility of the individual. It over-states the possibilities of individuals to influence their own situations and to be responsible for their fates; it has an unrealistic belief in the capacity of the market to produce beneficial outcomes; and it obscures the interdependency between vulnerability and asymmetrical power relations. With its primary emphasis on economic growth, self-regulating markets, and related supply-side and activation policies, the orthodox approach downplays the importance of such political questions as social justice, democracy, collective responsibility and solidarity.

This volume present a series of alternative theo- tion of socioeconomic development and labour-market performance retical, normative and policy approaches that is insuffi cient and should be complemented by the evaluation of the allow for the development of societal projects quality of work, the sustainability of the developmental model, social based on different values and assumptions. They justice, and equality. underline the need to assign greater importance to the institutional and political conditions of work Another issue stressed in this volume is the responsibility of enter- and welfare in our analyses, as well as in assessing prises in the task of finding an adequate balance between flexibility the empowerment capacity of employment poli- and security. They play a key role in determining the actual levels and cies. The volume argues for a more complex and multidimensional shape of flexibility and security through their social and HRM poli- view and stresses the need to address important dimensions of hu- cies and practices. However, they are hardly ever held accountable man well- being, including the quality and ‘decency’ of jobs, the eu- for their actions in this respect and it is by and large accepted that demonic dimension of work, the freedom to act, the adjustment of their primary pursuits are profits and growth. At the same time, indi- the market to the needs of workers rather than the reverse, the sus- viduals are invested with important responsibilities to be flexible, act tainability of development and the safeguarding of our environment fl exibly, and moderate their wages in the service of these enterprise and natural heritage, and the empowerment of both employers and goals, and are expected to strengthen their own security by improving employees. their employability. This imbalance should be redressed by achieving a more even distribution of responsibilities and gains between capital An additional concern raised involves the need to revise the underly- and labour. ing assumptions of the prevalent scientific and political debate, often based on presuppositions that are not correct. Examples include the The volume brings together the following authors: Colin Crouch, supposed trade- off between employment protection and unemploy- Hartley Dean, Maria Jepsen, Maarten Keune, Dominique Meda, Car- ment, between labour-market segmentation and strictness of institu- los Prieto, Robert Salais, Gunther Schmid, Amparo Serrano and Ben- tional protection in general, and between economic participation and edicte Zimmerman. gender equality. These assumptions have turned into axioms, even though they are empirically and theoretically unfounded. The authors further emphasise the need to rely on the right informational base and political procedures, in addition to addressing the right questions. The present practice of considering only a limited number of stand- ardised, quantitative economic and financial indicators in the evalua-

AIAS newsletter Spring 2014 voor op site.indd 25 16-4-2014 14:30:14 PUBLICATIONSAACADEMICCADEMIC BBOOKSOOKS Publications on scientiﬁ c research ffor an academic audience. (Chapter in) books of academic publishers written or edited by AIAS employees. Multinational companies and domestic ﬁ rms in Europe Comparing wages, working conditions and industrial relations Maarten van Klaveren, Kea Tijdens and Denis Gregory Multinational Companies and Domestic Firms in Europe compares and contrasts wages, working conditions andworkplace industrial relations processes in multinational and domestic companies.

Very little academic Publisher Palgrave Macmillan

n oetcFrsi Europe in Firms Domestic and Multinational Companies Multinational study has hitherto been Date 2013 Companies and devoted to the differ- Price £ 75.00 Domestic Firms in Europe ences that may or may ISBN 978-1-137-37590-2 Comparing Wages, Working Conditions

and Industrial Relations not exist between the Pages 407 + xxvii pages

ei Gregory Denis and Kea Tijdens vanMaarten Klaveren wages and conditions Order www.palgrave.com/products/ Maarten van Klaveren, Kea Tijdens and Denis Gregory that MNEs routinely of- title.aspx?pid=709040

fer compared to those of domestic companies with whom they com- pete. The analysis covers ﬁ ve sectors of the economy and 13 EU countries. This book is an effort to map the social effects of Foreign Di- rect Investment in the EU, in relation to the prevailing patterns of internationalization of each sector, and based on the AIAS MNE Da- tabase and the WageIndicator Survey. The need to examine critically the labour market and industrial relations aspects of recent waves of FDI is both timely and compelling.

AIAS newsletter Spring 2014 voor op site.indd 26 16-4-2014 14:30:14 AACADEMICPUBLICATIONSCADEMIC JJOURNALSOURNALS Publications on scientiﬁ c research for an academic audience. Journals, articles and book reviews Non-ﬁ nancial Drop-out rates reporting and during completion reference of an occupation to workers' search tree in web representatives surveys

Jan Cremers Kea Tijdens This article, earlier on published as a ETUI Working Paper, Drop-out rates during completion of an occupation synthesises the results of an inquiry by the SEEurope search tree in web surveys network on the current legal framework and practices in 28 European countries regarding non-fi nancial and Unlike other modes, web surveys can use a search tree with an oc- sustainability-related reporting by European companies. cupation database. They are hardly ever used, but this may change due to technical advancements. This article evaluates a three-step The object was to analyse whether company policy with regard to search tree with 1,700 occupational titles, used in the 2010 multilin- sustainability-related issues is documented and reported to the work- gual WageIndicator web survey for UK, Belgium and Netherlands force. The outcome confi rms the absence of the notion of workers’ (22,990 observations). Dropout rates are high; in Step 1 due to un- representatives involvement at aggregate level, both practical and the- employed respondents judging the question not to be adequate, and oretical. In view of recent efforts at EU level to stimulate companies in Step 3 due to search tree item length. Median response times are to go beyond the traditional fi nancial and economic reporting, the substantial due to search tree item length, dropout in the next step results of this exploratory study are rather patchy. Even in the best and invalid occupations ticked. Overall the validity of the occupa- performing countries there is little evidence that non-fi nancial report- tion data is rather good, 1.7-7.5% of the respondents completing ing practices of companies go beyond traditional items. Moreover, the search tree have ticked an invalid occupation. workforce and workplace conditions are not seen as a key part of sustainability concerns and workers’ representatives are not prominently Journal Journal of Offi cial Statistics involved in the long-term sustainability policy of their companies. Date 2014 Last but not least, the crisis has placed labour organisations on the Volume 30, 1 defensive in the sense that sustainability issues come to be perceived Pages 23-45 as a “luxury” at a time when labour law and collective bargaining are Order www.addletonacademicpublishers.com/search-in- subject to organized deregulation attacks. crlsj/1903-non-fi nancial-reporting-and-reference-to- workers-representatives Journal Contemporary Readings in Law and Social Justice Date 2013 Volume Volume 5(2) Pages 50-89 Order www.addletonacademicpublishers.com/search-in- crlsj/1903-non-fi nancial-reporting-and-reference-to- workers-representatives

AIAS newsletter Spring 2014 voor op site.indd 27 16-4-2014 14:30:15 PUBLICATIONSAACADEMICCADEMIC JJOURNALSOURNALS Publications on scientiﬁ c research for an academic audience. Journals, articles and book reviews Negotiating the effects of uncertainty? The governance capacity of collective bargaining under pressure

Maarten Keune This article, written by Paul Marginson, Maarten Keune and Dorothee Bohle, was published in Transfer: European Review of Labour and Research in February 2014.

The article makes four ing arrangements are better equipped to ments under pressure from international main arguments. First, fulﬁ l this function than single-employer and European institutions, with potentially that collective bargain- ones. Thirdly, that there are institutional dif- damaging consequences for the ability to ing has the capacity to ferences amongst multi-employer bargain- address negative externalities. mitigate the negative ing arrangements concerning governance Reference: Marginson, P, Keune, M. and externalities arising of bargaining at the company level which Bohle, D. (2014) ‘Negotiating the effects from market volatility, considerably inﬂ uence their capacity to pro- of uncertainty? The governance capac- and the process of mote certainty and security. Fourthly, that ity of collective bargaining under pressure,’ marketization, by establishing arrangements under the pressures brought about by the Transfer: European Review of Labour and which provide substantive and procedural crisis, the marketization of multi-employer Research 20(1): 37-51. certainty for both workers and employers, collective bargaining is being accelerated ei- and in particular greater security for work- ther by the parties themselves or, more dis- ers. Secondly, that multi-employer bargain- ruptively, by intervention from govern-

AIAS newsletter Spring 2014 voor op site.indd 28 16-4-2014 14:30:15 PUBLICATIONSAACADEMICCADEMIC JJOURNALSOURNALS Publications on scientifi c research for an academic audience. Journals, articles and book reviews Comparing work tasks of Making sense 160 occupations across of fi nanciali- eight European countries zation Kea G. Tijdens, E. De Ruijter and E. J. De Ruijter Natascha van der Zwan Do similar job titles refer to the same work activities, as assumed often, but Since the early 2000s, scholars from hardly empirically tested? The purpose of this paper is to analyze the similarity a variety of disciplines have used of 160 occupations within and across eight European countries using interrater the concept of fi nancialization to agreement statistics (rWG). describe a host of structural changes in the advanced political economies. Design/methodology/approach – Using a multilingual web survey, experts and jobholders in the eight countries rated the frequency Studies of fi nancializa- of ten tasks per occupation they had knowledge of (n=4,197 ratings). tion interrogate how Three hypotheses are investigated: fi rst, interrater agreements of oc- an increasingly auton- cupations are similar regardless the country; second, interrater agree- omous realm of global ments of occupations are similar within countries; and third, experts fi nance has altered the and jobholders are similar in their ratings. underlying logics of Findings – Half of the occupations reveal no agreement across rat- the industrial economy ings, one-third shows a weak/moderate agreement and one in ten shows a strong agree- and the inner workings ment. H1 is rejected for task frequency but not for task importance. Within-country similar- of democratic society. This paper evaluates ity of occupations is larger than across-country similarity. H2 is supported for two countries the insights of more than a decade of schol- and rejected for two other countries. H3 is not supported. Jobholders demonstrate higher arship on fi nancialization. Three approach- agreement than experts. es will be discussed: the emergence of a Research limitations/implications – An empirical testing of occupation-specifi c tasks new regime of accumulation, the ascenden- for a wide range of occupations across Europe seems a viable approach. cy of the shareholder value orientation and Practical implications – The paper contributes to the challenges related to labor market the fi nancialization of everyday life. It is ar- mobility across borders. gued that a deeper understanding of fi nan- Originality/value – Work tasks for a wide range of occupations and countries, using job- cialization will lead to a better understand- specifi c work activities in combination with web surveys and the internet for recruitment of ing of organized interests, the politics of jobholders, have not been used before. the welfare state, and processes of institutional change. Journal Employee Relations Date 2014 Journal Socio-Economic Review Volume Vol. 36 Iss: 2, pp.110 - 127 Date 2014 DOI 10.1108/ER-05-2013-0046 Volume 12 (1): 99-129 ISSN 0142-5455 DOI 10.1093/ser/mwt020 Article www.emeraldinsight.com/journals.htm?articleid=17103599&ini ISSN 0142-5455 =aob Article http://ser.oxfordjournals. org/content/12/1/99. abstract

AIAS newsletter Spring 2014 voor op site.indd 29 16-4-2014 14:30:15 PUBLICATIONSAACADEMICCADEMIC JJOURNALSOURNALS Publications on scientifi c research for an academic audience. Journals, articles and book reviews Wage and workforce The local structure adjustments in the of the welfare state economic crisis in Uneven effects of social spending on poverty within Germany and the countries, urban studies Netherlands Merle Zwiers and Ferry Koster Research has found compelling evidence that government Kea Tijdens, Maarten van Klaveren, Reinhard Bispinck, social spending reduces poverty levels. However, most Heiner Dribbusch and Fikret Öz of this research focuses on the national level and thus This study uses data from a continuous employee web- shows a reduction in average poverty levels, failing to draw survey to investigate the trade-off between wage and conclusions on a lower level of aggregation. workforce adjustments and the role of industrial relations in fi rm-level responses to the economic crisis in Germany Taking the within-country variation into account, this research aims and the Netherlands. to connect welfare state research to urban inequality research by investigating the effects of social spending on the probability of Workforce adjustments seemed to be a contin- poverty in urban and non-urban areas. We have conducted a cross- uous organizational strategy, but wage adjust- national multilevel logistic regression analysis using Eurostat and ments were less often reported. We found no European Social Survey data of 2008. Our fi ndings suggest that large-scale evidence of wage concessions being there are signifi cant local differences in the probability of poverty; traded-off for job protection in the two coun- being the highest in large cities. Social spending reduces the prob- tries. Collective bargaining ensured that wage- ability of poverty, however, signifi cant local differences remain to setting was more robust than employment pro- exist. These fi ndings raise questions about (1) processes of redis- tection: employees covered by collective tribution failing to reach the poor, and (2) patterns of residential agreements reported workforce adjustments more often than wage mobility that vary between welfare states. adjustments. Low-educated and low-wage employees reported basic wage reductions more often: the economic crisis increased wage in- Journal Urban Studies Journal Foundation equality. Labour hoarding was reported predominantly by young, Date 5 March 2014 (online fi rst) male employees with a permanent, full-time contract. DOI 10.1177/0042098014523688 Article http://usj.sagepub.com/content/early/ Journal European Journal of Industrial Relations 2014/03/05/0042098014523688.full.pdf+html Volume 20, 1 (March 2014) Date 23 January 2014 (online before print) DOI 10.1177/0959680113516181 Link http://ejd.sagepub.com/content/early/2014/01/ 26/0959680113516181.abstract

AIAS newsletter Spring 2014 voor op site.indd 30 16-4-2014 14:30:16 AACADEMICPUBLICATIONSCADEMIC JJOURNALSOURNALS Publications on scientifi c research for an academic audience. Journals, articles and book reviews Love, Flirt or Repel One step forward Hybrid global governance of or more window- the ILO core labour standards Beryl ter Haar dressing? Ever since its constitution the ILO has developed and A legal analysis of the recent maintained a system of labour standards in order to create decent work all over the world. CSR Initiatives in the Garment Industry in Bangladesh With the globalisation of the economy multinationals have gained an important position in furthering these labour standards through- Beryl ter Haar and Maarten Keune out their value chains. From a regulatory point of view this develop- The Bangladesh ready-made garment industry has ment has resulted in a panoply of law and law-like initiatives within recently been affected by a number of terrible accidents, the global space in order to implement the labour standards. Much with the collapse of the Rana Plaza on 24 April 2013 is already known about these initiatives from an individual and iso- as the deadliest garment-factory accident ever known. lated perspective. Yet, little is known about their interactions in the Under the pressure of renewed attention to the role and global space. Whereas the concept of global space acknowledges responsibilities of multinational corporations (MNCs) take the coexistence of different regulatory forms serving different roles, responsibility for what happens in those factories, two the concept of hybrid structures acknowledges the fact that these initiatives have been adopted. regulations interact in several confi gurations. The aim of this contribution is to map the main regulatory initiatives, to analyse their These initiatives involve leading brands of European origin and different roles in the global space of labour standards and to analyse North-American origin. With these initiatives the MNCs claim to in which confi gurations they interact. The fi ndings of this analysis strengthen their corporate social responsibility (CSR) regarding provide a more advanced and comprehensive understanding of the those factories. From a regulatory perspective, they represent cases regulation of labour standards on the global level. of transnational private regulation (TPR). Although CSR and TPR have become increasingly popular, these initiatives have been per- Journal European Journal of Social Law ceived with mixed enthusiasm, since they are adopted in a legal vacu- Volume No 2. June 2013 um. Consequently, they raise questions about their legal status, their Link http://www.ejsl.eu/ legitimacy and their implementation and compliance mechanisms. These same questions will be discussed in this article concerning the Bangladesh initiatives, in order to discern if they have the potential to contribute to improving safety and working conditions in the Bangladeshi garment industry, or if they are rather forms of window dressing.

Journal International Journal of Comparative Labour Law and Industrial Relations Volume Issue 30 (2014) Link www.kluwerlawonline.com/toc.php?are a=Journals&mode=bypub&level=5&values =Journals~~International+Journal+of+ Comparative+Labour+Law+and+Industrial+ Relations~Volume+30+%282014%29

AIAS newsletter Spring 2014 voor op site.indd 31 16-4-2014 14:30:16 PUBLICATIONSAACADEMICCADEMIC JJOURNALSOURNALS Publications on scientifi c research for an academic audience. Journals, articles and book reviews Exploring the social origins Secundaire of Dutch mothers’ ideal arbeidsvoor- family lives waarden en Justine Ruitenberg and Paul de Beer This paper examines how Dutch mothers’ ideal family lives (traditional, geluk adaptive or egalitarian) have been formed in interaction with other people, an assumption that is central to socialization theories. Luc Benda, Kea Tijdens en Ruut Veenhoven With nominal regression analysis of data from a representative survey in 2010 among 935 Hoe verhouden secundaire Dutch mothers, we analyse various social infl uences on a mother’s current ideal family life. arbeidsvoor-waarden zich tot geluk? As hypothesized, the results show that a mother endorses a more egalitarian ideal family Om deze vraag te beantwoorden is life if she recalls the gender role specifi c parental message ‘you should work in order to be gebruik gemaakt van de Loonwijzer- fi nancially independent of others’. Additionally, if the respondent recalls a positively work webenquête (n=14.304). orientated mother at the age of 12 years, she has now as an adult more egalitarian ideals compared to daughters who recall a more home orientated mother or who have no memo- Uit de analyse blijkt dat een secundaire ries of their mothers in that respect. We also show that as expected in the hypotheses 3 and arbeidsvoorwaarde, na gecontroleerd te 4, that Dutch mothers who have perceived career support by her partner and from people zijn voor primaire arbeidsvoorwaarden, at work have now more egalitarian ideal family lives. Mothers’ current ideals are thus formed alleen voor de laptop/pc thuisregeling en and further developed within prior social bonds. Moreover, mothers’ ideal family lives seem voor training een positief verband met not only dependent on their current labour market behaviour, but to some degree resistant geluk laten zien. Secundaire arbeidsvoor- to change. However, the results must be interpreted with care because of the crosssectional waarden in gesommeerde vorm hebben research design and the use of retrospective questions. alleen een positief effect op geluk wanneer de toename absoluut is, maar niet Journal Sex Roles wanneer de toename relatief is ten op- Date March 2014 zichte van anderen. Volume 70 DOI 10.1007/s11199-014-0359-7 Journal TPEdigitaal ISSN 0360-0025(print)/1573-2762 (electronic) Editie 2014 jaargang 8(1) Article http://link.springer.com/article/10.1007%2Fs11199-014-0359- Artikel www.tpedigitaal.nl/ 7#page-1 assets/static/Benda- Tijdens-Veenhoven- 1-2014.pdf

AIAS newsletter Spring 2014 voor op site.indd 32 16-4-2014 14:30:16 PPROFESSIONALPUBLICATIONSROFESSIONAL BBOOKSOOKS Publications on applied research for a professional audience. (Chapter in) books of professional publishers written or edited by AIAS employees. Does Labour relations in the poverty public sector, consulting have a new and conferring, and wage shape? formation

Paul de Beer Paul de Beer In this chapter of a book on poverty In his contribution to this second editon of ‘State of the civil service’, De Beer in Amsterdam, De Beer focuses on discusses whether collective bargaining in the public sector can ever be really three questions. free.

Has poverty in Since the government determines the budget that is available for em- Amsterdam de- ployment conditions unilaterally, there is only very limited room for clined in the past bargaining. Therefore, he proposes that it may be better to return to the ten years? In what former system in which the annual pay rise in the public sector was respect has the linked to the average contractual pay rise in the private sector. character of pov-

erty changed over Staat van de ambtelijke dienst Title book Staat van de ambtelijke dienst. Hoe staan de amb- Hoe staan de ambtenaren er anno 2013 voor? these years? And how should the problem tenaren er anno 2013 of poverty be tackled? He concludes that voor? the face of poverty has changed less than is Publisher CAOP, Den Haag often assumed. Nevertheless, some ‘new’ Date December 2013 groups of poor people, especially self-em- Link www.caop.nl/nieuws/nieuwsberichten/artikel/item/ambtelijke- ployed poor, deserve special attention from dienst-in-zwaar-weer the municipality.

Title book Armoede in Amsterdam. Polder model under Een stadsbrede aanpak van hardnekkige armoedeg pressure Editors Laure Michon & Jeroen Slot Publisher Bureau Onderzoek en Paul de Beer Statistiek The Dutch system of collective bargaining – also known as the Polder Model – Date Februari 2014 is under pressure. Link www.os.amsterdam.nl/ The declining union density rate, increasing doubts about the legitimacy and nieuws/armoede-in- the representativeness of the social partners, disagreements within the unions amsterdam-een-stadsbrede- and the employers’ associations, a growing share of the working population aanpak-van-hardnekkige- that is not covered by collective agreements and the falling behind of the armoede social and economic performance of the Netherlands cast doubt on the future sustainability of the Polder Model.

This is one of the main conclusions of ‘Industrial relations under pressure’, the 2013 annual report (Preadviezen) of the Royal Dutch Association of Economists (KVS). The book, edited by Paul de Beer, includes contributions by JElle Visser, Arjo Klamer, Erwin Dekker and Sander Geenen. www.kvsweb.nl.

AIAS newsletter Spring 2014 voor op site.indd 33 16-4-2014 14:30:16 PUBLICATIONSPPROFESSIONALROFESSIONAL BBOOKSOOKS Publications on applied research for a professional audience. (Chapter in) books of professional publishers written or edited by AIAS employees. Independent Inzicht in de monitoring of ondernemingsraad F.W.H. Vink en R.H. van het Kaar private transnational Medezeggenschap is niet meer weg te denken uit de Nederlandse regulation of labour arbeidsverhoudingen. De ondernemingsraad is een cruciale schakel in de standards besluitvorming binnen organisaties, zeker in de roerige tijden sinds het uitbreken A proposal for a “transnational van de crisis. Een goed functionerende medezeggenschap draagt in belangrijke labour inspectorate” system mate bij aan het functioneren van de Manuel Antonio García-Muñoz Alhambra, Beryl ter Haar onderneming én aan het welzijn van de werknemers. and Attila Kun Since the 1980s multiantional companies are increasingly Voor wie? more aware about their corporate responsibility Inzicht in de ondernemingsraad is hét standaardwerk voor OR- throughout their production chains. leden, bestuurders, adviseurs, personeelsfunctionarissen en juristen. Dit volledige en betrouwbare naslagwerk is al ruim dertig jaar een This has resulted in a change of business strategies which currently begrip voor iedereen die betrokken is bij medezeggenschap. include attention of sustainable issues, among which human rights and labour standards. Many of these strategies are expressed by Inzicht in de ondernemingsraad 2014 in het kort: forms of voluntary selfregulation, such as codes of conduct and • Uitvoerige, artikelsgewijze toelichting bij de Wet op de onderne- international framework agreements. Being voluntary forms of mingsraden. selfregulation, this raises challanges concerning the monitoring of • Op 19 juli 2013 is de WOR gewijzigd. In deze uitgave vindt u compliance with the agreed norms. In particular concerning the in- uitgebreide informatie over alle belangrijke wijzigingen, zoals dependance and transparancy of the monitoring, and consequently de scholing van ondernemingsraadsleden, het afschaffen van de the reliability and credibility of the monitoring. Building on good verplichte bemiddeling door de bedrijfscommissie bij geschillen practices found in public and private initiatives and on ideas of le- en het uitbreiden van het instemmingsrecht ten aanzien van pen- gal scholars, this article introduces a publicly rooted transnational sioenregelingen. Uiteraard is ook de uitbreiding van het infor- inspectorate system, which could meet the requirements of reliable matierecht van ondernemingsraden in internationale concerns and credible monitoring of compliance. opgenomen, en het vervallen van het handtekeningenvereiste voor het indienen van zogenoemde vrije lijsten voor OR-verk- Title book The Transnational Dimension of Labour Relations. iezingen. A New Order in the Making • Actueel overzicht van relevante jurisprudentie. Publisher Giappichelli • Verwijzingen naar het Inzicht in de OR Praktijkboek. In het Prak- Date December 2013 tijkboek vindt u een concrete uitwerking van situaties die de OR- ISBN 978 88 3482791 8 leden en bestuurders in de dagelijkse praktijk tegenkomen. Link www.giappichelli.it/the-transnational- dimension-of-labour-relations,3482791 Uitgever SDU Datum 2014 Bestelcode 9789012392020 Paginas 436 Link www.sdu.nl/inzicht-in-de-ondernemingsraad -editie-2014.html

AIAS newsletter Spring 2014 voor op site.indd 34 16-4-2014 14:30:17 PPROFESSIONALPUBLICATIONSROFESSIONAL JJOURNALSOURNALS Publications on applied research for a professional audience. Journals, articles and book reviews. Posting of workers Enforcement The ADHD problems and challenges labour Jan Cremers Jan Cremers has contributed with an expert article to the fi nal French report of a large project, titled Détachement des travailleurs: Améliorer les market collaborations entre les partenaires sociaux et les autorités publiques en Paul de Beer Europe (in the meantime also published in English - Posting of workers: In this journal for members of works Enforcement problems and challenges). councils, De Beer criticizes the trend of increasing fl exibility, which turns It was published by the French central or- existing sanctioning mechanism. One of the the labour market into a kind of ganisation of labour inspectorates INTEFP. additional joint frustrations for the compe- ADHD market. In his contribution he refl ects on the prob- tent institutions, and in fact for all stake- lems that arise in practice for competent holders, is the diffi culty to bring cases of Change and mobility turn compliance instances during the control of breaches to a righteous end. This imposes into goals themselves, in- the respect for the rules on cross-border obligations to the (national and European) stead of being means to posting. The INTEFP-project has con- legislator. achieve a well-function- fi rmed the problems with compliance, the www.eurodetachement-travail.eu/ ing labour market. In the lack of cooperation notably in this area, the synthese/experts-viewpoint.html long run, this is not only diffi culties to trace circumvention in cross- disadvantage to fl ex- border situations and the weakness of the workers, but also to companies who can no longer rely on a workforce of loyal and trustworthy employees.

Journal OR Informatie Dutch job engine falters: Volume 2014 (1/2) Pages 32-34 is the polder model worn Link www.orinformatie.nl/?su bject=magazine&module=thismonth& out? id=1079 Paul de Beer Since 2000 the Dutch job engine hast almost stopped. The Netherlands does no longer exceed other European countries as far as employment growth is concerned.

This is partly due to the fact that other in an article in the Dutch journal for indus- countries have also ‘discovered’ the Dutch trial relations Zeggenschap. weapen of wage moderation. Moreover, the Dutch employment rate is already that high, Journal Zeggenschap that it becomes increasingly difﬁ cult to raise Volume no 1 2014 it even further. With respect to labour mar- Link www.zeggenschap.info ket performance, the Dutch polder model seems to run down. It will therefore have to be adapted to be prepared for the challenges of the future. Thus Paul de Beer concludes

AIAS newsletter Spring 2014 voor op site.indd 35 16-4-2014 14:30:17 PPROFESSIONALRPUBLICATIONSOFESSIONAL JJOURNALSOURNALS Publications on applied research for a professional audience. Journals, articles and book reviews. From cornerstone to obstacle? Collective agreements and the crisis in Europe

Maarten Keune and Paul de Beer Maarten Keune and Paul de Beer both wrote a chapter for a book of the General Dutch Employers’ Association (AWVN), edited by Monica Wirtz and Karin van der Veldt.

The book discusses the role and future of col- lutions, and will lead to more confl ict and less trust in the labour lective bargaining and collective agreements in market. the Dutch economy and labour market. The In his chapter, ‘A mandatory contribution to the CLA’, Paul de Beer chapter by Keune starts from the observation discusses how the problem of employee representation with regard that for many years collective bargaining was to collective bargaining can be tackled. He notices that a collective seen as a cornerstone of the European Social labour agreement (CLA) is essentially a public good, since all em- Model and that it was fi rmly embedded in na- ployees in a company or an industry are covered by the CLA, ir- tional legislation and practice across the EU. It then shows that in respective of whether they are a member of a union. Just as other the early years of the crisis, collective agreements played a key role public goods, such as dykes or national defence, the CLA should in dampening the negative effects of the crisis and in distributing the preferably be fi nanced from a mandatory contribution by all em- costs of the crisis. However, the longer the crisis lasted, the more the ployees, e.g. a small levy on their wage. The yield of this contribu- role of collective bargaining became questioned. In the public section should then be paid to the trade unions to fund their bargaining tor, increasingly there was a move towards one-sided imposition of activities. In addition, there is also a need for a more democratic wages and working conditions by management, in a context of se- decision making process regarding CLAs. De Beer suggests several vere austerity measures. In the private sector, an acceleration of on- possible solutions. The CLA could be submitted for approval to all going processes of decentralization of bargaining can be observed. employees. An alternative option is, that the employees get the vote The most noticeable change however comes from the EU level. The on which unions represent them in collective bargaining. A third position of the EU, in particular the European Commission, on col- option is to give all employees the right to join a union freely as lective bargaining changed substantially. Where the EU for long ar- return for their mandatory contribution. This would also make it gued that collective bargaining provided a key contribution to pro- much easier for new unions to enter the arena and take part in col- ductivity improvements, innovation and social cohesion, and lective bargaining in case many employees are dissatisfi ed with the underlined the need to respect and strengthen the autonomous posi- ‘old’ unions. tion of employers’ organisations and trade unions in this respect, it has moved more and more to a position that argues that collective Title chapters Van hoeksteen tot obstakel? Cao’s en de crisis in labour relations are obstacles to economic and employment growth. Europa & Een verplichte bijdrage voor de cao This view has also found its way into the policy making process. For Book title Draagvlak van de cao. Ontwerpers in arbeids- example, the 2011 Euro Plus Pact proposes a series of measures verhoudingen including abandoning wage indexation mechanisms, decentralisation Edited by K. van der Veldt and M. Wirtz of collective bargaining, and wage moderation in the public sector. Publisher AWVN, Den Haag What is more, the EU countries that are in deep fi nancial trouble Date December 2013 and request assistance from the so-called Troika have had to intro- Price € 22,50 members, € 29,50 non-members duce dramatic reforms like drastic reductions of the minimum wage, Link www.awvn.nl/actueel/publicaties/draagvlak- public sector wages and pensions, and legislative changes aimed at van-de-cao decentralization and lower coverage of collective bargaining. These reforms are likely to have negative effects since they reduce the overall coordination capacity that is key to the success of European capitalism, block the possibilities for social justice and balanced so-

AIAS newsletter Spring 2014 voor op site.indd 36 16-4-2014 14:30:18 PPROFESSIONALPUBLICATIONSROFESSIONAL JJOURNALSOURNALS Publications on applied research for a professional audience. Journals, articles and book reviews. Jan Cremers publishes Rana Plaza en a “Global Labour productieketen Column” on asbestos management Beryl ter Haar The evidence that asbestos exposure has enormous risks De instorting van kledingfabriek Rana Plaza in for workers and consumers goes back to the late 19th Bangladesh heeft een debat losgemaakt over century. de maatschappelijke verantwoordelijkheid van multinationale ondernemingen (MNO’s) voor hun gehele Notwithstanding this it took till 2005 before an EU-wide ban came productieketen, maar in hoeverre zijn MNO’s eigenlijk in into effect. The exposure risk, however, did not end as the former staat om deze verantwoordelijkheid ook daadwerkelijk global insulation champion is still around in buildings, ships, ma- waar te maken? chinery and other asbestos containing materials. In his column Why asbestos should be banned Jan Cremers (AIAS) provides an update Twee zaken spelen hierbij een rol: het regelgevend vacuüm waarin of the problems faced during the slow phasing out in Europe and deze ondernemingen zich bevinden en de onderlinge machtsver- of the global perspectives for a ban. The column was based on the houding tussen de MNO en haar toeleveranciers. In deze bijdrage book The long and winding road to an asbestos free workplace, staat de vraag centraal of de veiligheidsovereenkomst die een aantal CLR-Studies 7, International Books, Utrecht, www.i-books.nl/ MNO’s heeft gesloten met twee Global Union Federations, de In- new/thelongandwindingroadtoanasbestosfreeworkplace. ternationale Arbeidsorganisatie en de regering van Bangladesh aan html deze zaken het hoofd kan bieden.

Journal Corporate Strategy and Industrial Development Tijdschrift TRA-Tijdschrift Recht en Arbeid (CSID) Titel Rana Plaza en de (on)mogelijkheden van MNOs Volume Number 151, October 2013 om maatschappelijk verantwoord te ondernemen Title Why asbestos should be banned, over de landsgrenzen heen Global Labour Column Datum 5 november 2013 Link http://column.global-labour-university.org/ Pagina’s 16-20 2013/10/why-asbestos-should-be-banned.html Link www.recht.nl/vakliteratuur/arbeidsrecht/ #more artikel/352166/rana-plaza-en-de-onmacht-van- mnos-om-maatschappelijk-verantwoord-te- ondernemen-over-de-landsgrenzen-heen/

AIAS newsletter Spring 2014 voor op site.indd 37 16-4-2014 14:30:18 PPROFESSIONALRPUBLICATIONSOFESSIONAL JJOURNALSOURNALS Publications on applied research for a professional audience. Journals, articles and book reviews.

Zeggenschap 2e Helft 2013 www.zeggenschap.info/ Van de zijde van AIAS wordt regelmatig meegewerkt aan het kwartaalblad Zeggenschap over arbeidsverhoudingen. We vatten de bijdragen van AIAS-medewerkers in de tweede helft van 2013 kort samen.

Jan Cremers Zeggenschap-2013 - 24e jaargang nr. 3 delt de lange voorgeschiedenis om te komen tot verlopende cao-onderhandelingen. Zolang par- Paul de Beer wijdt zijn column aan de gevol- dit verbod, mede als gevolg van de effectieve lobby tijen niet tot overeenstemming komen en geen gen van de Europese arbeidsmigratie. Niet die gevoerd is door de asbestindustrie, eerst onder cao wordt afgesloten, krijgen de werkgevers alleen vanwege de oplopende werkloosheid valt aanvoering van Canada, thans onder Russische automatisch hun zin en gaan de salarissen niet moeilijk te verteren dat arbeidsmigranten hier regie. De notie dat blootstelling aan asbestvezels omhoog. Uiteindelijk is via die weg bezuinigen werken tegen arbeidsvoorwaarden die ver on- levensbedreigende gevolgen kan hebben werd in niet in het belang van de overheidswerkgevers, al der de Nederlandse norm liggen. Belangrijker de late 19e eeuw geconstateerd en al in de jaren was het maar vanwege het verlies aan gekwalifi - is dat die ontwikkeling ons stelsel van arbeids- dertig concludeerden medische experts dat geen ceerde werknemers dat hieruit kan voortvloeien. verhoudingen ondergraaft. Als wettelijke rege- grenswaarde voor een veilige verwerking is vast Hoewel strijdig met het principe van vrije onder- lingen en cao-bepalingen steeds meer worden te stellen. Uit interne nota’s blijkt dat de industrie handelingen noemt hij het geen slecht idee het ontweken of ontdoken door bedrijven die wist van de risico’s; dat leidde alleen tot een nieuwe trendvolgerschap weer nieuw leven in te blazen. goedkope arbeidsmigranten inzetten, zullen be- verkoopstrategie. Een verbod is niet het einde van In de Loonwijzer-rubriek van Kea Tijdens en drijven die zich houden aan die afspraken in de de asbestvervuiling. In grote delen van de instal- Maarten van Klaveren, bijgestaan door Janna concurrentiestrijd het loodje leggen. De Beer: latiesector, de scheepsbouw, de woningvoorraad Besamusca, wordt andermaal bericht over de ‘Zo bezien is het begrijpelijk, dat de partijen aan en kantoren uit de jaren ’70 en ‘80 zullen werk- arbeidsverhoudingen in multinationals en de uitersten van het politieke spectrum ervoor nemers en gebruikers geconfronteerd blijven met nationale bedrijven in 4 West-Europese landen pleiten om de arbeidsmigratie binnen Europa het risico van blootstelling. In veel landen wordt (België, Duitsland, Nederland en Spanje). De aan banden te leggen. Maar daarmee nemen zij de naleving van de relevante wet- en regelgeving dekkingsgraad van cao’s is in het algemeen hoger afstand van één van de grondbeginselen van de niet of onvoldoende gecontroleerd. Niet alleen bij multinationals, met uitzondering van drie sec- EU en daarmee van het Europese project zelf.’ veilig verwijderen, ook de verdere verwerking en toren in Nederland waar bedrijfstak-cao’s hoger De Loonwijzer-rubriek van Kea Tijdens, de noodzakelijke training en opleiding staan deels scoren dan bedrijfs-cao’s bij multinationals. Bij de Maarten van Klaveren en Janna Besamusca- nog in de kinderschoenen. organisatiegraad zijn de verschillen aanmerkelijk gaat in op het onderwerp ‘informele arbeid’; Ferry Koster levert een bijdrage over de soli- geringer. De werknemersvertegenwoordiging is vanwege verschillen in defi nities en meetmetho- dariteit tussen jong en oud. In het kader van wel beter geregeld bij multinationals, hetgeen de den een moeilijk te kwantifi ceren verschijnsel. Zij het onderzoeksprogramma ‘Solidariteit in de onderzoekers verklaren uit de omvang van de maken een vergelijking op basis van 9 Afrikaanse 21ste Eeuw’ is gekeken naar de vraag of een ge- bedrijven. landen, gebruikmakend van steekproeven, ont- neratieconfl ict is ontstaan waarbij jong en oud Het nummer bevat ook een artikel van voorma- leend aan bestaande zakenregisters, en van mon- recht tegenover elkaar staan. De studie wijst lig AIAS-er Marc van der Meer. Samen met delinge interviews in het kader van de Loonwij- niet in die richting. Jongeren steunen overheids- Jos van Zwieten van het CNOP constateert hij zer. Er wordt uitgegaan van een index die loopt voorzieningen voor ouderen en zijn bereid ou- een herwaardering van het vakmanschap die van sterk informeel naar sterk formeel, niet van deren te helpen. En, als er verhoudingsgewijs mogelijk leidt tot nieuwe arbeidsverhoudingen. een absolute tegenstelling tussen informele ar- meer ouderen zijn, wil dat niet zeggen dat voor Bedrijven en medewerkers maken in toene- beid en formeel werk. Vooral laag opgeleide en jongeren geen voorzieningen meer overblijven. mende mate afspraken over arbeidsvoorwaarden jonge werkenden met een lage beroepsstatus, die Jongeren en ouderen blijken ook solidair met en loopbaanontwikkeling. De auteurs verwach- werken in zeer kleine bedrijven of in de particu- elkaar te zijn als de onderlinge hulp niet door de ten een toenemende behoefte om, voorbij de liere sector, hebben een informele baan. overheid is georganiseerd. scheidslijn van werknemer- en werkgeverschap Jan Cremers bericht over een project waarbij is een eigen regie te voeren op de ontwikkeling van nagegaan in hoeverre het EU-verbod op asbest Zeggenschap-2013 - 24e jaargang nr. 4 het vakmanschap, naast en onafhankelijk van wat heeft bijgedragen tot een vermindering van het In het 4de nummer van 2013 constateert Paul sociale partners en overheid bepalen. risico op blootstelling. Het resulterende boek de Beer dat de vakbonden in de publieke met bijdragen van internationale experts behan- sector structureel zwak staan in de moeizaam

AIAS newsletter Spring 2014 voor op site.indd 38 16-4-2014 14:30:18 DATA

Data section at AIAS website

AIAS has a major collection of academic socio-economic data in the ﬁ eld of labour relations, labour organizations, employment and working conditions in the Netherlands and abroad.

The DATA section of the AIAS website presents information about 13 data collections of AIAS, namely: • CLA partners • IT use of employees in the Netherlands In the Netherlands, about a thousand collective agreements cover about 80 The dataset is based on a surveys of secretaries in the Netherlands about percent of the employed population. CLA’s are agreed between one or sev- their job content, and working conditions in 1993, 2000, and 2004. eral employers or employers’ organizations and one or several other unions. • Job content of secretaries in the Netherlands • In 2005 Kilian Schreuder has inventoried the signatory parties of all The dataset is based on comparable surveys of secretaries in the Nether- CLA’s which are entered in the DUCADAM dataset (N=3752) and lands about their job content, and working conditions in 1993, 2000, and collected them in a spreadsheet. This fi le is unique in the Netherlands 2004. • Collective Bargaining Newsletter • Study Group Quality of Labour The monthly Collective Bargaining Newsletter is produced by AIAS in The reports and administration of this study group provides a portrait of cooperation with the ETUI and can be found on the AIAS and ETUI an age of social scientifi c research and the debate in the fi eld of the quality websites. The Newsletter includes additional links to records that provide of labour over a period of 20 years. The archive consists of eight document background information. Since June 2013 all fi les are integrated in an fi les. Among them reports of the study group meetings during the entire online archive www.cbnarchive.eu. period of 1979-2002; information about 11 international seminars and • DUCADAM database the programme fi les of the study group including a Trend report Quality Database of Collective Agreements in the Netherlands. The database is of Labour and the design-focussed research. The archive also contains some based on the ‘FNV CAO-Database’ and contains detailed information publications that have been supervised by the study group and some publica- on collective labour agreements concluded in the Netherlands. tions that are hard to obtain elsewhere. • Flex Work Research Centre • Trade organisations (FWRC) is a joint initiative launched by ABU and the University of The Trade organisations database consists of names, years of establish- Amsterdam. AIAS and the Hugo Sinzheimer Institute manage ment, historical development, NACE industry-codes and other data of this international website that provides information on research reports more than 1400 trade and employers organisations. For the years 1980, and articles relating to temporary employment in the broadest sense in fi ve 1991, 2001 and 2005, the mergers, separations and removals of these languages (English, Dutch, French, German and Spanish). organisations have been investigated. • ICTWSS database • WageIndicator database The ICTWSS database covers four key elements of modern political The WageIndicator Survey is a continuous, multilingual, multi-country economies in advanced capitalist societies: trade unionism, wage setting, web-survey, conducted more than 60 countries since 2000. The web-survey state intervention and social pacts. The database contains annual data for generates cross sectional and longitudinal data which might provide data 34 countries. It runs from 1960 till 2010. especially about wages, benefi ts, working hours, working conditions and • Intermediair 'Best Employers' Dataset industrial relations. The Intermediair ‘Best Employers’ survey is an annual survey of Dutch • World Database of Occupations-WISCO employers concerning their HR policies, used for the Best Employers list in The EurOccupations micro data of the task frequency web-survey in eight the Intermediair weekly. AIAS acts as an advisor for the questionnaire. EU countries; WISCO database with more than 1,700 occupational titles for 60 countries.

For more information please see our website www.uva-aias.net/data or contact: prof. dr. Kea Tijdens ([email protected]).

AIAS newsletter Spring 2014 voor op site.indd 39 16-4-2014 14:30:19 RESEARCH Sorted by project name

Project Title / Topic Commissioner Fundamental shifts in the governance and content of unem- SIG Fund Activating States ployment insurance BARSORIS Bargaining for Social Rights at Sectoral Level EC DG Employment

Collective Bargaining newsletter This newsletter presents up-to-date information on collective ETUI-REHS bargaining developments across Europe since February 2008 Decent Wage Africa - francophone Speciﬁ c WageIndicator project (see WageIndicator) WageIndicator Foundation

EDUWORKS Training talented early-stage researchers in the socio-eco- EU - FP7 nomic and psychological dynamics of the labour supply and demand matching processes at aggregated and disaggregated levels EIRO Coördination Dutch contribution in the European Industrial Eurofound Relations Observatory (EIRO) Employment in the Netherlands XpertHR Equalsoc Network of Excellence Economic change, social inequality and social cohesion in the EU FP6 knowledge economy European Restructuring Monitor EUROFOUND

Flexworkresearch Knowledge Center Website database of publications on temp work ABU, joint with HSI Free choice of pensions A broader choice of pensions can lead to a more efﬁ cient SIG Fund execution.

GINI Growing Inequalities’ Impacts EU FP7

iNGenBar Intergenerational Bargaining EC DG Employment

InGRID Inclusive Growth Infrastructure Diffusion EU FP7

INTREC INTREC – INDEPTH Training and Research Centres of EU - FP7 Excellence Labour rights for women The project departs from the understanding that women’s la- Dutch Ministry of Foreign Affairs bour rights are to a large extent insufﬁ ciently protected in the national legislation of the 15 target countries in the project LAD project Project working pressure medical specialists LAD, OMS, NVZ Living Wage Eastern Africa Speciﬁ c WageIndicator project (see WageIndicator) WageIndicator Foundation

Loonwijzer See Wageindicator

Pathways to work research programme (RVO) This research programme aims to strengthen academic SIG Fund research into reintegration services in direct interaction with the reintegration ﬁ eld SEEurope (Cremers) Coordination of research on workers participation in compa- ETUI nies with a European Company Statute SEEurope (vh Kaar) Member of SEEurope-netwerk ETUI

Solidarity in the 21st century Solidarity in the 21st century: aging, immigration and solidar- SIG Fund ity WageIndicator Share and compare wage information. Contribute to a Ministry of Social Affairs, Foreign transparent labour market. Provide free, accurate wage data Affairs, commercial parties through salary checks on national websites. Collect wage data through web surveys WEBDATANET Web-based data-collection – methodological challenges, solu- European Science Foundation tions and implementations WEB-Surveys Improving Web Survey Methodology for Social and Cultural ERASMUS Studio EUR Sciences WICARE WageIndicator support for bargaining in the social services EC DG Employment

See for more information: www.uva-aias.net/research

AIAS newsletter Spring 2014 voor op site.indd 40 16-4-2014 14:30:19 PROJECTS

AIAS researchers Links Period Dr. Els Sol a.o. www.activatingstates.org/5 2006 - 2014

Dr Nuria Ramos Martin, Prof Maarten Keune 2013 - 2014

Jan Cremers, Janna Besamusca www.uva-aias.net/102#collective_barg 2008 - continued

Prof. Kea Tijdens, Janna Besamusca www.wageindicator.org/main/projects/decent-wage-africa 2012 - 2015

Prof. Kea Tijdens www.eduworks network.eu/pages/home 2013 - 2017

Dr. Robbert van het Kaar and Dr. Marianne Grunell www.eiro.eurofound.ie/ 2005 - continued*)

Dr. Robbert van het Kaar 2009 - continued Prof. Herman van de Werfhorst, Prof. Wiemer Salverda www.equalsoc.org 2005 - 2010/ a.o. continued Dr. Robbert van het Kaar European Restructuring Monitor 2003 - continued

Dr. Els Sol a.o. www.ﬂ exworkresearch.org 2003 - continued Prof Wiemer Salverda, Prof. Paul de Beer, Dr David 2011 - 2014 Hollanders, Dr Natascha van der Zwan, Mr Sijbren Kuiper Prof. Wiemer Salverda, Dr Marloes de Graaf-Zijl, Dr www.gini-research.org 2010 - 2013 Virginia Maestri, Dr Francesco Bogliacino, Dr Bram Lancee Dr Frank Tros, Prof Maarten Keune 2013 - 2014

Prof. Kea Tijdens, Dr. Stephanie Steinmetz www.kuleuven.be/eu/capacities/ 2013 - 2017

Dr. Joke Haafkens www.intrec.info/ 2012 - 2015

Prof. Kea Tijdens, Janna Besamusca and Maarten van www.wageindicator.org/main/Wageindicatorfoundation/ 2012 - 2016 Klaveren projects/labour-rights-for-women

Dr. Joke Haafkens, Claire Hoogenhout 2013 - 2014 Prof. Kea Tijdens, Janna Besamusca and Maarten van 2012 - 2015 Klaveren

Dr. Els Sol and Dr. Marloes de Graaf-Zijl www.verbeteronderzoek.nl 2008 - 2014

Jan Cremers www.worker-participation.eu/European-Company 2009 - 2013

Dr. Robbert van het Kaar www.worker-participation.eu/ continued

Prof. Paul de Beer, Dr Dorota Lepianka, Dr Maarten www.solidariteit.info 2009 - 2014 Berg, Drs. Laurens Buijs, Merle Zwiers Prof. Kea Tijdens, Maarten van Klaveren, Dr Stephanie www.wageindicator.org 2000 - continued Steinmetz. Prof. Maarten Keune, Prof. Paul de Beer (Chairs foundation)

Prof. Kea Tijdens and Dr. Stephanie Steinmetz www.cost.esf.org/domains_actions/isch/Actions/IS1004 2011 - 2015

Prof. Kea Tijdens and Dr. Stephanie Steinmetz 2010 - 2013

Prof. Kea Tijdens and Maarten van Klaveren 2013 - 2014

*) extended with own funding

AIAS newsletter Spring 2014 voor op site.indd 41 16-4-2014 14:30:19 RESEARCH

Flex Work Research Centre 10 year anniversary

The Flex Work Research Centre, a joint initiative of the ABU (Dutch Federation of Private Employment Agencies) and the University of Amsterdam, Amsterdam Institute for Advanced Labour Studies (AIAS) and Hugo Sinzheimer Institute (HSI), has set out to collect and manage a repository of research publications related to labour market ﬂ exibility and employment services.

Over the last ten years this has led to a free and accessible database of The Dutch Confederation of private employment agencies ABU togeth- research into fl exible labour and labour market developments in 5 dif- er with CIETT the international confederation of private employment ferent languages. With this database the Flexwork Research Centre aims agencies, fi nance the research centre, which is based at the Amsterdam to disclose and advance the research done in this domain. Each week Institute for Advanced Labour Studies of the University of Amsterdam. the Flex Work Research Centre circulates a newsletter with a list of new Here the website is managed and new information on research reports research reports to close to one thousand email subscribers. Next to this and articles relating to temporary employment and employment agen- weekly e-mail update with a selection of newly added publications, an cies in the broadest sense is gathered for collective use. The website is additional tool to further the proliferation of research recently has been intended as a source for members of ABU, public policy devisors and added with the @FlexResearch Twitter account, with which a broader the scientifi c community in general, within the Netherlands and abroad. community can be reached with frequent updates and relevant research, Starting as a Dutch initiative, since its extension to 5 different languages both for researchers, policy advisors, practitioners and others interested. the website has come under the attention of visitors from more and more countries, ranging from Asia to Africa and the American continent. The Editorial Board: • Els Sol (coordinator) (AIAS, HSI, UvA) The last international Flexwork Research conference in Amsterdam, Oc- • Leonie Oosterwaal (ABU) tober 2013, marked the ten year anniversary for the Flex Work Research • Femke Kooijman (ABU) Centre. This was celebrated with the fi rst Flexwork Thesis Prize, won by • Denis Pennel (CIETT) Wiljan van den Berge. For more information on the conference, please • Menno Bart (CIETT) visit FlexworkConference.nl. • Bas Koene (Erasmus University Rotterdam) For more information on the research database please visit the website • Secretary: Sean Stevenson (AIAS) FlexworkResearch.org or follow us on Twitter: @FlexResearch. Survey concerning wages and working conditions WICARE project In 2014, in cooperation with EPSU a survey concerning wages and working conditions of employees in the Social Services sector will be organised in all EU member states.

This survey is part of the WICARE project (Wageindicator Support for Bargaining in the Social Services Sector), funded by the European Industrial Relations and Social Dialogue Program. For this purpose the existing WageIndicator web-survey is adapted to the Social Services sector and is organised by means of a mixed mode approach (web-surveys and printed questionnaires). For details about the survey, see http://www.epsu.org/a/10042. .

AIAS newsletter Spring 2014 voor op site.indd 42 16-4-2014 14:30:20 RESEARCH

The Polder model: Still a Dutch Miracle? Maarten Keune Maarten Keune received a subsidy from the Instituut GAK to edit a book on the Dutch Poldermodel.

The book has two objectives. On the one hand it will look back at the seminal book by Jelle Visser and Anton Hemerijck “A Dutch Miracle”, published in 1997. It will discuss to what extent the analysis and conclusions of A Dutch Miracle are still valid and if, with hindsight, we can argue that it missed out on elements and developments that over time turned out to be of importance. On the other hand, it will contribute to the ongoing public debate on the role and future of the Poldermodel. Indeed, while many recognize the value and contributions of the Poldermodel, it is also subject to a number of questions and criticisms concerning its legitimacy and effectiveness.ti IIn tterms of f legitimacy, the representativeness of trade unions, and with that the legitimacy to participate in national deliberations, is questioned following from a declining unions density. Also, it is often argued that certain groups in society, like the young generations or small and medium- sized businesses, are not properly represented by the actors in the Poldermodel, and hence that it does not suffi ciently represent the interests of society but those of certain specifi c interests. Similarly, the model is accused of not being suffi ciently transparent and more in general of not living up to the democratic standards of contemporary societies.

In terms of effectiveness, it is more and more argued that the Poldermodel hinders instead of fosters the necessary socio-economic reforms. Also, because of the differentiation of society it becomes harder to speak with one voice and to make central agreements in the name of all those affected, and to translate central agreements uniformly into collective agreements. The coordination between what is agreed in collective agreements and policies in the area of income and social security has become more difﬁ cult with the declining role and responsibilities of the social partners in the Dutch social security system. Moreover, concluding central agreements has become more circumscribed by EU policies, including the limits these put on public expenditure. In this way they limit policy options and hence possibilities for political exchange between the government, the employers and the unions. This book will address these question in a critical but balanced analysis of the legitimacy and effectiveness of the Poldermodel anno 2014. It brings together a group of seasoned and more recent academics that will each deal with one particular aspect of the Poldermodel.

The contributors are Paul de Beer, Klara Boonstra, Caeleste Braun, Ewald Engelen, Anton Hemerijck, Maarten Keune, Arjen Verhoeff, Jelle Visser and Natascha van der Zwan. The book will be published by Amsterdam University Press and will be presented at a conference in 2015.

AIAS newsletter Spring 2014 voor op site.indd 43 16-4-2014 14:30:20 RESEARCH

The EIRO Research Project project ‘Intergenerational continues bargaining’ has started Contributions to Maarten Keune and Frank Tros Maarten Keune & Frank Tros has started the co-ordination of the new representativeness international research project ‘Intergenerational Bargaining’ (iNGenBar), studies and funded by the European Commission, industrial relations and social dialogue.

comparative reports The project aims to improve expertise in the ﬁ eld of industrial relations by developing approaches, and analyzing initiatives, regarding to the integration of collective bargaining and Marianne Grünell and labour market policies for both younger ánd older workers in European countries. What Robbert van het Kaar are the barriers and opportunities for the social partner in combining the two challenges On 7 March the European of combatting youth unemployment and enhancing longer working careers? National re- Foundation of Living and Working ports will be prepared in France, Germany, Italy, The Netherlands, Sweden and the United Conditions (Dublin) appointed the Kingdom. The project includes a social-legal study on the issue of age related regulations consortium consisting of AIAS and in the context of EU-Law on age discrimination. AIAS will provide for a comparative and TNO-Arbeid as Dutch national prospective study for Europe. correspondent for the EIRO/ERM/ EWCO network for another four year Partners’ period, starting on 1 March 2014. • University of Amsterdam • Universität Duisburg–Essen Industrial relations, working condi- • Université Dauphine-Paris tions and labour market issues • University of Leicester AIAS (and before the Hugo Sinzheimer • Lund University Instituut) has been involved in this project • University of Milan right from the start in 1997. Main contributors are Marianne Grünell and Robbert van het Kaar (who also acts as supervisor). EIRO mainly covers industrial relations, ERM restructuring and labour markets and EWCO working conditions and health and safety. AIAS and TNO will contribute background articles on industrial relations, working conditions and labour market issues, contributions to the so-called representativeness studies and to comparative reports.

The Dutch reports can be found on our website: www.uva-aias.net > Publications > NL Industrial Relations series. See also page 15 this newsletter. Please pay a visit to the database on www.eurofound.europa.eu/.

AIAS newsletter Spring 2014 voor op site.indd 44 16-4-2014 14:30:21 PEOPLE AT AIAS

Name Position Email New Beentjes, M. (Marieke) PhD [email protected] Pablo de Pedraza Beer, de P.T. (Paul) Professor by Special Appointment of [email protected] Researcher EDUWORKS industrial relations at Henri Polak Chair/ co-director AIAS Stefano Visintin Berntsen, L.E. (Lisa) Guest PhD researcher [email protected] Researcher EDUWORKS Besamusca, J. (Janna) PhD [email protected] Braak, J.T. (Jacqueline) Project leader teaching [email protected] Ville Pekka Sorsa Cremers, J. (Jan) Sr. Researcher [email protected] Guest Researcher 11- 20 December 2013 Gielen, A.H.M. (Ad) Financial project leader [email protected] Graaf-Zijl, de M. (Marloes) Guest Researcher [email protected] Left AIAS Grifﬁ th, A.D.E. (Anüska) Management assistant A.D.E.Grifﬁ [email protected] Laurens Buis Grunell, M. (Marianne) Sr. Researcher [email protected] PhD

Haafkens, J.A. (Joke) Sr. Researcher [email protected] Valentijn Peters Haar, ter B.P. (Beryl) Researcher [email protected] Student Assistant Heuvel, van den N.A. (Nick) Coordinator TLM network [email protected] Hogenhout, C. (Claire) Jr. researcher [email protected] Wout Scholten Student Assistant Hollanders, D.A. (David) Researcher [email protected] Kaandorp, C.S. (Casper) Programmer [email protected] Margo Trappenburg Kaar, van het R.H. (Robbert) Sr. Researcher [email protected] Researcher Keune, M.J. (Maarten) Professor of Social Security & Labour [email protected] Relations/co-director AIAS AIAS guests Klaveren, van M. (Maarten) Sr. Researcher [email protected] Stella Mia Sieling-Monas Koster, F. (Ferry) Guest researcher [email protected] 3 May – 28 June 2014 Kuiper, S.H. (Sijbren) Researcher [email protected] Jagriti Tanwar Lieberton, A. (Angelique) Ofﬁ ce manager [email protected] 1 April – 1 May 2014 Marinho, D.N.C. (Danilo) Guest researcher [email protected] Meerman, M.G.M. (Martha) Lecturer/Coordinator AIAS courses [email protected] Nick Deschacht Paskov, M. (Marii) PhD [email protected] 1 March – 6 April 2014

Ramos Martin, N.E. (Nuria) Researcher/Lecturer [email protected] Jonas Månsson Ruitenberg, J.F. (Justine) PhD [email protected] 3-7 February 2014 Salverda, W. (Wiemer) Professor by Special Appointment in Labour [email protected] Markets and Inequality Bálint Tillman Sol, C.C.A.M. (Els) Sr. researcher [email protected] 6 till 31 January 2014 Steinmetz, S. (Stephanie) Researcher [email protected] Stevenson, S.M. (Sean) Student assistant [email protected] András Lévai 5 till 16 January 2014 Thijs, C. (Claartje) PhD [email protected] Tijdens, K.G. (Kea) Research coordinator [email protected] Ville Pekka Sorsa Tros, F.H. (Frank) Sr. researcher [email protected] 11- 20 December 2013 Verhoeff, A. (Arjen) Guest researcher [email protected] Zwan, van der N.A.J. (Natascha) Researcher [email protected] Zwiers, M.D. (Merle) Jr. researcher [email protected]

AIAS newsletter Spring 2014 voor op site.indd 45 16-4-2014 14:30:22 AIAS IN THE MEDIA

Paul de Beer analyses Schatting the economic verband tussen performance of the vergrijzing en Netherlands in a pensioenuitgaven

videotape on Me David Hollanders en Ferry Koster Wij schatten het verband tussen het beloop van de Judice collectieve uitgaven voor het ouderdomspensioen en de vergrijzing van de bevolking. De analyse maakt gebruik In a short interview for the economic website Me Judice, van paneldata voor drieëntwintig OECD-landen voor De Beer concludes that the Dutch polder model no zeven peiljaren uit de periode 1980-2010. longer works in boosting economic performance. Uit de resultaten blijkt dat een toename van het aantal mensen van Since other countries have also ‘discovered’ the Dutch remedy of 65 jaar en ouder met één persoon – ten opzichte van tien mensen uit wage moderation, this does not sufﬁ ce anymore for improving the de leeftijdsgroep 15-64 jaar – gepaard gaat met een stijging van de competitiveness of the Dutch economy. bedoelde pensioenuitgaven met 2,14 procent van het bruto binnen- www.mejudice.nl/video/detail/paul-de-beer-over-arbeidsver- lands product (bbp). Uitgaande van recente CBS-ramingen van de houdingen groei en de leeftijdsopbouw van de Nederlandse bevolking, loopt de grijze druk op. Dientengevolge zouden de overheidsuitgaven voor het collectief georganiseerde en geﬁ nancierde ouderdomspensioen Too few work – afgaande op onze schattingsresultaten, en bij ongewijzigd voort- gezet overheidsbeleid – tot 2040 kunnen stijgen met 5,18 procent incentives for women van het bbp. Dit vooruitzicht kan verklaren waarom de AOW-gere- chtigde leeftijd met ingang van 2013 stapsgewijze wordt verhoogd." In a contribution to the opinion pages of the daily Het Parool of 18 March, 2014, Paul de Beer and Justine Zie voor het artikel de website van Tijdschrift voor Openbare Finan- Ruitenberg criticize the statement of OECD deputy ciën: wimdreesstichting.nl/page/downloads/TvOF_2014_1_6. secretary general Yve Leterme, who stated that the pdf. large share of part-time work hinders Dutch economic performance.

De Beer and Ruitenberg object, that part-time work does not lower the pace of economic growth, but only the total domestic production level. However, they agree with Leterme’s claim that part-time work is not a completely free choice of many women, since it is shaped by the dominant social norms.

AIAS newsletter Spring 2014 voor op site.indd 46 16-4-2014 14:30:29 ANNOUNCEMENTS Summer School ‘The gender pay gap revisited’ University of Amsterdam/AIAS, Amsterdam, The Netherlands, 7-11 July 2014

Many countries worldwide have made signiﬁ cant progress towards gender equality in recent decades. Nonetheless, women continue to earn less than men, are less likely to advance their careers as far as men, and are more likely to spend their retirement in poverty. The problem of the so-called ‘gender pay gap’ remains because of differences in men’s and women’s labour market participation. The reasons for these differences include (but are not limited to) vertical and horizontal segregation, under-valuation of women’s work, an uneven distribution of caring responsibilities, and pay systems that lack transparency. The list of factors used to explain the gender pay gap seems to be long and relationships among the various factors are complex. However, besides this complexity, it is also evident that a coherent common legislative framework and a range of policies are required to strike at the root of the problem. According to economist Alan Manning of the London School of Economics, the process of closing the gender pay gap has slowed down substantially and women could earn less than men for the next 150 years because of discrimination and ineffective government policies.

At the European Union level the gender Aims Who is eligible to apply? pay gap has been a policy concern for some Against this background the Summer The Summer School is aimed at PhD stu- time. Since 2003, where the European Com- School aims to provide participants with an dents/postdocs/early-stage researchers and mission stated that one of the objectives of overview of the causes and consequences practitioners. the European Employment Strategy was ‘to of the gender pay gap from a cross-national achieve by 2010 a substantial reduction in perspective. Moreover, the focus is on in- The programme is tailored to: the gender pay gap in each Member State’, creasing students’ understanding of the • researchers wishing to acquire interdisci- the elimination of the gender pay gap has methodological challenges in measuring, plinary and cross-national competences been addressed by different European bod- analysing and comparing the gender pay gap in the quantitative analysis of the gender ies and through several strategies, directives as well as in applying gender-relevant wage pay gap; and resolutions. In 2010 the European Par- analyses (across countries). • practitioners who primarily deal with liament criticized the persistence of the gen- Therefore, the Summer School combines issues related to gender pay equity and der pay gap in Europe, demanded a better morning sessions on substantive topics with gender pay discrimination. implementation of the principle of ‘equal methodological workshops in the after- Participants are expected to ﬁ ll in the pay for equal work’ and deplored the fact noon. It also encourages participants to pre- application form on the website before that the European Commission had not yet sent their own research and fosters feedback April 30th, 2014, including a short motiva- made a legislative proposal on that subject. and exchange with senior colleagues. tion and CV. Participants are expected to Most recently, the European Commission present a paper or poster during the Sum- launched a Strategy for Equality between General schedule mer School. Men and Women 2010-2015, one of the pri- Session I: (09:30-12:00): Lecture on substan- orities of which is to promote equal pay for tive topics by senior researcher; Application deadline: 30 April 2014 work of equal value in the EU. In this, the Session II: (13:00-15:00): Methodological Website: http://inclusivegrowth.be/ Commission acknowledges the subsistence workshop by senior researcher; events/call10/summer-school-call10 of the gender pay gap, stating that there are Session III: (15:30-18:00): Participant’s Pres- many causes, in particular segregation in entation of current research. education and in the labour market.

AIAS newsletter Spring 2014 voor op site.indd 47 16-4-2014 14:30:29 Amsterdam Institute AIAS for Advanced labour Studies

UNIVERSITY OF AMSTERDAM ANNOUNCEMENTS AIAS lunch seminars Solidarity and Diversity AIAS organises (fortnightly) seminars on various subjects. AIAS annual conference Abstracts of the presentations will be put online and send to you, one week in advance. Amsterdam, 25 September 2014

Day: Thursday On Thursday 25 September 2014, AIAS will hold its Time: 12.15 – 13.15 hrs. annual conference. This year’s conference will mark the Location: AIAS, Amsterdam, the Netherlands completion of the four year research project ‘Solidarity Enrol: Please send an email to [email protected]. in the 21st Century’. A sandwich will then be provided. Please send us an email ([email protected]) if you want to be put on the mailing This research project has focused on the effects of growing diver- list for the lunch/reading seminars. You will then receive an email about one sity of populations, both with respect to ethnicity and ageing, on week before the lunch seminar with all the information and the abstract. the willingness of people to support each other. • Is social solidarity more difﬁ cult to sustain if people differ from each other? 3 April • Will diversity of the population undermine the public support Paul de Beer (AIAS) for the welfare state? What is a Social Europe? And do we want it? At the conference the main results of the research project will 17 April be presented. One of the conclusions will be, that there many Stella Mia Sieling-Monas (Danish Institute of Governmental possible motives to act solidary and, thus, there is not a simple lin- Research, guest at AIAS) ear relationship between diversity and solidarity. A number of re- Sickness Beneﬁ ts in Denmark nowned scholars with various disciplinary backgrounds will shed their light on the themes of solidarity and diversity. 22 May Lisa Berntsen & Ines Wagner (WSI) For further information on the conference and the program, The Europeanisation of national labour markets: transnational agency, temporary please refer to the website of AIAS: www.uva-aias.net/events. and posted work in Germany and the Netherlands

26 June David Hollanders (AIAS) The diverse relation between aging and public old-age spending in OECD-countries

Please go to the website www.uva-aias.net /calendar for all the latest information on these lunch seminars.

UNIVERSITY OF AMSTERDAM

AIAS newsletter Spring 2014 voor op site.indd 48 16-4-2014 14:30:30