DOCSLIB.ORG

The Works Council in the Context of International Offshoring Survey of France

Total Page：16

File Type：pdf, Size：1020Kb

Download full-text PDF Read full-text
The Works Council in the Context of International Offshoring Survey of France CUITREPJT TOPICS The Works Council in the Context of International Offshoring Survey of France Ming Henderson-Vu Thi ecently, companies in the metal and services opinion of the Works Council is not binding on the R industries such asJVC, Alcatel, Alstom and Bosch employer, therefore, the unfavourable decision of the have been faced with the issue of moving their Works Council will not stop an undertaking from workforce to territories where the cost of work and pursuing its offshoring objectives. This does not mean taxes are lower. The phenomenon of relocating a however that the Works Council’s positions or domestic business activity abroad with the aim of proposals can be ignored. exploiting international factor cost differentials is The purpose of this article is to provide a general often referred to as offshoring’ or outsourcing’. i overview of the role of the Works Council at national Both terms will be used as synonyms for the purpose and European level and to provide guidance on how to of this article. avoid that the Works Council blocks an outsourcing In 2003, a special report commissioned by the process. We will therefore examine in this article the French Prime Minister analysed the attractiveness of essential questions relating to: France for locating the headquarters of multinational • the main steps of the consultation procedure with corporations.’ In that report, among the ten proposals the Works Council prior to going forward with an made to encourage corporations to invest and remain offshoring project; in France was the modernisation of French labour law • the adverse outcome to not duly consulting the by inter alia promoting negotiation at company level, WorksCouncil; reducing statutory rights to the minimum and • the types of legal action the Works Council can take; introducing more flexibility in the workforce. and 7 More recently, a survey revealed that amajority of the role of the European Works Council. French people considered ofI~horinga serious (88 per cent) and long term (70 per cent) trend and 82 per The main steps of the consultation procedure with the cent of those surveyed believed that reducing labour Works Council prior to going forward with an costs would be the answer to offshoring. Though there offshoring project is no official data that directly measures offshoring, this survey indicated that 11,000jobs have been Council Directive 2002/14/EC of the European offshored from France in the last 12 months principally Parliament and the Council of 11 March 2002 to North Africa, Asia and the new European Member established an EU framework for the information and States. consultation of employees at local level. This Directive In such situations, what is the role of employee is in force and the deadline for implementation into representation and can employees interfere efficiently national legislation for most Member States— including and on along-term basis with the process? France — is March 2005. The Directive provides among In France the most structured body of employee other rules that multinational companies should form representation for all economic issues relating to the in-house WorksCouncils in the larger work places in cogipany is the Works Council. It is an institution the Member States. The Works Council is required to where trade unions sit and have representation either be informed of any proposals that are likely to affect as elected members or consultative members. The the terms and conditions of employment in the local 20 BA Legal Practice Division EMPLOYMENT AND INDUSTRIAL RELATIONS LAW COMMITTEE NEWSLETTER March 2005 CURRENT TOPICS work places, in the case for instance of a reduction in be precise and in writing’ (Article L431-5 LC) and the workforce, restructuring, offshoring or a merger. courts will consider the elements at stake to decide Without actually having to negotiate with the Works whether the requirements were fulfilled, in practice, Council, employers have a duty to hear in good faith depending on the size of the project, its complexity or Works Council’s suggestions and opinions. the number of employees affected, the information The laws of France do not differ radically from the should reach the representatives anything between principles set forth in the Council Directive and three days to three weeks prior to the first meeting. therefore it is considered as being already transposed The Works Council will open a discussion on the into French law. In practice, French laws relating to the basis of the documents prepared by the company for role and duties of the Works Council tend to be more their understanding. During the meeting, or in the constraining and often have a criminal penalty course of subsequent one, the employer has a duty to attached to them. respond to the questions of the Works Council and to provide a reasoned decision to the alternative proposals made by the Works Council. A broad definition of the Works Council’s economic role Furthermore, the information and consultation The Works Council in France is an elected employee process is required to take place prior to the project representation that is mandatory when the headcount being finalised and sufficiently in advance for the in a company reaches the equivalent of 50 full-time consultation to serve its purpose. Though there are no employees for a period of 12 months’ continuous or specific dates, the courts have developed two very 3 discontinuous employment over a three-year period. strong principles: Its purpose is to enable the expression of the (1) the consultation should take place before the employees and ensure their wellbeing. The prior outsourcing begins; and consultation of the Works Cotancil on all issues relating (2) the consultation should take place before the to the general functioning of the company has existed decision of outsourcing is final, ie at astage where since 1946 and is one of the corner stones of the Works outsourcing is only being contemplated. To the Council’s existence. i’herefore, the members of the extent the project is not finalised and that no Works Council will be expected to express their implementation has taken place, the consultation is opinion as to whether such projects are well founded not too late (Cass. Soc. 24 May 2004). In particular, and economically sound. if the outsourcing is envisaged in several phases, If the company is spread out over several the consultation should take place at each step establishments, the central Works Council and each of and notjust once (Cass. Soc. l8June 2003). the establishment’s Works Councils affected by the It is only once all questions have been reasonably project should be consulted. answered that the Works Council will issue an opinion, Pursuant to Article L432-1 of the French labour whether favourable or unfavourable, and that the code (LC), it is mandatory to consult the Works process may continue. If the Works Council refuses to Council on any issue concerning the organisation, the issue an official opinion, the employer may carry on management and the general business of the company. the outsourcing, insofar as the Works Council was duly Though this article does not expressly refer to and fully consulted. offshoring’, case law developed by the High court On the other hand, if the company fails to consult considers that any offshoring project falls within the the Works Council in the proper manner, such as by scope of the Work Council’s responsibilities. Also, as not responding to the Works Council’s proposals or offshoring is often a form of restructuring, it is obvious leaving some questions unanswered in the case of such that any restructuring or any decision that has an effect transfer, the Works Council is entitled to withhold its on the headcount falls within the scope of the Works opinion. Council’s duties. Article L439-15 LC on European In that case, should the company decide to start WorksCouncil on the other hand expressly refers to implementing the outsourcing project, it would ‘offshoring’ and ‘transfer of productions’ and likewise commit an offence considered as interfering with the considers that it is mandatory for the European Works operation of the Works Council dilit d’entrave. This is a Council to be consulted on such issues. criminal offence sanctioned by a penalty of €3,750 due as many times as the number of employees concerned and/or up to one year of imprisonment for the A prior and precise information and consultation of the company representative, both sanctions being doubled Works Council in cases of recidivism (Articles L32 1-1 1 and L483-l LC). Though some employers would sometimes prefer The company representative would usually be the this was not the case, it is not enough that the Works person that is or represents the employer, ie the chair Council was aware of the project or that the question of the company, the general manager, the liquidator in had been raised in previous meetings for the cases of bankruptcy or any individual that has power of consultation to be satisfactory. The information should attorney to act as an employer. BA Legal Practice Division EMPLOYMENT AND INDUSTRIAL RELATIONS LAW COMMITTEE NEWSLETTER March 2005 21 CURRENT TOPICS The adverse outcome to not duly consulting the (LCS), which entered into force on l8January 2005, Works Council any claim on the consultation process of the Works Council should be filed by the representatives within 15 Pursuant to Article L122-12 LC (and Council Directive days from the day on which the meeting was held, equivalent 2001/23/EC) in case of a transfer of whereas the individuals made redundant will have up undertaking, employment contracts should be pursued to 12 months from the notification of their redundancy in the entity where the activity is transferred, including to challenge the consultation and economic in the case of subcontracting or outsourcing of justification of the restructuring, instead of five years functions.
Load more

Recommended publications
  • Managing the Impact of Brexit on Multinational Companies
    Managing the impact of Brexit on multinational companies Joint European Trade Union Federations’ Recommendations to EWC/SE Coordinators and worker representatives in SNBs, EWCs and SEs January 2021 Brexit: current state of play Four years after the UK referendum, Brexit has taken place. Since 1 January 2021, the United Kingdom is no longer a Member State of the European Union, nor part of the European Economic Area (EEA). As from that date, a new Trade and Cooperation Agreement governs the relationship between the UK and the EU with a view to regulating their economic and social partnership1. As far as workers’ fundamental rights at work, their right to information and consultation at company level, as well as their rights in the event of a restructuring are concerned, the new Trade and Cooperation Agreement sets in stone a non-regression clause: A Party shall not weaken or reduce, in a manner affecting trade or investment between the Parties, its labour and social levels of protection below the levels in place at the end of the transition period, including by failing to effectively enforce its law and standards. Source: Trade and Cooperation Agreement, Part two, Heading one, Title XI, Chapter six, Article 6.2 The non-regression clause ensures that Brexit cannot lead to workers’ rights being reduced or weakened compared to the situation which was in force before 1 January 2021. In addition, the UK adopted a legislation in 20182 according to which direct EU law (EU regulations and decisions), as well as UK laws which transposed EU directives (such as the European Works Council Directive), were automatically transferred into UK domestic law on the day of Brexit.
    [Show full text]
  • Employment and Labour Law Luxembourg
    LUXEMBOURG Pierre Elvinger & Anouck Schneider | Elvinger, Hoss & Prussen 1. SOURCES OF EMPLOYMENT LAW 1.1 What are the principal sources of law and regulation? The principal sources of law and regulation are: • European regulations and international conventions ratified by Luxembourg. • Luxembourg statutory provisions: the Labour Code and the Grand- Ducal regulations implementing the provisions of the Labour Code. • Collective bargaining agreements concluded at sector or company level. Collective bargaining agreements are concluded between, on the one hand, trade union(s) and, on the other hand, employers’ organisation(s) or a specific undertaking or a group of undertakings or several undertakings active in the same sector. These agreements may be declared generally binding for a specific sector and therefore apply to all employers and employees of this sector. • Employment contracts. • Case law in the absence of statutory provisions or lack of clarity of the law on certain issues (French and Belgian case law may be of guidance in the absence of Luxembourg case law). • Practices (under certain conditions provided for by case law). 1.2 What is the order of priority of the relevant sources? Which take precedence in the event of a conflict? European regulations and Luxembourg statutory provisions take precedent over the provisions of collective bargaining agreements and employment contracts, unless the latter are more favourable for employees. Collective bargaining agreement provisions take precedence over employment contract provisions, unless the latter are more favourable for employees. 1.3 What are the relevant statutes and international treaties? The relevant statutes and international treaties are: • Treaties from the European Union. • Conventions and regulations from the Council of Europe.
    [Show full text]
  • The Long Awaited Reform of the German Works Constitution Act
    A Service of Leibniz-Informationszentrum econstor Wirtschaft Leibniz Information Centre Make Your Publications Visible. zbw for Economics Addison, John T.; Bellmann, Lutz; Schnabel, Claus; Wagner, Joachim Working Paper The Long Awaited Reform of the German Works Constitution Act IZA Discussion Papers, No. 422 Provided in Cooperation with: IZA – Institute of Labor Economics Suggested Citation: Addison, John T.; Bellmann, Lutz; Schnabel, Claus; Wagner, Joachim (2002) : The Long Awaited Reform of the German Works Constitution Act, IZA Discussion Papers, No. 422, Institute for the Study of Labor (IZA), Bonn This Version is available at: http://hdl.handle.net/10419/21535 Standard-Nutzungsbedingungen: Terms of use: Die Dokumente auf EconStor dürfen zu eigenen wissenschaftlichen Documents in EconStor may be saved and copied for your Zwecken und zum Privatgebrauch gespeichert und kopiert werden. personal and scholarly purposes. Sie dürfen die Dokumente nicht für öffentliche oder kommerzielle You are not to copy documents for public or commercial Zwecke vervielfältigen, öffentlich ausstellen, öffentlich zugänglich purposes, to exhibit the documents publicly, to make them machen, vertreiben oder anderweitig nutzen. publicly available on the internet, or to distribute or otherwise use the documents in public. Sofern die Verfasser die Dokumente unter Open-Content-Lizenzen (insbesondere CC-Lizenzen) zur Verfügung gestellt haben sollten, If the documents have been made available under an Open gelten abweichend von diesen Nutzungsbedingungen die in der dort Content Licence (especially Creative Commons Licences), you genannten Lizenz gewährten Nutzungsrechte. may exercise further usage rights as specified in the indicated licence. www.econstor.eu IZA DP No. 422 The Long Awaited Reform of the German Works Constitution Act John T.
    [Show full text]
  • Employee Workplace Representation in Belgium: Effects on Firm Performance
    This item is the archived preprint of: Employee workplace representation in Belgium : effects on firm performance Reference: van den Berg Annette, van Witteloostuijn Arjen, Van der Brempt Olivier.- Employee workplace representation in Belgium : effects on firm performance International journal of manpower - ISSN 0143-7720 - 38:2(2017), p. 130-144 Full text (Publisher's DOI): http://dx.doi.org/doi:10.1108/IJM-06-2015-0094 To cite this reference: http://hdl.handle.net/10067/1437860151162165141 Institutional repository IRUA International Journal of Manpower Employee workplace representation in Belgium: effects on firm performance Annette van den Berg, Arjen van Witteloostuijn, Olivier Van der Brempt, Article information: To cite this document: Annette van den Berg, Arjen van Witteloostuijn, Olivier Van der Brempt, (2017) "Employee workplace representation in Belgium: effects on firm performance", International Journal of Manpower, Vol. 38 Issue: 2,pp. -, doi: 10.1108/ IJM-06-2015-0094 Permanent link to this document: http://dx.doi.org/10.1108/IJM-06-2015-0094 Downloaded on: 04 April 2017, At: 04:30 (PT) References: this document contains references to 0 other documents. To copy this document: [email protected] The fulltext of this document has been downloaded 27 times since 2017* Users who downloaded this article also downloaded: (2017),"The opportunity model of organizational commitment: evidence from white-collar employees in Turkey", International Journal of Manpower, Vol. 38 Iss 2 pp. - http://dx.doi.org/10.1108/IJM-06-2015-0086 (2017),"Innovative culture and professional skills: the use of supportive leadership and individual power distance orientation in IT industry", International Journal of Manpower, Vol.
    [Show full text]
  • Unilever European Works Council Agreement (Uewc)
    For more agreements search www.ebr-ewc.net UNILEVER EUROPEAN WORKS COUNCIL AGREEMENT (UEWC) Preamble − The internationalisation of businesses and the changes in Europe, also in terms of the European Internal Market, are changing the way people think and leading to changes in company structures. In this integration process, which is important for both the company and its employees, economic and social aspects form the basis for a future-oriented company policy. − In 1997 Unilever formed a European Works Council (UEWC) in order to create a framework for the effective consultation and exchange of information on a European level. Management and employees have now reached a future oriented agreement based on the goodwill and co- operation previously developed. Parties agree, based on their mutual experience, that the existing agreement provides an adequate framework for the future, with sufficient room for development. Established practices and further arrangements regarding the implementation of the Information and Consultation process are set out in annex 3. − Unilever is a company in which numerous companies in different economic branches are actively responsible for their own results due to a decentralised organisation. The main task of the national companies is to reach profit targets by managing the local business. The responsibility for investment, production, and in many cases also for innovation, is coordinated internationally in the business groups in joined responsibility with the companies involved. Within the framework of this organisation, the information and consultation process on European level takes place in the European Works Council. − The development of a fair, frank and trusting relationship between the management, the employees and their operational representatives is important.
    [Show full text]
  • Chapter 6 Information and Consultation Rights of Employee Representatives in Belgium in Public Takeovers
    Chapter 6 Information and consultation rights of employee representatives in Belgium in public takeovers Guy van Gyes 1. Introduction In Belgium, trade unions play a strong role in collective bargaining and workers enjoy relatively strong rights of information and consultation through local works councils. Works councils have specific rights to information and consultation, dating back to the 1970s, which include the right to be consulted before final decisions are made by management. In the case of takeovers, the Belgian works council in the target company also has a right to meet with the bidder management. This goes above and beyond what is required by the EU Takeover Bids Directive. The case examined here – the takeover of the Belgian telecommunications company Telenet by a foreign firm – nevertheless illustrates that substantial problems exist regarding the protection of workers during takeovers. First, even though the works council was concerned about the possible impact of the takeover bid on employment, its options for defending workers’ interests were limited because the bidder firm already controlled a majority of shares in the company. Second, the case shows the need for additional trade union expertise to better advise workers’ representatives on how to act in such situations. 2. Key elements of the takeover legislation The Law of 1 April 2007 (M.B. /B.S. 23 May 2007) and the complemen - tary Royal Decree of 27 April 2007 implemented the EU Directive on Takeover Bids (Directive 2004/25/EC of the European Parliament and of the Council of 21 April 2004 on takeover bids). On 1 September 2007 the new law on takeover bids took effect.
    [Show full text]
  • Proposal to Amend the European Works Council Directive
    CONSULTATION Proposal to Amend the European Works Council Directive SEPTEMBER 2008 Contents Executive Summary...................................................................................... 3 Section 1 – European Works Councils (EWCs) and the EWC Directive ...... 7 Section 2 – Description of the Commission's proposals............................. 10 Section 3 – Questions for respondents ...................................................... 18 Annex A – The Commission's Proposals to recast the EWC Directive...... 19 Annex B – Joint letter from the European Social Partners ......................... 49 Annex C – Impact Assessment .................................................................. 53 Annex D – The Consultation Code of Practice Criteria............................... 73 Annex E – List of Consultees ..................................................................... 74 2 Executive Summary Introduction 1. This consultation document seeks your views on a proposal to recast Council Directive 94/45/EC on the establishment of a European Works Council (EWC) or a procedure in Community scale undertakings for the purposes of informing and consulting employees. The proposal was published by the European Commission on 2 July 2008; the full text of which can be found at Annex A. 2. The European Commission is under a duty to review the operation of the EWC Directive. In April 2004, it started that review following which the Commission identified a number of problems in respect of the practical application of the Directive. The Commission
    [Show full text]
  • Works Council Participation in the European Company. a Case Study
    Works council participation in the European Company: A case study of a non- headquarter production site in Denmark Ilsøe, Anna Publication date: 2012 Citation for published version (APA): Ilsøe, A. (2012). Works council participation in the European Company: A case study of a non-headquarter production site in Denmark. Paper presented at IREC - ESA/RN 17 Joint Conference 2012, Lissabon, Portugal. Download date: 02. Oct. 2021 Works council participation in the European Company: A case study of a non-headquarter production site in Denmark Abstract The creation of a European company or a Societas Europaea (SE) has been a possibility for companies within the EU since 2004. This paper investigates how non-headquarter employee representatives in SE works councils experience their influence on managerial decisions. It examines the case of the first SE present in Denmark, MAN Diesel & Turbo, which became a SE in 2006 and has its headquarter in Germany. Empirically the paper is based on interviews with two shop stewards from the MAN Diesel & Turbo produc- tion site in Copenhagen and with the local site manager as well as a secondary analysis of existing literature on MAN Diesel & Turbo and on SEs. The case study shows that the participation in the SE works council has led to increased influence for the Danish em- ployee representatives not only at European level but also at local level. Key words European Company – Societas Europaea, employee participation, employee influence, Europeanization, headquarter representatives, non-headquarter representatives 1 Introduction and background The creation of a European company or a Societas Europaea (SE) has been a possibility for companies within the EU since 2004 (Keller & Werner 2008, 2012).
    [Show full text]
  • Report from the Commission to the European Parliament, the Council and the European Economic and Social Committee
    EUROPEAN COMMISSION Brussels, 14.5.2018 COM(2018) 292 final REPORT FROM THE COMMISSION TO THE EUROPEAN PARLIAMENT, THE COUNCIL AND THE EUROPEAN ECONOMIC AND SOCIAL COMMITTEE Report on the implementation by Member States of Directive 2009/38/EC on the establishment of a European Works Council or a procedure in Community-scale undertakings and Community-scale groups of undertakings for the purposes of informing and consulting employees (Recast) {SWD(2018) 187 final} EN EN I. Introduction This report reviews the implementation by Member States of Recast Directive 2009/38/EC on the establishment of a European Works Council)1 (‘the Recast Directive’), as required by Article 15 of the Directive. It sets out the follow-up action the Commission intends to take. Annexed to the report is a staff working document in which the Commission sets out in greater detail the results of its evaluation2. Council Directive 94/45/EC3 was subject to a recast after consultation with social partners, which entered into force on 6 June 2009. The end of transposition period was two years later. The evaluation underpinning this report focuses on the changes brought by the Recast Directive. The purpose of the evaluation is to assess the transposition and implementation of the Recast Directive in Member States, and the effects of these on: the creation of European Works Councils; the effectiveness of employees’ transnational information and consultation rights; and improvements to the legal framework. The evaluation also assesses the relevance, coherence, efficiency and EU added value of the Recast Directive, in compliance with the Better Regulation Guidelines4.
    [Show full text]
  • European Works Councils: a Trade Union Guide to Directive 2009/38/EC — Séverine Picard
    European Trade Union Institute Bd du Roi Albert II, 5 1210 Brussels Belgium Tel.: +32 (0)2 224 04 70 Fax: +32 (0)2 224 05 02 [email protected] www.etui.org ..................................................................................................................................... European Works Councils: a trade union guide to Directive 2009/38/EC — Séverine Picard ..................................................................................................................................... Report 114 D/2010/10.574/14 € 17 ISBN: 978-2-87452-180-5 9 782874 521805 European Works Councils: a trade union guide to Directive 2009/38/EC Séverine Picard Report 114 european trade union institute Séverine Picard is ETUC Legal Adviser. Brussels, 2010 ©Publisher: ETUI aisbl, Brussels All rights reserved Print: ETUI Printshop, Brussels D/2010/10.574/14 ISBN: 978-2-87452-180-5 (print version) ISBN: 978-2-87452-181-2 (pdf version) The ETUI is financially supported by the European Community. The European Community is not responsible for any use made of the information contained in this publication. Contents Foreword .........................................................................................................................................................7 How to use the guide .................................................................................................................................9 Part I Objectives and principles ...............................................................................................
    [Show full text]
  • Works Councils in Western Europe: from Consultation to Participation
    This PDF is a selection from an out-of-print volume from the National Bureau of Economic Research Volume Title: Works Councils: Consultation, Representation, and Cooperation in Industrial Relations Volume Author/Editor: Joel Rogers and Wolfgang Streeck Volume Publisher: University of Chicago Press Volume ISBN: 0-226-72376-3 Volume URL: http://www.nber.org/books/roge95-1 Conference Date: May 13-16, 1992 Publication Date: January 1995 Chapter Title: Works Councils in Western Europe: From Consultation to Participation Chapter Author: Wolfgang Streeck Chapter URL: http://www.nber.org/chapters/c11564 Chapter pages in book: (p. 313 - 350) 11 Works Councils in Western Europe: From Consultation to Participation Wolfgang Streeck 11.1 Introduction The capital-labor settlement after the Second World War provided for recog- nition of free, adversarial collective bargaining between unions and employers. But as the papers in this volume show,1 in most Western European countries it also included arrangements at the workplace for collective consultation be- tween management and workforce, in the form of works councils. Supple- menting distributive collective bargaining, and indeed sometimes preceding it, works councils were to concern themselves with production issues and ways of increasing productivity through cooperation in the production sphere. Today the remarkable fact of the almost universal establishment of works councils after 1945 in otherwise very different national contexts, as an integral part of a worldwide recasting of the political economy of capitalism after the eco- nomic and political catastrophes of the interwar period, is largely forgotten. Works councils, to be sure, differed considerably between countries. In some, such as the Netherlands and France, they were chaired by the employer; elsewhere they were worker-only bodies.
    [Show full text]
  • The European Works Council in the Netherlands 81
    Marianne Ruizeveld and Leonard Verburg* THE EUROPEAN WORKS COUNCIL IN THE NETHERLANDS INTRODUCTION gradually, more and more multinational companies in The Netherlands are beginning to establish a European Works Council. Yet, the European Works Council is still relatively unknown and is sometimes mistakenly understood to be a Dutch Works Council at European level. This article focuses on the powers and limitations of the European Works Council in the Netherlands. THE IMPLEMENTATION OF COUNCIL DIRECTIVE 94/95 IN THE NETHERLANDS On 22 September 1994, the Council of the European Union adopted Direc- tive 94/45/EC on the establishment of a European Works Council or a procedure in Community-scale undertakings and Community-scale groups of undertakings for the purpose of informing and consulting employees (hereinafter: "the Directive")'. The Directive had to be implemented by each of the Member States prior to 22 September 1996. In the meaning of the Directive, "Member States" are all the member states of the European Union, with the exception of the United Kingdom, and all other states that are party to the Agreement concerning the European Economic Area. In the Netherlands, a separate act was drafted to implement the provisions necessary to comply with the Directive. This is the Act on the European Works Councils" (hereinafter: "the Act")2. It entered into force * Marianne Ruizeveld and Leonard Verburg are attorneys at law with Loeff Claeys Verbeke Amsterdam. I OJ EC No. L 254/64 (1994). 2 Official Parliamentary Reports 24 641, Staatsblad 1997 32. 81 belatedly on 5 February 1997. Instead of inserting an additional chapter into the Dutch Works Councils Act, the Dutch government opted for a separate act for two major reasons.
    [Show full text]