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The Belgian tradition of workplace representation: policy and practice

The Belgian tradition of workplace representation: policy and practice. Guy Van Gyes, HIVA-K.U.Leuven. POLICY. Section 1. Policy tradition. Two waves of change Aftermath World War 2 Beginning of the 1970s Periods of societal democratisation

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The Belgian tradition of workplace representation: policy and practice

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  1. The Belgian tradition of workplace representation: policy and practice Guy Van Gyes, HIVA-K.U.Leuven

  2. POLICY Section 1

  3. Policy tradition • Two waves of change • Aftermath World War 2 • Beginning of the 1970s • Periods of societal democratisation • Political pressure, Multi-issue bargaining, Strike action • Democratic argument • Productivity argument (1st efficiency argument) • Recent times • Stabilisation • Two drivers of incremental changes • Control function in socio-economic reform programs (2nd efficiency argument • European legislation

  4. Institutional arrangements • Works council • Information and consultation • Business and social matters • > 100 • Mixed composition • Committee Prevention and Protection at Work • Health & Safety • > 50 • Mixed composition • Union delegation • Employment, labour & working conditions • Information, consultation, negotiation • Sector specific regulations (> 20 - > 50)

  5. Characterisation of the institutional framework • A ‘representation’: capital ownership and hierachical employement relationship not questioned • Checks and balances • State: conciliation + surveilling • Quasi-monopoly ‘representative’ trade unions • Continuity

  6. Directive transposition: a pending question • Opened ‘old’ debate on employee representation in small enterprises (below 50 employees) • Interpretation of the link between the Belgian enterprise definition used – technical operation unit - and the undertaking/establishment thresholds used in Directive • New model needed or not? • Political action awaited

  7. PRACTICE Section 2

  8. Incidence • Works council: 42% of employees in the private sector • Committee: 47% of employees in the private sector • Social elections: 39% (WC) and 43% (CPP) • Trade union presence: 53% (survey estimate)

  9. Determinants of incidence • Size • Sector (private services) • Family-owned, independent • Age • Regional effect (?) • Management style • Union commitment at the workplace • Link between two types of determinants?

  10. Institutional effect on incidence Figure 2: Estimated probability of trade union representation incidence based on a logistic regression taking into account company size and institutional thresholds, ACV/CSC-members in an independant small metalworks.

  11. Activities • Formalities ok (- 10%) • Consultation on traditional themes • Wages, working conditions, working time, employment security • => training, combination work-family • Larger companies, (heavy) industry, union consciousness, HRM

  12. Satisfaction • High voter turnout social elections • Survey results: moderately positive

  13. Policy conclusions

  14. Part of a bigger system • Pro-active action in strategic decision making very difficult • Not a universal right • Institutional arrangements necessary but not sufficient condition • Resources & Hazards • Standard model the best option? • Time brings changes

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