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PROJECT 2008/108471 “ HEALTH, SAFETY AND ENVIRONMENT IN THE WORK PLACE "

PROJECT 2008/108471 “ HEALTH, SAFETY AND ENVIRONMENT IN THE WORK PLACE ". HEALTH AND SAFETY COMMITTEES & GROUPS: COMPOSITION, ACTIVITIES AND PROBLEMS Survey data analysis in the constuction 19-21 May 20 10 D-r Nadezhda Daskalova , Institute for Social and Trade Union Research.

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PROJECT 2008/108471 “ HEALTH, SAFETY AND ENVIRONMENT IN THE WORK PLACE "

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  1. PROJECT 2008/108471 “HEALTH, SAFETY AND ENVIRONMENT IN THE WORK PLACE" HEALTH AND SAFETY COMMITTEES & GROUPS: COMPOSITION, ACTIVITIES AND PROBLEMS Survey data analysis in the constuction 19-21 May 2010 D-r Nadezhda Daskalova, Institute for Social and Trade Union Research

  2. . Background • Legislative framework – aligned with EU legislation • Established Institutional framework for social dialogue and workers’ participation on H&S. • However, in the practice there are a range of shortcomings • The experience of many European countries shows that the activity of WCC&WCG is essential for the implementation of the OSH policy goals and for the sustainable enterprise development. • Lack of research and reliable statistics on the number of the WCC& WCG and their activities, efficiency and challenges they face • This motivated the conducting of the survey in the framework of the project • Further argument for the need for trade unions to pay more attention to the WCC& WCG provides the EAHSW Pan-Europeanopinion poll on OSH

  3. If you were deciding whether to take a new job, which two of thefollowing would most influence your decision?

  4. As a whole the context related to H&S in the country may be presented as follows: There are laws and strategies, but they are not enforced effectively There are social dialogue bodies established at all levels, but some of them do not function effectively. There are statutory workers rights, but the workers are not aware of them or consciously decline to fight for their implementation.

  5. METHODOLOGYSpecific aims of the survey • To study the establishment, functioning and main directions of activity of the WCC&WCG in enterprises in the six pilot sectors, including construction; • To identify the main supporting or hindering factors; • To identify the training needs and the need for institutional support; and • On this basis to outline the necessary activities of the relevant institutions, able to support the effectiveness of the WCC&WCG; as well as to • Propose general framework for the establishment of the WCC&WCG network.

  6. Research methods • Review of the legislation and documents of related institutions • Secondary analysisof the available research in the field of working conditions and social dialogue. • Questionnaire based survey in the six pilot branches. • SWOT analysis of the strengths and weaknesses, opportunities and treats related to the social dialogue on H&S and the activity of WCC&WCG, as a base for the working out training modules and the framework of the WCC&WCG network

  7. MAIN SURVEY FINDINGS • Sample 58 workers’ representatives in WCC&WCG from 11 enterprises in the construction: БГС Груп АД, ГУСВ Бетон, Домостроителен комбинат София АД, ДП Строителство и възстановяване, ДП ТСВ Главно управление, Златна Панега Цимент АД, ЗСК Боруй АД, Монтажи база Плевен, Областно пътно управление, Предприятие ДП СВ, Щрабаг.

  8. SIZE OF THE ENTERPRISES

  9. OWNERSHIP OF THE ENTERPRISE

  10. Main occupational hazards at the workplace • noise 72,7% • tiring or painful working positions 54,5% • vibrations 38,2% • carrying heavy loads 30,9% • high temperatures 23,6% • repetitive movements 20,0% • stress due to work overload 16,4% • stress due to the lack of time 16,4% • high health risk14,5% • high risk for the life9,1% • shift and night work9,1% • Bullying, harassment 3,6% • Violence or treat of violence 3,6% • Working with biological substances 3,6% • harmful radiation 1,8%

  11. Accidents at the workplace • accidents in the last 3 years yes - 35,1% no - 47,4 % do not know - 17,5% From 1 to 4 – 90,0 % 13 –10,0 % Fatal accidents  yes - 21,1 % no - 59,6% don't’ know- 19,3 % Numberof fatal accidents (13) Thirteen According to the official statistical data accidents in construction in 2008 were 423 (11,3% of the total for the country), of which fatal accidents were 41. In 2009 the accidents decreased to 311 (10,5% of the total) and 25 fatal accidents. In the first quarter of 2010 - 61 (7% of the total for the country) and 8 fatal accidents

  12. Assessment of the Employer OSH policy The analysis of the data, related to the assessment of employer’s OSH policy shows that according to over 75% to 98% of the respondents their employer has: • Programme for working conditions improvement (98,1%); • Makes risk assessment (91,4%); • Programme for workers health (85,4%) • Programme for risk reduction and elimination (80,4%) %) • introduces clear and transparent OSH policy (76,4%) • Ensures the necessary conditions for workers participation in WCC&WCG (74,1%)

  13. Employers OSH policy - 2 Lower is the share of respondents, which consider that the employer: • Is fully committed to the working conditions improvement (64,9%) • Invests in the working conditions improvement (60,4%) • supports the trade union demands for working environment improvement (60,9%) and • Takes seriously the WCC&WCG activity (58,9%) However only about half of the respondents considers that the employer informs on a regular basis the WCC&WCG and the personnel about the foreseen restructuring and changes in the technology.

  14. WСС&WCG establishment and composition • Year of establishment ♦1997 -2000 – 39,7% ♦ 2002 -2003 – 50% ♦ 2007-2008 - 10,3% • Composition ♦ 6 persons – 25,9% ♦ 7 persons - 29,3% ♦ 8 persons - 29,3% ♦ 10 persons – 15,5% • Number of trade union membersin WCC&W from to - 79,3% (5 – 62,1%) Over – 20,7%,!!!

  15. Activity of WCC&WCG(meetings heldin the last 12 months)

  16. Activity of WCC&WCG – 2 Time devoted (monthly) to the responsibilityof being representative in WCC&WCG ♦ does not spent any time– 1 person ♦ 1-2 hours– 58,9% ♦between 3 and 5 hours–26,7% ♦over 5 hours- 14,3% working climate in WCC&WCG: ♦cooperation– 82,8% ♦mixed climate of cooperation and confrontation– 17,2%

  17. Activity of WCC&WCG – 3main issues discussed • measures related to H&S of the employees– 91,4%; • planning and organization of the employees’ training on OSH – 82,8%; • analyses of the employees’ health - 82,8%; • planning and organization of the WCC&WCG activity - 62,1%; • occupational accidents – 48,3%. Rarely have been discussed such issues as: • the results of the risk assessment – 41,4%; • results of the inspections and recommendations of the control bodies - 36,2%; • and the foreseen changes of the technology, work organization and workplaces – 29,3%.

  18. Conditions for the realization of the WCC&WCG activity • between 60 and 76% consider that the employer is providing conditions for the activity of WCC&WCG including: stationery and equipment– 98,2%; premises– 98,2%; telephone/ fax– 98,2%;  Internet access – 86,3%.

  19. Conditions for the realisation of the WCC&WCG members’ rights

  20. Conditions for the realisation of the WCC&WCG members’ rights- 2

  21. Conditions for the realization of the WCC&WCG functions

  22. Impact of the WCC&WCG activity • timely resolving of the problems related toOSH issues – 72,4% • improvement of the working conditions – 58,6 % • increased employees’ awareness and information about OSH - 58,6% • decreased number of accidents at the workplace – 50,0%.

  23. Impact of the WCC&WCG activity - 2 Lessimpact on such issues as: • better compliance of the employers’ policy with the legislation - 44,8%; • creating possibility for better environment protection – 43,1%; • decreasing number of disputes related to OSH – 36,2%; • decreasing absence from work due to poor health - 29,3% and • better observation of the workers’ labour rights - 24,1 %.

  24. Main difficultiesin the realisation of the representativesactivity • lack of time - 71,1%; • lack of resources - 47,4% t • underestimation of the WCC activity by the employees - 34,2% • underestimation of the WCC activity by the employer - 34,2%; • Despite few, some of the respondents indicate also: • difficulties caused by the employer - 15,8%, • the lack of the necessary knowledge and experience – 13,2% • the lack of support on the part of the trade unions in the enterprise – 5,3%.

  25. Institutional support of the WCC&WCG

  26. Training needs  Legislation on H&S - 65,5% Best national/branch practices on H&S - 50,0% Best European practices on H&S - 48,3% Labour legislation - 44,8 % Types of occupational risks and risk assessment - 27,6 %  Nature and measures for stress and violence at the workplace prevention -24,1%  Specific workplace hazards - 13,8% Communication skills - 13,8% Skills for team working – 12,1 %

  27. Willingness to participate in the network • Willingness to participate in the networkexpressed 93, 1%, mainly because they expect: to receive actual and useful information for the improvement of the work to exchange experience and best practices to increase the capacity and to be more effective in their work as workers representatives to receive quality methodological support • 6,9%donot willing to participate, because: do not have Internet access or time for full engagement

  28. Factors supporting the improvement of WCC&WCG activity • provision of as much as possible training for the WCC&WCG members- 70,7 %, • Overcoming the formal character of the activity of the WCC&WCG - 59,6% • Increasing workers awareness and initiative - 51,7% • Making use of the best national and European practices - 37,9 % • Better opportunities for voicing the workers interests - 36,2 % • Stronger support by trade unions at all levels for resolving the emerging problems - 36,2%

  29. Factors supporting the improvement of WCC&WCG activity - 2 • Better implementation and enforcement of the legislation - 32,8% • Elaboration of concrete measures for risk prevention - 25,9% • Closer link with and support from the General Labour Inspectorate - 17,2 % • Development of comprehensive programme for improvement of the working conditions with clearly assigned responsibilities of all stakeholders - 17,2% • Wider opportunities for participation in the decision making - 15,5% • Provision of better conditions for the realization of the WCC&WCG activity - 12,1%

  30. Profile of the workers representative in the WCC&WCG Gender 59,6%40,4% (!In the branch the women represent about 10%)Education Secondary general – 7% Secondary professional –33,3% Higher – 59,6%

  31. Profile of the workers representative in WCC&WCG - 2 Age up to 30 years – 1,8 !! 31- 40 years – 22,8% 41- 50 years – 35,1% 51- 60 years – 35,1%  over 60 – 5,3% Length of service in the company  up to 1 year – 1,8%  1 - 3 years – 10,5%  4 - 10 years -- 24,6%  11 - 15 years - 12,3%  16 - 20 years – 1,8%  over 20 years – 49,1%

  32. Profile of the workers representative in WCC&WCG - 3 Occupational position ♦ Managerial – 63,6% ♦Executive – 36,4% Trade union membershipYes– 55,2% CITUB – 78,1% CL Podkrepa – 9,4% Other – 12,5%

  33. Profile of the workers representative in WCC&WCG - 4 Length of service as a member of WCC&WCG ♦ from 1 to 2 years – 44%, ♦ from 3 to 5 years- 26,8% ♦ from6 to 12 years - 29%. Initiatives introduced measures for improvement of the working conditions by the worker representative initiative yes - 58% (improvement of the labour environment, personal protective equipment and cloths) No - 42%

  34. Profile of the workers representative in WCC&WCG – 5 Participation in training on H&S ♦yes, organised by employer - 63,8% ♦yes, organised by trade unions -19% ♦other - 12,1% ♦did not participated - 13,8% Internet access 77,8% - in the office 50% - at home 7,4% - do not have

  35. Profile of the workers representative in WCC&WCG • Summarizing, the typical workers’ representative in WCC&WCG in the construction is: Men, aged between 41and 60 years, with tertiary education, with length of service in the company over 20 years, represented in all occupational groups, but with prevalence at managerial positions He is trade union member, and despite with no long experience as employee representative, displays high level of initiative leading to working conditions improvements.

  36. Strengths Legislation alined with the European H&S framework Established institutional framework of social dialogue at all levels Created possibilities for social partners to influence the elaboration of H&S legislation Institutionalisation of the workers participation in H&S in the enterprises through WCC&WCG Social partners commitment to the H&S, including awareness of the need for increasing the effectiveness of WCC&WCG Weaknesses The implementation of the legislation and strategy Insufficient coordination between the H&S bodies at different levels The established social partnership bodies in some branches do not work enough effectively WCC, and especially WCG in many enterprises, mainly in SMEs, are formally established and do not function effectively (exist ‘only on paper’) SWOT- ANALYSIS

  37. Strengths Skilled expert trade union potential at all levels, able to provide support and training to the workers representatives in WCC&WCG Committed and motivated workers representatives in WCC&WCG Relatively well developed skills and knowledge of the workers representatives Weaknesses The statutory training is not sufficient to include the legislative amendments, related to the obligations of the EU membershipand the rapidly changing technologies, and work organization leading to new risks Lack of initiative and insistence on the part of WCC&WCG for the implementation of the legislative provisions and labour rights Lack of reliable information on the number of the establishedWCC&WCG, its composition and challenges that hinder their functioning SWOT- ANALYSIS - 2

  38. Opportunities In the companies without trade union organizations, the WCC&WCG are the only bodies able to represent and defend the employees’ interests in the field of H&S Establishment of the data base for the elected workers’ representatives as a sub-system of the Common system of reserve cadres of CITUB Provision of information and access to successfulH&S European and national practices Treats Lack of financial and human resources Low level of the employees’ awareness about the H&S issues and of the link between the work environment quality and the quality of life. Lack of employees’ support for the WCC&WCG activity Insufficient activity and commitment of the trade unions at different levels with the WCC&WCG Newly emerging risks SWOT- ANALYSIS - 3

  39. Opportunities Increased cooperation, exchange of experience and best practices with the Norwegian trade unions Web-site of the project Training seminars and expert support for the capacity building of the members of the national network Elaboration of training and information materials in the priority areas identified in the survey Treats Flexible forms of employment might be introduced without the necessary security, thus undermining the observation of the H&S requirements and the monitoring of the OSH regulations Lack of interest and motivationof young employees both for trade union membership and fortaking responsibility for H&S at work through participation in WCC&WCG the prolongation of the crisis might undermine the already achieved partnership on H&S due to the lack of financial resources for risk prevention and working conditionsimprovement SWOT- ANALYSIS - 4

  40. MAIN CONCLUSIONS The survey findings reveal the relevance and actuality of the implementation of this project, as the need for training in different areas is clearly expressed, and the establishment of the WCC&WCG network is strongly supported by the participants in the survey and the branch trade union leadership. It is viewed as an opportunity for awareness rising and for expanding the knowledge and skills, and ultimately for increasing the efficiency of the employees representatives in the WCC&WCG and improved working conditions in the companies

  41. MAIN CONCLUSIONS- 2 The analysis of the survey findings reveals the need for: • Improved horizontal and vertical coordination in the CITUB system aiming at more effective formation, development and utilization of the expert and organizational potential of CITUB for supporting the development of the H&S bodies at all levels and providing synergy of their activities. • Improved access of workers representatives in WCC&WCG to information, training and methodological support based on an in-dept need assessment and research. • Elaboration of training modules and information materials on the basis of the identified needs.

  42. MAIN CONCLUSIONS- 3 • Exchange of experience and introduction of best national and European practices related to the development and institutionalization of the social dialogue in the field of health and safety at work. • Development of the targeted data bases in few directions, as follows: methodological documents, legislation, statistical information, informational and training materials, research results, best practices, etc. to be used by the network.

  43. Main trade union priorities • Awareness rising of employees about the role and significance of the WCC&WCG activities related to H&S andabout how important is their support for the workers representatives in the WCC&WCG. • Active social dialogue at all levels • Capacity building of the workers representatives based on information, training, and sharing experience and best European and national practices. • Extension of the institutional support for WCC&WCG, especially by the trade union organizations and social partnership bodies in the OSH area. As a final product of the project implementation we expect to achieve improved activity of the WCC& WCG and a value added in the field of health and safety at work for the employees and employers and for the national economy as a whole.

  44. TRAINING LEGISLATION STATISTICS RESEARCH Networking Sharing experience and good practices VALUE ADDED FOR THE WORKERS, EMPLOYERS, AND NATIONAL ECONOMY KNOW-LEDGE INFORMA-TION IMPROVED ACTIVITY OF WCC&WCG SKILLS EUROPEAN & NATIONAL POLICY, STRATEGIES&PLANS Networking Sharing experience and good practices POLICY& STRATEGIES OF CITUB TRAINING

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