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Precarious and atypical work in Denmark

Precarious and atypical work in Denmark . Levels of precarious and atypical work in Denmark 2009, total labour market. Danish Trade Union Confederation , research into the development of employment forms. How does it look in the manufacturing sector?.

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Precarious and atypical work in Denmark

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  1. Precarious and atypicalwork in Denmark Joint CB summer college

  2. Levels of precarious and atypical work in Denmark 2009, total labour market Danish Trade Union Confederation, research into the development of employment forms

  3. How does it look in the manufacturing sector? • No data availableyet, but expectation is that the level is verylow. • In the current situation a slighttendencyexist in othersectors (services, transport, healthcare) that persons arebeingforced from full time employment to part time. • Furthermore a tendencyexist in the manufacturingsector for a small increase in the number of temporarycontracts (from a verylowlevel), it is expectedthatthislevelwill drop when the economic situation is better.

  4. What are the rules governing precarious and atypical workers? • Appendix 17 in the collective bargaining agreement guarantees temporary agency workers the same rights as “normal” workers. • Appendix 18 guarantees workers on a time-limited contracts the same rights as “normal” workers, renewals of these contracts are limited to two times. • Workers on project related employment is an issue mainly for engineers, but CO-I is observing the development.

  5. Implementing the TAW directive? • At the 2010 bargaining round CO-I and DI (Confederation of Danish Industries) agreed to a deadline of April 2011 for implementing the directive in the CB agreement. • Still a difference in the view on the rights and conditions for foreign TAW’s. • If no agreement around April 2011, legislation will be imposed instead.

  6. Handling atypical and precarious employment in the latest CB round • • New tools will be introduced in order to ensure that the competencies of the employees match the demands of the labour market and the companies. This will help to ensure that the labour force is able to cope with the ever changing demands of a globalised labour market and increase the attractiveness of the individual employee vis-a-vis the companies and the labour market in general. Investing even more in education and training and thereby creating valuable employees, will reduce the incentive for employers to introduce precarious employment conditions. •  • Pensions. As of 1st of March 2011 pension contributions will be paid already after two months of employment down from the previous nine months.

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