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Implementation and Effectiveness of Training Leave in Greece

Implementation and Effectiveness of Training Leave in Greece. Cedefop ’ s workshop on: “Training leave and payback clauses: Policies and practice in Europe” 6-7 June 2011, Thessaloniki, Greece Dr. Ilias Livanos. ΛΑΕΚ 0.45%.

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Implementation and Effectiveness of Training Leave in Greece

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  1. Implementation and Effectiveness of Training Leave in Greece Cedefop’ s workshop on: “Training leave and payback clauses: Policies and practice in Europe” 6-7 June 2011, Thessaloniki, Greece Dr. IliasLivanos

  2. ΛΑΕΚ 0.45% Who is entitled training?: every employee insured with the Social Security Fund (ΙΚΑ). Condition for participation: the employer pays IKA 0.45% of its yearly total employee cost (wage + employers contributions). Who does the training?: Any certifiedprivate company. Who coordinates the programme?: The Manpower Organization of Greece (OAED). How much training is an organization entitled?: Up to 100% of its 0.45% contribution.

  3. An example • An organization with 15 employees • Total monthly cost per employee is 1,000 E • The total training fund is calculated as follows: 15 employees x 14 months x 1,000 x 0.45% = 945 Euros

  4. How does it work? • Employer/employees choose training courses. • Employer pays the training providers. • Employer submits electronically receipts of training expenses to OAED. • Employer gets reimbursed up to 100% of original contribution within the next year.

  5. Examples of training courses • Vocational: computers usage (Windows, Office), communication, sales, PR, etc. • Professional: ACCA, web design, computer graphic applications • Academic: MBAs, Masters etc.

  6. Effectiveness of the programme • Overall works well. • Key to success is the provision of training from private organisations. • Social partners express various concerns

  7. Employers • Sceptical about letting employees be absent from work: • Most firms in Greece are SME’s • Evening (most common form of training) or weekend training exhausts employees. • Not always happy with the certified training providers. • Risk of loosing employees. • Delay in reimbursement creates cash-flow problems. • Bureaucracy.

  8. Employers suggestions • Incentives for letting employees off work for training. • Increase strictness regarding certification of training bodies. • Initiation of Professional Training Centers. • Initiation of sectoral training schemes. • All training courses should fall into categories and be officially certified.

  9. Employees / Trade Unions • The views of TU largely depend on their political orientation. • There is no regulation regarding who gets trained. • Reluctant to receive evening/weekend training due to family commitments. • Training is not linked to pay. • Training may increase their future workload. • Training opportunities are not widely known.

  10. Employees/ TU suggestions • Training should be centralised by TU / employee’ associations. • Employees should be granted incentives in order to receive training. • Training should take place strictly during working hours. • All employees should receive an equal amount of training. • Better communication of training opportunities.

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