The economic crisis, the decline in union membership and the development of social dumping were the key three factors which pressured unions into agreeing on a “balanced compromise.” Thus, employers managed to limit wage increases (more than 50% below that of 2007), while employees obtained substantial social improvements. This is what asserted Jesper Due and Jorgen Steen Madsen, professors and researchers at the FAOS, the employment relations research center of the university of Copenhagen, in their analysis of recent negotiations for the renewal of collective agreements in the private sector. Even though in manufacturing (see our dispatch No. 100171) and transportation (see our dispatch No. 100199), which set the tone for collective bargaining in other sectors, the double objective of maintaining jobs and achieving protection against social dumping was the priority, the decision to bring CCNs from three to two years was the agreement’s “catalyst,” the researchers say.
/a>) and transportation (see our dispatch No. 100199), which set the tone for collective bargaining in other sectors, the double objective of maintaining jobs and achieving protection against social dumping was the priority, the decision to bring CCNs from three to two years was the agreement’s “catalyst,” the researchers say.
Evolving Danish model. The practical advantage for the numerous employees affected by the crisis, and one of the key novelties of the agreements, layoff benefits (fratræde
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