Documents Murhem, Sofia 4 results

"The present report sheds light on Swedish occupational welfare, with a special focus on occupational pension schemes and different forms of occupational unemployment protection and prevention, and what has been and still is the role of various actors, focusing primarily on social partners and the State. The report shows that occupational welfare has traditionally been a supplement to statutory social welfare. This is still the case, but the progressive retrenchment of statutory benefits has led to a more prominent role for occupational schemes. This is the case for occupational pensions: 90% of the working population is covered and occupational benefits represent about ¼ of pensioners' income. This is also the case for unemployment-related schemes. Occupational unemployment funds top up the Ghent system while the Employment Transitional Agreements supplement statutory active labour market policies. The methodology and the data collection behind the report were broad-based. The results are based on relevant research, reports and essays published in the matter during the last decades, available statistical and administrative data and interviews with representatives from three key stakeholder groups. In Sweden, workers in the retail and automotive industries are all covered by central agreements between the confederation of Trade unions, Landsorganisationen (LO), and the confederation of Swedish employees, Svenskt Näringsliv (SN). White collar employees and professionals working in these sectors are covered by agreements between SN and PTK, a collaborative organisation that makes agreements in the private sector for the Confederation of white collar employees, Tjänstemännens centralorganisation (TCO) and the Confederation of Professional Associations, Sveriges Akademikers Centralorganisation (Saco). We have conducted interviews with these social partners in this report."

"The aim of this study is to analyse the content of the industrial relations system concerning employment protection and how the development relates to the Swedish model. Has it changed fundamentally between 1995 and 2012 and have those changes meant that the regime has changed too, or have they been in line with the model, and the model thus malleable? How have changes been made politically acceptable? Have the economic crises of the 1990s and the 21st century paved the way? Judging from the evidence, there have been comparatively few changes to employment security in Sweden and the changes made have either been in line with the model, or if not, made in times of severe crises which made it possible for social democrats and trade unionists to argue for the changes, and made in a way that was in line with the model, i.e. mutual agreements. "

"Reference is often made to small companies, but little is known about them, especially regarding industrial relations. How can small companies be defined? Is their small size a sufficient feature for them to be considered the same? If they are different from each other, what makes them so? Is the distinction between them and other companies - big ones - relevant? In what way is life organised in such units, where employer and employees are in very close contact with each other? In order to answer these questions, the authors of this innovative book carried out surveys together in France, Sweden and Germany. They met employers, employees, union members and industrial relations specialists. Comparisons of these three national cases show that small companies do have common features that transcend frontiers. They do, however, also have national characteristics. They, therefore, warrant being analysed and understood in something other than merely negative terms. It thus appears that small companies are not so far off resembling big ones... "