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"Dieses Handbuch ist ein Element der Strategie des EWPCC, mit dem sichergestellt werden soll, dass die Chancen, die sich mit dem SE-Rechtsrahmen eröffnen, tatsächlich ergriffen werden. Zusammen mit dem SEEurope Network verfolgt das ETUI seit 2003 genau die Entwicklungen auf dem Gebiet der SE und leistet Arbeitnehmervertretern und ihren Gewerkschaften in diesem Bereich Unterstützung. Die hierbei gewonnenen Erfahrungen bilden die Grundlage zu diesem Buch, das so praxisbezogen wie möglich gestaltet ist.

Das Handbuch ist in fünf Hauptkapitel untergliedert. In Kapitel 1 und 2 wird eine Einführung zu der SE und den Systemen der Arbeitnehmerbeteiligung gegeben. Kapitel 3 bietet "Tipps und Tricks" für die Vorbereitung und Verhandlung einer SE-Vereinbarung. Kapitel 4 enthält eine Reihe von Übersichten, Grafiken und Vergleichstabellen sowie grundlegende Informationen zu den Systemen der Arbeitsbeziehungen der einzelnen Länder. In Kapitel 5 stellen wir weitere Quellen vor, die die Arbeitnehmervertreter bei der Vorbereitung auf Verhandlungen nutzen können. In der Anlage befindet sich der Wortlaut der SE-Verordnung und der SE-Richtlinie.

Dieser praktische Ratgeber ersetzt jedoch keinesfalls die erforderliche Beratung in rechtlichen und strategischen Fragen während der Verhandlungen. Die Arbeitnehmerseite hat das Recht auf Unterstützung durch Experten, deren Kosten von den Unternehmen zu tragen sind und sollte in jedem Fall von dieser Möglichkeit Gebrauch machen. Nationale und europäische Gewerkschaftsorganisationen haben im Verlauf der letzten Jahre einen beträchtlichen Erfahrungsschatz bei Verhandlungen über SE-Vereinbarungen gewonnen. Sie können bei der Vorbereitung und Durchführung von Verhandlungen wertvolle Hilfestellung leisten, zumal auch die Unternehmensleitung von Fachberatern unterstützt wird.

Das Handbuch stellt keine Blaupause für die Durchführung von Verhandlungen mit der Unternehmensleitung dar. Es sollen damit auch keine "Anweisungen" erteilt werden, was die Arbeitnehmervertreter tun oder unterlassen sollten. Jede SE ist spezifisch und somit auch die jeweilige Vereinbarung über die Beteiligung ihrer Arbeitnehmer. Hinter dem SE-Rechtsrahmen steht die Absicht, den Akteuren die Autonomie zu gewährleisten, die sie brauchen, um eine Vereinbarung über die Arbeitnehmerbeteiligung auszuhandeln, die bestmöglich auf ihre speziellen Bedürfnisse zugeschnitten ist."

"Trade unions have changed from being male dominated to majority-female organizations. We use linked employer–employee surveys for Norway and Britain to examine whether, in keeping with a median voter model, the gender shift in union membership has resulted in differential wage returns to unionization among men and women. In Britain, while only women receive a union wage premium, only men benefit from the increased bargaining power of their union as indicated by workplace union density. In Norway, however, both men and women receive a union wage premium in male-dominated workplaces; but where the union is female dominated, women benefit more than men. The findings suggest British unions continue to adopt a paternalistic attitude to representing their membership, in contrast to their more progressive counterparts in Norway."

"We address developments in collective wage bargaining arrangements in northern Europe in the light of two major political-economic challenges: EU eastern enlargement and the financial and economic crisis which broke in 2008. Through the lens of debates on convergence and divergence, we examine three dimensions of collective wage bargaining: coordination across sectors; articulation between different levels; and regulation of wage floors. We draw on findings from five countries and four sectors. Our analysis undermines the proposition that developments exhibit a common liberalising trajectory. It points to the differential impact of the two major political-economic challenges as between sectors, highlights similar and different policy responses by actors within a sector across countries, reveals differing consequences for governance of collective wage bargaining across sectors and countries, and finds no uniform trend in wage inequality outcomes. "

"With a focus on jobs for youth, this paper analyses the development of job postings in Norway during the first and second wave of the COVID-19 pandemic in 2020. Jobs for youth are defined by the top 20 3-digit occupations for young workers. Job postings in these occupations took a larger hit than other jobs. We also identify the top 20 occupations for entrants right after completed highest education. Separate analyses by education reveal that entry jobs for young people with lower education declined the most during the pandemic. Using a difference in difference framework with 2018 and 2019 as reference years, we show that the decline started before "lock-down" policies were in place, but that the decline was even larger during the lock-down. Concurrent with re-opening phases in the economy, job posting rates improved, but did not reach the levels comparable to those in 2018 and 2019."

"This report provides an overview of the ways in which EU and EEA Member States have regulated their social security frameworks in relation to short-term third country national (TCN) migrant workers. It presents the result of an extensive mapping exercise carried out in 24 EU Member States, as well as Iceland and Norway, focussing on the relationship between migration and the social security coverage of different categories of short-term third-country national workers (for example, posted workers, intra-corporate transfers, seasonal workers, temporary agency workers, high-level professionals and self-employed). While every worker in the EU, in principle, is and should be covered by social security, certain groups of workers are subject to uncertainties and gaps in coverage. Third-country nationals who work in the EU for a short time are among the workers often subject to exclusions from social security coverage or not covered for certain risks. The individual country reports show that, as a general rule, employers who employ short-term third-country national migrant workers are supposed to pay social security and health care contributions as they do for regularly hired local workers. In the various jurisdictions this general rule is subject to various exceptions and restrictions. The internal and external fragmentation underlined by the variety of legal sources addressing social security issues, as well as the diversity of approaches potentially raises difficulties for the navigation of the respective systems. And while this seems justified in light of Member States' discretion in immigration and labour law, more legal certainty should be aimed for to better protect the workers experiencing this fragmentation and lack of coverage."

"This report provides new projections, to 2026, of remote work rates and the accompanying macroeconomic implications for the EU27, Switzerland, Iceland, Norway, Republic of North Macedonia, Turkey and the UK.
Remote work covers a range of practices but few are straightforward to quantify consistently. The definition of remote work used in this report is working from home (WFH), matching the Eurostat Labour Force Survey (EU-LFS) definition. The EU-LFS is the principal data source for this exercise. The literature review identified a range of drivers (e.g. sectoral composition of the economy) and potential outcomes (e.g. changes in expenditures on information and communications technologies (ICT)). Using a conceptual framework developed from the literature review, we modelled a baseline projection and three alternative scenarios: one that projected lower rates of WFH by 2026 compared to the baseline (Unwinding of WFH); and two that projected higher rates of WFH
(Acceleration of WFH and Acceleration of WFH with contract changes).By 2026, the baseline projects that 18% of workers in the EU27, and 19.6% of workers in all 33 study countries, will be working from home. There is substantial variation in these rates by individual country, from a 2026 rate of 42% in Luxembourg to 1% in Bulgaria and Romania. Compared to the baseline, the Unwinding of WFH scenario projects nearly 350 000 fewer total workers and more than 10 million fewer WFH workers by 2026, with the reduction concentrated mostly in services. The Acceleration of WFH scenario projects more than 830 000 additional workers in total and more
than 24 million more WFH workers by 2026, employed mostly in service sectors. The Acceleration of WFH with contract changes scenario projects nearly one million more total workers and more than 24 million more WFH workers by 2026. In this scenario, workers are assumed to shift from permanent to self-employed contract positions, leading to a projected increase in the rate of self-employment of 3.7 percentage points compared to the baseline. An unwinding of WFH in Europe would generate modest increases in costs for firms, mild decreases in total employment for workers and small aggregate output reductions. An acceleration of WFH, coupled with an increase in digital development in Europe, would provide benefits in terms of cost savings to firms,
higher employment and higher output. However, there is a risk that higher levels of WFH could lead to contract changes that, while providing benefits to firms, could undermine workers' power, pay and benefits. This has not been explicitly modelled in these projections but warrants deeper consideration."

"We combine exogenous variation in union membership with detailed administrative data and a novel field survey to estimate the career effects of labor union membership. In the survey, we show how workers perceive the role of unions in setting wages and determining work amenities. In the administrative data, we causally examine through which channels unions influence worker outcomes, whether unions influence workers differently across their careers, and what the overall long-run effects of individual union membership are. Our results highlight that the career effect of union membership differs greatly depending on the age at which workers enroll. In addition, we show that focusing on a restricted set of outcomes, such as wages and employment, generates a fractionalized understanding of the multidimensional career effect that union membership has on workers."

"The 2021 Norwegian General Election was hailed as a ‘climate election', yet the Greens only won three seats. What explains the centrality of climate change and why did this not translate into more success for the Greens? The academic literature emphasises the valence nature of climate change, meaning it is a consensus issue and that parties compete on competence. Presenting original voter data, we demonstrate this not to be the case. The Greens faltered not because of a perceived lack of competence, but because of fierce competition which fragmented issue ownership. Moreover, we show that fragmented issue ownership is not the result of voters' differing views of competence, but the policy options presented by the parties. Our article therefore questions the valence nature of climate change and makes a significant contribution to the literature on the party politics of climate change, as well as on the (re)politicisation of climate politics."

"The twin digital and green transition will have far-reaching labour market consequences in the manufacturing sector as regards the quantity, character and quality of employment. The effects of transition will be uneven between countries and regions, different industries and different categories of workers, depending on their various socio-economic starting points and the different degrees to which they are affected by the twin transition. Against this background, industriAll is calling for a just transition that is fair for all workers and that does not destroy, but rather preserves quality employment. Working time policy more generally and working time reduction more specifically is an important tool for achieving such a just transition by helping to safeguard employment and ensure good working and living conditions.

Diversity of working time standards across Europe
Analysing the state of working time arrangements across Europe reveals great diversity. There is still an east–west divide, with considerably longer weekly working hours in central and eastern European countries than in western European countries. The study, furthermore, illustrates the important role of collective agreements in ensuring shorter weekly and annual working hours. A comparison of statutory maximum working hours and collectively agreed working hours illustrates that collective agreements lead to considerably fewer weekly working hours. Moreover, because they ensure additional vacation days on top of the holidays provided for by legislation, collective agreements also help to ensure shorter annual working time. Weekly and annual working time are longer in CEE countries because legislation rather than collective agreements remains the dominant way of regulating working time there. From a sectoral perspective, the analysis illustrates that the collectively agreed working time in the metal and chemical industries tends to be shorter than in the rest of the economy. But the analysis also showed that normal actual weekly working time in the metal and chemical industries were on average more than 2.5 hours longer than collectively agreed working hours."