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The Federation of European Social Employers European Social Dialogue & the Dialogue. S project Sylvain Renouvel, Director sylvain. renouvel@socialemployers. eu
Content 1. Who are the Social Employers • Aims and Scope • Our Membership • Our activities 2. European Social Dialogue • • Definition & legal basis Different forms Representativeness Outlook 3. The Dialogue. S project • Objectives & activities • Report on the Benefits of Social Dialogue
1. Who are the Social Employers?
Aims and scope • The Federation of European Social Employers is a European umbrella organisation, bringing together major national or regional employer organisations active in the field of social services. • Our overarching aim is to become the main voice for social services employers at European Union level. • We understand Social Services to comprise of all care and support services for older people, persons with disabilities & children (and other excluded or disadvantaged persons). • In European NACE code terms, this primarily means 87 and 88; although others could be partly covered too.
Aims and scope • Our Objectives are to ØStrengthen the position of employers in social services ØGuide & influence European legislation ØEstablish common positions and negotiate with European Trade Unions (European Social Dialogue) ØStimulate the exchange of promising practices
Our members Currently 26 members from 16 European countries
Key priorities • Progress with the European Federation of Public Service Unions (EPSU) towards the creation of a sectoral social dialogue committee for social services at EU level • Further development of the Social Employers Observatory, which aims to be a one-stop-shop for research, data collection and promising practices on issues concerning European social services. • Develop our role as a key partner to the EU institutions in their policy-making. • Exchange of information to, from and between Members; and partners and relevant stakeholders across Europe.
Major policy outputs Since its creation in October 2017, the Federation of European Social Employers’ work (also in cooperation with EPSU), has lead to several major outputs: • Social Employers Position Paper on Digitalisation • Social Employers Position Paper on Recruitment & Retention • Joint Position Paper of the Social Employers and EPSU on Digitalisation in the Social Services Sector – Assessment of Opportunities and Challenges. • Joint Position Paper of the Social Employers and EPSU on Recruitment & Retention, to be jointly agreed and finalised by the end of 2019. • Common letter to the European Commission, giving an update on the ongoing and fruitful cooperation between both organisations and asking for support in building effective EU-level social dialogue for the social services sector.
Services to members • Network • Invitations to European Meetings & Discussions (e. g. with Trade Unions representatives) • Monthly Newsletters • Briefing notes on relevant policy topics • Sharing of practices • Commission of studies relevant to the Social Employers scope
2. European Social Dialogue
What is European Social Dialogue? • European social dialogue refers to “discussions, consultations, negotiations and joint actions involving organisations representing the two sides of industry (employers and workers). ” • The EU treaties give a special status to recognised social partners (employers and employee representatives) and allow them to contribute to the governance of the European Union and the definition of European social standards.
European social dialogue is embedded within the governance of the European Union. It has its legal basis in Articles 151 -156 of the Treaty on the Functioning of the European Union (TFEU). • Article 151 TFEU: the promotion of dialogue between management and labour is recognised as a common objective of the EU and the Member States • Article 152 TFEU: recognises and promotes the role of social partners at the level of the Union • Article 154 TFEU: defines that the Commission must consult the social partners before taking any action in the field of employment and social affairs • Art. 155 TFEU: defines that this dialogue may lead to contractual relations, including agreements.
European Pillar of Social Rights – Article 8 • Provides for respect for the autonomy and the right to collective action of social partners and recognises social partners’ right to be involved in designing and implementing employment and social policies, including by means of collective agreements § a. The social partners shall be consulted on the design and implementation of economic, employment and social policies according to national practices. They shall be encouraged to negotiate and conclude collective agreements in matters relevant to them, while respecting their autonomy and the right to collective action. Where appropriate, agreements concluded between the social partners shall be implemented at the level of the Union and its Member States. § c. Support for increased capacity of social partners to promote social dialogue shall be encouraged.
How is European Social Dialogue organised?
How is European Social Dialogue organised
How is European Social Dialogue organised • To date, there is no sectoral social dialogue committee for social services; which hinders • our sector’s recognition as a major employer at EU level, • our ability to lobby on issues linked to labour law, economic and social affairs, EU funds (i. e. public procurement, state aid, European Social Fund, European Pillar of Social Rights, etc) • our ability to discuss issues of common concern at EU level between Employers and Trade Unions from the field of social services. The Federation of European Social Employers aims to change this – by setting up, with EPSU, a EU sectoral social dialogue structure for social services!
How is European Social Dialogue organised Representativeness studies by Eurofound • On behalf of the European Commission, the EU agency Eurofound carries out studies on the representativeness of European sectoral social partner organisations. • Representativeness is a criterion used by the Commission to identify the social partners who must be consulted and who can initiate social dialogue, under article 154 & 155 TFEU. • These representativness studies are designed to provide basic information needed for the setting up and functioning of sectoral social dialogue committees at European level.
How is European Social Dialogue organised Representativeness studies by Eurofound • Eurofound is currently looking into the representativeness of the social partner organisations in health care, education, local and regional governments, and social services. • A draft report on the European social partner organisations in social services is expected in March 2020
3. The Dialogue. S project
Dialogue. S – Capacity-building for social dialogue in social services • Duration: 18 -months, February 2019 - July 2020 • Funding: European Commission, DG EMPL • Aim: to build capacities for effective national and EU-level social dialogue in social services, with a focus on central, Eastern and Southern Europe
The Dialogue. S project Main project outputs • One report on the benefits of social dialogue for Employers in social services • A series of National Capacity Building events in Hungary, Romania, Bulgaria, Portugal and Greece, highlighting major workforce issues in each country, as well as discussing European Social Dialogue and cooperation with the Social Employers or EPSU. • Five County Reports, highlighting the main workforce-related issues in social services in five EU Member States; as well as the outcome of the national capacity building events in those five countries • A series of EU Capacity Building events co-organized with the European Federation of Public Services Unions (EPSU) • Three Joint Agreements between the Social Employers and EPSU on three priority areas of common interest: Digitalisation, Recruitment & Retention and Public Procurement • 1 European Parliament event, to promote the outcome of the National Capacity building events
Report on the Benefits of Social Dialogue • Perspective from employers organisations • Outlines advantages, success stories, and the different structures for social dialogue across Europe • Covers 5 countries: Finland, the Netherlands, France, Austria, Czech Republic • Data gathering through questionnaires
Report on the Benefits of Social Dialogue • Rationale: a strong and well-functioning EU Social dialogue requires well-functioning social dialogue at national level. This is currently not the case in many EU countries. • huge gaps between countries as regards resources and capacities for social dialogue • Generally, social partners in countries with wellestablished and good functioning social dialogue report much better working conditions and more resources than social partners in those countries where such framework conditions are not in place.
Report on the Benefits of Social Dialogue Covered aspects include: • Social dialogue on cross-sectoral and sectoral level • Sectoral social dialogue structures for social services • Major trends regarding the participation of social services in social dialogue • The benefits of social dialogue & success stories • The main outputs of sectoral social dialogue for social services • Current challenges/threats to sectoral social dialogue for social services • Role for sectoral social dialogue at EU level • Main recommendations for those who wish to develop sectoral social dialogue structures for social services in countries where it does not exist
Report on the Benefits of Social Dialogue Where do employers see the benefits of social dialogue? - “The benefit of social dialogue, based on generally binding collective agreements, is mainly equality, and the ability to negotiate on practical solutions for challenges at hand. It is sometimes faster and more accurate or effective than amending legislation would be. ” (FI) - “Social dialogue has allowed to create training funds helping the development of training, qualifications and skills in the sector. Lots of HR tools aiming at reducing absenteeism and improving health at work have also been created by social partners. ” (FR)
Report on the Benefits of Social Dialogue How do employers see the role of EU social dialogue? - “For us, EU social dialogue means having the possibility to comment on/consult the EU legislations (directives, regulations, recommendations, etc. ). To discuss important topics and present them to the EU bodies. To have the possibility to comment on/consult the usage and trends with the EU funds. To share and gain good practices and innovative solutions from other social partners throughout Europe. ” (CZ) The report will be finalised and shared publicly by the end of the project, July 2020.