Suchergebnisse

The legal status of the trade unions SUMMARY The legal status of the trade unions is essential not only in its capacity of an independent body or the one of an employees representative but also as to an organization that affects the legislative acts issuance and participates in the political process. The opening part of this paper covers this topic's actuality, originality and novelty, its main objective, research domain and methods and the literature referred to. The paper is comprised of three parts: 1. The Trade Union Status; 2. The Trade union Status in relation to collective labor; 3. The trade Union Status in relation to individual labor. The first part consists of six sections. It is important to discuss in short the evolution of a trade union legal status using historical methodology and comparing the changes of this organization's status both in Lithuania and internationally. The freedom of associations recognized internationally as one the major principles is affirmed in the fundamental legislative act of Lithuania – the Constitution of Lithuania - which forms the basis to set up trade unions. In order to outline this topic the analysis of the concept and main characteristics elaborates on the organization's status and place in the labor law system. Founding and registration procedures drawbacks as well as regulations' inconsistencies are also covered by this analysis. Since the trade unions being a juridical organization with limited civil responsibilities dispose of their property, the issue of property disbursement after the restoration of Lithuanian independence is no less important. It is also necessary to compare the trade unions to the labor councils that are alternative employee representative body within an enterprise/company. The second part consists of three sections. The social partnership and its influence on the trade unions are analyzed in this part. The differences in the trade union status at the level of enterprise and above; the problems that arise in the process of defining the parties in collective talks, agreements and disputes as well as who has the right to announce a strike and what is the difference between the roles of trade unions and the labor councils – these are the issues of the second part. The third part consists of four sections. The analysis of the trade union status in the individual labor partnership is presented in this part. It is stated that the trade union is not only a representative of the employees but also an independent body enabled to be a plaintiff and a defendant in the court of justice. Also, analyzed are the guarantees given to members of the trade union elected bodies, the special role of these members, and the growing status of the trade union from the employers' and public viewpoints.

The legal status of the trade unions SUMMARY The legal status of the trade unions is essential not only in its capacity of an independent body or the one of an employees representative but also as to an organization that affects the legislative acts issuance and participates in the political process. The opening part of this paper covers this topic's actuality, originality and novelty, its main objective, research domain and methods and the literature referred to. The paper is comprised of three parts: 1. The Trade Union Status; 2. The Trade union Status in relation to collective labor; 3. The trade Union Status in relation to individual labor. The first part consists of six sections. It is important to discuss in short the evolution of a trade union legal status using historical methodology and comparing the changes of this organization's status both in Lithuania and internationally. The freedom of associations recognized internationally as one the major principles is affirmed in the fundamental legislative act of Lithuania – the Constitution of Lithuania - which forms the basis to set up trade unions. In order to outline this topic the analysis of the concept and main characteristics elaborates on the organization's status and place in the labor law system. Founding and registration procedures drawbacks as well as regulations' inconsistencies are also covered by this analysis. Since the trade unions being a juridical organization with limited civil responsibilities dispose of their property, the issue of property disbursement after the restoration of Lithuanian independence is no less important. It is also necessary to compare the trade unions to the labor councils that are alternative employee representative body within an enterprise/company. The second part consists of three sections. The social partnership and its influence on the trade unions are analyzed in this part. The differences in the trade union status at the level of enterprise and above; the problems that arise in the process of defining the parties in collective talks, agreements and disputes as well as who has the right to announce a strike and what is the difference between the roles of trade unions and the labor councils – these are the issues of the second part. The third part consists of four sections. The analysis of the trade union status in the individual labor partnership is presented in this part. It is stated that the trade union is not only a representative of the employees but also an independent body enabled to be a plaintiff and a defendant in the court of justice. Also, analyzed are the guarantees given to members of the trade union elected bodies, the special role of these members, and the growing status of the trade union from the employers' and public viewpoints.

The legal status of the trade unions SUMMARY The legal status of the trade unions is essential not only in its capacity of an independent body or the one of an employees representative but also as to an organization that affects the legislative acts issuance and participates in the political process. The opening part of this paper covers this topic's actuality, originality and novelty, its main objective, research domain and methods and the literature referred to. The paper is comprised of three parts: 1. The Trade Union Status; 2. The Trade union Status in relation to collective labor; 3. The trade Union Status in relation to individual labor. The first part consists of six sections. It is important to discuss in short the evolution of a trade union legal status using historical methodology and comparing the changes of this organization's status both in Lithuania and internationally. The freedom of associations recognized internationally as one the major principles is affirmed in the fundamental legislative act of Lithuania – the Constitution of Lithuania - which forms the basis to set up trade unions. In order to outline this topic the analysis of the concept and main characteristics elaborates on the organization's status and place in the labor law system. Founding and registration procedures drawbacks as well as regulations' inconsistencies are also covered by this analysis. Since the trade unions being a juridical organization with limited civil responsibilities dispose of their property, the issue of property disbursement after the restoration of Lithuanian independence is no less important. It is also necessary to compare the trade unions to the labor councils that are alternative employee representative body within an enterprise/company. The second part consists of three sections. The social partnership and its influence on the trade unions are analyzed in this part. The differences in the trade union status at the level of enterprise and above; the problems that arise in the process of defining the parties in collective talks, agreements and disputes as well as who has the right to announce a strike and what is the difference between the roles of trade unions and the labor councils – these are the issues of the second part. The third part consists of four sections. The analysis of the trade union status in the individual labor partnership is presented in this part. It is stated that the trade union is not only a representative of the employees but also an independent body enabled to be a plaintiff and a defendant in the court of justice. Also, analyzed are the guarantees given to members of the trade union elected bodies, the special role of these members, and the growing status of the trade union from the employers' and public viewpoints.

The legal status of the trade unions SUMMARY The legal status of the trade unions is essential not only in its capacity of an independent body or the one of an employees representative but also as to an organization that affects the legislative acts issuance and participates in the political process. The opening part of this paper covers this topic's actuality, originality and novelty, its main objective, research domain and methods and the literature referred to. The paper is comprised of three parts: 1. The Trade Union Status; 2. The Trade union Status in relation to collective labor; 3. The trade Union Status in relation to individual labor. The first part consists of six sections. It is important to discuss in short the evolution of a trade union legal status using historical methodology and comparing the changes of this organization's status both in Lithuania and internationally. The freedom of associations recognized internationally as one the major principles is affirmed in the fundamental legislative act of Lithuania – the Constitution of Lithuania - which forms the basis to set up trade unions. In order to outline this topic the analysis of the concept and main characteristics elaborates on the organization's status and place in the labor law system. Founding and registration procedures drawbacks as well as regulations' inconsistencies are also covered by this analysis. Since the trade unions being a juridical organization with limited civil responsibilities dispose of their property, the issue of property disbursement after the restoration of Lithuanian independence is no less important. It is also necessary to compare the trade unions to the labor councils that are alternative employee representative body within an enterprise/company. The second part consists of three sections. The social partnership and its influence on the trade unions are analyzed in this part. The differences in the trade union status at the level of enterprise and above; the problems that arise in the process of defining the parties in collective talks, agreements and disputes as well as who has the right to announce a strike and what is the difference between the roles of trade unions and the labor councils – these are the issues of the second part. The third part consists of four sections. The analysis of the trade union status in the individual labor partnership is presented in this part. It is stated that the trade union is not only a representative of the employees but also an independent body enabled to be a plaintiff and a defendant in the court of justice. Also, analyzed are the guarantees given to members of the trade union elected bodies, the special role of these members, and the growing status of the trade union from the employers' and public viewpoints.

Magistro darbe yra nagrinėjama Lietuvos profesinių sąjungų veikla iš galios resursų teorinės perspektyvos. Galios resursų teorija teigia, jog profesinės sąjungos siekdamos kompensuoti savo turimos galios trūkumą, sieks aktyvaus bendradarbiavimo su kairiosiomis politinėmis partijomis, nes šis bendradarbiavimas leistų perkelti ekonominių klausimų sprendimą į politinį lygmenį. Šios temos aktualumą įrodo tai, jog Lietuvos profesinių sąjungų narystė ir padengimas kolektyvinėmis sutartimis yra vienas žemiausių Europoje, kas trukdo efektyviam darbuotojų interesų atstovavimo įgyvendinimui. Dėl kapitalo interesų dominavimo, visuomenėje vyraujančios apatijos ir susitaikymo su esama padėtimi, profesinės sąjungos susiduria su narių pritraukimo ir mobilizacijos problemomis. Galios pusiausvyros tarp skirtingų interesų grupių pasiekimas sukurtų palankią terpę lygiaverčiam socialiniam dialogui, kuris leistų padidinti darbuotojų gerovę. Kadangi profesinių sąjungų veikla siekia pagerinti darbuotojų ekonominę ir socialinę padėtį, pagrindinis šio darbo objektas yra Lietuvos profesinių sąjungų poveikis politinių sprendimų priėmimui, o darbo tikslas – nustatyti Lietuvos profesinių sąjungų poveikio politinių sprendimų priėmimui galimybes. Darbo tikslui pasiekti iškeliami šie darbo uždaviniai: (1) pristatyti galios resursų teorinę perspektyvą kaip klasinės analizės įrankį; (2) išskirti politinį profesinių sąjungų vaidmenį; (3) aptarti profesinių sąjungų veiklos specifiką Rytų ir Vidurio Europos šalyse ir Lietuvoje; (4) išskirti Lietuvos profesinių sąjungų veiklos kontekstų specifiką; (5) atlikti lyginamąją Lietuvos profesinių sąjungų veiklos kontekstų analizę. Siekiant išsiaiškinti profesinių sąjungų galimybes daryti poveikį politikoje, buvo sudarytas atviras klausimynas, kuris aprėpia keturis veiklos kontekstus: organizacinį, kultūrinį, institucinį, politinį. Klausimyno pagrindu buvo atlikti pusiau struktūruoti kokybiniai interviu su septynių profesinių sąjungų atstovais. Atlikus tyrimą paaiškėjo, jog didžiausia kliūtimi efektyviam darbuotojų interesų atstovavimui įvardijama kompetencijos, žmogiškųjų ir finansinių išteklių stoka. Todėl profesinės sąjungos nesugeba pasipriešinti verslo interesams. Dėl profesinių sąjungų noro išlaikyti autonomiją ir nepasitikėjimo politinėmis partijomis egzistuoja aukšta rizika būti pajungtiems verslo interesams, kurie dominuoja politikoje, todėl bendradarbiavimas su partijomis yra ribotas ir nesuteikia profesinėms sąjungoms galimybės kompensuoti savo galios trūkumo. ; This master thesis examines the activity of Lithuanian trade unions from theoretical perspective of power resources. Power resources theory argues that trade unions will seek active cooperation with left-wing political parties to compensate for their lack of power, as this cooperation would allow the transfer of economic issues to the political level. The relevance of this topic is proved by the fact that the membership of Lithuanian trade unions and coverage by collective agreements is one of the lowest in Europe, which hinders the effective implementation of the representation of employees' interests. Due to the prevalence of the interests of capital, combined with the apathy and resignation moods in society, trade unions face difficulties in attracting and mobilizing their own members. Achieving a balance of power between different interest groups would create a favorable environment for a broad and equal social dialogue, which would allow for an increase of well-being of workers. Considering that the activities of trade unions aim to improve the economic and social situation of the employees, the main object of this thesis is the influence of Lithuanian trade unions on political decision-making and the goal of this thesis is to determine the possibilities of Lithuanian trade unions influence on political decision-making. In order to achieve the goal of this thesis the following tasks are set: (1) to present the theoretical perspective of power resources as a tool of class analysis; (2) to distinguish the political role of trade unions; (3) to discuss the peculiarities of trade unions activity in Central and Eastern European countries and Lithuania; (4) to distinguish the peculiarities of Lithuanian trade union activity contexts; (5) to perform comparative analysis of Lithuanian trade union activity contexts. In order to find out how trade unions can influence politics, an open questionnaire was developed covering four operational contexts: organizational, cultural, institutional, political. Seven semi-structured qualitative interviews with trade union representatives were conducted. The study revealed that the lack of competence, human and financial resources is the biggest obstacle to effective representation of employees' interests, which prevents trade unions from resisting business interests. Due to the trade unions desire to maintain autonomy and distrust towards political parties, where they feel the risk of being subordinated to business interests that dominate politics, cooperation with political parties is limited and does not allow unions to compensate for their lack of power. ; Politikos mokslų ir diplomatijos fakultetas ; Politologijos katedra

In this paper the relationship of Trade Unions and Labour Councils is analyzed through the concept of representation institute within labour relations, the role of Trade Unions and Labour Councils in social dialogue, particularly through the collective bargaining in a company, as well it is analysed what powers and possibilities are given for Trade Unions and Labour Councils by the legislature while dealing with collective disputes, thus revealing their ability to cooperate. Trade Union and Labour Council – representatives of company's workers defending and representing their interests, which implement workers' rights, though cannot take advantage of them on their own. Current regulations of workers' representation priority is given to Trade Union. Establishment of Trade Union in a company which has Labour Council implies a dual representation situation. This situation suggests that the competence of Labour Council should be narrowed. This solution would enable Labour Council become Trade union's helper and would mean a possibility of re-election of Labour Council while Trade Union is running in the company. Art. 27 of Labour Council Law of the Republic of Lithuania consolidates ability to create joint representation of the Trade Unions and Labour Council, but it is necessary to regulate the question of foundation to make this legal norm function. Furthermore, after the implementation of narrowing functions of Labour Council, setting up company's Trade Union, the right of joint representation establishment could be refused. It could also solve the question of Labour Councils and Trade Unions competition established by the Art. 27 the 3rd of Labour Council Law which contradicts the international law. Trade Union and Labour Council – parties of a collective work. However, no single piece of legislation provides that the Labour Council and Trade Union operating in the company, could cooperate in solving collective disputes, which means that in this field there is no relationship. This situation suggests that Labour Council has less chance of achieving beneficial outcomes for workers.

In this paper the relationship of Trade Unions and Labour Councils is analyzed through the concept of representation institute within labour relations, the role of Trade Unions and Labour Councils in social dialogue, particularly through the collective bargaining in a company, as well it is analysed what powers and possibilities are given for Trade Unions and Labour Councils by the legislature while dealing with collective disputes, thus revealing their ability to cooperate. Trade Union and Labour Council – representatives of company's workers defending and representing their interests, which implement workers' rights, though cannot take advantage of them on their own. Current regulations of workers' representation priority is given to Trade Union. Establishment of Trade Union in a company which has Labour Council implies a dual representation situation. This situation suggests that the competence of Labour Council should be narrowed. This solution would enable Labour Council become Trade union's helper and would mean a possibility of re-election of Labour Council while Trade Union is running in the company. Art. 27 of Labour Council Law of the Republic of Lithuania consolidates ability to create joint representation of the Trade Unions and Labour Council, but it is necessary to regulate the question of foundation to make this legal norm function. Furthermore, after the implementation of narrowing functions of Labour Council, setting up company's Trade Union, the right of joint representation establishment could be refused. It could also solve the question of Labour Councils and Trade Unions competition established by the Art. 27 the 3rd of Labour Council Law which contradicts the international law. Trade Union and Labour Council – parties of a collective work. However, no single piece of legislation provides that the Labour Council and Trade Union operating in the company, could cooperate in solving collective disputes, which means that in this field there is no relationship. This situation suggests that Labour Council has less chance of achieving beneficial outcomes for workers.

Relation of Trade Unions and Works Councils. Representation of employees is based on the right to freely join associations. Employees implement this right at the companies by joining Trade Unions or by electing their representatives – Works Councils or employees' trustees. According to an enforced employee representation model in Lithuania, these representatives act together at the company level within the limits of their authority. Following enactment of a new Labour Law in Lithuania in 2016, as an exclusive right, Trade Unions were given the opportunity to initiate collective bargaining and to contract collective agreements, while the responsibility to implement information and consultation among employees was assigned to the Works Councils. The legislator, through such adjustment, sought to clearly distinguish the fields of activities of employee representatives' work, further avoiding competition and collision between them. However, when analysing each form of social partnership in a broader context, it is apparent that in certain cases work activities of employee representatives, while implementing their functions, still clash, which may lead to cooperation between them. Employee representatives have an opportunity to cooperate during collective bargaining, where in a case of agreement the Works Councils provide information about the employer to Trade Unions. Cooperation is also accomplished through information and consultation procedures in case of a dismissal of group of employees or a transfer of business or its part. At the same time, the new law has delimited the activities of employee representatives' work in the field of labour disputes – Trade Unions have been given an exclusive right to initiate collective labour disputes of interests, while Works Councils – an opportunity to initiate and represent employees in collective labour disputes of rights. However, when analysing employee representatives' work opportunities in the area of collective labour disputes, there is still a certain collision between the activities of employee representatives, which is proposed to address the representation of Trade Union members in the company to the Works Council. Thus, when the new regulation of employee representatives' activities was established in Lithuania in 2016, the cooperation of employee representatives was consolidated and their mutual competition was avoided.

Relation of Trade Unions and Works Councils. Representation of employees is based on the right to freely join associations. Employees implement this right at the companies by joining Trade Unions or by electing their representatives – Works Councils or employees' trustees. According to an enforced employee representation model in Lithuania, these representatives act together at the company level within the limits of their authority. Following enactment of a new Labour Law in Lithuania in 2016, as an exclusive right, Trade Unions were given the opportunity to initiate collective bargaining and to contract collective agreements, while the responsibility to implement information and consultation among employees was assigned to the Works Councils. The legislator, through such adjustment, sought to clearly distinguish the fields of activities of employee representatives' work, further avoiding competition and collision between them. However, when analysing each form of social partnership in a broader context, it is apparent that in certain cases work activities of employee representatives, while implementing their functions, still clash, which may lead to cooperation between them. Employee representatives have an opportunity to cooperate during collective bargaining, where in a case of agreement the Works Councils provide information about the employer to Trade Unions. Cooperation is also accomplished through information and consultation procedures in case of a dismissal of group of employees or a transfer of business or its part. At the same time, the new law has delimited the activities of employee representatives' work in the field of labour disputes – Trade Unions have been given an exclusive right to initiate collective labour disputes of interests, while Works Councils – an opportunity to initiate and represent employees in collective labour disputes of rights. However, when analysing employee representatives' work opportunities in the area of collective labour disputes, there is still a certain collision between the activities of employee representatives, which is proposed to address the representation of Trade Union members in the company to the Works Council. Thus, when the new regulation of employee representatives' activities was established in Lithuania in 2016, the cooperation of employee representatives was consolidated and their mutual competition was avoided.

Relation of Trade Unions and Works Councils. Representation of employees is based on the right to freely join associations. Employees implement this right at the companies by joining Trade Unions or by electing their representatives – Works Councils or employees' trustees. According to an enforced employee representation model in Lithuania, these representatives act together at the company level within the limits of their authority. Following enactment of a new Labour Law in Lithuania in 2016, as an exclusive right, Trade Unions were given the opportunity to initiate collective bargaining and to contract collective agreements, while the responsibility to implement information and consultation among employees was assigned to the Works Councils. The legislator, through such adjustment, sought to clearly distinguish the fields of activities of employee representatives' work, further avoiding competition and collision between them. However, when analysing each form of social partnership in a broader context, it is apparent that in certain cases work activities of employee representatives, while implementing their functions, still clash, which may lead to cooperation between them. Employee representatives have an opportunity to cooperate during collective bargaining, where in a case of agreement the Works Councils provide information about the employer to Trade Unions. Cooperation is also accomplished through information and consultation procedures in case of a dismissal of group of employees or a transfer of business or its part. At the same time, the new law has delimited the activities of employee representatives' work in the field of labour disputes – Trade Unions have been given an exclusive right to initiate collective labour disputes of interests, while Works Councils – an opportunity to initiate and represent employees in collective labour disputes of rights. However, when analysing employee representatives' work opportunities in the area of collective labour disputes, there is still a certain collision between the activities of employee representatives, which is proposed to address the representation of Trade Union members in the company to the Works Council. Thus, when the new regulation of employee representatives' activities was established in Lithuania in 2016, the cooperation of employee representatives was consolidated and their mutual competition was avoided.

Relation of Trade Unions and Works Councils. Representation of employees is based on the right to freely join associations. Employees implement this right at the companies by joining Trade Unions or by electing their representatives – Works Councils or employees' trustees. According to an enforced employee representation model in Lithuania, these representatives act together at the company level within the limits of their authority. Following enactment of a new Labour Law in Lithuania in 2016, as an exclusive right, Trade Unions were given the opportunity to initiate collective bargaining and to contract collective agreements, while the responsibility to implement information and consultation among employees was assigned to the Works Councils. The legislator, through such adjustment, sought to clearly distinguish the fields of activities of employee representatives' work, further avoiding competition and collision between them. However, when analysing each form of social partnership in a broader context, it is apparent that in certain cases work activities of employee representatives, while implementing their functions, still clash, which may lead to cooperation between them. Employee representatives have an opportunity to cooperate during collective bargaining, where in a case of agreement the Works Councils provide information about the employer to Trade Unions. Cooperation is also accomplished through information and consultation procedures in case of a dismissal of group of employees or a transfer of business or its part. At the same time, the new law has delimited the activities of employee representatives' work in the field of labour disputes – Trade Unions have been given an exclusive right to initiate collective labour disputes of interests, while Works Councils – an opportunity to initiate and represent employees in collective labour disputes of rights. However, when analysing employee representatives' work opportunities in the area of collective labour disputes, there is still a certain collision between the activities of employee representatives, which is proposed to address the representation of Trade Union members in the company to the Works Council. Thus, when the new regulation of employee representatives' activities was established in Lithuania in 2016, the cooperation of employee representatives was consolidated and their mutual competition was avoided.

This master paper presents the research of peculiarities of civil servants right to join trade unions. We also individually analysed peculiarities of this right for statutory servants and for members of armed forces. The concept and the contents of the right of civil servants to join trade unions are determined at the beginning of the research. We present the analysis of international law regulation of this right: the research of conventions initiated by The International Labour Organization, reports of the ILO's Committee on Freedom of Association, the conclusions of the Committees of Experts, the European Social Charter and the conclusions of European Committee of Social Rights. An investigation of national law legislation of the right of civil servants to join trade unions and it's fulfilment to international law regulations was conducted in this study. We discussed opportunities and peculiarities of collective bargaining in civil service. The analysis of strike opportunities for civil servants is presented as well as prohibition of this right to statutory servants.

This master paper presents the research of peculiarities of civil servants right to join trade unions. We also individually analysed peculiarities of this right for statutory servants and for members of armed forces. The concept and the contents of the right of civil servants to join trade unions are determined at the beginning of the research. We present the analysis of international law regulation of this right: the research of conventions initiated by The International Labour Organization, reports of the ILO's Committee on Freedom of Association, the conclusions of the Committees of Experts, the European Social Charter and the conclusions of European Committee of Social Rights. An investigation of national law legislation of the right of civil servants to join trade unions and it's fulfilment to international law regulations was conducted in this study. We discussed opportunities and peculiarities of collective bargaining in civil service. The analysis of strike opportunities for civil servants is presented as well as prohibition of this right to statutory servants.

Research purpose. The study is focused on Covid-19 pandemic on the European Union. This study inves-tigates the current trends and trade-offs of Covid-19 pandemic and social inclusion trends in European countries. Design / Methodology / Approach. Methodology is based on conventional statistical index theory and statistics. The study investigates cases, deaths and key Covid-19 statistics. The research design combines key social inclusion statistics of the Eurostat to official Covid-19 statistics of the European Centre for Dis-ease Prevention and Control. Findings. The study reports basic trends of Covid-19 cases, deaths, deaths/cases and calculates these Covid-19 trends in relation to population in 28/30 European countries. This study reports trade-off -anal-yses of key social inclusion trends of European Union countries. Key indicators are linked to economic in-come, income distribution, poverty, gender issues and housing statistics. The 10 key indicators of social inclusion are analysed and reported with Covid-19 data. Statistical correlation analysis table is calculated with key European country indicators. The study reveals some relevant aspects of social inclusion policy of the European Union in relation to on-going Covid-19 crisis. Originality / Value / Practical implications. This paper demonstrates novel and exciting possibilities of transparent index calculation tools. Novel original results are provided by the authors. Value added and interesting results are delivered for European governments and business community. Results and findings of the study can be used in the planning of economic recovery policies in the European Union.

Research purpose. The study is focused on Covid-19 pandemic on the European Union. This study inves-tigates the current trends and trade-offs of Covid-19 pandemic and social inclusion trends in European countries. Design / Methodology / Approach. Methodology is based on conventional statistical index theory and statistics. The study investigates cases, deaths and key Covid-19 statistics. The research design combines key social inclusion statistics of the Eurostat to official Covid-19 statistics of the European Centre for Dis-ease Prevention and Control. Findings. The study reports basic trends of Covid-19 cases, deaths, deaths/cases and calculates these Covid-19 trends in relation to population in 28/30 European countries. This study reports trade-off -anal-yses of key social inclusion trends of European Union countries. Key indicators are linked to economic in-come, income distribution, poverty, gender issues and housing statistics. The 10 key indicators of social inclusion are analysed and reported with Covid-19 data. Statistical correlation analysis table is calculated with key European country indicators. The study reveals some relevant aspects of social inclusion policy of the European Union in relation to on-going Covid-19 crisis. Originality / Value / Practical implications. This paper demonstrates novel and exciting possibilities of transparent index calculation tools. Novel original results are provided by the authors. Value added and interesting results are delivered for European governments and business community. Results and findings of the study can be used in the planning of economic recovery policies in the European Union.