Suchergebnisse

Flexicurity remains an important policy instrument in the EU and will be
especiallyimportant in the changing economic and labor market environment, characterized with changing nature of work and development of new forms of work.



Purpose. This paper examines the implementation of flexicurity policies in Slovenia and compares them with the EU countries.



Design/methodology/approach. As there is no uniform measure of flexicurity, the analysis is structured in accordance with four elements
of flexicurity policies, developed within the EU, and suitable indicators: (i) flexibility of contractual relations; (ii) lifelong learning; (iii) active labor market policies; and (iv) social protection
system. Analysis uses descriptive statistics for last available years and compares these data with crisis year 2010. Data for international comparisons were obtained from the European Commission, Eurostat and Organization for the Economic Co-operation and Development, Statistical Office of the Republic of Slovenia and the Employment Service of Slovenia.



Findings and iImplications. Slovenia has in the past already performed labor market reforms that relate to flexicurity components, yet there is
still room for improvement. These are especially needed in the field of
lifelong learning and expenditures for active labor market policies, where Slovenia is at the tail of the EU countries. In the front of flexibility, a significant decline in the employment protection was noticed with the last legislative change in 2013, which aimed at reducing segmentation and increasing labor market flexibility. In the front of social protection, Slovenia is among the EU countries with the most generous social systems, which, on the other hand, create high work
disincentives.



Limitations. This study focuses only on the presentation of the recent indicators of flexicurity components, which is one of its major limitation. Future research should study in more detail the effects of flexicurity on labor market, reconsider the importance of flexicurity in
assuring decent work and develop a more comprehensible measure of flexicurity.



Originality. The paper adds to the existing literature on Slovenia by giving an overview of recent developments of flexicurity concept, pointing on the areas that require policy response.

Flexicurity remains an important policy instrument in the EU and will be especiallyimportant in the changing economic and labor market environment, characterized with changing nature of work and development of new forms of work. Purpose. This paper examines the implementation of flexicurity policies in Slovenia and compares them with the EU countries. Design/methodology/approach. As there is no uniform measure of flexicurity, the analysis is structured in accordance with four elements of flexicurity policies, developed within the EU, and suitable indicators: (i) flexibility of contractual relations; (ii) lifelong learning; (iii) active labor market policies; and (iv) social protection system. Analysis uses descriptive statistics for last available years and compares these data with crisis year 2010. Data for international comparisons were obtained from the European Commission, Eurostat and Organization for the Economic Co-operation and Development, Statistical Office of the Republic of Slovenia and the Employment Service of Slovenia. Findings and iImplications. Slovenia has in the past already performed labor market reforms that relate to flexicurity components, yet there is still room for improvement. These are especially needed in the field of lifelong learning and expenditures for active labor market policies, where Slovenia is at the tail of the EU countries. In the front of flexibility, a significant decline in the employment protection was noticed with the last legislative change in 2013, which aimed at reducing segmentation and increasing labor market flexibility. In the front of social protection, Slovenia is among the EU countries with the most generous social systems, which, on the other hand, create high work disincentives. Limitations. This study focuses only on the presentation of the recent indicators of flexicurity components, which is one of its major limitation. Future research should study in more detail the effects of flexicurity on labor market, reconsider the importance of flexicurity in assuring decent work and develop a more comprehensible measure of flexicurity. Originality. The paper adds to the existing literature on Slovenia by giving an overview of recent developments of flexicurity concept, pointing on the areas that require policy response.

Abstract. The paper analyses the state of implementation of flexicurity policy components in the NMS and, by using panel regression analysis, estimates the impact of employment protection legislation, expenditures for active employment policies, participation in lifelong learning and net replacement rate on labour productivity and on long-term unemployment. The empirical analysis has shown that the labour markets in the NMS, on the overall, are not more rigid as compared to the EU-15; however, problematic remains low expenditure on active labour market policies, education and social protection, and the low participation in lifelong learning. NMS must, according to the results of the panel linear regression, improve their performance in the mentioned areas in order to improve their labour productivity and decrease long-term unemployment.Key words: flexicurity, labour market, labour productivity, long-term unemployment, European Union

Marginalised groups of workers in Slovenia are traditionally most affected by labour market uncertainty, but increasingly middle-class and upper-class workers are experiencing the same. Furthermore, new work forms have given rise to ethical, psychological and legal dilemmas. In this paper, we examine the concept of decent work and focus on job-related and organisational aspects of work in Slovenia. In the empirical part of the paper we therefore focus on working time, work organisation and co-operation within teams, work-life balance, health and stress, and overall satisfaction with working conditions. Our results evidence that new work forms increase insecurity and consequently diminish worker well-being; and this is most experienced by younger, agency and self-employed workers in Slovenia. This suggests that the development of multilevel and multifaceted measures which take into account socio-psychological and legislative factors to address labour market segmentation is necessary, especially when addressing the needs of those forced to work atypically. ; U svijetu je sve više nesigurnih radnih uvjeta koji utječu na tradicionalno marginalizirane skupine radnika. Isto tako, sve češće radnici srednje klase i viših slojeva osjećaju nesigurnosti na radnom mjestu. Novi oblici rada doveli su do mnogih etičkih, psiholoških i pravnih dvojbi. U ovom članku analiziramo koncept pristojnog rada i usredotočujemo se na radne i organizacijske dimenzije rada u Sloveniji. Stoga se u empirijskom dijelu članka usredotočujemo na radno vrijeme, organizaciju rada i suradnju unutar timova, ravnotežu radnoga i privatnoga života, zdravlje i stres te ukupno zadovoljstvo radnim uvjetima. Rezultati pokazuju da novi oblici rada čine posao manje stabilnim i na taj način ugrožavaju dobrobit radnika, što je posebno izraženo u grupi mlađih radnika, agencijskih radnika i samozaposlenih u Sloveniji. Stoga treba razvijati mjere za rješavanje segmentacije tržišta rada koje će biti višeznačne i na više razina, uzimajući u obzir socijalne, psihološke i zakonodavne čimbenike, posebno ako je riječ o potrebama zaposlenih koji moraju raditi netipično.

Članak analizira poticaje za prijelaz iz nezaposlenosti u zaposlenost izražene pomoću različitih financijskih pokazatelja u Sloveniji i uspoređuje ih s onima u državama EU. Članak daje pregled glavnih značajki politika isplativosti rada i raspravlja razloge za njihovu primjenu u Sloveniji. Pokazuje se da u Sloveniji obitelji i pojedinci koji ne rade imaju slabe poticaje za pronalaženje posla, jer za mnoge se "posao ne isplati". Naknade za nezaposlene i novčane naknade, zajedno s visokim poreznim klinom, odvraćaju od rada. Kako bi se riješio ovaj problem, Slovenija bi trebala razmotriti uvođenje dodataka za zapošljavanje, naknada za zaposlene ili oboje. Trenutačno takve politike gotovo ne postoje. U svjetlu međunarodnih uspješnih iskustava s takvim politikama i s obzirom na visoki destimulirajući učinak koji stvaraju zamke nezaposlenosti, neaktivnosti i niskih plaća, takve politike u Sloveniji imaju veliki potencijal za poticanje prijelaza iz nezaposlenosti u zaposlenost i ostanak u radnom odnosu. ; The paper analyzes incentives for making transition from non-employment to work as expressed by various financial indicators in Slovenia and compares them to the EU countries. It also provides an overview of the main features of making-work-pay policies and discusses reasoning for their implementation in Slovenia. The paper shows that in Slovenia, families and individuals who are not working have poor incentives to find a job – because for many, "it does not pay to work." Unemployment benefits and cash transfers, coupled with high tax wedge, create high work disincentives. To address this issue, Slovenia should consider introducing into-work benefits, in-work benefits, or both. Presently such policies are virtually non-existent. In the light of international successful experiences with such policies and given the strong work disincentive created by unemployment, inactivity and low-pay traps, in Slovenia such policies have a great potential to stimulate transitions from non-employment to employment and stay in employment.

The free movement of services, one of the four fundamental freedoms of the European Union's (EU) internal market, allows companies to post their employees to other EU Member States. In Slovenia, the concept of cross-border posting became relevant after the country joined the EU in 2004. The number of posted workers in Slovenia has been growing steadily since then and is among the highest in the EU. An increase in posting has also been observed in the EU as well. One of the main reasons for the rapid increase in the number of workers posted to wealthier EU countries is the accession of ten new Member States in 2004, with significant differences in living standards between the `new´ and `old´ Member States. Focusing on Slovenia, an important reason for Slovenia's high numbers of posted workers is also its proximity to the countries of the former Yugoslavia and the strong migrant flows from these countries to the EU via Slovenian companies. As a result, the number of workers posted from Slovenia to other EU Member States has been one of the highest in the EU over the past decade.

The paper analyses the effects of a 2011 increase in the unemployment benefit replacement rate on the job-finding rate of Slovenian benefit recipients. Using registry data on the universe of Slovenian unemployment benefit recipients, we exploit legislative changes that selectively increased the replacement rates for certain groups of workers while leaving them unchanged for others. Applying this quasi-experimental approach, we find that increasing the replacement rate significantly decreased the hazard rate of the transition from unemployment to employment, with an implied elasticity of the hazard rate with respect to benefit replacement rate being 0.7 to 0.9. The results also show that the increase of the unemployment benefit replacement rate does not affect the job-finding probability of jobseekers whose reason for unemployment is employer exit, and that the effects of the increase of replacement rate are present only upon exit to employment and not to inactivity.