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Since the onset of the crisis in 2008, collective wage-setting mechanisms across the EU have faced pressure to become more 'marketized'. Surveying developments across EU Member States, this article finds profound changes in wage-setting mechanisms in some countries, alongside less far-reaching ones in some others and little, if any change, in yet others. Pressure for further marketization has particularly focused on multi-employer bargaining arrangements, which constitute a fundamental feature of wage setting in western Europe. In particular, state supports underpinning such arrangements in the six countries subject to international financial assistance have been curtailed or removed. More profound changes are shown to have been driven by government imposition rather than negotiation between employers and unions. European and international institutions have exercised considerable influence, through requirements from the 'troika' but also through the EU's new regime of economic governance. For the Member States subject to international financial assistance, an alternative to current EU policy prescriptions is to promote mechanisms facilitating company-level negotiations within, and to reinstate state supports for, multi-employer bargaining frameworks.

With the historic enlargement of May 2004, the European Union faces new challenges. How the industrial relations systems of the new Member States respond to the challenges of accession, the single market and, eventually, EMU will play a crucial role in determining the ease of their assimilation within the enlarged Union. This article, based on a research and development project undertaken by the European Foundation for the Improvement of Living and Working Conditions, investigates and assesses a specific aspect of their industrial relations institutions, the mechanisms of extra-judicial conflict resolution. The existence of effective and efficient collective conflict resolution procedures and institutions strengthens social dialogue and the latter, again, plays an important role in the creation or reform of the existing dispute resolution procedures. Consequently, the article concludes that successful dispute resolution is directly correlated with the nature, scope and quality of collective bargaining and social dialogue in the new Member States.

Cover -- Vorschriftensammmlung Europarecht -- Impressum -- Vorwort zur 9. Auflage -- Inhaltsverzeichnis -- Einführung -- A. Historische Entwicklung der Europäischen Union -- I. Zur Entstehung der Europäischen Gemeinschaft -- II. Die Gründung der Europäischen Union -- III. Der Vertrag von Amsterdam -- IV. Der Vertrag von Nizza -- V. Der Vertrag von Lissabon -- VI. Europäischer Stabilitätsmechanismus (ESM) und Europäischer Fiskalpakt -- B. Die Organe der EU und ihre wesentlichen Aufgaben -- I. Das Europäische Parlament -- II. Der Europäische Rat -- III. Der Rat -- IV. Die Europäische Kommission -- V. Der Gerichtshof der Europäischen Union -- VI. Die Europäische Zentralbank (EZB) -- VII. Der Europäische Rechnungshof -- VIII. Neben- und Hilfsorgane -- IX. Demokratiedefizit -- C. Rechtsquellen des Unionsrechts und deren Einwirkung auf das deutsche Recht -- I. Primäres und sekundäres Unionsrecht -- II. Verhältnis des Unionsrechts zum innerstaatlichen Recht -- D. Die Bedeutung des Unionsrechts für die Verwaltung -- E. Ausblick zur Entwicklung der Europäischen Union -- 1 Europarat -- 11 Satzung des Europarates -- Kapitel I Aufgabe des Europarats -- Artikel 1 (Aufgaben und Ziele*) -- Kapitel II Zusammensetzung -- Artikel 2 (Mitglieder) -- Artikel 3 (Verpflichtung zur Anerkennung der Menschenrechte und Grundfreiheiten) -- Artikel 4 (Aufnahmevoraussetzungen) -- Artikel 5 (Aufnahme assoziierter Mitglieder) -- Artikel 6 (Festsetzung der Sitze und Finanzbeiträge bei Neuaufnahme) -- Artikel 7 (Austrittserklärung) -- Artikel 8 (Entziehung der Mitgliedschaft) -- Artikel 9 (Sanktionen bei Vernachlässigung finanzieller Verpflichtungen) -- Kapitel III Allgemeine Bestimmungen -- Artikel 10 (Organe) -- Artikel 11 (Sitz) -- Artikel 12 (Amtssprache) -- Kapitel IV Das Minister-Komitee -- Artikel 13 (Aufgabe) -- Artikel 14 (Vertretung der Mitglieder, Stimmenanteil).

Mit allen relevanten Vorschriften zum Europarecht Die 9. Auflage bietet neben einer ausführlichen Einführung eine umfassende Auswahl relevanter Vorschriften des primären und sekundären Unionsrechts. Abgedruckt sind der EU-Vertrag (EUV) und der Vertrag über die Arbeitsweise der Europäischen Union (AEUV) sowie ausgewählte zugehörige Protokolle. Bestandteil dieser Ausgabe sind ebenso die Charta der Grundrechte der Europäischen Union und die Europäische Menschenrechtskonvention. Auf aktuellem Stand Neu aufgenommen wurden die Verordnung (EU) 2016/399 über einen Unionskodex für das Überschreiten der Grenzen durch Personen (Schengener Grenzkodex), die Richtlinie (EU) 2016/680 zum Schutz natürlicher Personen bei der Verarbeitung personenbezogener Daten bei Strafverfolgung (JI-Richtlinie) sowie die Verordnungen (EG) Nr. 593/2008 über das auf vertragliche bzw. Nr. 864/2007 über das auf außervertragliche Schuldverhältnisse anzuwendende Recht (Rom I und Rom II). Die Schwerpunkte im Sekundärrecht Bei der Auswahl des Sekundärrechts setzt die Sammlung Schwerpunkte in den Bereichen Unionsbürgerschaft Freizügigkeit Arbeit und Soziales Datenschutz und Transparenz Zivilrecht Mit den wichtigsten nationalen Regelungen Diese Zusammenstellung enthält außerdem die für das Europarecht wichtigsten nationalen Regelungen, u.a. Auszüge aus dem Grundgesetz, das Freizügigkeitsgesetz, das Integrationsverantwortungsgesetz sowie das Gesetz zur Koordinierung der Systeme der sozialen Sicherheit in Europa. Inhaltsverzeichnis (PDF) Leseprobe (PDF)

This database aims to provide researchers and policymakers with a set of country-level data in the area of wages, working time and collective disputes. It looks at both the systems that are currently in place (such as legislation or collective bargaining agreements) and some outcomes (such as the level of collectively agreed pay or working time). Short, qualitative descriptions have been added to the data to facilitate a better understanding. The database covers all 28 EU Member States and Norway and provides time series from 2000–2015. It will be updated every second year. Process of data generation and validation For the system-related variables, Eurofound drew up a questionnaire which was discussed with some members of Eurofound's network of European correspondents in a workshop in Amsterdam in November 2015. National experts from the full network subsequently completed the questionnaire. On the basis of ICTWSS data, correspondents were asked to validate the figures provided and to give reasons in cases where they opted to use different data. An internal revision took place at Eurofound, involving further queries to correspondents, before the process for the data generation in version 1.0 was completed. The data will be reviewed and validated in future years, with updates planned for every second year.

This database aims to provide researchers and policymakers with a set of country-level data in the area of wages, working time and collective disputes. It looks at both the systems that are currently in place (such as legislation or collective bargaining agreements) and some outcomes (such as the level of collectively agreed pay or working time). Short, qualitative descriptions have been added to the data to facilitate a better understanding. The database covers all 28 EU Member States and Norway and provides time series from 2000–2015. It will be updated every second year. Process of data generation and validation For the system-related variables, Eurofound drew up a questionnaire which was discussed with some members of Eurofound's network of European correspondents in a workshop in Amsterdam in November 2015. National experts from the full network subsequently completed the questionnaire. On the basis of ICTWSS data, correspondents were asked to validate the figures provided and to give reasons in cases where they opted to use different data. An internal revision took place at Eurofound, involving further queries to correspondents, before the process for the data generation in version 1.0 was completed. The data will be reviewed and validated in future years, with updates planned for every second year.

The 2016 Eurofound report Mapping key dimensions of industrial relations defines industrial relations as the collective and individual governance of work and employment. It identifies four key dimensions. Industrial democracy, based on the direct and indirect participation rights of employers and employees in the governance of the employment relationship, the autonomy of both sides of industry as collective organisations and their collective capacity to influence decision-making. Industrial competitiveness, based on an economy with a consistently high rate of productivity growth and good performance of small and medium-sized enterprises (SMEs). To be competitive, it is essential to promote research and innovation, information and communication technologies, entrepreneurship, competition, and education and training. Industrial competitiveness, based on an economy with a consistently high rate of productivity growth and good performance of small and medium-sized enterprises (SMEs). To be competitive, it is essential to promote research and innovation, information and communication technologies, entrepreneurship, competition, and education and training. Quality of work and employment, based on career and employment security, health and well-being, the ability to reconcile working and non-working life, and the opportunity to develop skills over the life course. However, the interpretation, application and implementation of these key dimensions depend on the stakeholders' affiliation and their national industrial relations system. Therefore, the report stresses the usefulness of further developing this conceptual framework, especially for cross-country comparisons and mutual learning processes. To this end, a first assessment of existing data sources and indicators was carried out. The current study is a continuation of this work, with the aim of further fine-tuning the set of indicators. It also assesses how and to what extent the conceptual framework of the key dimensions of industrial relations can be applied to the national level.

Previous Eurofound research has identified four key dimensions of industrial relations: industrial democracy, industrial competitiveness, social justice, and quality of work and employment. This report seeks to build a set of indicators to measure country performance in industrial relations in terms of these four dimensions and to develop a typology of industrial relations systems, enabling a cross-country analysis of trends. The report focuses particularly on industrial democracy, seen in this context as the core dimension of industrial relations and the most desirable model of work and employment governance.