Il Gruppo Nazionale dei Giovani Imprenditori nasce nel come rappresentazione di oltre La Delegazione di Confcommercio presso l'Unione Europea, con sede a Bruxelles, rappresenta e tutela dal presso le Istituzioni comunitarie gli interessi del sistema Confcommercio e delle imprese associate. Te opera a favore delle imprese aderenti e dei loro dipendenti. Marino in collaborazione con i suoi costituenti. L'Istituto promuove iniziative indirizzate alla crescita professionale dei quadri del Terziario.

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The tripartite EU agency providing knowledge to assist in the development of better social, employment and work-related policies. Data source: Eurostat. Eurofound provides research, data and analysis on a wide range of social and work-related topics. This information is largely comparative, but also offers country-specific information for each of the 28 EU Member States, which included the UK prior to its withdrawal from the European Union on 31 January Most information is available in English but some has been translated to facilitate access at national level.

Eurofound strives to strengthen the ongoing link between its own work and national policy debates and priorities related to quality of life and work. Increasingly important in this context is the Europe growth and jobs strategy launched in , which has five headline targets, covering employment through to social inclusion and poverty reduction. The strategy is implemented in the context of the European Semester process — the EU's annual cycle of economic policy guidance and surveillance — which ensures that Member States keep their budgetary and economic policies in line with their EU commitments through, in part, National Reform Programmes.

These programmes form the basis for the European Commission's proposals for country-specific recommendations CSRs for each Member State. Eurofound has taken a multipronged response to the pandemic, adapting its research focus in a variety of ways. Eurofound launched an e-survey in early April, Living, working and COVID , to capture the immediate economic and social effects of the crisis across the European Union and beyond.

The survey investigates the impact on well-being, work and telework and on the financial situation of people living in Europe. The first findings for each country, as well as a range of data pages are now available.

The country page gives access to Eurofound's most recent survey data and news, directly related to Italy:. Research carried out prior to 31 January , and published subsequently, may include data relating to the 28 EU Member States. Possibility to accumulate overtime for days off Data source: ECS survey.

Read more. Eurofound's Management Board is made up of representatives of the social partners and national governments of all Member States, European Commission representatives and an independent expert appointed by the European Parliament. Other country-specific information may be available in certain areas on demand.

Please feel free to contact your country contact at Eurofound for this or any other information at information eurofound.

Life satisfaction decreased from 7. Similar negative patterns can also be seen in other indicators about the quality of life.

For instance, the share of people reporting difficulties in making ends meet has increased constantly since the first EQLS in Work-life balance Based on the three work—life balance indicators in the EQLS, work—life balance in Italy is around or slightly better than the EU average. The Social Exclusion Index has somewhat deteriorated from 2. This is also higher than the EU28 average of 2. However, trust in people among respondents in Italy has increased from 4.

Nevertheless, this is still lower than the mean trust in people in , which stood at 5. Quality of public services Quality ratings for seven public services.

The perceived qualities of the seven public services presented below are lower in Italy in comparison to their EU28 averages.

When looking at the yearly changes, the quality ratings for many services decreased in Italy between and However, since a majority of the ratings have bounced back to the levels.

For instance, the perceived quality of health services decreased from 5. Only the perceived quality of the state pension system in Italy has continued to deteriorate, falling from 5. This profile describes the key characteristics of working life in Italy. It aims to complement other EurWORK research, by providing the relevant background information on structures, institutions and relevant regulations regarding working life.

This includes indicators, data and regulatory systems on the following aspects: actors and institutions, collective and individual employment relations, health and well-being, pay, working time, skills and training, and equality and non-discrimination at work. The profiles are updated annually. Highlights — Working life in Highlights updated on: 28 February For more information, see working paper: Italy: Developments in working life In , the Italian economy recorded a small GDP growth of 0.

Conversely, employment showed an increase: in November , there were some The employment rate was Despite these achievements, the campaign for the European elections in May showed the divisions and tensions between the two coalition partners.

In the summer, the League withdrew its support to the government and, in September, a new government took office, with the M5S and the Democratic party as the main coalition partners. However, the short time in office and persistent tensions in the governing coalition prevented any significant progress in these directions during The first half of the year was marked by trade unions at confederation and sector levels urging the government to introduce measures to support economic growth, namely through public investments and industrial policies, the creation of good quality jobs, with better pay and working conditions including by using the fiscal lever and improving the economic and employment situation in the south of Italy.

The agreement specifies the procedures for the collection of data on membership and on the results of the elections of unitary workplace trade union structures RSU , as well as the responsibilities for calculating the representativeness indicator. Employment results were positive, with an increase in the number of employed and a reduction in unemployment. In December , the employment rate reached Employment growth involved both men and women as well as the youth.

The youth unemployment rate was The overall increase in employment was the result of a reduction in open-ended contracts down by 0. Relationships between employers and employees are regulated in considerable detail by Italian law and — where applicable — by the relevant National Collective Bargaining Agreement NCBA , which leaves only a few matters to be settled by individual negotiations and agreements.

One of the most significant laws governing labour relationships is Act no. The regulation of industrial relations is mostly left to the autonomy of social partners, who have in recent years addressed the issue of representation and representativeness as well as the coordination of collective bargaining in an organised decentralisation perspective. Legislative provisions often act in a promotional way by allowing collective bargaining to introduce flexibility in the regulation of the employment relationship, for instance, concerning the utilisation of non-standard employment contracts and in working time.

Recent interventions have also tried to promote decentralised bargaining by granting fiscal and social contribution benefits. However, this provision has been used by social partners in the framework of the established coordinated collective bargaining system, without disruptive impacts, so far. The Italian industrial relations framework has undergone numerous changes in recent years, trying to move towards an increasingly important role for decentralised bargaining and a closer link between wages and productivity.

These developments, supported and incentivised by various governments, have often torn unions apart, with the Italian General Confederation of Work CGIL pointing to the risk of eroding of collectively agreed rules.

At the moment, national-level agreements remain the main source of regulation. Recently, new union—employer joint bodies enti bilaterali have been created with the aim of better supporting both workers and employers when production levels decrease and working activity must be suspended or reduced entirely, in some cases.

However, the agreement TU has been difficult to implement, due to a number of administrative difficulties linked to the collection and certification of data on union membership.

On 4 July , the signatories to the agreement had signed a new procedural agreement to entrust to the National social security institute Inps the calculation of the representativeness indicators.

They also defined a new procedure for the collection of data in , until 10 December. According to the agreement, Inps should have carried out the preliminary calculations by the end of May and informed the parties of the results.

By the end of July , the Management Committee responsible for the administration of the agreement, after having heard the interested parties, shall proclaim the results for each registered industry-wide agreement.

Currently, there is no information about the progress of the procedure. The agreement is meant to accompany the transformation and digitalization of manufacturing and services, with an emphasis on effectiveness and participation.

The agreement introduces a set of guidelines on the content and institutions of industrial relations and provides some indications on some issues of mutual interest on which future deals shall be negotiated. In particular, it covers the certification of representativeness and it underlines the necessity to extend it to employer associations; it confirms the two-tier structure of the bargaining system, with the sectoral as the main pillar, and the company or territorial as the second level, according to the industry practices, and it identifies a number of issues which shall be covered by future negotiations, such as contractual welfare, training and skill development, health and safety as a privileged area for the development of participatory industrial relations; active labour market policies to ensure a more inclusive and dynamic labour market; participatory practices, especially through innovative work organisational patterns which shall be promoted by second-level agreements.

One implementing agreement was reached in December on health and safety issues. In early , the long blockade of collective bargaining in the public administration was effectively lifted by the renewals of various sectoral deals, which complemented those signed in late They are interlocking parts in a multilevel system of governance that includes the European, national, sectoral, regional provincial or local and company levels. This section looks into the main actors and institutions and their role in Italy.

In some rare and particular cases that is, leading businesses or partly state-owned companies , the government itself tries to foster, mediate, and support social dialogue. ANPAL is supposed to perform a range of tasks: coordination of the network of services for labour policies; monitoring and evaluation; definition of service standards for employment services; definition of profiling methodologies; and management of the network of vocational education and training VET providers and of the organisations that will be involved in implementing ALMPs.

The first and only provision, until , was contained in Article 39 of the Italian Constitution, which sets forth a single criterion based on the number of associates. Moreover, TU states that firm-level agreements are binding if signed by the majority of RSU members or by the RSA receiving the majority of proxies from employees. Employees enjoy the constitutionally enshrined right to organise unions and to strike.

Labour unions are usually set up on an industry or trade-wide basis, with the various local unions forming a national body. A de facto extension of such collective bargaining is set out by labour courts. Either type of council can exercise the right to be informed and consulted mainly in the following cases: collective dismissal, business transfer, in case the company intends to install work or personal control devices directly involving employees, or in any other case provided for by the relevant NCBA.

Data are released directly by trade unions or by their research centres. These organisations will sit with other social partners to negotiate or renew the relevant NCBA. A further factor is the thriving of interorganisational innovations, particularly in the field of SME associations joint bodies providing their members with welfare and services. CNEL is managed by 64 board members, nominated every five years. Specifically, 10 members are appointed directly by the President of the Republic: two being proposed by the President of the Council of Ministries, while the others are nominated by the President of the Republic following a consultation procedure where social partners and non-governmental organisations propose board members within the respective quotas.

CNEL has the right to initiate legislation and it carries out many important functions such as drafting reports, opinions and surveys upon request of Parliament, Government or Regions on draft acts or on relevant issues concerning economic and social policies. Joint union-employer bodies enti bilaterali are set up jointly by employers and trade unions with the aim of providing their members with welfare and services. These institutions have become increasingly important in recent years.

They are managed jointly by social partners, and have an internal organisational structure consisting of an assembly, an executive board, a president, an executive director, and a monitoring committee. These administrative bodies are usually appointed by social partners every three or four years.

Joint bodies deal with several issues, such as wages, skills, training, working time, and unemployment scheme benefits. They can be classified into institutional funds and non-institutional funds. They can be considered as institutional funds inasmuch as the law sets out specific goals for collective bargaining to be pursued through funds, or alternatively specific schemes to be implemented through them; this category includes pension funds, private healthcare funds, unemployment funds, and vocational training funds.

Non-institutional funds are those that pursue goals or implement schemes that are self-regulated by collective bargaining. Research, consulting activities to government, Regions, production of periodic reports, studies and surveys on labour market or collective bargaining; monitoring of NCBAs. Research, coordination, and monitoring of local bilateral bodies in the craft sector that are active in the fields of training, income support, welfare provision, and safety at work.


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Il Gruppo Nazionale dei Giovani Imprenditori nasce nel come rappresentazione di oltre La Delegazione di Confcommercio presso l'Unione Europea, con sede a Bruxelles, rappresenta e tutela dal presso le Istituzioni comunitarie gli interessi del sistema Confcommercio e delle imprese associate. Te opera a favore delle imprese aderenti e dei loro dipendenti. Marino in collaborazione con i suoi costituenti. L'Istituto promuove iniziative indirizzate alla crescita professionale dei quadri del Terziario. QUAS Cassa assistenza sanitaria quadri , nata nel sulla base dei contratti nazionali del Terziario e del Turismo, garantisce ai dipendenti con qualifica di quadro l'assistenza sanitaria integrativa al Servizio sanitario nazionale. Scenario generale.

AR 614-6 PDF






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