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Today, we are proud to finally launch the European Employers' Institute (EEI).   Teknikföretagen, alongside other European employers’ organizations, is a co-founder of this initiative.   European Employers' Institute (EEI) will provide a solid, research-based foundation to strengthen the employers’ voice in Brussels. For those working in HR, employment law, or management, the need for balanced social legislation is obvious. Every day, we face an increasing regulatory burden in the social field, often with legislation that adds little value for either employees or trade unions. This path is unsustainable for Europe in the long run.   The EU needs a renewed focus on competitiveness to foster economic growth and job creation. We hope that the EEI can be part of the solution. The institute will serve as a central hub for cross-industry research, offering valuable data and insights to shape EU policy on social and employment issues. By focusing on employers' perspectives, it aims to complement the work of the European Trade Union Institute (ETUI) and foster stronger social dialogue at the European level.   A special thanks to the hard work of Delphine Rudelli and our peers at Arbeitgeberverband Gesamtmetall for initiating and coordinating this project!

Are food couriers employed or self-employed persons? This is a big question, because it has impact to the #socialsecurity and #pensions of the workers, while #platformeconomy is growing fast.   EU commission sees the need to improve working conditions of platform workers and regulate the use of algorithms by digital labour platforms. However, the EU legal act has backfired as EU member states did not reach agreement. (edit). Yesterday meeting of 11 March,had good news for the legal act; as the EU ministers for employment and social affairs approved the agreement on the Platform Work Directive. https://lnkd.in/db5e-k3b   Same time in Finland Työeläke by the Finnish centre for Pensions has published a great article about platform workers (in Finnish). Couriers have now nationwide division Pam Couriers Finland. PAM is negotiating currently for couriers and aiming for collective agreement. Part of the couriers are wanting the freedom of the self-employed. Being able to do the work, whenever it is convenient. However the correct employment status of workers is not matter of choice. If the criteria of employment relationship is filled, the person has rights of employed person.  https://lnkd.in/dwBGqxdW   It has been estimated that 28 million people in EU works through digital labour platforms. According to EU commission 5,5, million platform workers are misclassified as self-employed instead of employed. They are not entitled to same protections and rights as employed persons. Employed persons have rights such as minimum wage, collective bargaining, work-time limits, health insurance, sick leave, unemployment benefits. Also pension scheme is different for employed. Platform worker perform tasks (such us food delivery and taxi drivers) for customers in exchange for money. 93 % of platform workers are classified as self-employed. https://lnkd.in/dJmt52cn #labourlaw #eulaw

Today I saw Orpos interview in the morning and also the program from MTV3 and it’s the time of the open discussion. What’s next from our immigrant community? I’m very worried as many of you said, “specialist” will get a longer period to search for a job 3-6 months. The rest of the immigrants will just be ignored and kicked out of the country?😡 This is a huge issue, Finland needs workers from all the fields, not only highly skilled workers. There’s a huge needs for healthcare and social field workers, services and industrial sector,etc. It seems Kokoomus already got the feedback of all the company owners and probably members of their party about this rule. I believe 6 months is not good enough time. The minimum should be one year, being realistic. The tryouts are usually 3-4 months, if you don’t fit in the work place, you still can be kicked out and end up unemployed again. As well it should be clarified what’s going to be the individual taxation policy when someone becomes unemployed and probably deported. Nobody talks about that and it’s a huge issue. We all pay taxes here, even the people who get Kela benefits, everyone pay taxes. It can’t be that simple to kick people out of the country. I see it very complicated. https://lnkd.in/ekGD6-Ns

On 22 March 2024, six European employers’ organisations, Ceemet - European Tech & Industry Employers, ECEG - European Chemical Employers Group, European Banking Federation, HOTREC - Hotels, Restaurants, Bars & Cafés in Europe, EuroCommerce and BusinessEurope, adopted a joint statement on the revision of the European Works Councils (EWCs) Directive calling MEPs for a balanced approach in their work. The signatories are calling for the discussions in the European Parliament to be based on the real companies’ evidence to support improvements in the operation of EWCs that are conducive to the development of a trust-based social dialogue culture in the concerned companies. The proposal to revise the 2009 directive must respect the current role of this social dialogue body and not transform it into a co-decision-making body. Read more here: https://lnkd.in/egE4FepT

The European Company (Societas Europaea – SE) is a legal form that is becoming increasingly popular amongst growth companies. While conversions into an SE generally require an employee participation procedure to be completed, this is not necessary when an SE is incorporated as a shelf company. However, such an employee participation procedure has usually been conducted once the shelf SE has been activated and has hired employees. In a recent ruling (of May 16, 2024 – C-706/22), the Court of Justice of the EU (CJEU) decided that there is no requirement to conduct such an employee participation procedure upon implementation of a shelf SE as holding entity of a corporate group. This further bolsters the case for SEs to be used by start-ups and growth companies. For the full details, check out our YPOG Briefing in German: https://lnkd.in/dsTrNERp Connect with our team members Pia Meven and Martin Schaper for queries or insights. #YPOG #PartnersOfGamechangers

A resounding applause to Edmund Bon Tai Soon and the dedicated team behind the National Baseline Assessment of Business and Human Rights! 👏 Their tireless efforts have resulted in an invaluable resource, setting the stage for meaningful change. As Edmund eloquently puts it, the essence of the report's recommendations lies in three "M"s: mainstream, mandatory, and marginalised. Let's collectively strive to integrate human rights into the core of business practices, establish mandatory measures, and uplift marginalised communities. 🤝 Featuring 173 powerful recommendations encompassing governance, labour, and the environment, this report is essential reading for anyone invested in responsible business. Take a moment to explore its findings; the future of our nation could well depend on it. 🤓 Read more: 🔗 173 action items recommended for Malaysia’s National Action Plan on Business and Human Rights on governance, labour and the environment, AmerBON, Advocates - https://lnkd.in/gk_fiFJp ➡️ Download the NBA report here: https://lnkd.in/gsUi4yTU #AmerBON #HumanRights #UNGP

I am grateful to lawyer Trine Lise Fromreide at Simonsen Vogt Wiig for the invitation to join an insightful event on the complexities surrounding the regulatory changes impacting recruitment agencies. 🎤 Today's forum, hosted at Hotel Norge in Bergen, served as a platform for an esteemed panel comprising director Even Hagelien from NHO Service & Handel, department manager Rikard Storevik from Fellesforbundet and myself from Grieg Seafood. Nicolay Skarning successfully led the panel debate and ensured the temperature was high but fair. ⛔️ The reason why the regulation came into place is that some companies had failed to provide workers with adequate working conditions, which is utterly unacceptable. We must uphold a zero-tolerance stance towards social dumping, ensuring that all workers are offered fair treatment and dignified working environments. Anything short of this commitment undermines the principles of decency and fairness in the workplace and must be condemned. 💯 The event convened 70 dedicated managers and HR professionals, fostering a factual and illuminating exchange on the challenges and solutions arising from the evolving landscape of hiring restrictions within the various industries in Norway. This collaborative dialogue underscores the critical significance of addressing these issues to ensure operational efficacy and regulatory compliance within recruitment agencies. 🧐 Serious businesses cannot be responsible for those not acting according to laws and regulations. There must be an alternative where we can secure good working conditions and allow professional businesses to be competitive and create growth simultaneously. Companies that exploit workers should not be in the industry. Photo credit: Simonsen Vogt Wiig #worklife #responsible #humanrights #debate #leadership

What do you do when you run a business within the platform economy in Norway, and the Nordic working life model including a collective bargaining system, arrangements for co-determination, and working environment regulations is believed to promote “good work”? Marie Nilsen , Trond Kongsvik and I have examined platform business strategies through 50 interviews with food delivery workers, platform managers, union representatives, employer association representatives, and occupational health and safety regulators from the Norwegian Labor Inspection Authority.  The findings illustrate that a high degree of institutional complexity provides companies with discretionary space, which they utilize to achieve legitimacy and competitive advantages. We introduce the term institutional opportunism to describe how adaptation is performed. The article is published as open access in Economic and Industrial Economy (EID). Nilsen, M., Finnestrand, H., & Kongsvik, T. (2024). Unraveling opportunism in platform-mediated work within the Nordic working life model: An institutional complexity perspective. Economic and Industrial Democracy, 0(0). https://lnkd.in/gVNMbcp5

💡A is for #ai and other Acronyms such as #csrd #csddd 💡B is for … 2Birds (what else?) 😃 💡C is for … clear communication on complex concepts such as #collectivebargaining on EU level #whistleblowing #platformeconomy. … And T is for my fellow 💪TEAM members Anton Aerts Pieter De Koster Jehan de Wasseige Bringing you up to speed 🧭on the latest in the EU 🇪🇺with a special focus on the S of Social/Sustainability.

#WilmasReview of the week Wilma🐶 is disappointed - Denmark dropped out of the European championship ⚽. So she turns to her second hobby - reading research articles. An article by Gustav Egede Hansen and Ole Helby Petersen in Public Administration Review (PAR) has investigated the effects of insourcing - the opposite of outsourcing, so to speak - of public services. Selected results: ➡️ When governments take back public services and jobs from the private sector, the insourced employees on average increase their income. 💸 ➡️ Female, younger, and older employees particularly benefit from insourcing. 🤝 ➡️ Policymakers might want to consider more than costs and quality of services when choosing public/private service delivery options. 🏫 #postdog Kong Frederiks Center for Offentlig Ledelse