Collective Labour Agreement For Temporary Agency Workers
In some countries, the social partners may have formal flexibility to amend legislation through collective agreements. The Norwegian Occupational Health and Safety Act provides, for example, that flight companies may use TAW in the same situations as they are allowed to employ other temporary agency workers, i.e. where this is justified by the nature of the work and the work is different from that normally performed in the undertaking or as a temporary replacement for another person or person (sections 14 to 9, (2) The law also provides that the social partners may conclude, at company level, a collective agreement on alternative rules (ยง 14-12, 2). This focus is particularly appropriate in light of the latest developments. Since the creation of a sectoral social dialogue committee in 2000, social dialogue for TAW has had institutional strength at EU level. This process produced its first joint declaration in 2001 and has recently given rise to two other important and influential joint declarations. In February 2007, as part of the debate on flexicurity, the joint declaration reaffirmed the need to “strike the right balance between the protection of temporary agency workers and the strengthening of the positive role that temporary agency work can play in the European labour market”. The statement highlighted a number of points. The second, smaller group is characterized by a mix of short interventions and longer-term internships of more than six months or a year. In the UK, according to LFS data for 2007, 70% of temporary agency workers had been in their current job for more than three months, 47% between six months and a year, 27% over one year and 13% for more than two years. This relatively high proportion of long-term transactions results in a moderate mandate of 13.3 months, although the median value is 4.5 (and the mode is one month). In Austria, a survey in the Land of Salzburg revealed that around half of temporary agency workers had been working in an agency for more than 21 months.
The average duration of use was 18.6 months for men and 26.1 months for women. National statistics also show that in 2007, workers had shorter assignments, with 64% working less than six months and 23% working less than a month. In contrast, 52% of employees were employed for more than 12 months and only 9% for less than a month. In Estonia, a survey of agencies estimates that 18% of internships are carried out for a period of between two weeks and two months, more than half (55%) for two to six months, 18% between six months and a year and 9% for a year or more. In Slovenia, most workers stay in the loan company between six months and one year, with a duration of between three and six months. According to an employers` representative, about a third of temporary agency workers stay longer in the sending company and are ultimately employed directly at the end of the legally authorised placement year. .
Categories: Uncategorized
No Comments »
« Clip Crew Agreements | Home | Computer Amc Agreement Format Word »
