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Advanced labour Studies

The Netherlands: the representativeness of the social partners on the labour and

management side in the European Cross-Sector Social Dialogue

Marianne Grunell

2014-12Reprint

AIAS Paper Series on the Labour Market and Industrial Relations in the Netherlands

Reprint May 2014

© Eurofound, the European Foundation for the Improvement of living and working Conditions, Dublin. Marianne Grunell

Bibliographic information Grunell, M. (2014). The Netherlands: the representativeness of the social partners on the labour and management side in the European Cross-Sector Social Dialogue University of Amsterdam. AIAS ‘Labour markets and industrial relations in the Netherlands’ series, no. 2014-12.

This report was prepared as part of a project for and funded by Eurofound, the European Founda-tion for the Improvement of living and working Conditions, Dublin. Report Publication Date: March 2014

Information may be quoted provided the source is stated accurately and clearly. Reproduction for own/internal use is permitted.

The original document can be downloaded at http://www.eurofound.europa.eu/eiro/studies/tn1302018s/index.htm This paper can be downloaded from our website www.uva-aias.net under the section: Publications/NL Industrial Relations series.

The Netherlands: the representativeness of the social partners on the labour and management

side in the European Cross-Sector Social Dialogue

AIAS publication seriesLabour markets and industrial relations in the Netherlands

No. 2014-12Reprint

Marianne Grunell

Amsterdam Institute for Advanced labour Studies University of Amsterdam

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Marianne Grunell

AIAS 2014-12 ● www.uva-aias.net

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The Netherlands: the representativeness of the social partners on the labour and management side in the European Cross-Sector Social Dialogue


Table of contents

AbstrAct .....................................................................................................................................7

1. cross-sector collective Agreements .........................................................................................9

2. FormulAtion And implementAtion oF cross-industry public policies ..........................................11

3. the peAk-level AssociAtions on the lAbour And employer side ...................................................13

4. inter-AssociAtionAl relAtionships ..........................................................................................15

5. the system oF collective bArgAining ......................................................................................17

6. stAtutory regulAtions oF representAtiveness ..........................................................................19

7. commentAry .......................................................................................................................21

reFerences .................................................................................................................................23

Appendix 1: overview peAk-level AssociAtions on the lAbour And employer side ..............................24

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Abstract

The economic crisis has not had any noticeable effect on the peak-level associational ‘landscape’; the

landscape has remained densely organized. The six peak social partner associations are still in place and

are respected parties in consultation. These national organisations have played a central role in collective

labour regulation – via the bipartite Central Labour Foundation, the STAR. Consultation by the authorities

is further guaranteed through the tripartite Social Economic Council, the SER. Employment regulation as

such and the relationship with the government has however in recent years become more difficult. Collec-

tive bargaining negotiations have also become tenser. That said, around 80% of all employees is covered by

a collective agreement. These agreements are concluded by the unions and employer associations affiliated

to the six national peak organisations. While around 90% of employers are organized by one of the three

national employer organisations, employee federations organize at present around 20% of employees.

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1. Cross-sector collective agreements

1.1. Are employees in your country covered by cross-sector collective bargaining conducted by peak-level social partner organisations, including economy-wide (covering all sectors), inter-sector (covering two or more sectors but not all) or occupational (across several sectors) bargaining?

In principal the peak level social partner organisations are responsible for labour regulation, not for

collective bargaining. The respondents of employer associations VNO-NCW and MKB-Nederland put

it as follows: the national level facilitates the sectoral – bargaining – level, but does not actually negotiate

collective agreements. For example midterm goals are identified in the draft for labour conditions. In this

national social agreement an indication is given of a reasonable pay rise, to be negotiated at sectoral level.

As an example may also serve the pension agreement of the national social partner associations in the Cen-

tral Labour Foundation, the STAR (NL1112029I). (See further question 2.)

In addition, and in fact, some of the national, peak organisations are involved in collective bargaining

at national, inter-sectoral level. The Dutch Trade Union Federation, the FNV is involved in the collective

agreement for temporary agency workers, the so-called ABU collective agreement covering 600.000 em-

ployees. However this central involvement takes place in the context of broader, important topics such as

the flexibilization of labour relation,. The Christian Trade Union Federation, the CNV is involved in an

inter-sectoral agreement covering pension funding and covering vocational training funding in the agri- and

horti-culture.

Yes, inter-sector collective bargaining

Yes.

1.2. If yes, please indicate whether cross-sector collective bargaining takes place at: (please delete those answers which do not apply)

● National level

National and cross-sector collective bargaining apply, but are exceptional (see 1.1.). So, the answer is in

fact: no.

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1.3. Cross sector collective agreements

If yes, please consider the five most relevant* cross-sector collective agreements valid in 2011 (or

most recent data) and indicate their type (economy-wide, inter-sector, occupational), the name of the

agreements and their duration, the geographical scope (national/territorial), the sectors, occupations and

types of undertakings (e.g. only SME) covered by the agreements, the bargaining parties to the agreements

and the numbers of employees covered (also estimate)

* Only (wage) agreements which are (re)negotiated on a reiterated basis.

So, in fact the answer to the question 1.3 is not applicable.

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2. Formulation and implementation of cross-industry public policies

2.1. Bipartite or tripartite statutory bodies

Do bipartite or tripartite statutory bodies dealing with labour market and industrial relations regulation

at cross-sector level exist? If yes, please indicate their main domain of activity (for instance, health and

safety, equal opportunities, labour market, social security and pensions etc.) and the interest organisations

having representatives in them:

Cross-sector public policies*

Name of the body and scope of activity

Bipartite/ tripartite

Trade unions (union confederations) having representatives (reps)

Employer associations having reps.

Social Economic Council, Sociaal-Economische Raad, SER advises government,

supervises community boards; co-governance and promoting

businesses

tripartite FNV, CNV, MHP,Union ZZPers

VNO-NCW, MKB-Nederland, LTO-Nederland, Platform

ZZPers

Central Labour Foundation, Stichting van de Arbeid,

STAR consultation between employers and employees on a

daily basis;Recommendations to busi-

nesses; bi-annual consultation with government

bipartite FNV, CNV, MHP VNO-NCW, MKB-Nederland,LTO-Nederland

* Cross-sector policies target and affect (major part of) the national economy.

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3. The peak-level associations on the labour and employer side

This section includes the following cross-sector, peak-level trade union confederations and cross-sector,

peak-level employer organisations:

Please list the names of all the peak-level social partner organisations which will be covered by the

report under each point below. Each social partner organisation may be listed under both criteria (party to

cross-sector collective bargaining or consultations and membership of the indicated cross-sector European

social partner organisations).

(i) cross-sector, peak-level trade union confederations which are directly or indirectly (via their

member unions) party to cross-sector collective bargaining/collective employment regulation OR di-

rectly involved in bipartite or tripartite consultation in labour market and industrial relations regulation

at cross-sector level

(ii) cross-sector, peak-level trade union confederations which are a member of at least one of the cross-

sector European Union Federations (i.e. the European Trade Union Confederation – ETUC; Eurocad-

res; and the European Confederation of Executives and Managerial Staff – CEC)

(iii) cross-sector, peak-level employer organisations which are directly or indirectly (via their member

associations) a party to cross-sector collective bargaining/collective employment regulation OR directly

involved in bipartite or tripartite consultation in labour market and industrial relations regulation at cross-

sector level

(iv) cross-sector, peak-level employer organisations which are a member of at least one of the cross-

sector European Employer/Business Federations (i.e.BUSINESSEUROPE; the European Centre of

Employers and Enterprises providing Public Services – CEEP; and the European Association of

Craft and Small and Medium-Sized Enterprises – UEAPME)

3.1. Overview of the Industrial relations landscape in the economy

Please include a brief overview of the peak-level industrial relations landscape in the economy of your

country (3-5 sentences) – summarising the most important features of industrial relations structures in the

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Marianne Grunell


economy (based on the fact sheets included in this questionnaire – but without going into detail.)

Please also report here, whether the crisis had an impact on the relevant peak-level social partner or-

ganisations (e.g. mergers, impact on membership structure, important social partner activities/achievements

affecting the economy during the crisis etc.).

The economic crisis has not had any noticeable effect on the peak-level associational ‘landscape’; the

landscape has remained densely organized. The six peak social partner associations are still in place and play

a central role in collective labour regulation. Furthermore, they are respected parties in consultation. There

has been more cooperation organised at employer side – VNO-NCW and MKB-Nederland - but this has

not happened as a direct result of the crisis. Membership structure at employee side is changing but not as

a direct outcome of the economic crisis .

3.2. See for data on the cross-sector, peak-level social partner confederations: Appendix 1.

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4. Inter-associational relationships

4.1. Inter-union relationships

Please describe the inter-associational relationships of the trade union confederations, answering the

following questions.

4.1.1. Please list all trade union confederations covered by this study whose domains overlap.

FNV, CNV and partly MHP.

4.1.2. Rivalries and competition

Do rivalries and competition exist among the trade union confederations, concerning the right to con-

clude collective agreements and to be consulted in public policy formulation and implementation?

No.

4.1.3. Exclusion

If yes, are certain trade union confederations excluded from these rights?

No.

4.2. Inter-employer association relationships

Please describe the inter-associational relationships of the employer associations, answering the follow-

ing questions.

4.2.1. Please list all employer associations covered by this study whose domains over-lap.

The three organisations - VNO-NCW, MKB-Nederland and LTO-Nederland – partly overlap.

4.2.2. Rivalries and competition

Do rivalries and competition exist among the employer associations, concerning the right to conclude

collective agreements and to be consulted in public policy formulation and implementation?

No.

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4.2.3. Exclusion

If yes, are certain employer associations excluded from these rights?

No.

4.2.4. Non recognition

Are there cross-sector employer associations which refuse to recognise the trade unions and refuse to

enter collective bargaining?

No, not in the case of cross-sector employer associations. ( In multi-national, in particular in American

and Asiatic multinational companies, unions are sometimes not recognised, according to our FNV-respond-

ent.)

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5. The system of collective bargaining

Collective agreements are defined in line with national labour law regardless of whether they are negoti-

ated under a peace obligation.

Information for question 5 is delivered by the General Employers Association, the AWVN, which

has on behalf of employers a supportive role in collective bargaining. (Although the AWVN statistic

covers the year 2008, the situation is roughly unchanged and has been stable in recent years.)

5.2.1. Collective bargaining coverage

Estimate the national economy’s rate of collective bargaining coverage (i.e. the ratio of the number of

employees covered by any kind of collective agreement to the total number of employees in the economy).

Of all employees 80% is covered by some kind of collective agreement.

5.2.2. Collective bargaining coverage minus exclusions

Estimate the national economy’s rate of collective bargaining coverage adjusted for those parts of the

economy which are excluded from the right to collective bargaining (i.e. the ratio of the number of employ-

ees covered by any kind of collective agreement to the total number of employees in the economy minus

those excluded from the right to collective bargaining).

Of employees, minus the civil servants, 72% is covered by some kind of collective agreement.

5.1. Illustrate the relative importance of cross-sector agreements, sectoral agreements and single-employer agreements both in terms of:

● The percentage of the total number of employees covered;

Cross sector agreements are an exception. This being said: the cross-sector agreement for temporary

agency workers (2012) is the largest agreement in terms of employees covered. Company agreements

are with 350 the largest group, followed by sectoral agreements, 250. In the figures of 2008, with a la-

bour force of 6.669.000 employees, around 80% is covered by a collective agreement. Of all employees

50% is covered by an extended collective agreement. Around 20% of employees is not covered by any

agreement.

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● The existence of centralisation/coordination rules and mechanisms concerning the level of wage

increases and/or the different topics treated at the various levels (cross-sector, sectoral, and single-

employer levels).

There have been coordination mechanisms in place at central level; the social partners in the peak

organisations have included in their draft labour conditions advice for the negotiating organisations on

a reasonable wage-increase (NL1210019I). The relevance of this advice has diminished somewhat in

the last years, but may become more influential when the new coalition government of liberals and so

cial democrats will come in charge (in November 2012).

(Cross-sector and sectoral bargaining is defined as being conducted by an employer association on

behalf of the employer side. In the case of single-employer bargaining, it is the company or its subunit(s)

which is the party to the agreement.)

5.1.1. Is there a practice of extending multi-employer agreements to employers who are not affiliated to the signatory employer associations? Does it apply to both cross-sector and sectoral agreements?

Yes, it is accepted that multi-employer agreements are extended to employers who are not affiliated to

the signatory employer associations. Extension of multi-employer agreements applies to both cross-sector

and sectoral agreements, the 250 sectoral agreements being most important. The VNG agreement for the

local government is one of these (see NL1308019Q).

5.1.2. If there is a practice of extending collective agreements, is this practice pervasive or rather limited and exceptional? Is there any difference between cross-sector and sectoral agreements?

This practise is pervasive in the Netherlands.

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6. Statutory regulations of representativeness

6.1. Statutory regulations of representativeness for trade union confederations

6.1.1. Statutory

In the case of the trade union confederations, do statutory regulations exist which establish criteria of

representativeness which a union confederation must meet, so as to be entitled to conclude collective agree-

ments at cross-sector level? If yes, please briefly illustrate these rules and list the organisations which meet

them.

The Social and Economic Council (SER) has drafted a regulation specifying representativeness criteria

for social partner organisations, including both employer representatives and union confederations. The

regulation embraces qualitative and quantitative rules. Important key factors include the legal form of the

organisations and their objectives. In addition, union confederations must have an adequate number of

members and be sufficiently spread across the country geographically and in relation to its economic sec-

tors. (SER, ‘How do you determine whether a union confederation or employee organisation has a right to

become an SER member? / ´Hoe wordt bepaald of een vakorganisatie of ondernemersorganisatie recht

heeft op het lidmaatschap van de SER’ in FAQs about the SER, The Hague 2012).

6.1.2. Criteria of representativeness

In the case of the trade union confederations, do statutory regulations exist which establish crite-

ria of representativeness which a union confederation must meet, so as to be entitled to be consulted in

matters of public policy and to participate in tripartite bodies at cross-sector level? If yes, please briefly

illustrate these rules and list the organisations which meet them.

See 6a.1

6.1.3. Elections

Are elections for a certain representational body (e.g. works councils) established as criteria for trade

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union representativeness at cross-sector level? If yes, please report the most recent electoral outcome for

the sector.

No

6.2. Statutory regulations of representativeness for employer organisations

6.2.1. Statutory

In the case of the employer organisations, do statutory regulations exist which establish criteria of

representativeness which an organisation must meet, so as to be entitled to conclude collective agreements

at cross-sector level? If yes, please briefly illustrate these rules and list the organisations which meet them.

The Social and Economic Council (SER) has drafted a regulation specifying representativeness criteria

for social partner organisations, including both employer representatives and union confederations. The

regulation embraces qualitative and quantitative rules. Important key factors include the legal form of the

organisations and their objectives. In addition, employer organisations should have an adequate number of

member companies, together representing sufficient socio-economic weight. (SER, ‘How do you determine

whether a union confederation or employee organisation has a right to become an SER member? /´Hoe

wordt bepaald of een vakorganisatie of ondernemersorganisatie recht heeft op het lidmaatschap van de

SER’ in FAQs about the SER/ in Veelgestelde vragen over de SER , The Hague 2012).

6.2.2. Criteria of representativeness

In the case of the employer organisations, do statutory regulations exist which establish criteria of rep-

resentativeness which an organisation must meet, so as to be entitled to be consulted in matters of public

policy and to participate in tripartite bodies at cross-sector level? If yes, please briefly illustrate these rules

and list the organisations which meet them.

See 6b.1

6.2.3. Elections

Are elections for a certain representational body established as criteria for the representativeness of

employer associations at cross-sector level? If yes, please report the most recent outcome for the sector.

No.

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7. Commentary

Please give your views on the issue of representativeness in your country’s economy, especially on juris-

dictional disputes and recognition problems, and indicate any specificities or other problems which refer to

representativeness in your country.

The Dutch industrial relations landscape is densely organised. The national peak organisations play

a central role in labour regulation via the Central Labour Organisation. Consultation by the authorities is

further guaranteed through participation in the tripartite Social Economic Council, the SER. Relations with

the government used to be better than they have been in the last couple of years. Even so, all institutions

are still in place, and can easily take their constructive consultation role once again.

Collective bargaining shows the same well-organised picture; 80% of employees is covered by a col-

lective agreement. The agreements are concluded – in companies and at sector level - by the union and

employer organisations affiliated to the six national peak organisations, the topic of this study.

With regard to the density of the organisations, there is on the one hand a well organised employer side

– of employers 90% is member of one of the three associations. On the other hand density at union side is

eroding down, from 25% in 2000 to 20 % in 2011. The membership base is greying, the influx of younger

members is stagnating.

The representativeness and thus the legitimacy of the unions can be made into an issue, and in 2011

one political party in the Lower House did so. The Minister of Social Affairs defended their representa-

tiveness by pointing to public support for the system of collective labour agreements. Apart from the fact

that around 80% of employees is covered by an agreement, research has underscored that a large majority

of non-union members are satisfied with the system. The same approval has been found among 80% of

employers. The Minister emphasized the significance of the union federations and defended their role in

labour market regulation, as being in the end in the interest of all. (Minister Social Affairs in TK 2011-2012,

29544, nr 391)

In industrial relations the issue of representativeness issue does not play an important role. Parties real-

ize their mutual dependency; the social partners prefer compromise and consensus to conflict and industrial

action. There are no jurisdictional disputes.

Marianne Grunell, University of Amsterdam

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References

SER, ‘How do you determine whether a union confederation or employee organisation has a right to be-come an SER member? / Hoe wordt bepaald of een vakorganisatie of ondernemersorganisatie recht heeft op het lidmaatschap van de SER’ in FAQs about the SER/ Veelgestelde vragen over de SER, Den Haag 2012

Minister Social Affairs, Minister Sociale Zaken, ́ Arbeidsmarktbeleid´ in Tweede Kamer, vergaderjaar 2011-2012, 29 544, nr 391)

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Appendix 1: Overview peak-level associations on the labour and employer side

A1.1 Trade unions associationsTrade Union Confederation’s Name, Abbreviation

FNVTrade Union Confederation’s Name, English Translation

Dutch Trade Union Federation Trade Union Confederation’s Name, Original Name

Federatie Nederlandse VakbewegingThe union confederation’s domain In this column, please delete those answers which

do not apply. Please give more information, where required.

According to its domain, does the union confedera-tion potentially cover the entire economy (in terms

of sectors)?

Yes

According to its domain, does the union confedera-tion potentially cover all occupations among both

blue-collar workers and white-collar workers?

Yes

According to its domain, does the union confedera-tion potentially cover all forms and size classes of enterprises (for instance: public ownership, private

ownership, multinationals, domestic companies, SMEs, etc.)?

Yes

According to its domain, does the union confedera-tion potentially cover all regions of your country?

Yes

General information on the union confederationIs the union confederation directly or indirectly (via

its member unions) engaged in cross-sector collective bargaining?

Yes, indirectly

If Yes. Is this a form of economy-wide (covering all sectors), inter-sector (covering two or more sectors but not all) or occupational (across several sectors)

bargaining?

Economy-wide/Inter-sector

If Yes. Is this a form of national (covering all regions) or regional/territorial (covering only certain

regions or geographical areas) bargaining?

National

If No. Is the union confederation engaged in cross-sector collective employment regulation (see briefing

note for explanation)?

Yes, in the SER and the STAR the organisation is in-volved in employment regulation (see 2).

Please indicate the type of membership Voluntary

Is the union confederation being directly consulted by the authorities in matters of cross-sector signifi-

cance?

Yes

If Yes. Is the consultation carried out… Within established tripartite structuresUnilaterally

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If Yes. Do consultations in matters of cross-sector significance involve this union confederation…?

… on a regular basis

MembersHow many lower-level trade union organisations are

affiliated to the trade union confederation?1-1-2012:19 unions

How many active members in employment does the union confederation have in total (directly or

indirectly via its member unions)?

1-1-20121.367.848

Please indicate/ estimate the union confederation’s density in terms of active members.

In NL no distinction between active/not active in admin-istration unions.

About 20% in totalAffiliationsTo which international organisations is the union

confederation affiliated?ITUC

To which European level organisations is the union confederation affiliated?

ETUC

Source of information

Trade union confederation: Please provide the names of the persons contacted within the union confederation

and the date and means (telephone, email…) of contact.Email and Phone (interview) Mr E. Pentenga, October

2012EIRO national correspondent: Marianne Grunell

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Marianne Grunell


Trade Union Confederation’s Name, AbbreviationCNV

Trade Union Confederation’s Name, English TranslationChristian Trade Union Federation

Trade Union Confederation’s Name, OriginalChristelijk Nationaal Vakverbond

The union confederation’s domain In this column, please delete those answers which do not apply. Please give more information, where required.


of sectors)?

Yes



Yes

According to its domain, does the union confedera-tion potentially cover all forms and size classes of enterprises (for instance: public ownership, private


Yes


Yes



Yes, indirecly


bargaining?

Economy-wide/inter-sector



National



Yes, in the SER and the STAR the organisation is in-volved in employment regulation.



cance?

Yes

If Yes. Is the consultation carried out… Within established tripartite (and bipartite) structuresUnilaterally




affiliated to the trade union confederation?1-1-20128 unions



338.047 members on 1-1-2012; this number includes non-active members


Union (federations) do not make this distinction in their administration

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AffiliationsTo which international organisations is the union

confederation affiliated?ITUC


ETUC; EZA; ESA;



and the date and means (telephone, email…) of contact.Email en phone (interview) Mrs. M. Bouwknegt, Octo-

ber 2012EIRO national correspondent: Marianne Grunell

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Trade Union Confederation’s Name, AbbreviationMHP/De Unie

Trade Union Confederation’s Name, English TranslationUnion for Middle and Higher Personnel

Trade Union Confederation’s Name, OriginalMiddelbaar en Hoger personeel/De Unie

The union confederation’s domain In this column, please delete those answers which do not apply. Please give more information, where required.


of sectors)?

Yes



Yes; although there is a distinction between the principal open access of the union and the name of the union –

for middle and higher personnel. According to its domain, does the union confedera-tion potentially cover all forms and size classes of enterprises (for instance: public ownership, private


Yes


Yes



Yes, indirectly


bargaining?

Economy-wide/Inter-sector/Occupational



National






cance?

Yes





affiliated to the trade union confederation?4 unions



1-1-2012125.000 in total


Union (federations) do not make this distinction in their administration

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AffiliationsTo which international organisations is the union

confederation affiliated?-


ETUC, Eurocadres



and the date and means (telephone, email…) of contact.Mail and phone; interview with

Mr G. van der Lit. MHP/De Unie, October 2012EIRO national correspondent: Marianne Grunell

Factsheet information on membership ETUC and Eurocadres

The three union federations are all formal member of ETUC and Eurocadres.

FNV and CNV are active, participating member of ETUC and MHP is active member of Eu-

rocadres, representing the other two union federations of FNV and of CNV.

Thus:

ETUC membership:

FNV (active), CNV (active), MHP (formal member);

Eurocadres membership:

MHP (active member), FNV (formal member), CNV (formal member)

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Marianne Grunell


A1.2 The employer associationsEmployer organisation’s name, Abbreviation

VNO-NCWEmployer organisation’s name, English Translation

Association Dutch Employers – Dutch Christian EmployersEmployer organisation’s name, Original

Verenigde Nederlandse Ondernemers – Nederlandse Christelijke Werkgevers The employer organisation’s domain In this column, please delete those answers which

do not apply. Please give more information, where required.

According to its domain, does the employer organi-sation potentially cover the entire economy (in terms

of sectors)?

Yes

According to its domain, does the employer organi-sation potentially cover (directly or indirectly via

its member associations) all (legal) forms and size classes of enterprises (for instance: public ownership, private ownership, multinationals, domestic compa-

nies, cooperatives, SMEs, etc.)?

Yes

According to its domain, does the employer organi-sation potentially cover companies in all regions of

your country?

Yes

General information on the organisationIs the employer organisation directly or indirectly

(via its member associations) engaged in cross-sector collective bargaining?

No


bargaining?If Yes. Is this a form of national (covering all

regions) or regional/territorial (covering only certain regions or geographical areas) bargaining?

If No. Is the employer organisation involved in cross-sector collective employment regulation (see

briefing note for explanation)?



Is the employer organisation being directly consulted by the authorities in matters of cross-sector signifi-

cance?

Yes


If Yes. Do consultations in matters of cross-sector significance involve this employer organisation …?

on a regular basis

MembersThe members of the employer organisation are…

(multiple responses are possible)Sectoral federations;Companies (many)

How many member companies does the employer organisation have in total (directly or indirectly via its

member associations)?

In 2010:120.000 member companies (incl. 167 branch associa-

tions)How many employees work in these member com-

panies in total?In 2010:

4.3 million Please indicate/ estimate the employer organisation’s

density in terms of companies. 80% in the market sector

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Please indicate/ estimate the employer organisation’s density in terms of employees employed by member

companies.

90% of employment in market sector

AffiliationsTo which international organisations is the em-

ployer organisation affiliated?-

To which European level organisations is the employer organisation affiliated?

BusinessEurope


Employer organisation: Please provide the names of the persons contacted within the employer organisation and

the date and means (telephone, email…) of contact.Mail and phone (interview) Mr. A. van Delft, October


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Marianne Grunell


Employer organisation’s name, Abbreviation MKB-Nederland

Employer organisation’s name, English Translation SME’s-Netherlands

Employer organisation’s name, Original Midden en Kleinbedrijf Nederland

The employer organisation’s domain In this column, please delete those answers which do not apply. Please give more information, where required.


of sectors)?

Yes




No, in particular SME’s


your country?

Yes



Yes, indirectly


bargaining?

Economy-wide or Inter-sector



National


briefing note for explanation)?Yes

Please indicate the type of membership Voluntary, private membership by individual members and branch organisations


cance?


If Yes. Is the consultation carried out… Within established tripartite and bipartite structuresUnilaterally




(multiple responses are possible)1-1-2012

120 sectoral or branch federations 250 regional/territorial federations (retail in regional

organisations) - In total 150.000 companies



1-1-2012150.000 member companies

How many employees work in these member com-panies in total?

N.A.

Page ● 33



Please indicate/ estimate the employer organisation’s density in terms of companies.

80% of the employers


companies.

N.A.


ployer organisation affiliated?UEAPPE


UEAPPE



the date and means (telephone, email…) of contact.Email and phone: October 2012; tel. interview with Mr.

M. van MierloEIRO national correspondent: Marianne Grunell

Page ● 34

Marianne Grunell


Employer organisation’s name, Abbreviation LTO-Nederland

Employer organisation’s name, English TranslationAssociation of Agri- and Horticulture - Netherlands

Employer organisation’s name, OriginalLand en Tuinbouworganisatie Nederland



of sectors)?

No: domain is agri- and horticulture




Yes


your country?

Yes



Yes


bargaining?

Inter-sector



National


briefing note for explanation)?Yes, in the SER and the STAR the organisation is in-

volved in employment regulation.



cance?

Yes





(multiple responses are possible)Regional/Territorial federations



At 1-1-2012:the three regional federations had in total 29.166 mem-

bers (= LTO-Nederland)How many employees work in these member com-

panies in total?55.000 employees


51%

Page ● 35




companies.

63%


ployer organisation affiliated?To which European level organisations is the

employer organisation affiliated?Cedefop, Capa Cogena



the date and means Mail and phone (interview) with Mr J. Sanders, October


Page ● 36

Marianne Grunell


Employer organisation’s name, AbbreviationVNG

Employer organisation’s name, English Translation Association of Dutch Municipalities

Employer organisation’s name, OriginalVereniging Nederlandse Gemeenten



of sectors)?

No, VNG covers all municipalities and 100 related or-ganizations




Yes, small and larger municipalities and related organiza-tions are covered (except 4 big cities)


your country?

Yes, read for companies cities and related organizations through the country



No, only local government


bargaining?

No, local government



Yes, national (except four big cities)


briefing note for explanation)?Please indicate the type of membership Voluntary


cance?

Yes



on a regular basis


(multiple responses are possible)VNG members are municipalities and related (member)

organizations How many member companies does the employer organisation have in total (directly or indirectly via its


Members in 2012: 408 municipalities and 100 related (member) organiza-

tions

How many employees work in these member com-panies in total?

In 2012: 170.000 employees


In local government about 90% is estimated (500 mem-ber cities and 100 related organizations)

Page ● 37




companies.

80% of employment in local government, is estimated (large cities are no member)


ployer organisation affiliated?-


CEMR; CEEP



the date and means (telephone, email…) of contact.Mail and phone (interview) Mr. M. Drucker (VNG), mail

and interview 3-6-2013 EIRO national correspondent: Marianne Grunell

Information about AIASAIAS is an institute for multidisciplinary research and teaching at the University of Amsterdam. Founded in 1998, it brings together the University’s expertise in labour studies.

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