aiasarchive.uva-aias.net/uploaded_files/publications/2014-12-grunell.pdf · aias ‘labour markets...
Post on 31-Mar-2020
0 Views
Preview:
TRANSCRIPT
AIASAmsterdam Institute for
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
Page ● 4
Marianne Grunell
AIAS 2014-12 ● www.uva-aias.net
Page ● 5
The Netherlands: the representativeness of the social partners on the labour and management side in the European Cross-Sector Social Dialogue
AIAS 2014-12 ● www.uva-aias.net
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
Page ● 6
Marianne Grunell
AIAS 2014-12 ● www.uva-aias.net
Page ● 7
The Netherlands: the representativeness of the social partners on the labour and management side in the European Cross-Sector Social Dialogue
AIAS 2014-12 ● www.uva-aias.net
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.
Page ● 8
Marianne Grunell
AIAS 2014-12 ● www.uva-aias.net
Page ● 9
The Netherlands: the representativeness of the social partners on the labour and management side in the European Cross-Sector Social Dialogue
AIAS 2014-12 ● www.uva-aias.net
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.
Page ● 10
Marianne Grunell
AIAS 2014-12 ● www.uva-aias.net
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.
Page ● 11
The Netherlands: the representativeness of the social partners on the labour and management side in the European Cross-Sector Social Dialogue
AIAS 2014-12 ● www.uva-aias.net
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.
Page ● 12
Marianne Grunell
AIAS 2014-12 ● www.uva-aias.net
Page ● 13
The Netherlands: the representativeness of the social partners on the labour and management side in the European Cross-Sector Social Dialogue
AIAS 2014-12 ● www.uva-aias.net
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
Page ● 14
Marianne Grunell
AIAS 2014-12 ● www.uva-aias.net
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.
Page ● 15
The Netherlands: the representativeness of the social partners on the labour and management side in the European Cross-Sector Social Dialogue
AIAS 2014-12 ● www.uva-aias.net
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.
Page ● 16
Marianne Grunell
AIAS 2014-12 ● www.uva-aias.net
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.)
Page ● 17
The Netherlands: the representativeness of the social partners on the labour and management side in the European Cross-Sector Social Dialogue
AIAS 2014-12 ● www.uva-aias.net
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.
Page ● 18
Marianne Grunell
AIAS 2014-12 ● www.uva-aias.net
● 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.
Page ● 19
The Netherlands: the representativeness of the social partners on the labour and management side in the European Cross-Sector Social Dialogue
AIAS 2014-12 ● www.uva-aias.net
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
Page ● 20
Marianne Grunell
AIAS 2014-12 ● www.uva-aias.net
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.
Page ● 21
The Netherlands: the representativeness of the social partners on the labour and management side in the European Cross-Sector Social Dialogue
AIAS 2014-12 ● www.uva-aias.net
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
Page ● 22
Marianne Grunell
AIAS 2014-12 ● www.uva-aias.net
Page ● 23
The Netherlands: the representativeness of the social partners on the labour and management side in the European Cross-Sector Social Dialogue
AIAS 2014-12 ● www.uva-aias.net
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)
Page ● 24
Marianne Grunell
AIAS 2014-12 ● www.uva-aias.net
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
Page ● 25
The Netherlands: the representativeness of the social partners on the labour and management side in the European Cross-Sector Social Dialogue
AIAS 2014-12 ● www.uva-aias.net
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
Page ● 26
Marianne Grunell
AIAS 2014-12 ● www.uva-aias.net
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.
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, indirecly
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.
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 (and bipartite) structuresUnilaterally
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?1-1-20128 unions
How many active members in employment does the union confederation have in total (directly or
indirectly via its member unions)?
338.047 members on 1-1-2012; this number includes non-active members
Please indicate/ estimate the union confederation’s density in terms of active members.
Union (federations) do not make this distinction in their administration
Page ● 27
The Netherlands: the representativeness of the social partners on the labour and management side in the European Cross-Sector Social Dialogue
AIAS 2014-12 ● www.uva-aias.net
AffiliationsTo which international organisations is the union
confederation affiliated?ITUC
To which European level organisations is the union confederation affiliated?
ETUC; EZA; ESA;
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 en phone (interview) Mrs. M. Bouwknegt, Octo-
ber 2012EIRO national correspondent: Marianne Grunell
Page ● 28
Marianne Grunell
AIAS 2014-12 ● www.uva-aias.net
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.
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; 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
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/Occupational
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.
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
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?4 unions
How many active members in employment does the union confederation have in total (directly or
indirectly via its member unions)?
1-1-2012125.000 in total
Please indicate/ estimate the union confederation’s density in terms of active members.
Union (federations) do not make this distinction in their administration
Page ● 29
The Netherlands: the representativeness of the social partners on the labour and management side in the European Cross-Sector Social Dialogue
AIAS 2014-12 ● www.uva-aias.net
AffiliationsTo which international organisations is the union
confederation affiliated?-
To which European level organisations is the union confederation affiliated?
ETUC, Eurocadres
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.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)
Page ● 30
Marianne Grunell
AIAS 2014-12 ● www.uva-aias.net
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
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?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)?
Yes, in the SER and the STAR the organisation is in-volved in employment regulation.
Please indicate the type of membership Voluntary
Is the employer organisation 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
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
Page ● 31
The Netherlands: the representativeness of the social partners on the labour and management side in the European Cross-Sector Social Dialogue
AIAS 2014-12 ● www.uva-aias.net
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
Source of information
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
2012EIRO national correspondent: Marianne Grunell
Page ● 32
Marianne Grunell
AIAS 2014-12 ● www.uva-aias.net
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.
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.)?
No, in particular SME’s
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?
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 or 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 employer organisation involved in cross-sector collective employment regulation (see
briefing note for explanation)?Yes
Please indicate the type of membership Voluntary, private membership by individual members and branch organisations
Is the employer organisation being directly consulted by the authorities in matters of cross-sector signifi-
cance?
Yes, in the SER and the STAR the organisation is in-volved in employment regulation.
If Yes. Is the consultation carried out… Within established tripartite and bipartite structuresUnilaterally
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)1-1-2012
120 sectoral or branch federations 250 regional/territorial federations (retail in regional
organisations) - In total 150.000 companies
How many member companies does the employer organisation have in total (directly or indirectly via its
member associations)?
1-1-2012150.000 member companies
How many employees work in these member com-panies in total?
N.A.
Page ● 33
The Netherlands: the representativeness of the social partners on the labour and management side in the European Cross-Sector Social Dialogue
AIAS 2014-12 ● www.uva-aias.net
Please indicate/ estimate the employer organisation’s density in terms of companies.
80% of the employers
Please indicate/ estimate the employer organisation’s density in terms of employees employed by member
companies.
N.A.
AffiliationsTo which international organisations is the em-
ployer organisation affiliated?UEAPPE
To which European level organisations is the employer organisation affiliated?
UEAPPE
Source of information
Employer organisation: Please provide the names of the persons contacted within the employer organisation and
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
AIAS 2014-12 ● www.uva-aias.net
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
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)?
No: domain is agri- and horticulture
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?
Yes
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?
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 employer organisation involved 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.
Please indicate the type of membership Voluntary
Is the employer organisation 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
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)Regional/Territorial federations
How many member companies does the employer organisation have in total (directly or indirectly via its
member associations)?
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
Please indicate/ estimate the employer organisation’s density in terms of companies.
51%
Page ● 35
The Netherlands: the representativeness of the social partners on the labour and management side in the European Cross-Sector Social Dialogue
AIAS 2014-12 ● www.uva-aias.net
Please indicate/ estimate the employer organisation’s density in terms of employees employed by member
companies.
63%
AffiliationsTo which international organisations is the em-
ployer organisation affiliated?To which European level organisations is the
employer organisation affiliated?Cedefop, Capa Cogena
Source of information
Employer organisation: Please provide the names of the persons contacted within the employer organisation and
the date and means Mail and phone (interview) with Mr J. Sanders, October
2012EIRO national correspondent: Marianne Grunell
Page ● 36
Marianne Grunell
AIAS 2014-12 ● www.uva-aias.net
Employer organisation’s name, AbbreviationVNG
Employer organisation’s name, English Translation Association of Dutch Municipalities
Employer organisation’s name, OriginalVereniging Nederlandse Gemeenten
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)?
No, VNG covers all municipalities and 100 related or-ganizations
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, small and larger municipalities and related organiza-tions are covered (except 4 big cities)
According to its domain, does the employer organi-sation potentially cover companies in all regions of
your country?
Yes, read for companies cities and related organizations through the country
General information on the organisationIs the employer organisation directly or indirectly
(via its member associations) engaged in cross-sector collective bargaining?
No, only local government
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?
No, local government
If Yes. Is this a form of national (covering all regions) or regional/territorial (covering only certain
regions or geographical areas) bargaining?
Yes, national (except four big cities)
If No. Is the employer organisation involved in cross-sector collective employment regulation (see
briefing note for explanation)?Please indicate the type of membership Voluntary
Is the employer organisation 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
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)VNG members are municipalities and related (member)
organizations How many member companies does the employer organisation have in total (directly or indirectly via its
member associations)?
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
Please indicate/ estimate the employer organisation’s density in terms of companies.
In local government about 90% is estimated (500 mem-ber cities and 100 related organizations)
Page ● 37
The Netherlands: the representativeness of the social partners on the labour and management side in the European Cross-Sector Social Dialogue
AIAS 2014-12 ● www.uva-aias.net
Please indicate/ estimate the employer organisation’s density in terms of employees employed by member
companies.
80% of employment in local government, is estimated (large cities are no member)
AffiliationsTo which international organisations is the em-
ployer organisation affiliated?-
To which European level organisations is the employer organisation affiliated?
CEMR; CEEP
Source of information
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. 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.
AIAS research focuses on the analysis of labour markets, social security and governance. It combines various disciplinary approaches along three perspectives: Societal regulations & coordination of markets, Individual transactions in markets and Societal and individual effects. Some of our research programmes are:
● GINI Growing Inequalities’ Impacts ● Solidarity in the 21st Century ● Flex Work Research Centre ● WageIndicator ● Free Choice in Pensions
AIAS offers various in-company courses in the field of HRM, inequality and solidarity, labour market development, labour relations etc.
Annually AIAS organizes conferences about ongoing research and current trends. Furthermore, several (lunch) seminars and workshops take place during the year, offering interesting opportunities for the exchange and deliberation of research on labour issues from all over the world. AIAS has a major collection of academic socio-economic data in the field of labour relations, labour organizations, employment and working condi-tions in the Netherlands and abroad. AIAS and its staff contribute to society on many subjects, for different audiences and in varying formats (articles, books, reports, interviews, pres-entations etc...). Next to this ‘Labour markets and industrial relations in the Netherlands’ Series, we also have the Working Paper Series and the GINI Discussion Papers which also addresses a great variety of topics.
The 'Labour markets and industrial relations in the Netherlands' Publica-
tion Series
The AIAS ‘Labour markets and industrial relations in the Netherlands’ series aims to publish reports prepared by AIAS staff concerning the Dutch labour market and the industrial relations in the country. See for all reports: www.uva-aias.net ► Publications ►NL Industrial Relations Series.
Amsterdam Institute for Advanced labour Studies
Postal address: PO Box 94025 ● 1090 GA Amsterdam ● The Netherlands
Visiting address: Nieuwe Prinsengracht 130 ● 1018 VZ Amsterdam ● The Netherlands
Tel +31 20 525 4199 ● Fax +31 20 525 4301
aias@uva.nl ● www.uva-aias.net
top related