Prekarizace práce a důstojná práce

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Kulatý stůl 2 Prekarizace práce a důstojná práce Jan Drahokoupil Senior Researcher European Trade Union Institute Konferenz ‚Zukunft der Arbeit‘, 9. Oktober 2015, Prag To facilitate interpretation: slides in English, presentation in Czech.

Transcript of Prekarizace práce a důstojná práce

Page 1: Prekarizace práce a důstojná práce

Kulatý stůl 2Prekarizace práce a důstojná práce

Jan DrahokoupilSenior ResearcherEuropean Trade Union Institute

Konferenz ‚Zukunft der Arbeit‘, 9. Oktober 2015, PragTo facilitate interpretation: slides in English, presentation in Czech.

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Outline

● Some data on labour market developments: Precariarization?

● Two mechanisms in more detail● Outsourcing/value chain fragmentation [boundaries of the

firms]● The ‘micro-transaction’ economy [nature of employment]

● Discussion: What response to these challenges?

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LABOUR MARKET DEVELOPMENTS

Some data on trends

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‘Atypical employment’ on the rise, but differences

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Source: ETUI Benchmarking Working Europe 2015 (available at www.etui.org)

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Temporary/part time often not voluntary

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Source: ETUI Benchmarking Working Europe 2015 (available at www.etui.org)

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Atypical employment contributing to a shortage of demand, lower output and growing inequalities (ILO, 2015)

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permanent temporary part-time full-time employees self-employed0

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10

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2010 2013 change 2010-2013, %

Source: Eurostat (EU-SILC)

In-work risk of poverty, EU28

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The role of labour market regulation?

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Source: Drahokoupil & Myant 2015 in Transfer: European Review of Labour and Research

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Source: Drahokoupil & Myant 2015 in Transfer: European Review of Labour and Research

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BOUNDARIES OF THE FIRM: OUTSOURCING

Mechanism 1

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GVCs good for productivity, but lower wage share, feeding inequality (ILO, 2015)

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A closer look at labour issues involved in subcontracting

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Available at www.etui.org

1. A bird-eye picture on outsourcing/offshoring in Europe

2. Impact on working conditions• WORKS project order-processing in

logistics and food, customer service in public services, IT departments in health)

• Call centres in telecoms• Public services• Construction, meat processing, ship

building (posted work)

3. Establishing worker voice mechanism in fragmented value chains

• Telecoms• Parcel delivery• Construction (posted work)• Automotive (agency work)• Metal (bargaining in MNCs)

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Outsourcing/offshoring and working conditions: Key mechanisms undermining job quality and pay

● Impact on existing worker representation structures and collective bargaining institutions

● Moving jobs outside of the scope of existing firm-level institutions (domestic outsourcing)

● A shift to different regulatory regimes (offshoring)● Concession bargaining● Employing migrant workers in fact similar avoidance effects to offshoring

(labour-market intermediaries)● Institutions and TU strategies may influence outcomes

● Encompassing LM institutions (equal pay/conditions etc.), collective bargaining, and ability to mobilize across production network key

● Targeted TU campaigns, sectoral bargaining● International worker voice institutions (EWCs, EFAs)

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Outcomes country-specific: Crucial role of domestic institutions in shaping also decisions

Source: Kirschner (2015, Figure 1) in Drahokoupil (2015)

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Outsourcing/offshoring and working conditions: Key mechanisms 2

● Restructuring of the labour process to allow decoupling a major factor (negatively) influencing job quality both in sending companies and in outsourcing destinations

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Source: Drahokoupil (2015, Table 2), adapted from Gospel and Sako (2010)

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What should be done?

● Institutions to cover firm and national boundaries lacking● How to address company boundaries

● Agency work regulation (equal conditions), trade union strategy● Subcontractor liability missing in CZ and Eastern Europe● Sectoral level bargaining weak in CZ● Transfer of undertakings provisions?● Labour inspectorate capacity● What else?

● How to address cross-border issues?● EU level: tools to address these issues (e.g. agency work directive,

transfer of undertakings, I&C), but implementation poor in many countries, yet make a difference in some (e.g. ToU in the UK)

● Some sectors call for entirely new institutions: e.g. Danaj & Sippola, 2015: a European construction workers union

● What else?

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NATURE OF EMPLOYMENT: THE ‘MICRO-TRANSACTION’ ECONOMY

Mechanism 2

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Beyond the ‘sharing economy’ misnomer

● In fact very few sharing models a success: renting and micro-transactions dominant

● Much of success unfair competition: avoiding regulation and taxation● Yet, importance not to be discarded: technology enables ‘gig economy’

which undermines standard employment● Fiverr, Task rabbit, etc. not new models, but important that

customer does not have to go through yellow pages and barriers for entry to providers very low

● Facilitating and enabling hollowing out middle/lower-middle jobs● Social polarization, depressing demand, undermining local

economies

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What should be done?

● There is an easy fix for some things: Some regulatory avoidance should be easy to address (technology there)

● E.g. Uber could be extremely efficient in collecting taxes from taxi drivers & can be pressed by authorities

● Some institutions that may be ultimately not viable not essential social value? (e.g. taxi licence fees)

● A need to adapt institutions such as health insurance, income replacement, etc., to the ‘gig economy’

● Can trade unions play a role in the gig economy as e.g. insurance providers?

● Do we need new regulations?● A bigger challenge: hollowing out of middle-income jobs, labour market

polarization, inequality

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Finally, to wrap up

● Two trends discussed account for precariarization only partially● Much thus not a new problem, but the old regulatory failure (e.g.

commercial contracts legislation in PL, Švarc system in CZ)● But two important factors and likely to play a bigger role in the future● Hence for discussion: how to tackle

1. (Cross-border) value chain fragmentation2. ‘Gig’ economy undermining standard employment types3. The bigger challenge of labour-market polarization

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