THE IMPACT OF INCREASED LABOUR MARKET FLEXIBILITY ON SOCIAL SECURITY A study of the social protection of flexible employees in pension provisions
|
|
- Junior Manning
- 7 years ago
- Views:
Transcription
1 THE IMPACT OF INCREASED LABOUR MARKET FLEXIBILITY ON SOCIAL SECURITY A study of the social protection of flexible employees in pension provisions Greet Brosens Hans Peeters Gert Verschraegen Annelies Debels Veerle Van Gestel Jos Berghman Introduction Belgian social security has its roots in a period when male, full-time, uninterrupted standard careers were the dominant feature. In recent decades, however, increased flexibility on the labour market has resulted in an increase in atypical career patterns (part-time work, career breaks, fixed-term contracts, etc.). Policymakers are therefore facing a significant challenge in bringing social protection mechanisms into line with increased labour market flexibility and the increase in atypical or flexible career patterns. In this study, this challenge is examined in the light of the pension protection afforded to flexible employees. For various reasons, pension protection forms the ideal testing ground for the implications of increased labour market flexibility for social security. Belgian pension protection thus has a pronounced labour-related character: access to and membership of the various pension systems is to a large extent dependent on a person s work career. In addition, pensions also offer the possibility of examining the role played by the various social security pillars in protecting flexible employees. On the Belgian pension landscape, what are known as first pillar pensions have after all declined in importance in favour of second and third pillar provisions. This study examines the extent to which flexible employees are protected (membership or not/extent of cover) by the various pension systems (first, second and third pillars) and the remaining gaps, if any, in the social protection provided for these employees. Specifically, the following study questions are posed: (1) How can current social security provide effective protection within an increasingly flexible labour market? We examine in particular whether and how the various pension pillars can be harmonised, bearing in mind the group of employees with a flexible and often insecure work status; (2) What measures are in place that influence the participation of flexible employees in Belgian pension systems? As we take stock of them, we want to examine not only the
2 impact of the working career on access to a pension system, but also indicate what gaps and forms of (possibly hidden) discrimination exist in access to the various pension systems. We can thus test to what extent the present structure of social security has adapted to new forms of labour; (3) What is the role of social consultation in the development of additional pension protection for flexible employees? To what extent does current social consultation take account of the increasing importance of flexible labour? 1. Clarification of basic concepts, method and operationalisation In this study some concepts are frequently used. The most important relate to the various forms of flexibility and to the different ways in which a pension can be provided. The distinction between the three pension pillars corresponds to the institution that is responsible for managing the redistributing financial flows. The first pillar covers the arrangements which public institutions make to control the financial flows. Here, we include employee pensions, civil service pensions, self-employed pensions and the guaranteed income for the elderly. The second and third pillars include the social security schemes which private institutions use to control the redistributing financial flows. The second pillar can be distinguished from the third pillar by its labour market-related nature. The second pillar is therefore organised by a company or branch of industry, as well as in a professional category or professional group. The second pillar includes the sector pension, the collective company pension, the individual company pension, the free additional pension for the selfemployed, the additional pension for certain liberal professions and the additional pension for self-employed managers. Membership of the third pillar is open to anyone, regardless of professional status. The third pillar pensions include individual life assurance and pension savings. As far as flexibility is concerned, a distinction is made between temporal, contractual and functional flexibility. In temporal flexibility, the volume of labour of a company s own staff is adjusted. This means that an adjustment is made to the time when the work is carried out or the duration of the work performed. Forms of temporal flexibility involving a change to the time of the labour include shift work, variable working hours and overtime. We can assume that these forms of flexibility will have little or no impact on pension build-up. The total duration of work performed does after all remain the same as that of an ordinary employee. Typical manifestations of temporal flexibility which do involve a variation in the duration of work performed include part-time work, career breaks/time credit and temporary unemployment. These latter forms of temporal flexibility can exert an influence on the pension build-up.
3 Contractual flexibility arises when atypical employment contracts are signed. Such atypical contracts can be found in fixed-term contracts, employment agency work, replacement contracts, contracts for clearly defined work, traineeships, PWA (Local Employment Agency), student jobs, occasional work, home-working, the provision of personnel and secondment. The contract type is not relevant in building up the first pillar pension but it is relevant for the second pillar pension. All these forms of contractually flexible labour can therefore influence the build-up of the second pillar pension. In functional flexibility, the tasks and/or functions of employees vary within the company or employees move between companies and sectors. These shifts can be both horizontal and vertical. In terms of the pension build-up, this form of flexibility is relevant within the second pension pillar. The study consists of two major study sections, a content analysis of collective labour agreements and an empirical analysis of PSBH data. In the empirical section of the study, use was made of the Panel Study of Belgian Households because this is currently the only Belgian dataset in which information about labour situation can be linked to information about pension protection. This dataset was created by the Family Demographics Panel Support Centre, affiliated to the Universities of Antwerp and Liège. The support centre gathered longitudinal data between 1992 and 2002 concerning various aspects of the living conditions of the Belgian population. Starting in 1992, 4,439 households were interviewed, together representing over 11,000 family members. These people have since been re-interviewed annually. Correction has been applied for the loss of respondents. The PSBH enables us to distinguish the type of contract an employee has (contractual flexibility) and whether the employee works part-time (temporal flexibility). The operationalisation of functional flexibility is only approximately possible in the PSBH and should be done longitudinally: it is defined as any transition by an individual employee between job levels, company (sizes) or sectors. Information about the level of the pension is available from the PSBH for the first and third pillars, but not for the second. The size of the first pillar pension can be linked to the former career of the respondents, thanks to a retrospective survey. Information about the third pillar pension is available regarding the size of the contributions which respondents paid in this respect. The size of both first and third pillar pensions was introduced as a dependent variable into a number of multivariate linear regression models. Information about membership of a second and third pillar pension plan is also available in the PSBH (membership of a first pillar pension plan is not relevant since it is automatic). Note that the survey of the second pillar pension in the PSBH concerns almost exclusively second pillar pensions at company level. Since this concerns a
4 dichotomous dependent variable, a logistic regression is the appropriate analysis technique. Given that information about membership of the second pillar pension plan is longitudinally available, even more sophisticated analyses are possible in this case. More specifically, the panel structure allows the career of employees to be approached in a more dynamic way and the effects of transitions between job levels, company sizes and sectors (i.e. functional flexibility) to be calculated on an individual basis. In this context, two different techniques are chosen. Firstly, a fixed-effects logit model is estimated. The advantages of this model are the ability to control for unobserved heterogeneity and the lower sensitivity to the bias from attrition and, for certain model assumptions then, a random-effects model. The model is not, however, very efficient and requires sufficient observations. For this reason, a logit model with robust standard errors is then estimated via generalised estimating equations (GEE). This involves controlling for the dependency which can arise between the observations as a result of the panel structure of the data. Using this model, we test whether any evolution has taken place between 1996 and 2002 towards improved protection of flexible employees. In the second study section, we look in more depth at the link between flexible labour and second pillar pensions within the framework of social consultation at sector level. The study conducts cross-sectional analysis of all national or interprofessional and all sectoral collective labour agreements (CAOs) in force in The company CAOs are not included because, so far, no database is available in which CAOs can be consulted. A study of the content of company CAOs would therefore have to be very different in structure. Not one explicit clause was found in the interprofessional CAOs concerning the build-up of pension rights, let alone concerning additional pensions. We can conclude from this that any pension-related provisions are in any event passed down to a lower, less uniform level. In order to bring together all the relevant CAOs at sector level, we used the Juridisk and the FOD Employment, Labour and Social Consultation databases. Using the possibilities offered by the two data sources above, a collection of all sectoral CAOs was created relating to additional pensions in force in This collection contained 174 sectoral CAOs, all of which were included in a content analysis. 2. Main study findings In Diagram 1, we give a summary of the most important observations. More specifically, the table shows the influence of a flexible labour pattern on membership of the various pension pillars and on the size of the pensions in the respective pension pillars. A distinction is also made between the most important forms of flexibility: temporal flexibility (part-time work, career breaks/time credit), contractual flexibility and functional flexibility. The following are examined for each of these forms: 1) the basis for membership of the respective pension pillars;
5 2) where membership exists, the influence of the flexible employment contract on the size of the pension build-up. The diagram allows us to formulate some recommendations for further study. In terms of the first, statutory pension pillar, membership does not pose any problems but the size of the pension build-up is problematic. Like non-flexible employees, flexible employees are after all automatically members of the statutory pension system. However, the various forms of flexibility do influence the size of the pension build-up. For temporally flexible labour, a distinction must be made here between part-time working and career breaks. Career breaks seem to be well-protected: the size of the pension build-up remains unaffected, thanks to the system of equal treatment of days. Although career breaks can possibly have an indirect influence on the size of the statutory pension (by missing some career promotions), there is therefore no direct influence on the size of the pension to be paid out. However, part-time working does have an important effect on the size of the pension build-up. The system of the equal treatment of days is only applied to a very limited extent to part-time working. This is confirmed by our empirical analysis: the average pension of flexible employees is considerably lower than the average pension of non-flexible employees. Finally, functional and contractual flexibility do not pose a problem in the first pillar. Unlike the first pillar, problems can arise with membership and with the size of the pension build-up in the second pillar. As far as the membership of temporally flexible employees is concerned, the legislative framework (ban on discrimination) states that no distinction may be made between parttime employees and full-time employees. 1 This applies at both company and sector levels. However, contractually flexible employees can be excluded from participation in a second pillar pension plan. Our empirical analysis does indeed show that employees with a fixedterm contract on average participate less frequently in collective company pension schemes than employees with a permanent contract. The content analysis of the CAOs demonstrates that such inequalities also occur at sector level. Finally, the impact of functional flexibility can only be examined to a very limited extent at company level. At sector level, the exclusion of functionally flexible employees seems to occur frequently. After all, membership of a pension scheme often depends on a certain period of 1 For employees taking a career break, the issue of membership does not apply: employees taking a career break are after all already members (or not) of a collective company pension plan. Taking a career break will have no influence on membership (or lack thereof).
6 Diagram 1: Pension protection of flexible employees, brief summary Temporal flexibility Part-time Career breaks/ Time credit Contractual flexibility Functional flexibility Membership Automatic Automatic Automatic Automatic First pillar Cover Membership Size of pension proportionately reduced Size of pension unaffected absences given equal treatment No influence Company No exclusion No influence Exclusion No influence Depending on operationalisation, could be studied to limited extent Sector No exclusion No influence Exclusion Exclusion Second pillar Cover Company Sector Cannot be studied based on PSBH data Size of pension proportionately reduced Cannot be studied based on PSBH data Size of pension proportionately reduced unless absences given equal treatment Cannot be studied based on PSBH data No influence Cannot be studied based on PSBH data Exclusion Third pillar Membership Equal participation Cover Equal participation Cannot be studied based on PSBH data Cannot be studied based on PSBH data Equal participation Equal participation Cannot be studied based on PSBH data Cannot be studied based on PSBH data = further study necessary
7 employment in the sector. As far as the size of the pension build-up is concerned, the influence of the various temporally flexible labour patterns is clear. Both part-time employees and employees taking a career break are entitled to a collective company pension that will be considerably lower than the second pillar pension for full-time employees who do not take a career break. The size of the pension paid to these temporally flexible employees is proportionately reduced by the non-performed working time. However, if the pension scheme includes a provision for equal treatment of absences for part-time work and career breaks, this proportionate reduction in the second pillar pension is counteracted. Our analyses of the CAOs reveal that the provisions concerning equal treatment of absences in some CAOs are included for employees who take a career break, but never for part-time employees. This implies that the non-performed working time will always be fully reflected in the size of the second pillar pension for part-time employees; however, some sectors will provide for an equal treatment of absence for employees who take a career break. In theory, contractual flexibility can influence the size of the pension buildup. In any event, this does not seem to appear from analysis of the CAOs. This could not be examined at company level. Finally, functional flexibility appeared very important at sector level for the size of the built-up pension. The extent of additional pension build-up was often related to the number of years of service in the sector in question. In contrast to the second pension pillar, the participation of workers in the third pension pillar is up to individual choice. Anyone is free to participate and to define the size of their individual contributions. However, this does not alter the fact that actual differences in participation can exist between various social groups. It could be the case, for instance, that flexible employees will participate in the third pension pillar in order to compensate for their non-participation in the second pension pillar. However, this is not shown in the empirical analysis. Neither temporally flexible employees nor contractually flexible employees participate significantly more in the third pension pillar. The differences in pension cover could only be examined to a limited extent. However, based on limited results, no significant difference is evident. It was not possible to examine whether functionally flexible employees participate to a lesser extent or the extent to which they participate. 3. The new Law regarding Additional Pensions (WAP) In terms of our results for the second pension pillar, one comment must be made. Our analysis both of company pensions (PSBH data, ) and of the sector pensions (CAO content analysis, situation on 1/12/2004) took place within a legislative framework that has been changed by the Law regarding Additional Pensions (WAP). The WAP can be expected to achieve better pension protection for flexible employees. We expect the introduction of the WAP to have a positive effect on the participation of flexible employees. Non-membership of the sectoral pension plan can still only be justified by temporary employees with a contract for less than one year. In addition, the
8 WAP clamps down on the use of discriminatory measures, such as seniority conditions in the existing pension plans. In terms of cover, we also expect introduction of the WAP to have a positive effect. After all, the WAP introduces a new type of addition pension, the social pension commitment. This pension commitment has to contain at least two periods of equal treatment. In so far as these periods of equal treatment relate to the periods of inactivity by temporally flexible employees, this can be expected to lead to improved cover. However, the question remains as to whether this will provide better protection for all types of temporally flexible employee. The current legislation states that a social pension system must contain at least two equally treated periods. Time credit and career breaks can count as such periods, but part-time work cannot. The social partners play a significant role in achieving pension protection for flexible employees. They can make an important contribution to generalised participation by flexible employees in additional pension provisions. Our analysis of the CAOs shows that significant differences persist between the various groups of flexible employees (e.g. part-time workers compared to those taking a career break; fixed-term contracts compared to permanent contracts) in terms of participation and cover in the various pension pillars. As indicated above, we expect the introduction of the WAP to remedy this situation substantially, but not for all types of temporally flexible employee. Part-time employees in particular continue to enjoy lower pension protection than other temporally flexible employees. This may be a job for the social partners. The considerable differences between the various types of flexible employee create the need for a debate on pension protection for atypical work situations. 4. Study recommendations The present study has presented a picture of the social protection of flexible employees in the present pension situation. However, the data currently available do not enable every aspect of this protection to be examined (with equal precision). The grey-shaded boxes in Diagram 1 show the locations of the main gaps in the study. Within the second pension pillar, the biggest gap is at the level of cover. Our comparative analysis of the available survey data (PSBH) and administrative data (pension register) shows that surveys are not suitable ways of studying this problem. Additional pension provisions do after all represent a delicate and complex subject for respondents; moreover, reliable answers often require adequate information about the pension build-up over a long period of time. The existing administrative data (the Pension Register), by contrast, do enable cover to be examined but not the link with the person s career. In order to make this link, the following databases should be linked: the Pension Register, the Labour Market Datawarehouse (DWHA), the database of the Belgian National Pension Service (DB-RVP), the Multisectoral Individual Account (CIMIRe) and the Belgian National Register (RR). The data from the various administrative databases can be mutually linked based on the social security identification number (INSZ number), which is given to everyone who is known to the Belgian social security authorities.
9 As far as information about the third pension pillar is concerned, Diagram 1 shows that information about the participation and cover of employees taking a career break/time credit on the one hand and, on the other hand, functionally flexible employees is currently not available. No direct link exists between flexible labour and protection in the third pension pillar. Moreover, the limited analyses of employees with a part-time or temporary contract do not indicate different participation. Nonetheless, in order to obtain an overall picture of Belgian pension protection, we also have to take the third pension pillar into consideration. As far as career breaks/time credit are concerned, further studies could make use of fiscal data. Mapping out the careers of functionally flexible employees is a more difficult task. The careers of these employees have to be monitored over several career years. Moreover, the same question about participation in the third pillar has to be repeatedly asked. As a result of inadequate wording of the questions in waves 5 to 10, this is not possible using the PSBH data. In the successor to the PSBH, the EU-SILC, the question about contribution to the third pension pillar is not asked. 5. Concluding remarks This study has examined the extent to which Belgian pension protection is adapted to the increased flexibility of the labour market and the emergence of flexible career patterns. The question is then, to what extent are the pension schemes we have inherited from the middle of the last century still based on some traditional assumptions about labour market participation (male, full-time and uninterrupted standard careers)? Our analyses reveal that pension cover is optimum for employees who spend their entire working career in a full-time job. However, part-time work leads to reduced pension rights. This is the case to a lesser extent for career interruptions in the form of career breaks/time credit. Since the system of equal treatment of days is applied much less frequently to part-time work, the pension protection of part-time workers is considerably lower than that offered to employees taking a career break/time credit. For instance, the pension cover of employees taking a career break/time credit is less affected by absence from work than that of part-time workers. We believe that this observation requires further reflection on the system of equal treatment for temporally flexible employees. The principle of equality states that people who are in a similar situation must be treated in a similar way. Is it possible to justify a situation where some absences do grant a right to equal treatment while others do not and where certain groups of employees thus obtain considerably better pension cover than others? A second comment can be made about the lower pension protection of part-time work. As in most European countries, part-time employment in Belgium is chiefly a female concern. Women are on average 7 times more likely to work part-time than men. This implies that, on average, women are at higher risk of having inadequate pension cover. Moreover, it is known that women today run a higher risk of being single than in the past. As a result of the higher divorce rates and family dilution, the age risk is less shared among the family. From the point of view of preventing poverty among the elderly, these two observations are rather alarming. Without new policy measures, the lower pension
10 protection offered to women with irregular careers in today s social context will result in increased poverty among retired women.
INTERNATIONAL COMPARISONS OF PART-TIME WORK
OECD Economic Studies No. 29, 1997/II INTERNATIONAL COMPARISONS OF PART-TIME WORK Georges Lemaitre, Pascal Marianna and Alois van Bastelaer TABLE OF CONTENTS Introduction... 140 International definitions
3 Why Flexibility? Employers and Trades Unions
3 Why Flexibility? Employers and Trades Unions Employer perspectives There are a variety of reasons why employers adopt new, more flexible patterns of working time. In part, they may be responding to changes
Gender inequalities in South African society
Volume One - Number Six - August 2001 Gender inequalities in South African society South Africa's national policy framework for women's empowerment and gender equality, which was drafted by the national
The Netherlands: Gender discrimination in the field of employment
The Netherlands: Gender discrimination in the field of employment This document outlines legislation in Belgium that prohibits discrimination on the basis of race and national origin in the provision of
Financial capability and saving: Evidence from the British Household Panel Survey
CRS02 NOVEMBER 2010 Financial capability and saving: Evidence from the British Household Panel Survey About the Consumer Financial Education Body The Consumer Financial Education Body (CFEB) is an independent
2. THE ECONOMIC BENEFITS OF EDUCATION
2. THE ECONOMIC BENEFITS OF EDUCATION How much more do tertiary graduates earn? How does education affect employment rates? What are the incentives for people to invest in education? What are the incentives
27 30 October 2011 KAV - Belgium. Wanted: Gender proof systems of Social Security and Protection!
EBCA seminar London Marietje Van Wolputte 27 30 October 2011 KAV - Belgium Wanted: Gender proof systems of Social Security and Protection! 1 Introduction: The face of poverty is female. This is the case
"The purchasing power evolution of minimum income protection in Belgium and in neighbouring countries"
"The purchasing power evolution of minimum income protection in Belgium and in neighbouring countries" Natascha Van Mechelen Kristel Bogaerts Bea Cantillon Summary Under the so-called Generation Pact,
EU Employment Law Euro Info Centre December 2006
EU Employment Law Euro Info Centre December 2006 CONTENTS EU Employment Law 2 1. Anti-discrimination 2 2 2 2. Equal treatment of men and women in the workplace 3 3 3 3. Fixed and part time work including
Evolution of informal employment in the Dominican Republic
NOTES O N FORMALIZATION Evolution of informal employment in the Dominican Republic According to official estimates, between 2005 and 2010, informal employment fell from 58,6% to 47,9% as a proportion of
THE EU DISABILITY STRATEGY 2010-2020. Analysis paper
THE EU DISABILITY STRATEGY 2010-2020 Analysis paper 1. Introduction Back in 2003 and as a result of the European Year of People with Disabilities, the European Commission adopted a long-term EU Disability
PensionsEurope position paper on personal pension products
March 2014 PensionsEurope position paper on personal pension products About PensionsEurope PensionsEurope represents national associations of pension funds and similar institutions for workplace pensions.
OECD THEMATIC FOLLOW-UP REVIEW OF POLICIES TO IMPROVE LABOUR MARKET PROSPECTS FOR OLDER WORKERS. DENMARK (situation mid-2012)
OECD THEMATIC FOLLOW-UP REVIEW OF POLICIES TO IMPROVE LABOUR MARKET PROSPECTS FOR OLDER WORKERS DENMARK (situation mid-2012) MACROBUTTON NUMBERING (SITUATION In 2011, the employment rate for the population
Contents. Introduction 1 Key Findings 1. 1. Canada s Changing Retirement Landscape 2. 2. Retirement Expectations and Aspirations 4
Contents Introduction 1 Key Findings 1 1. Canada s Changing Retirement Landscape 2 2. Retirement Expectations and Aspirations 4 3. Retirement Saving and Planning 7 4. The Retirement Savings Habit 9 Recommendations
FIXED-TERM AND TEMPORARY CONTRACTS
FIXED-TERM AND TEMPORARY CONTRACTS This document sets out some basic information for NUT members about fixedterm and temporary contracts, including about their conditions of service and employment rights
THE JOINT HARMONISED EU PROGRAMME OF BUSINESS AND CONSUMER SURVEYS
THE JOINT HARMONISED EU PROGRAMME OF BUSINESS AND CONSUMER SURVEYS List of best practice for the conduct of business and consumer surveys 21 March 2014 Economic and Financial Affairs This document is written
The self-employed and pensions
BRIEFING The self-employed and pensions Conor D Arcy May 2015 resolutionfoundation.org info@resolutionfoundation.org +44 (0)203 372 2960 The self-employed and pensions 2 The UK s self-employed populace
1. Executive Summary...1. 2. Introduction...2. 3. Commitment...2. 4. The Legal Context...3
Mainstreaming Report and Equality Outcomes April 2013 to March 2017 Contents 1. Executive Summary...1 2. Introduction...2 3. Commitment...2 4. The Legal Context...3 5. An Overview of the Mainstreaming
Employment Rights and Responsibilities
Employment Rights and Responsibilities As you work through this section, you will need to be clear about your own understanding of your occupation, the industry in which you work and the sector in which
We Juliana, by the grace of God Queen of the Netherlands, Princess of Orange-Nassau, etc., etc., etc.
Equal Treatment (Men and Women) Act Act of 1 March 1980 harmonising Dutch legislation with the Directive of the Council of the European Communities of 9 February 1976 on equal treatment for men and women
and monetary developments
economic developments box 8 unemployment developments in the euro area The situation in euro area s has worsened significantly since the start of the economic and financial crisis in 28. After reaching
JUDGMENT OF THE COURT (Eighth Chamber) 22 November 2012 (*)
JUDGMENT OF THE COURT (Eighth Chamber) 22 November 2012 (*) (Article 157 TFEU Directive 79/7/EEC Directive 97/81/EC Framework Agreement on part-time work Directive 2006/54/EC Contributory retirement pension
Workplace Pension Reform: Multiple Jobholders
Workplace Pension Reform: Multiple Jobholders July 2013 1 Introduction The analysis presented in this paper is intended to support the passage of the 2013-14 Pensions Bill through Parliament. It provides
Catching Up to Reality: Building the Case for a New Social Model
Catching Up to Reality: Building the Case for a New Social Model by Jane Jenson Executive Summary January 2004 Research Report F 35 CPRN Social Architecture Papers, is available at http://www.cprn.org
An Introduction to MIDAS_BE: the dynamic microsimulation model for Belgium
An Introduction to MIDAS_BE: the dynamic microsimulation model for Belgium Workshop Using process produced data in pension microsimulation models, Central Administration of National Pension Insurance (CANPI)
Equality between women and men
Equality between women and men Gender equality means an equal visibility, empowerment, responsibility and participation of women and men in all spheres of public and private life. It also means an equal
Redundancy & Redeployment Policy. Transformation & Human Resources
Redundancy & Redeployment Policy Transformation & Human Resources Issued by HR Policy Team Effective from REDUNDANCY AND REDEPLOYMENT POLICY 1 General Principles Purpose 1.1 The purpose of the policy is
POLAND. Lukasz Kuczkowski 1 OVERVIEW
POLAND Lukasz Kuczkowski 1 OVERVIEW Redundancy schemes in Poland are subject to various labour law regulations, such as the Labour Code Act dated 26 June 1974 (the Labour Code), and the Special Terms of
E U R O P E A N E C O N O M I C A R E A
E U R O P E A N E C O N O M I C A R E A S T A N D I N G C O M M I T T E E O F T H E E F T A S T A T E S 22 February 2016 SUBCOMMITTEE IV ON FLANKING AND HORIZONTAL POLICIES EEA EFTA Comment on possible
HELP Interest Rate Options: Equity and Costs
HELP Interest Rate Options: Equity and Costs Bruce Chapman and Timothy Higgins July 2014 Abstract This document presents analysis and discussion of the implications of bond indexation on HELP debt. This
INDONESIA: PROVIDING HEALTH INSURANCE FOR THE POOR
SERIES: SOCIAL SECURITY EXTENSION INITATIVES IN SOUTH EAST ASIA INDONESIA: PROVIDING HEALTH INSURANCE FOR THE POOR ILO Subregional Office for South East Asia Decent Work for All Asian Decent Work Decade
Topic 1 - Introduction to Labour Economics. Professor H.J. Schuetze Economics 370. What is Labour Economics?
Topic 1 - Introduction to Labour Economics Professor H.J. Schuetze Economics 370 What is Labour Economics? Let s begin by looking at what economics is in general Study of interactions between decision
An introduction to European employment law for Japanese companies
Acquisitions issues to expect Employing staff in Europe An introduction to European employment law for Japanese companies For Japanese companies encountering the European employment law system for the
Your Future by Design
Retirement Research Series Your Future by Design Health, money, retirement: The different needs of men and women This research report is one of several reports in the Your Future by Design Retirement Research
The income of the self-employed FEBRUARY 2016
FEBRUARY 2016 Contents The income of the self-employed... 3 Summary... 3 Background recent trends in self-employment... 3 Earnings from self-employment... 7 Income from all sources... 10 Following the
EQUAL OPPORTUNITIES & DIVERSITY POLICY
1. General dh Recruitment Hereford & Worcester embraces diversity and will seek to promote the benefits of diversity in all of our business activities. We will seek to develop a business culture that reflects
Managing sickness absence - policy and procedure
Managing sickness absence - policy and procedure Absence Management, Issue 2, March 2008 Page 1 Contents 1. Introduction...3 2. Policy aim...3 3. General guidance...3 4. General responsibilities...4 4.1
CLOSE THE GAP WORKING PAPER GENDER PAY GAP STATISTICS. April 2015 INTRODUCTION WHAT IS THE GENDER PAY GAP? ANNUAL SURVEY OF HOURS AND EARNINGS
CLOSE THE GAP 14 WORKING PAPER GENDER PAY GAP STATISTICS April 2015 This paper is an updated version of Working Paper 11 Statistics published in 2014.It provides the latest gender pay gap statistics for
Who can benefit from charities?
1 of 8 A summary of how to avoid discrimination under the Equality Act 2010 when defining who can benefit from a charity A. About the Equality Act and the charities exemption A1. Introduction All charities
TAX CREDITS: POLICY ISSUES FOR UNISON Peter Kenway and Guy Palmer
TAX CREDITS: POLICY ISSUES FOR UNISON Peter Kenway and Guy Palmer 1. Introduction...1 2. Tax Credits For Working Age Households...2 15 years Of Tax Credits...2 Working Tax Credit (WTC) And Child Tax Credit
Restructure, Redeployment and Redundancy
Restructure, Redeployment and Redundancy Purpose and Scope From time to time the Lake District National Park Authority will need to reorganise its services and staffing to meet changes that arise in future
ORDER No. GR.03/05/2011
ORDER No. GR.03/05/2011 Regulation governing the Student Worker Statute -University of Porto In exercise of the powers conferred to me by article 400(1)(a) of the Statutes of the University of Porto, I
LABOUR PRODUCTIVITY AND UNIT LABOUR COST Economic development Employment Core indicator
LABOUR PRODUCTIVITY AND UNIT LABOUR COST Economic development Employment Core indicator 1. INDICATOR (a) Name: Labour productivity and unit labour costs. (b) Brief Definition: Labour productivity is defined
Consultation response Apprenticeships Levy: Employer owned apprenticeships training
Consultation response Apprenticeships Levy: Employer owned apprenticeships training 1. Summary of recommendations In August 2015 the Department for Business, Innovation and Skills published the consultation
University of Turku HUMAN RESOURCES POLICY
University of Turku HUMAN RESOURCES POLICY Publisher Turun yliopisto Layout Mirja Sarlin Suomen Yliopistopaino Oy Uniprint 2012 University of Turku HUMAN RESOURCES POLICY Approved by the Board 28 March
DEVELOPMENTS FOR OUR EMPLOYEES
2015 ANNUAL REPORT FORWARD-LOOKING STATEMENT This annual report contains certain forward-looking statements regarding the financial situation and results of USG People N.V., as well as a number of associated
Response (Revised) To the Ministry of Labour s consultation paper on Mandatory Retirement. Donna Marie Kennedy President
Response (Revised) To the Ministry of Labour s consultation paper on Mandatory Retirement Donna Marie Kennedy President Greg Pollock General Secretary September 2004 TABLE OF CONTENTS 1. Introduction.................................................1
WORKING TIME, GENDER EQUALITY, AND RECONCILING WORK AND FAMILY LIFE
FACT SHEET WORKING TIME, GENDER EQUALITY, AND RECONCILING WORK AND FAMILY LIFE EUROPEAN TRADE UNION CONFEDERATION (ETUC) FACT SHEET WORKING TIME, GENDER EQUALITY, AND RECONCILING WORK AND FAMILY LIFE 01
THE EQUALITY ACT 2010
THE EQUALITY ACT 2010 October 1st 2010 saw many of the provisions attained within the Equality Act, which gained Royal Assent on the 8th April 2010, come into force. The following summary has been put
Poverty among ethnic groups
Poverty among ethnic groups how and why does it differ? Peter Kenway and Guy Palmer, New Policy Institute www.jrf.org.uk Contents Introduction and summary 3 1 Poverty rates by ethnic group 9 1 In low income
The Effects of the Current Economic Conditions on Sport Participation. Chris Gratton and Themis Kokolakakis
The Effects of the Current Economic Conditions on Sport Participation Chris Gratton and Themis Kokolakakis Sport Industry Research Centre Sheffield Hallam University A118 Collegiate Hall Sheffield S10
4. Work and retirement
4. Work and retirement James Banks Institute for Fiscal Studies and University College London María Casanova Institute for Fiscal Studies and University College London Amongst other things, the analysis
Discussion Paper: Conceptual difficulties in measuring retirement
Discussion Paper: Conceptual difficulties in measuring retirement Geoff Bowlby Chief, Analysis and Special Projects, Labour Force Survey Statistics Canada Prepared for the Session on the Aging of the Workforce,
Contractor / Self-employed Person?
Employee? Contractor / Self-employed Person? To avoid misunderstanding or dispute, the relevant persons should understand clearly their mode of cooperation according to their intention and clarify their
Missing Data. A Typology Of Missing Data. Missing At Random Or Not Missing At Random
[Leeuw, Edith D. de, and Joop Hox. (2008). Missing Data. Encyclopedia of Survey Research Methods. Retrieved from http://sage-ereference.com/survey/article_n298.html] Missing Data An important indicator
GENERAL INFORMATION ON ENTITLEMENTS AND BENEFITS FOR ECHO HUMANITARIAN EXPERTS
EUROPEAN COMMISSION DIRECTORATE-GENERAL HUMANITARIAN AID AND CIVIL PROTECTION - ECHO ECHO.C - Resources, Partnerships and Operational Support C/4 - Field Network, Transport and Logistics GENERAL INFORMATION
Generic Local School District, Ohio Notes to the Basic Financial Statements For the Fiscal Year Ended June 30, 2015
Note 2 - Summary of Significant Accounting Policies Pensions For purposes of measuring the net pension liability, information about the fiduciary net position of the pension plans and additions to/deductions
2.06 Contributions. Domestic work. Position as of 1 January 2015
2.06 Contributions Domestic work Position as of 1 January 2015 1 The facts at a glance If you employ domestic staff you have a duty to pay social insurance contributions even if the cash payment or payment
Summary of the law on FAMILY FRIENDLY RIGHTS
Summary of the law on FAMILY FRIENDLY RIGHTS Family friendly rights include, maternity, paternity and parental leave and rights for part-time workers. This booklet is solely concerned with the employment
National Insurance Fund - Long-term Financial Estimates
Social Security Administration Act 1992 National Insurance Fund - Long-term Financial Estimates Report by the Government Actuary on the Quinquennial Review for the period ending 5 April 1995 under Section
YEL INSURANCE ENTREPRENEUR S GUIDE 2016
ENTREPRENEUR S GUIDE 2016 CONTENTS Whom does YEL concern? 3 Effects of company form and ownership on the obligation to insure 3 Insuring family members 4 Impact of YEL income on pension and social security
Code of Conduct of adidas AG Herzogenaurach
Code of Conduct of adidas AG Herzogenaurach Date of issue: October 27, 2006 Table of Content 1. Basic Rules of Conduct 3 1.1 Executive s duties 3 1.2 Basic Rules and Common Sense 4 2. Treatment of Business
RESEARCH. Poor Prescriptions. Poverty and Access to Community Health Services. Richard Layte, Anne Nolan and Brian Nolan.
RESEARCH Poor Prescriptions Poverty and Access to Community Health Services Richard Layte, Anne Nolan and Brian Nolan Executive Summary Poor Prescriptions Poor Prescriptions Poverty and Access to Community
Equality Impact Assessment Support for Mortgage Interest
Welfare and Wellbeing Group Equality Impact Assessment Support for Mortgage Interest Planned change to the standard interest rate at which Support for Mortgage Interest is paid August 2010 Equality Impact
Guide November 2013. in collaboration with. Zero-hours contracts: understanding the law
Guide November 2013 in collaboration with Zero-hours contracts: understanding the law WORK WORKFORCE WORKPLACE Championing better work and working lives The CIPD s purpose is to champion better work and
Cross-border access to health care in the EU under Regulation 883/2004
Cross-border access to health care in the EU under Regulation 883/2004 Prof. dr. Herwig VERSCHUEREN University of Antwerp Sarajevo July 2011 Overview EU social security coordination system Objectives and
The value of apprenticeships: Beyond wages
The value of apprenticeships: Beyond wages NIDA BROUGHTON June 2016 There is strong political commitment to the apprenticeships programme as a part of the strategy to achieve a high quality workforce that
Workforce Training Results Report December 2008
Report December 2008 Community and Technical Colleges (CTC) Job Preparatory Training Washington s 34 community and technical colleges offer job preparatory training that provides students with skills required
WORLD DECLARATION ON WORKER COOPERATIVES
International Organisation of Industrial, Artisanal and Service Producers Cooperatives A sectoral organisation of o f the International Cooperative Alliance (ICA) WORLD DECLARATION ON WORKER COOPERATIVES
ANNEX. First preliminary outline of a European Pillar of Social Rights. Accompanying to the
EUROPEAN COMMISSION Strasbourg, 8.3.2016 COM(2016) 127 final ANNEX 1 ANNEX First preliminary outline of a European Pillar of Social Rights Accompanying to the COMMUNICATION FROM THE COMMISSION TO THE EUROPEAN
Swedish Institute for Social Research (SOFI)
Swedish Institute for Social Research (SOFI) Stockholm University WORKING PAPER 6/2002 ESTIMATING POST-TAX SOCIAL INSURANCE BENEFITS: Validity Problems in Comparative Analyses of Net Income Components
The Elderly in Africa: Issues and Policy Options. K. Subbarao
The Elderly in Africa: Issues and Policy Options K. Subbarao The scene prior to 1990s The elderly were part of the extended family and as such enjoyed care and protection. The informal old age support
and the Incentive Premiums by the Flemish Government Discussion Paper
The Career Break (Time Credit) Scheme in Belgium and the Incentive Premiums by the Discussion Paper Stephanie Devisscher IDEA Consult This paper describes the labour market policy measure for career break
PENSION COMMUNICATION RESOURCES
PENSION COMMUNICATION RESOURCES Contents Two Sets of Pension Measures Separating Accounting and Funding for Pensions Has the ARC Disappeared? Two Sets of Numbers Financial Statement Impact of New Standards
REPORT FROM THE COMMISSION TO THE EUROPEAN PARLIAMENT AND THE COUNCIL
EUROPEAN COMMISSION Brussels, 6.12.2013 COM(2013) 861 final REPORT FROM THE COMMISSION TO THE EUROPEAN PARLIAMENT AND THE COUNCIL Report on the application of Directive 2006/54/EC of the European Parliament
THE USE OF LONGITUDINAL DATA FROM THE EU SILC IN MONITORING THE EMPLOYMENT STRATEGY
THE USE OF LONGITUDINAL DATA FROM THE EU SILC IN MONITORING THE EMPLOYMENT STRATEGY Iveta Stankovičová Ľudmila Ivančíková Róbert Vlačuha Abstract The National Employment Strategy for the period until 2020,
Scottish Independence. Charting the implications of demographic change. Ben Franklin. I May 2014 I. www.ilc.org.uk
Scottish Independence Charting the implications of demographic change Ben Franklin I May 2014 I www.ilc.org.uk Summary By 2037 Scotland s working age population is expected to be 3.5% than it was in 2013
Country report Finland
Country report Finland EFBWW - EARLY RETIREMENT IN THE CONSTRUCTION INDUSTRY 1. Demographic development in the construction industry In Finland live 5.35 million people including about 6% Swedes, so that
2015 UK Salary Survey
Connecting Winners The leading recruiter of bid and proposal professionals 2015 UK Salary Survey 2 3 4 5 6 8 9 11 12 13 14 16 17 18 19 Introduction Key Findings Analysis by Gender Analysis by Age Analysis
Competence Development for Success and Security. Unionen s political platform for competence development
Competence Development for Success and Security Unionen s political platform for competence development Competence Development - for success and security When we learn new things and have the courage to
Guide for Local Government Pension Scheme employers and admission bodies
Preparing for automatic enrolment Guide for Local Government Pension Scheme employers and admission bodies June 2013 A Introduction This guide is intended to highlight key aspects of the automatic enrolment
Kristina Koldinská Faculty of Law, Charles University
Kristina Koldinská Faculty of Law, Charles University Directive 2004/113 Scope Definitions Actuarial factors Art. 5 Defence of rights Short evaluation of the Directive Test-Achats case A.G. Kokott opinion
YOUTH AND MIGRATION HIGHLIGHTS
YOUTH AND MIGRATION HIGHLIGHTS In 2010, there were 27 million international migrants aged 15 to 24 in the world, accounting for 12.4 per cent of the 214 million international migrants worldwide 1. In 2010,
HAVING REGARD to Article 5 b) of the Convention on the Organisation for Economic Cooperation and Development of 14 December 1960;
THE COUNCIL, HAVING REGARD to Article 5 b) of the Convention on the Organisation for Economic Cooperation and Development of 14 December 1960; HAVING REGARD to the 1976 Recommendation of the Council on
T E R M I N A T I O N O F T H E E M P L O Y M E N T C O N T R A C T
10/08/2015 www.bdo.lu T E R M I N A T I O N O F T H E E M P L O Y M E N T C O N T R A C T Both the employer and the employee may terminate the employment contract provided they comply with the rules stated
Public and Private Sector Earnings - March 2014
Public and Private Sector Earnings - March 2014 Coverage: UK Date: 10 March 2014 Geographical Area: Region Theme: Labour Market Theme: Government Key Points Average pay levels vary between the public and
Training Construction Workers for Sustainable Environment
International Journal of Environmental Research and Development. ISSN 2249-3131 Volume 4, Number 1 (2014), pp. 21-26 Research India Publications http://www.ripublication.com/ijerd.htm Training Construction
Therefore, AGE Platform Europe would be pleased if the Committee could take into account the following amendments.
Suggestions for amending the Draft General Comment on the Right to just and favourable conditions of work (article 7 of the International Covenant on Economic, Social and Cultural Rights) (E/C.12/54/R.2)
Flexible Labour Markets. A2 Economics Presentation 2005
Flexible Labour Markets A2 Economics Presentation 2005 Flexible Labour Markets (a) Flexible employment patterns at the workplace of hours worked of skills expected of people within the workplace of contracts
Input by KPS on Call for advice by EIOPA For the review of IORP II
Input by KPS on Call for advice by EIOPA For the review of IORP II KPS study group International pensions October 11, 2011 General remark relating to Call for advice from EIOPA for review of IORP II Page
SWK 6061 LECTURE 2 SOCIAL SECURITY: DEFINITION AND CHOICES. Dr. Wong Hung ( 黃 洪 ) Associate Professor, Department of Social Work
SWK 6061 LECTURE 2 SOCIAL SECURITY: DEFINITION AND CHOICES Dr. Wong Hung ( 黃 洪 ) Associate Professor, Department of Social Work What is Social Welfare? The term welfare state is used when a nation has
Executive summary. Global Wage Report 2014 / 15 Wages and income inequality
Executive summary Global Wage Report 2014 / 15 Wages and income inequality Global Wage Report 2014/15 Wages and income inequality Executive summary INTERNATIONAL LABOUR OFFICE GENEVA Copyright International
Employment Contracts Act. The position of employers and empolyees under the Employment Contracts Act
Employment Contracts Act The position of employers and empolyees under the Employment Contracts Act Contents 7 Lay-offs... 37 1 Structure and scope of application of the act... 4 2 Drawing up an employment
Rates for Vehicle Loans: Race and Loan Source
Rates for Vehicle Loans: Race and Loan Source Kerwin Kofi Charles Harris School University of Chicago 1155 East 60th Street Chicago, IL 60637 Voice: (773) 834-8922 Fax: (773) 702-0926 e-mail: kcharles@gmail.com
A summary of the Collective Labour Agreement for Temporary Agency Workers 2012-2017
A summary of the Collective Labour Agreement for Temporary Agency Workers 2012-2017 July 2015 issue Table of contents 1. Introduction 3 2. Phase system 3 2.1 Phase A 4 2.2 Phase B 4 2.3 Phase C 4 2.4 Interruption
ABA Section of International Law 2006 Spring Meeting 5 8 April 2006, New York
ABA Section of International Law 2006 Spring Meeting 5 8 April 2006, New York CROSS-BORDER EMPLOYMENT AND GLOBAL MOBILITY ISSUES IN EUROPE AND LATIN AMERICA: A CLOSER LOOK AT INTERNATIONAL ASSIGNMENTS
Employment Law Practice Group
Employment Law Practice Group BELGIUM BEIUS Koningsstraat 15 rue Royale - 1000 Brussels, Belgium Managing Partner: Mr. Daniël Van der Mosen daniel.vandermosen@beius.be Employment Law Contact: Mr. Koen
An introduction to European employment law for Korean companies
Acquisitions issues to expect Employing staff in Europe An introduction to European employment law for Korean companies For Korean companies encountering the European employment law system for the first
An update on the level and distribution of retirement savings
ASFA Research and Resource Centre An update on the level and distribution of retirement savings Ross Clare Director of Research March 2014 The Association of Superannuation Funds of Australia Limited (ASFA)
Full report - Women in the labour market
Full report - Women in the labour market Coverage: UK Date: 25 September 2013 Geographical Area: UK Theme: Labour Market Key points The key points are: Rising employment for women and falling employment