THE END OF THE TUNNEL?

Part of the front of the seminar brochure

“Changes on the labour-market: is there light at the end of the tunnel” was the title of another 2 days seminar organized by WOW, the Austrian affiliate FCG/GPA-djp, the Danish affiliate KRIFA and of course EZA, the European centre for Workers education subsidized by the European Commission. Some 45 trade union leaders and activists from 18 European countries and a delegation of the Turkish Bank and Insurance Employees Union BASS listened to 6 high level experts from different European countries, they discussed in working groups the main problems and they debated with a panel of 3 trade union leaders from 3 different European countries.

Before the official opening of the seminar we see from left to right: EZA President Bartho Pronk, EO/WOW President Guenther Trausznitz, Gertrud Wiesinger of the FCG/GPA-djp, member of Austrian Parliament August Wöginger and FCG/GPA-djp President Wolfgang Pischinger.

The seminar was opened by EZA President Bartho Pronk who comforted us with the fact that history proves that the kind of crisis we are experiencing today, normally takes ten to eleven years. So indeed probably within one or two years we are approaching the end of the tunnel. The question is what kind of light will there be? One thing is certain, the labour market will be never the same again. So the question is, what kind of labour market we will have? We expect the invited experts to provide us with the necessary data,  analysis and ideas for answers on these questions.

Coffeebreak. In the background from left to right EZA President Bartho Pronk talking with WOW President Roel Rotshuizen and Gerard van Linden of the Dutch CNV Dienstenbond. In the foreground left Portuguese SINERGIA President Alfonso Almeida Cardoso and his colleague.

Mr. August Wöginger, member of the Austrian Parliament , trade union member and secretary general of the ÖAAB (The Austrian Union of Workers is the workers organization of the Austrian People's Party ÖVP ) told us about “Changes on the labour market as political task of the employee-representatives”. While Austria, compared to other European countries, is not doing bad on the labour market, unemployment among young people and workers older than 50 years is too high. The reasons for this are: too much unqualified workers and too little low qualified jobs, too little high qualified jobs, too few apprenticeships and too much early retirement schemes. What must be done? More and better education and training (compulsory until 18), more women working, working longer (part-time work for older employees combined with part-time retirement), tax reform (less tax paid on labour).

From left to right: Danish professor Henrik Schärfe, EO/WOW President Guenther Trausznitz and Alfred Gajdosik of the European Economic and Social Committee.

The presentation of the Danish professor Henrik Schärfe of the Danish Aalborg University, on “the role of technology and the boundaries between humans and machines and what may be the effects for the future labour market” was not only spectacular but also surprising. He gave us an idea what the future will bring: more robots and even androids (robots that look like human beings) that will take over many jobs (pilots, cleaners, car drivers and so on). He himself has build an android that looks like him and who probably made the first android selfie ever, that had traveled by airplane and that was a teacher on the university. His presentation on the future of robots and androids was on one side frightening because robots may take over many jobs which means a drastic change at the labour market. On the other side, androids will help us to make life more comfortable and easy. But there are also urgent questions. For example will this new technology not widen the gap between rich and poor, between high and low educated workers? Questions which need to be answered in the near future.

Member of the EO/WOW Board and FCG/GPA-djp President Wolfgang Pischinger (left) and Alfred Gajdosik of the European Economic and Social Committee.

Alfred Gajdosik (Austrian member of the European Economic and Social Committee) gave “an overview on the implications of a flexible labour-market” and “what the effects are of the growing job insecurity.” The flexible labour-market is a reality in most European countries: part-time working, zero hour contracts, outsourcing to autonomous workers or other countries, short-term contracts etc. It seems that the life time contracts are becoming more and more a minority on the labour market. This of course has consequences for pension systems, social security like unemployment insurance, health care insurance and other social implications like family life and social life in general. Trade unions must look for answers on these challenges on the labour market and decide what is the individual responsibility and what should be arranged by the state and what should be done by private enterprises?

The Dutch Labour economist Ronald Dekker (left) and CGM President and member of the EO/WOW Board Adalbert Ewen.

The Dutch labour economist Ronald Dekker of the Tilburg university wondered about “what the effects are of changing labour relations for both the employee as well the employer?” He made the remarkable observation that “flexibilisation on an inherently imperfect labour market does NOT (by default) lead to better outcomes." At the same time “labour markets are generally becoming more flexible in the sense that a larger share of the workforce is not directly employed on open ended contracts”. This is not all good. It provokes unequal pay for equal work, the evading of minimum workers rights and precariousness. Trade Unions must therefore empower “the flexible worker”. It should be stressed that “what's good for business is NOT by default good for society: more labour market flexibility does NOT result in more jobs and flexible workers (including own account workers) are NOT the direct 'enemies' of permanent workers.

Meeting of the working group of participants coming from Serbia, Republica Srpska-BiH, Croatia, Montenegro and Macedonia.

What is the price of flexible work? The Dutch Profesor Agnes Akkerman of the Amsterdam university investigated this question through a survey of 500 employees, comparing flexible workers with standard workers and teleworkers with not-teleworkers. The survey gave the following conclusions: overall flex workers are not less happy at work, they have a different relationship with their colleagues (more affective than functional), different ways to seek help, different responses to discontent (less willingness for collective actions like for example strikes) and a higher level of undesirable behavior (probably caused by the lack of functional contacts on the workplace).

From left to right: WOW Treasurer Rolf Weber from KRIFA Denmark moderating the panel consisting of Gerard van Linden (CNV Dienstenbond, Netherlands), Savvas Pelentrides (POAS, Cyprus) and Soren Fibiger Olesen (KRIFA, Denmark)

It appeared at the working groups and later during the panel debates that every country has its own experiences with the growing flexible labour market, flexible working times and places, the outsourcing of labour, displacement of labour etc. It is clear that each trade union must look for its own solutions in its own country. An overall European solution does not exist. It was agreed that indeed we are approaching the end of the tunnel but also that there will be an other light than before. There are indeed major challenges for the trade unions to deal with in the coming years.

THE DOWNFALL OF THE WCL ( PART 27: CLAC CANADA, CENTRAL AND EASTERN EUROPE )

As I have written before, the Canadian Christian Labour Association of Canada CLAC supported the WCL activities in Central and Eastern Europe. Thanks to, among other things, the efforts of some leaders of CNV, the CLAC had joined the WCL. Over the years, CLAC had become a thorn in the side of the dominant Canadian Labour Congress CLC. CLC could and cannot accept that a small, even Christian trade union confederation like CLAC dared to challenge the big CLC and threaten its monopoly on the labor market.

I recognized in the stubbornness of the CLAC, with which she went her own way, despite opposition from the big trade union confederation CLC, the stubbornness and consistency of my Protestant-Dutch compatriots. This is not surprising because many CLAC leaders descended from Dutch Protestant immigrants. Do not forget that in the 17th century Dutch Protestantism helped the Dutch Low Lands, in spite to be a very small country, to conquer a permanent place in the world.

But there is much more. I recognized in CLAC, as well as before in CNV, and also in the former Dutch Catholic NKV trade union confederation, and later in the Danish trade union confederation KRIFA, the profound belief that man is more than material welfare. Without wanting to use big words, I recognized in these unions a deep sense for human spirituality. Although it is difficult to make policy and actions based on such beliefs and convictions, especially with trade unions, these unions did not give up, without becoming churchy, bigoted or exaggerated piety. In addition, they also dare to go against the zeitgeist, fashions and trends of these times.

The deep consciousness that human beings are probably above all spiritual beings, I found also in the new trade unions in Central and Eastern Europe. A spiritual wealth Western unions seem to have lost. It seems that their power struggle against capital and employers, their bureaucracy and their own wealth have made them spiritual insensitive. I have always experienced my work with unions in Central and Eastern Europe, but also in the Third World countries, as a spiritual refreshing bath. They gave you the opportunity to value again the spiritual dimensions of ones existence. A wealth that you carry for your life even when there are also drawbacks. One must stay realistic. People can do good but also evil.

Another point that appealed to me was their spirit of rebellion and courage to resist superior powers. From the start I have been struck by this spiritual force of the Latin American trade unions as united in CLAT and thanks to the WCL, I learned to know all this also in New Europe, in Asia and in Africa. Over time, I saw it as a challenge to unite in WCL this spirituality together with the courageous rebellion in a self-conscious and realistic way. Such a WCL would be able to contribute on world level to the search for the balance between material prosperity and spiritual well being. 

During my stay I visited some work sites organized by CLAC. Ed gave me the opportunity to visit the famous Niagara Falls during a day it was so misty that we barely could see the falls. But anyway we had a nice day.

Executive Director Ed Grootenboer invited me in April 1994 as a keynote speaker for the 38th National Convention of CLAC in Toronto, with the theme "WCL meeting the challenge in Central and Eastern Europe". I loved the invitation because it allowed me to explain to a wide audience why we as WCL to be in Central and Eastern Europe . I hoped to make clear that we as WCL were not present in Central and Eastern Europa to get more members for the club, but to support the building of a democratic and humane society backed by our Christian and humanist values​​.

Here is not the place to repeat my speech but only some main parts. You can read the whole speech in 'The Guide', volume 3/ number 42, april / may 1994. The Guide is published by CLAC. I believe that much of what I said then still applies for Central and Eastern Europe and also for the Third World. I just want to cite some paragraphs which in my view still apply.

The responsibility of the West.

As Westeners, we now have the ability (after the fall of the Berlin Wall), I would say the responsibility, to react to what we now know. Why? Firstly, because the people who contributed to the fall of communism ask for our support. They are calling on our solidarity to help solve the huge problems facing them. Secondly, because their weapons against communism were the reliance and insistence on the operation of universal human rights. If we now denie this universality, we not only betray those who believe in it, but we also break trust with our own belief in human rights. We would completely lose our credibility. And this, in turn, would mean that we can forget, at least for the time being, about a new world order that would be more humane and more peaceful. So, thirdly, it is evidence of our enlightened self-interest if we help build a better society in Central and Eastern Europe, the main pillars of which are respect for human rights, democracy, social justice, and, of course, economic progress.

About the values of WCL

Besides the WCL's social orientation and action, there is our broad ideological orientation. Broad in that our actions and concepts are inspired expressly by values and standards of human relations which are derived from religious beliefs. Our initially Christian inspiration remains, but it has been broadened in order to accept and include people and trade unions with different religions and ideologies. This broadening helps us to acquire a more profound view of the trade union movement in different cultures, on every continent. Basically, the trade union movement has to be one of the instruments for contributing to the possibility of self-fulfilment for the individual worker as a human being. Since this self-fulfilment can never be an indidual process, the trade union movement must always be a solidarity organization.”

Meeting with VOST members in the Trollybus Company in Kiev. This picture has a story. The management of the Company did not want us to enter the enterprise. Only after we had threatened with international publicity we could  speak with the members of the VOST within the company. But first we had to listen to the representative of the post-communist trade union, the former communist state trade union. According to him, everything was fine. However VOST members thought very differently so they told us later. 

Two years later, in May / June 1996 Ed Grooteboer went with a large WCL delegation to Ukraine. I have previously written about that mission. As you can read below, the report from Ed about what he experienced in Ukraine is still relevant in the light of current evenst in the Ukraine.

On the last day of our mission to Ukraine, VOST had organized a press conference. From left to right: Achille Dutu (Cartel alfa, Rumania), Olga Nicolae ( WCL Liaison office Bucarest), Piet Nelissen (WCL Confederal Secretary), Oleksandr Dhzulyk (President VOST, Ukraine), Ed Grooteboer (Executive Director CLAC, Canada), Yuri Kurylo (Vice President VOST, Ukraine), Andrzey Adamczyk (Head Int. dept. Solidarnosc, Poland)

Still the same foxes running the coop.

"As part of a recent World Confederation of Labour (WCL) mission to the Ukraine to support the All-Ukranian Union of Wokers Solidarity (VOST), a sister organization, I saw first-hand how deeply the communist legacy runs in Ukraine's political, economic and social structures. Politicians, bureaucrats, and industry and trade union leaders are tenaciously hanging on to positions of power and control. They are reluctant to give up their privileges and strongly oppose the winds of change.

In this sense, the Ukraine is no different than neighbouring Belarus, Russia, and other countries once swallowed up in the USSR. But countries like Poland, Hungry, Czechslovakia (now the Czech and Slovak republic), and Romania are profiting from a conscious and popular struggle agianst communism. These revolutions resulted in well-nigh irrevesible reforms at practically all levels, and created a reservoir of resolve to work through the economic and social devastation caused by communism. Although communist sympathizers remain a force to be reckoned with, a country like Poland has made great strides in rebuilding its social and economic structures. Countries such as the Ukraine, however, have not experienced such a revolution. Independence arose almost by default out of the crumbled Soviet empire. Consequently, reforms are relatively superficial and the same foxes, now travelling under the name of social democrats, are still and by large running the chickencoop.” (The Guide, july/august 1996.)

REASON FOR EXISTENCE OF TRADE UNIONS

                           

                                              

REPORT OF THE SEMINAR "WHAT REASON DO TRADE UNIONS HAVE IN A MARKET WITH A DECLINING SUPPORT?"

Please note that this report soon will be available on the WOW website in Spanish, German and French.

The Seminar Room

Billund, 01 February 2013 – In the past trade unions have played an important role in, amongst others, promoting social dialogue, bargaining for collective agreements, and supporting its members in case of disputes. Today, however, the role of unions is under pressure. Throughout Europe one can detect a decline of membership affecting the position of trade unions. But what does this say about the support for unions? What future do trade unions have?

This was the topic during a two-day European seminar which took place in Billund, Denmark. Focus of the seminar, which was organized by the Christian Trade Union KRIFA (Kristelig Fagbevægelse) and the European Organization of the World Organization of Workers – EO/WOW in cooperation with the European Centre for Workers’ Questions (EZA) and with the support of the European Union.

The seminar with the theme “What reason for existence do trade unions have in a market with declining support?” was well-visited by trade union leaders from over 17 EU Member States. This clearly showed that the them of the seminar is very topical and does not stop at the borders. All countries are faced with the same development to a more or lesser extent. We as trade unions have to find ways to countries these developments in order to remain a representative bargaining power.

The trade union STING delegation of Croatia at work with Lego learning to build and to communicate.

The way in which the economy is organized has changed. Whereas in the past people often worked for the same employee for forty years, these days people shift from one job to the other. Not always by choice, but in most instances it is by choice. People are continuously trying to improve and challenge themselves. This is also something they expect form their employer. If the employer does not do this people look for greener pastures.

What can be seen is that society as a whole has become more individual. There are a number of reasons for that, but one important characteristic is the speedy development of certain kind of media. Another characteristic is the fact that (young) people want to shape their own future more and more and not be dependent on an organization such as, for example, the trade union. But it can also be seen when looking at the lower interest in being part of a community (football-club, music-band, volunteers-work). People in general feel a lesser need to belong somewhere.

The individualization greatly affects the role of unions as well. People not only shift from one job to the other, they may also, because of this, may shift from one branch to the other. Trade union will have to act on this development. Create means to keep members first and to attract new members second. A way to do this is to do as the Romans do. Meaning that if society is becoming more individual, the unions should have a more individual approach as well. Of course without forgetting their role as collective bargainers. Unions are, in principle, for the collective. But certain developments in society are now leading to necessary changes.

EZA President Bartho Pronk, former Member of the European Parliament, opened the seminar with some critical and optimistic remarks.

But not all has to be bad. The current crisis may be of benefit. As Bartho Pronk, EZA President, explained: “A crisis leads to restructuring. It is easier to make these changes with social dialogue than without. New Liberalism has proven its wrongs. The market is important, but without social dialogue it is not functioning as well as it could. The effect of this all is that social dialogue has gotten a prominent role in the Lisbon Treaty. So the crisis has caused a turn-around in thought.”

Indeed crises often lead to positive changes. People are forced to rethink certain strong-held strategies and ways of acting. A trend which started some years ago is the increase of so-called part-time and a-typical jobs. “In Austria, Günther Trausznitz, European President of the WOW, stated, 59% of the jobs are a-typical (typical jobs are from 9 to 5). This makes it difficult to find common grounds for collective bargaining”. True, the interests of the workers is different making certain general agreements difficult to achieve.

Although many trade unions are losing members this is not the case in all countries. In the case of Austria, for example, there has been a steady growth form the fifties of the last century. Lately, what can be seen is that half of the new members within the FCG/GPA-DJP (private services sector) are female.

In Denmark, as in other countries in Scandinavia, trade union membership is quite high. There are various factors that cause this, but the most important is possibly the unemployment insurance scheme. Laust Høgedahl said that: “This so-called Ghent-system allows trade unions to administer government-subsidized unemployment insurance funds (Norway excluded). In the Danish context these funds were trade- and profession-specific. Unions thereby had a monopoly. This does of course not necessarily explain the high density of membership. But what happens in practice is that is that people experience a lack of transparent institutional separation. Wage earners perceive the trade union and UIF as the same thing!”.

When we look at the role of the employer and their expectancy of the future cooperation with trade unions, it becomes clear that they have quite a different perception. Knud Nørbo of the Jyske Bank sees developments on which they do not have influence, but is affecting them as a company. “While the Jyske Bank complies to the standard collective agreement for the Employers Association and Financial Services Union, they also have their own local company agreements (within the framework of the standard collective agreement). This company agreement is more purpose and intent than actual rules. We belief people on the spot know best!”.

EO/WOW President Guenther Trausznitz spoke during his words of welcome on the growth of the so called a-typical jobs, also in his country Austria.

Knud Nørbo sees a few challenges for the future. The challenges, which are global, are the individualization which does not fit well into rigid rules, meaning that a one fits all approach is no longer possible. Secondly, the time, place, nature of the work, and life-style is changing (eg. work-life balance).

This growing individualization is reoccurring point of attention. Particularly what can be done to work within this trend. As Laust Høgedahl stated: “You can change yourself or you can change your members. What is easiest”. Trade unions will have to work with the current parameters. They have more influence on themselves than on their (potential) members. In Austria they are acting with this in mind. They have sent mailings to non-members just before difficult collective negotiations. This to more prominently show what it is they are doing and for whom. Also by offering a reduced membership-fee (or no fee at all) in the first period of membership is a means to attract members, thereby hoping that they will continue their membership.

The same developments can be detected in other countries as well. Not only when there is a decline of membership, but also just to attract more members and thus become more representative. All unions are searching for ways to attract people. Only by showing that you have an important role in collective bargaining is no longer enough. The people demand more. It is always: ‘What’s in it for me?’

Wolfgang Pischinger, President of the Christian Fraction of the Austrian trade union GPA-dj was one of the speakers at the seminar.

“Trade unions should be more introspective” stated Jesper Wengel, CEO of KRIFA. “I cannot create jobs, but what I can do is make sure that the people in KRIFA have high-competences, and deliver a high service and quality to the members”.

And this is exactly what is needed. “Attracting members is one thing. Keeping them another”, said Guy van Gyes, Research Manager at the University of Leuven, Belgium. “There is a high-turn-over. People leaving the unions, but also people going form one union to the other”.

There are various reasons for people to leave or switch unions. Important reasons were the price of membership and the fact that the former union supported certain political parties. Perhaps an even more important reason is the that the former union did not attend the member’s interests (Høgedahl). This clearly shows the importance of being attractive for the individual as well as for the collective.

“What is striking is that the sympathy for and feeling of legitimacy of trade unions is quite high, although this does not necessarily comes back in an increase of new members. In that respect trade unions should question themselves about the ‘logic of influence’ and the ‘logic of membership/participation’. Of course taking the current societal changes into account”, stated Guy van Gyes. People want to know what is in it for them. “They demand a quick response and a personal approach”.

There will always be a future for trade unions, since there will always be a relationship between employer and employee. This is always a power-relationship and this relationship changes over time. How trade unions will be organized in the future is to be seen. Trade unions should be, more than now, a movement organization establishing a community experience (community unionism).

The need for unions remain so there will always be a future. Trade unions will, however, have to reinvent themselves, without disregarding their core-values and traditional role for the collective. Not everything is for sale. Changing oneself is easier than changing the other.

As Laust Høgedahl stated: “In order to be an attractive trade union in the future, trade unions must strike a balance between relevant individual services and a reasonable membership fee apart from delivering collective goods”. 

Report made by Bjorn van Heusden, executive Secretary WOW