1. PRIORITIES OF COLLECTIVE BARGAINING Budapest, 2-3 July 2012 Mato Lalić

2. Priorities of collective bargaining come from basic trade union tasks -salaries -working conditions -protection of vested rights -secure workplace -safe workplace

3. The social role of trade unions should not be neglected: -improvement of workers’ co- determination -democratisation of the economy and society -social policy

4. Collective bargaining was born at the same time as trade unions, as a result of conflict of interests EMPLOYER’S AIMS:WORKER’S AIMS: 1. Maximum of cost- effectiveness – via increase of profit, for example by: 1.High salary 2.Acceptable work time - increase of prices - use of related benefits - subsidies - rationalisation - decrease of salaries - cutting of social benefits - decrease of the number of employees - increase of working hours 3.Health and safety at workplace 4.Secure employment 5.Healthy environment 6.Co-determination 7.Social state 8.Democratic state 9.Peace

5. For the employer, the aim of production, is INCOME – PROFIT The employer’s aim is not the product. The product is just a means towards gaining the profit. The employer wants a maximum of earnings with a minimum of investment.

6. The employer is in competitive relations and tries to: -raise profit -reduce the production costs -reduce costs for workers

7. Wage policy: outlooks and areas of implementation Objectives of active wage policy -workers have to participate in boosting productivity -compensation for price increases -more just distribution of GDP

8. Taxes and contributions grow continuously: -this is impossible to compensate by wage policy alone -tax system and social insurance system should be restructured Re-evaluation of industries -modified demands and workloads -revision of elements for job classification -re-evaluation of industries, for women in particular -concept for elimination of low wages

9. Working hours policy based on work load: -Reduction of working hours in various forms -Reduction of fixed overtime -Forms of work based on reduced working hours -Agreement on breaks in shift work and on short breaks -Attractive possibilities for creating working hours -Flexible retirement scheme -New provisions on early retirement

10. Welfare state support: -Legal limits on extending working hours beyond those provided by law -Promoting reduced working hours -Legal safeguard against insolvency risks for wage accounts -New law on early retirement

11. Structuring of working hours: -Social structuring of working hours -Personal affinities of workers to working hours -Company interests concerning working hours

12. Flexible working hours: -workers’ council and workers must jointly make decisions -workers’ affinities to working hours have to be taken into account -more freedom in creating daily working hours -new demands for paid leave (by freeing from obligatory work)

13. Promoting reduced working hours: -Better coordination of family and work -Ensuring employment -Social protection through internal agreements between the workers’ councils, management of the company and collective agreements - obligatory social insurance for atypical forms of employment (casual and temporary jobs)

14. Humane working conditions -Rest periods for working in shifts -Breaks -Rest periods due to age Elderly workers -Protection from dismissal -Protection from demotion to lower wage grades

15. Rest periods instead of allowance for work intensity: -Reducing the possibilities of granting allowances for especially intensive work -Compensation in the form of rest periods for shift work, overtime work, and adverse working conditions

16. Environmental protection and health care -Linking the laws on environmental protection, on health and safety at work and life protection and health care -Participation of workers council -Establishing of workers teams and committees for environmental protection -Appointing stewards for environmental protection

17. Equality of women and men -Improving conditions for women -Placing women in apprentice and job vacancies (including managerial functions) -Promoting women to skilled jobs -Encouraging further education and in- service training -Possibilities of coordinating work and family due to the provisions on working hours and rest periods -Reintegration measures

18. Further education and training -New technologies and work organisation -Regulating skills in collective contracts and agreements between workers’ councils and employers -Establishing needs for further education -Consultations between employers and workers’ councils -Provisions on skills -Skill planning scheme -Education and training programme in the company -Right to training leave

19. Co-determination at work -Workers’ active participation in the creation of social, humane and ecological working environment -Collective contracts and agreements of the workers’ councils with the employer -Expanding the workers’ rights, particulary -The right to information and participation -The right to set up task forces for the organisation of work and techniques -The right to the protection of health and the environment

20. Expansion of workers’ councils’ right to co-determination: -personnel issues -rationalisation measures -organisation of work

21. Thank you Thank you