European (Sector) Social Dialogue overview & update Lutz MÜHL Secretary of the Board European Chemical Employers Group

The European Chemical Employers Group 24 member federations founded as federation in January 2002 (but long history of multilateral network) Independent federation for ‚Social Affairs‘, but linked to the „Cefic-family“representing the European Chemical Industry in many areas Organises via its member federations more than 12,000 companies in 24 countries employing far above 1 million people Run by social affairs experts from member federations

What does ECEG do ? Social Dialogue Exchange on national social affairs and industrial relations Trade unions are exchanging information on activities and try to coordinate policies. It is of course essential for employers to have the same information available. Thus ECEG organises an exchange on the industry side. European Social Affairs policies National regulations in Social Affairs are determined by EU legislation (working time, European works councils, standards for information and consultation of employees, health and safety, temporary agency work …). Others are to come (minimum requirements for company pensions, …). When helpful, ECEG defines positions on the subjects and works closely together with BUSINESSEUROPE and other sectoral employers organisations within the European Employers Network (EEN).

The place of Social Dialogue at European level Policy Agenda Open Method of Coordination Employment Social protection European Funds Dialogue Legislation Mobility - Gender equality Health and Safety

Levels of European Social Dialogue Tripartite dialogue Tripartite Social Summit once or twice a year, includes Social Partners, EU Commission, EU Presidency, EP representatives Bipartite dialogue Cross-industry Social Dialogue Sector Social Dialogue Committees Company level (EWC) and ~40 other sectors

Social Dialogue and Social Partnership Interests of employers and employees (organisations) differ of course in areas like wages, working time etc. Here (core interests) both have the task to find compromises acceptable to both sides, enabling the companies to be competitive in the markets and the employees to have a decent living. Employers Employees core interests core interests But there are also quite big areas of common interest between both sides. This may be issues regarding the competitiveness of the industry (regulation), training and qualification, health and safety standards. Environmental performance, image, international trade, etc.

What is EU level Sector Social Dialogue Possibility to work together between industry and employee representatives for the best of industry & jobs on EU level Exchange information and experiences Present good practices – learn from each other Disseminate information from EU level to national level Agree on positions and ideas on subjects dealt with politically at European level (joint lobby activities) Negotiate and decide on recommendations to national or company level Negotiate and decide on (binding) agreements on very specific issues which can than be transposed into a directive by the council or which can be implemented via national Social Partner agreements (if an issue in social affairs, specific to the sector, needs EU-wide harmonised regulation) Work jointly with the Commission and other EU institutions in order to underline the common interests of the companies and its employees of our sector

– and what is it not? EU level Social Dialogue is no collective bargaining like we know it from national or company level in some countries -> no EU-wide for companies and employees legally binding agreements on all kind of working conditions is not there to solve the conflicts, which could not be solved on national level or company level (no conflict resolution service) is not there to table those issues again for negotiations which, from the perspective of one side, could not be agreed upon on national level in collective bargaining in a sufficient way – such ‘conflicts’ should not be exported to countries which may have no problems here … should not interfere into well-functioning national systems of industrial relations by forcing them to change – but it may show good practices in other countries which can help to develop the own system

Current challenge > revision of EU framework for SSD Sector Social Dialogue is based on the EU treaty and an EU Commission decision of 1998 Since autumn 2008 the EU Commission is running a consultation on how to develop Sector Social Dialogue further One big discussion was (still is?) “binding vs non-binding texts” Aim is of course to live up to the positions agreed between Social Partners on EU level, to have an “impact” and to create “added value” for the industry and its employees Different instruments need to be available – but decision which to use must be with Social Partners only It is unclear how (with which legal backing) legally binding agreements could be signed (and enforced!) in EU level sector social dialogue (except for the way via the council) for companies and employees across the EU Another issue is the shape and size of the different Sectors

What we need for continued success of (EU level) (Sector) Social Dialogue Support from national federations and trade unions, be proud & tell it! Support for meetings, be present ! Allow technical experts from member federations, trade unions, member companies or works councils to support the EU level leadership on specific projects, events, … … Commitment National and company level needs to tell us what issues they would like to work on with the EU level But please think first if the item is really interesting across the whole EU 27 !!! Carry on the items which are discussed on EU level to national level Organise follow-up events, agreements on national, local or company level on items which have been agreed on EU level

Summary EU (Sector) Social Dialogue is a great opportunity to learn from each other help to disseminate best practices across the EU agree on EU-wide recommendations or even minimum standards wherever helpful and necessary help to influence European regulation for the industry in a way which protects the competitiveness and the jobs of the industry and its employees EU (Sector) Social Dialogue needs strong and committed Social Partners a good link between the European and the national level Social Partner relations a common understanding of what to achieve and where the limits are active dissemination of its results and follow-up activities on national level

Thank you for your attention Lutz MÜHL Secretary of the Board ECEG