In addition,
Overtime, notice limitation event dismissal::
But is it really historic? “This agreement is indeed quite new, Starts Jean-François Neven, lecturer in social law at the ULB. However, We have probably experienced reforms of this magnitude in the early 1980s, under the first Martens/Gol government […] But since then. For example, even the law on “feasible and handy work” by Kris Peeters in 2017, under the Michel government, was going less. Similarly, “
End of collective negotiations? – Overtime, notice limitation event dismissal:
In recent years, labor law could obviously be the subject of adaptations, but on specific points. However, “Now here, this is certainly one of the largest and massive reforms for the past forty years. Consequently, If certain aspects have already been in the pipeline, we give a serious boost.”
One of the new features is that some decisions should now be overtime, notice limitation event dismissal: made without any collective negotiations. For example, The ULB course manager also evokes a movement of “Dollectivization”: “We can. for example, have overtime on a voluntary basis to reach 360 hours per year – which is enormous -, without real collective supervision.”
In principle. Moreover, overtime is however the result of negotiations between trade union organizations and employers, “Whether at a sector in a joint committee or at business level”. Moreover, If this trend has been underway for a while, “a share of flexibility was still only possible for collective agreements”. It is clear that this will no longer be the case in the future. “and that we will fall back on the individual relationship between employer and worker”.
An agreement favorable to employers
In their reactions at the start of the week. both the CSC and the FGTB mentioned a regression in terms of overtime, notice limitation event dismissal: working conditions, citing in particular the increased flexibility or the abolition of the prohibition of night work.
“The consultation system. social security, the supervision of working conditions were born from a social pact between bosses and unions, ratified in 1944. The balances between socio-economic actors, often difficult to reach, are based on this social contract, or rather should be said … rested”, deplored the FGTB in its press release on Monday.
Can we therefore speak of an unbalanced agreement for the benefit of employers? “Yes, absolutely, confirms Jean-François Neven.Just see each other’s reactions. While the federation of Belgian companies agrees on almost everything. apart from the taxation of capital gains, the unions do not agree on anything. It is no coincidence. And it is not because union organizations are grumpy by nature.[…] Take the limitation of notice to 52 weeks in the event of dismissal. If overtime, notice limitation event dismissal: we put things in perspective in the 80s, you regularly had workers who were entitled to a 36 -month notice. With the unique workers-employed status in 2013, there has already been a fairly sensitive planing for employees, who have lost around 25 %. The young generation should know that she will never have such conditions again. […] The Arizona agreement reflects a real weakening of labor law in Belgium. “
“The calculation of the employment rate is pernicious”
The Arizona government aims to increase the 80 % Belgian employment rate by 2029. Are the announced reforms likely to reach these figures?“It all depends on the job we are talking about”says Jean-François Neven.
Thus, the possibility of working for less than a third time would promote precarious jobs.“However. you should know that to measure the employment rate, whether you are full time or in overtime, notice limitation event dismissal: a precarious job, you count for a work unit. In reality, the establishment of the employment rate consists of a telephone survey of people drawn. They are asked if they worked at least an hour during the previous week.” If this is the case. the interested party is considered to be employed, in the same way as an individual occupied at the rate of 38 hours per week.“This is where this indicator is pernicious. because if we want to increase the employment rate, it has every interest in creating precarious jobs that are occupied by several people, rather than one full -time.”
In other words. the concept of employment rate perverts reasoning,“In the sense that it leads to what we give people to work at any price, and if necessary, in precariousness. In any case, not in a quality job”,concludes Jean-François Neven
Further reading: Reservations for the sepaq parks: latecomers, that’s your chance! – An employee of the American bank Wells Fargo prohibited from leaving China – The EU prepares its response as commercial negotiations get baked – A Belgian company promises an innovative process to displease the floors – Defects noted for 28% of electrical devices.
