Smart Unions for New Industry Swedish meeting Luleå (Sweden) May 29, 2018
Where we are on the project? Work stream 1 • Preliminary research (1 kickoff meeting + 4 national reports + 1 comparative report + 1 Swedish meeting) • Months 1-5 • Capacity building (4-day training course in three out of four countries involved + Work stream 2 teaching material and a questionnaire + 3-day study trip to Bochum + 1 handbook «Workers ’ rep 4.0» and translations) • Months 5-16 • Dissemination (1 final event in Brussels + reports and outputs made available in Work stream 3 SUNI website and partners’ websites, dissemination via ADAPT International bulletin and each partner’s communication channels) • Months 16-19 (though, articles, interviews and events on the contents of this project are very welcome during its whole duration)
Comparative report: preliminary results Ilaria Armaroli, ADAPT Researcher
Section 1. Governmental plans for Industry 4.0
Date from which the 2011: Germany ( a working group named “ Industrie 4.0” was established) measures came into force 2015: Spain (“ Industria Conectada ”) 2016: Sweden (“Smart Industry”) and Italy (Piano nazionale “ Industria 4.0”) Institutional promoters Germany > the Federal Ministry for Education and Research set up the promoter group «Kommunikation», whose spokesman led the working group «Industrie 4.0». Spain > the General Secretariat for Industry and SMEs launched the strategy «Industria Conectada». Sweden > the reference is generally to government (but the document available online was produced by the Ministry of Enterprise and Innovation). Italy > the Ministry of Economic Development, supported by government, launched the Italian Industry 4.0 plan. Objectives Quite homogenous objectives of national strategies: - To boost national competitiveness and industrial innovation. Scope of application Sweden > all industrial sectors. Spain > focus on automobile and textile manufacturing (less attention paid to metal industry). Italy > from «Industria 4.0» to « Impresa 4.0 » ( Enterprise ) to encompass as many economic sectors as possible. Very similar attitude in Germany.
Degree of centralisation Apparently centralised (government-led) strategies in all countries. However, in Spain, important regional programmes have been launched. Plus, in all national strategies, connection with territories is encouraged e.g. via digital innovation hubs (in Spain and Italy), or place-based research and innovation investments in Sweden. Pivotal topics/pillars Widespread attention to digital transition and skills’ development. In Sweden, quite unique focus on environmental sustainability . Main tools - Fiscal tools (including tax credits in Italy and semplified procurement procedures or public funds for innovation projects in Sweden) - New infrastructures (e.g. open data, data protection and security) - Guidance programmes (e.g. pool of facilitators in Spain and Italy) - Skills and research policies (e.g. increase in the number of industrial 4.0 PhDs in Italy; lifelong learning opportunities) Role of trade unions A multi-stakeholder governance in Germany, via the «Plattform Industrie 4.0» (where business and labour representatives are deeply involved in both implementation and strategic development). A multi-stakeholder governance «wannabe» in Italy, via the «Cabina di Regia» (a sort of a consultative-coordinating body). The Swedish «Smart Industry» strategy developed in close dialogue with trade unions. Apparently, scant involvement of Spanish social partners > intense lobbying activity performed by social partners.
Section 2. Main features of industrial relations in the metalworking sector
ITALY SPAIN GERMANY SWEDEN Trade unions and Union pluralism . Main unions are UGT- A single main union : Nation-wide trade employers ’ ->No law establishing FICA and CCOO, that ->IG Metall, affiliated union confederations associations in the a union sign the National to DGB, which signs for blue-collar and metalworking sector representativeness Industry, Technology sectoral collective white-collar workers : threshold to sign and Metalworking agreements (at the ->LO represents blue- NCLAs. Sector Services regional level) with collars (IF Metall is a ->Main unions are Agreement with Gesamtmetall member of LO)+ FIOM-CGIL, FIM- Confemetal. (member of BDA). A TCO organising white- CISL, UILM-UIL, -> A union marginal position is collars. They sign which sign NCLAs representativeness held by the Christian NCLAs with the with Federmeccanica threshold (i.e. the metalworkers ’ union Association of (Confindustria), number of delegates) (CGM), affiliated to Swedish Engineering Unionmeccanica to select most the confederation Industries Confapi, Confimi representative unions. CGB. (Teknikföretagen), Impresa Meccanica + affiliated to the cooperatives and craft Confederation of industry. Swedish Enterprise.
ITALY SPAIN GERMANY SWEDEN Collective 6 NCLAs (signed by 1 NCLA covering the Industry-level 2 NCLAs for blue- bargaining in FIOM-CGIL, FIM-CISL sector: the National collective bargaining collar and white- the and UILM-UIL) covering Industry, Technology is the core of the collar workers . metalworking the sector . However, the and Metalworking system . It takes place -> two-tier CB sector most popular is the NCLA Sector Services at the regional level. + structure : industry + Federmeccanica. Agreement (CEM). works agreements local (workplace) level, -> no erga omnes -> general efficacy can be reached at that can regulate any -> two-tier collective («erga omnes»). The company level on issue following the bargaining structure CEM is published in integrative issues. rules established by (national + the Official State -> works councils can national level CB territorial/company) Gazette. negotiate only if they (however, decentralised -> rules of coordination: -> three-tier CB improve standards CB cannot lower pay delegation, ne bis in idem, structure : national (favourability principle) increases fixed at the opting out in certain either industry or non- or opening clauses are national level). circumstances industry (on non-pay allowed by industry- -> High CB coverage: -> a problem of vertical issues), provincial, level agreements. about 90%. coordination and CB company-level ->legal mechanisms to governability ->labour reforms of extend the efficacy of -> sectoral CB coverage is 2011/2012 allowed CB. about 80/85%, while company-level -> declining CB company-level CB coverage collective agreements coverage due to firms does not exceed 35% to deviate from higher- leaving employers ’ level ones. federations.
ITALY SPAIN GERMANY SWEDEN • • Workplace labour RSU: the unitary Dual-channel system In companies > 5 Union-based employee representation in workplace union of employee employees: a works voice at the workplace the metalworking structure , elected by representation : council (formally level. Union • sector all workers among In companies >10 independent from representatives are union candidates, employees: an the union) endowed endowed with endowed with employee delegate with co- bargaining rights on bargaining rights (in (only formally determination any issues . companies > 15 independent from rights on social + workers ’ safety employees) unions) issues. representatives • RLS: elected by all • In companies >50 • In companies > 50 appointed by the workers and dealing employees: works employees: health union; and joint safety with health and safety council (only and safety committees. issues formally committee • • Joint committees on independent from In companies > 100 integrative issues unions) with employees: an bargaining powers. economic + trade union sections committee • gathering all union In bigger members in companies: shop companies; in stewards elected by companies >250 the union. employees: a trade union delegate.
ITALY SPAIN GERMANY SWEDEN • • • Participatory Article 46 of the No rights to employee In companies >500 In companies > 25 rights in the Constitution , dedicated board-level employees: employee employees: metalworking to workers’ right to representation. representative on employee sector collaborate in the supervisory board. representation on • management of Co-determination boards . • enterprises, never rights on social The UVA agreement materialized. issues attributed to (1982) > • Participation practices works councils. consultation/negot introduced via industry- iation rights before level (in the metalworking significant changes sector, in companies > (work organisation; 1500 employees) or personnel changes, company-level CB. annual budget + • Fiscal and contributory other areas e.g. incentives to direct technical employee participation developments). • practices introduced via Union veto power CB. over engagement of subcontractors. • Union right to use consultants paid by the employers.
Section 3. Overview of the perspectives of trade unions and employers ’ associations in the metalworking sector on Industry 4.0
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