UNIT 5: How to set up workers’ participation structure
Setting up of workers’ participation structure on a company level usually starts with initiative from the workers’ side, undertaken by trade union representatives or a group of workers.
Employer is usually addressed in a written form, with clearly stated demand for putting into practice workers’ rights on information and consultation envisaged by European and/or national legislation.
Next step is agreeing with the employer on, and setting up, the concrete procedure according to which information and consultation will take place. This also includes defining who will represent the workers in the process, how workers’ representatives will be elected or appointed, what topics will be the subject of information and consultation procedures, and what form and timing they will take.
Details on these issues are usually, at least to some extent, defined by national legislation on employment relations, which in all EU member states must include transposition of the European Information and Consultation Directive. However, even in countries where this is regulated in detail by the law, there is still need and space for defining specific details on its implementation in practice on company level.
Ideally, this takes the form of written agreement between the employer and workers’ representatives or a trade union. Such agreements can also expand information and consultation rights set by the European and national legislation.
Possible content of company-level agreement:
- Detailed list of topics to be covered by information and consultation procedures,
- Timeframe for information and consultation procedures,
- Form in which information and opinions are exchanged,
- Resources needed for the work of workers’ representatives (time, equipment, meeting premises, external experts, ability to communicate with the workers…).
- Involvement of trade union,
- Timeframe and procedure for organising workers’ assemblies.
Once the details on information and consultation procedures are agreed, and workers’ representatives elected or appointed by the workers or their trade union, it is up to both sides involved in the process to put them into practice.
Workers’ participation can work effectively only if carried out in good faith by both parties. This means approaching the issue with good-will and a sense of responsibility. It is important that workers’ participation is accepted and encouraged by the company’s internal culture. Developing a strong tradition of information and consultation on a company level takes time, but eventually both sides should feel the benefits of such situation.
