1 oct. Tableaux 25 et Graphique Evolution du Numerus Clausus d’entrée en deuxième année des études Source: conventions collectives, CISME, établissements hospitaliers privés à nut non lucratif (FEHAP). 16 oct. A propos de la convention collective de l’AURA Convention collective FEHAP L’AURA est adhérente à la Fédération des Etablissements. -Convention-Collective-Nationale-CCN T+ monthly /Avenants-signes-de-la-Convention-Collective-Nationale-CCN/Avenant-n /note-CAFehap-avec-annexe T+ never .

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The membership domain of an association, as formally established by its constitution, demarcates its potential members from other groups which the association does not claim to represent. The fact that these groups usually also work in areas other than the hospital sector, and represent only a subgroup of the sector at the same time results in sectional overlaps of the collectjve of these trade unions with the hospital sector.

Feha; few business associations which are represented in these tripartite bodies are not listed in Tables A2 and A3, since they do not meet the criteria of a social partner organisation. Commentary Compared with other sectors, the representational system conventoon the hospital sector shows four main properties.

The collection of quantitative data, such as those on membership, is essential when it comes to investigating the representativeness of the social partner organisations.

The reason for this is that defining criteria for sufficient representativeness is a matter for political decision rather than an issue for research analysis. Particularly in the latter case, the analysis finds a proliferation of feuap unions, resulting in accentuated multi-union systems in almost all countries.

Representativeness of the European social partner organisations: Hospitals

Secondly, the national and European organisations differ in their tasks and scope of activities. Likewise, the number of employees increased in convetnion countries, whereas a decline was observed in four cases. Compared with many other service industries, however, density of the sector seems to be rather high, a feature which may be attributed to its public segment.

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BG f n. In the case of single-employer bargaining, the company or its subunit s is the party to the agreement. The report then analyses the relevant social partner organisations in all 27 EU Member States. SO 1,—2, 1,—1, n. Membership domain and strength The membership domain of an association, as formally established by its constitution, demarcates its potential members from other groups which the association does not claim to represent.

However, it is important to note that the study does not include general associations which do not deal with sector-specific matters; sectional overlap — the domain or scope covers part of the sector as well as parts of one or more other sectors. The unadjusted coverage rate indicates the proportion of employees under a collective agreement in the genuine sense in relation to the total number of employees in the sector. As explained above, this study considers only associations whose domain relates to the hospital sector.

Taking affiliation to a European social partner organisation as a sufficient criterion for determining a national association as a social partner implies that such an association may not be involved at all in industrial relations in its own country. EIRO national centres, Table 2: Insofar as data are available, Table 3 documents two coverage rates in these cases.

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The fourth property of the sector is that the high degree of organisation at national level has fed through to the European level in an asymmetrical way. Given this volatility, Tables A1, A2 and A3 in Annex 1 designate only those sector-related trade unions colletcive employer associations that are usually consulted.

Trade union membership simply means the number of unionised persons. Macro-level comparative analysis shows that, under the predominance of single-employer bargaining, the coverage rate almost always increases with trade union density see Traxler et al SO 55, 34, In nine of the 12 countries for which data are available, total employment expanded.


Multi-employer bargaining is defined as being conducted by an employer association on behalf of the employer side. In the majority of cases, this demarcation by ownership follows the divide between the public and private sectors.

SO h n. Hence, they are the reference associations with regard to analysing the European level and, for the purposes of this study, affiliation to one of these European organisations is thus one collectivd criterion for classifying a national association as a social partner organisation.

In such cases, rough estimates are offered rather than leaving a question blank, given the practical and fehp relevance of this study. rehap

The standard measure of the importance of collective bargaining as a means of employment regulation calculates the total number of employees covered by collective bargaining as a proportion of the total number of employees within a certain segment of the economy see Traxler, F. As noted above, employer associations in the sense of the earlier definition of a social partner organisation are not established in all of the 27 EU Member States.

Representativeness of the European social partner organisations: Unless cited otherwise, this study draws from the country studies provided by the EIRO national centres.

SK i 60, 49, i 11, 10, i 48, 39, i UK n. As representativeness is a complex issue, it requires separate consideration of the national and European levels for two reasons.

Borderline cases also arise in that unilateral regulation is given in formal terms, whereas the outcome of de facto negotiations or consultation is generally regarded as binding in practice. In six of the 15 Member States which are not covered, no employer association according to the definition of this study exists see Tables A2 and A3.