Newsletter December, 2020 Newsletter November, 2020
- In 2018, the Government of New Zealand commenced internal discussions on the establishment of a “Fair Pay Agreement system”, a system combining simultaneously collective negotiations and the establishment of minimum legal employment standards.
- The legislation is currently discussed among social partners and received important criticism for de facto imposing collective negotiations.
- Regulation No. 035/2018 (Norma Oficial Mexicana NOM-035-STPS-2018) on psychosocial risk factors at work was adopted in 2018, but it entered into force on a two-step phase and became fully applicable on 23 October 2020.
- On telework, the Code establishes the rights and obligation of employers and employees.
- The amendments defined the criteria of representativeness to sit in the Economic and Social Council of the Slovak Republic.
- The possibility to renew fixed-term contracts has been extended to three years.
- Covid-19 in Honduras was characterized by high levels of collaboration within the employers’ community.
- COHEP members together advocated for the reopening of businesses and successfully presented possible practical solutions, including safety protocols, gradual reopening, shifts, etc.
- The article “a position paper on remote work local country regulation” provides a very clear and straightforward analysis of what must be taken into account when revising or drafting a legislation or regulation on remote work.
Newsletter September, 2020
- The initial phase of the pandemic saw a widespread use of social dialogue processes.
- In the great majority of countries, social dialogue processes achieved “specific and visible process outcomes”.
- Most outcomes related to support enterprises, jobs and incomes, and occupational safety and health at the workplace.
- A Supreme Court decision pushes employers and trade unions to negotiate on the payment of wages during the lockdown
- The OECD Employment Protection Legislation is a publication to be commended.
- Chapter 3 elaborates on how job protection matters for labour market and economic outcomes with a recently updated methodology and indicators.
- One key outcome: open-ended contracts have loosened, while fixed term contracts have been evenly loosened and restricted across OECD member countries.
- Chapter 3 outcomes are key for employers’ organisations and companies when advocating for policies in support of innovation, agility of the labour market, and productivity.