New to HR? Templates, tools and development to make you a seasoned pro in no time.
Shawn Premer shows how doing the right thing for employees leads to positive business results.
Is your employee handbook keeping up with the changing world of work? With SHRM's Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Build competencies, establish credibility and advance your career—while earning PDCs—at SHRM Seminars in 12 cities across the U.S. this spring.
#SHRM18 will expand your perspective – on your organization, on your career, and on the way you approach HR. Join us in Chicago June 17-20, 2018
Members may download one copy of our sample forms and templates for your personal use within your organization. Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organization’s culture, industry, and practices. Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRM’s permission. To request permission for specific items, click on the “reuse permissions” button on the page where you find the item.
In addition to the local works council requirements of most European Union (EU) countries, large companies must comply with the European Works Council (EWC) Directive. On Dec. 16, 2008, the European Parliament announced that it had adopted a revision of the EWC directive.
Conversations in compliance with national works councils laws and the EU Works Council directive often “run in parallel,” notes Christopher Walter, who heads Paul Hastings’ employment law practice in London.
The European Trade Union Confederation (ETUC) estimates that of the 2,264 companies covered by the directive, approximately 828 have EWCs in operation, representing 14.5 million workers across Europe.
Critics of the directive say it is little more than a paper tiger as there are few penalties for companies that defy it. The ETUC called for tougher sanctions and updating of the directive with a lower threshold on the size of companies covered and clearer definition of information and consultation.
The recent amendments state that information transmitted from employer to employees’ representatives must be “given at such a time, in such a fashion” to enable employees’ representatives “to undertake an in-depth assessment of the possible impact and, where appropriate, prepare consultations with the competent body of the community-scale undertaking or community-scale group of undertakings in question.” In addition, the threshold of 50 employees for setting up special negotiating bodies as a first step to constituting European works councils was abolished.
Unite, the biggest union in the United Kingdom, welcomed the revision. But Tony Burke, Unite’s assistant general secretary, said, “We are disappointed that the UK government has not taken a proactive approach during this process and is again out of step with the rest of Europe. This is an important step in improving the right to information and consultation.” Unite said that the revision provides the right to time off with pay for training, a more detailed definition of transnational issues and for the purposes of negotiations the inclusion of the competent recognized trade union organization.
Member states have two years to implement the changes into their national laws.
Allen Smith is SHRM’s manager of workplace law content.
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Please sign in as a SHRM member before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
Become a SHRM Member
SHRM’s HR Vendor Directory contains over 3,200 companies