Zoekresultaat: 5 artikelen

x
De zoekresultaten worden gefilterd op:
Tijdschrift ARBAC x Rubriek Article x

    De afgelopen jaren verloopt het collectief arbeidsvoorwaardenoverleg bij de overheid stroef; in een aantal gevallen hebben de ambtenarenorganisaties het overleg zelfs geheel opgeschort. Zij menen dat het opschorten van het overleg tot gevolg heeft dat het bevoegd gezag geen besluiten kan nemen ten aanzien van nieuwe arbeidsvoorwaarden en reorganisaties, omdat niet wordt voldaan aan de voorgeschreven overlegverplichtingen. Eenzijdige opschorting van het overleg wordt daarmee een belangrijk pressiemiddel voor de ambtenarenorganisaties. Met name de centrales van overheidspersoneel binnen de sector Defensie zien hierin een alternatief voor de werkstaking: militairen mogen immers niet staken. In de overlegregeling voor de sector Defensie wordt deze situatie niet geadresseerd. Kernvraag in deze bijdrage is in hoeverre de minister van Defensie deze impasse formeel kan doorbreken.


mr. Nataschja Hummel

    This article deals with employee board-level representation (EBLR) in the case of a cross-border merger. Article 16 CBM Directive (Tenth Directive 2005/56/EC) contains a provision to preserve this form of employee participation on national level. One of the fundamental principles of this article is the so called 'before and after principle'. This means that a cross-border merger may not be used to escape from already existing rights on employee participation. This article discusses the role of article 16 CBM Directive in the context of Dutch company law from the point of view of this fundamental principle. I will focus on two aspects: (i) the application of the said article and (ii) the embedding thereof in Dutch company law. This will lead to the conclusion that article 16 CBM Directive does not always protect what it should protect according to its objectives.


mr. Femke Laagland

    Since in the Netherlands only about a quarter of the employees is a member of a trade union, collective labour agreements are, in the majority of cases, legally binding not by law (i.e.: trade union members are automatically bound), but only by way of incorporation clauses in the labour contracts of employees. In this way, about 85% of employees is bound by the provisions of a collective labour agreement. The interpretation and application of such clauses have, in legal practise, at least partially a non-contractual character in order to accommodate other interests than the employee's freedom of contract. The author analyses legal practise regarding this matter and concludes that the non-contractual approach of incorporation clauses is under pressure, which threatens the system of collective labour law.


Ronald Mr. Beltzer

    The Dutch Labour Inspectorate, that is allotted with the task of supervising the Dutch Working Conditions Legislation, is one of the public bodies currently envisaged by the Dutch government for a reduction in staff. Also, the Inspectorate is being amalgamated with two other supervising bodies under the responsibility of the minister of Social Affairs. This article analyses whether these developments are in line with international labour law (notably ILO convention 81, the Labour Inspection Convention 1947). It is asserted that both the reduction in staff and the reorganisation constitute a breach of ILO Convention 81. Instead of reducing the number of inspectors, the number should in fact be doubled to meet the ILO Standard in this respect. Also, the Inspectorate should be given the means to further build its expertise (notably in the field of occupational diseases and emerging risks). Furthermore, the independence from politically motivated policies should be strenghtened.


Dr. Jan Popma

    In the Netherlands, the legal consequences of a transfer of undertaking are especially unclear - or even: unreasonable - in the case of collective labour agreements. At the current state of affairs, employers will be bound by rights and obligations contained in those agreements even after the agreement itself has expired. Moreover, employees may, under certain circumstances, pick their labour conditions from different collective agreements and pick the most favourable ones (cherry picking). The author seeks to find a solution to these and other problems relating to the transfer of collective labour agreements.


Ronald Mr. Beltzer
R.M. Beltzer is UHD arbeidsrecht en socialezekerheidsrecht aan de UvA.
Interface Showing Amount
U kunt door de volledige tekst zoeken naar alle artikelen door uw zoekterm in het zoekveld in te vullen. Als u op de knop 'Zoek' heeft geklikt komt u op de zoekresultatenpagina met filters, die u helpen om snel bij het door u gezochte artikel te komen. Er zijn op dit moment twee filters: rubriek en jaar.