Strengthening social dialogue in the local and regional government sector in the ‘new’ Member States and candidate countries
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- 3.2.2 Economic and labour market situation
- 3.2.3 Industrial relations
- 3.2.4 Social partner organisations in the local and regional government sector
- 3.2.5 Collective bargaining in the sector
- 3.2.6 Key issues for the sector
3.2 Cyprus3.2.1 Background to local and regional governanceThe self-governance structure in Cyprus includes six districts and two different types of local government (33 municipalities and 576 community councils). Municipalities constitute the form of local government in urban and tourist centres while communities provide local governance in rural areas. National legislation sets down the following key responsibilities for municipalities: construction, maintenance and lighting of streets; collection, disposal and treatment of waste; protection and improvement of the environment and municipal areas; construction, development and maintenance of municipal gardens and parks; and the protection of public health. For municipalities, the main sources of revenue are municipal taxes, fees and duties (professional tax, immovable property tax, hotel accommodation tax, fees for issuing permits and licences, fees for refuse collection, fines, etc.) Revenue also comes in the shape of state subsidies and capital investments: central government usually finances major infrastructure projects undertaken by municipalities, but this is dependent on each individual project. Traditionally local administrations have not enjoyed organisational or financial autonomy. The situation is changing however, as public administration reform was launched partly due to the EU accession process but also due to persistent public budget deficits. This reform process is progressively taking political decision-making powers away from political bodies (government, municipalities and community councils) in areas such as the economy, services and communications as a result of privatisation. The decentralisation process is also a key part of the reform process, with power and responsibilities being devolved from central government to State District Offices. District administrations are therefore playing a progressively more important role. In recent years local administrations have also been acquiring increasing powers in the areas they are responsible for. 3.2.2 Economic and labour market situationEconomic growth in Cyprus has been robust in recent years, compared with the EU15. The unemployment rate is one of the lowest in Europe at 4.4% and unemployment among women has declined very rapidly. Cyprus differs from the rest of the New Member States in that unemployment rates have been below 5 per cent since 2001 (and below the EU average). In addition, the employment rate in Cyprus has been gradually increasing since 1996. In contrast with the rest of Europe, the industrial sector has particularly benefited from increases in employment.
3.2.3 Industrial relations
The industrial relations system in Cyprus has developed on the basis of two fundamental principles: voluntarism and tripartite concertation. A tripartite national council was set up in Cyprus as early as 1960 and the country now has a large number of tripartite committees and bodies operating in different ministries, the strongest of which is the Labour Advisory Board. The tripartite system of interest intermediation is strong in Cyprus3. Collective agreements have traditionally played a leading role in the regulation of industrial relations, with legislation playing a secondary role. Bargaining in Cyprus is decentralised and collective agreements are normally concluded at sectoral and enterprise levels. There are no national general collective agreements. Bargaining coverage currently stands at 65-70 per cent4 and covers all employees with the exception of senior management. In 2003, there were 13 sectoral agreements (covering 26.7% of all employed earners) and 450 enterprise agreements in force. Collective bargaining is bi-partite between employer organisations and trade unions. The State’s role is advisory and it intervenes through the Mediation Service at the Ministry of Labour if bipartite bargaining does not result in an agreement. The national trade union confederation (SEK) is driving to make collective agreements legally binding as they are currently voluntary in nature, a demand which has so far been rejected by employer organisations and other trade union confederations. The general climate of social dialogue in Cyprus is consensual and it is rare that negotiations lead to trade union action such as strikes. There is a long history of trade unionism in Cyprus which dates back to 1915. Progress has been rapid and by the end of 2000, there were 123 unions on the official register of the Ministry of Labour and Social Insurance. In terms of the level of union coverage, 60-70 per cent of the private sector workforce are trade union members. The employer organisation membership rate is 60% and their participation in social dialogue is conducted at both bipartite and tripartite level. At the end of 2000, there were 235 employers organisations registered in Cyprus. In the Turkish-occupied area of Northern Cyprus, there is only one employer organisation, the Cyprus Turkish Employers Trade Union, and it has not been authorised to negotiate collective agreements in the workplace. There are some trade unions established in the area, seven of which participate in the All-Cyprus Trade Union Forum. Recent political developments have been perceived as positive for Cypriot industrial relations. The election of Tassos Papadopoulos as President of the Republic in 2003 is considered to be of particular importance, since governance of the country from 1993 to 2003 was widely seen as having a negative effect on social dialogue relating to economic policy. Another important development in 2003 was the partial restoration of freedom of movement between the Greek Cypriot and Turkish Cypriot communities. It has brought about a significant increase in the employment of Turkish Cypriots in the 'free' areas. 3.2.4 Social partner organisations in the local and regional government sectorThe most important trade unions in the sector are:
PASYDY (Pankypria Syntechnia Dimossion Ypallilon) is the trade union of white collar public servants in Cyprus. It also includes postal employees and health service workers (medical, nursing and paramedical) but not teachers of any level of education or local government employees. The union was founded in 1927 as the Cyprus Civil Service Association and it was gradually upgraded to full trade union status in the sixties. PASYDY is a member of international organisations such PSI, EPSU and collaborates with numerous trade unions from across Europe and Northern Africa.
The Federation of Government, Military and Civil Services Workers is a public sector union active at the national level. It was set up in 1962 and currently has 7,233 members (covering 63 per cent of employees in the sector). The union is a member of Cyprus Workers Confederation (SEK) and EPSU but not a member of any national bi or tripartite bodies. The Union takes part in negotiating wages and other terms & conditions at sectoral and national levels.
The union is a member organisation of EPSU and also participates in the All-Cyprus Trade Union Forum.
The union holds an EPSU membership. The most important organisations representing local governments: The main association representing the interests of local governments in the country is the Union of Cyprus municipalities. The Union represents all 33 municipalities in the country, and was established in 1981. The Union’s main functions are to contribute to the development of local government autonomy, as well as acting as a spokesman of local government interests to the central government and other national institutions. The Union is a member of the Council of European Municipalities and Regions (CEMR). 3.2.5 Collective bargaining in the sectorWages and conditions for the local and regional government sector are determined by collective bargaining. Wages and other terms and conditions for public/civil service sector workers are set in national level collective agreements and workers in the local and regional government sector form part of this group. These negotiations are bi-partite. When the parties agree on the conditions, the proposal is forwarded to the Cyprus Council of Ministers for an approval. If the proposal is approved, the agreement will be concluded with a government decree. Collective agreements usually cover a three-year period and the current agreement is valid from 2004-2006. The average collectively agreed wage increase for 2003 was 1.54%. However, the increase in the local government sector was 2.75%. There is no institutionalised social dialogue between employers and trade union organisations in the sector. 3.2.6 Key issues for the sectorAt the moment privatisation is the key problem (at national level) facing social partners representing public sector workers. For example, the government recently decided to privatise all airports. Another issue affecting social partners is the government drive to freeze real wages and increase the retirement age of public sector workers. Directory: docs docs -> Application for acem docs -> Observational Assessment of Teaching Practices Teaching Assessment Initiative Proposal Submitted to The Teachers for a New Era project docs -> Traditional British values docs -> From Warfighters to Crimefighters: The Origins of Domestic Police Militarization docs -> Borzoi Club of America Register of Merit Program I. What is a Register Of Merit docs -> Protecting the rights of the child in the context of migration docs -> United Nations E/C. 12/Esp/5 docs -> 9th May 1950 the schuman declaration docs -> Getting To Outcomes® in Services for Homeless Veterans 10 Steps for Achieving Accountability Download 0.91 Mb. Share with your friends:
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