Labour Relations in Austria

1
Labour Relations in Austria

• Fundacion Ideas Friedrich Ebert Stiftung
• February 8, 2010 Madrid
• Successful Labour Relations Models in Europe
• the German, Austrian and Danish Models

2
Labour Relations in Austria

• Labour Relations (Sozialpartnerschaft)
• Have contributed to make Austria one of the
  richest
• countries in the world and still are an
  important pillar.
• Have contributed to cope with challenges and to
  mitigate the impact of the crisis in Austria
• But they are challenged by globalisation, new
  capitalism,
• and the subsequent shifts in power.
• Confidence in Social Partners is (very) high.

3
Austria catches up

• Austria catches up and ranks high in
• Wealth, Growth and Competitiveness
• Living standards and quality of life
• Employment (relatively low unemployment)
• Public opinion citizens satisfied, despite
  concerns
• Attractiveness to others migration, tourism,
  business leaders..

4
and faces (new) challenges

• Globalisation and new capitalism lead to
• Increasing pressure on living and working
  conditions,
• On social protections systems,
• Public Services (privatizations),
• Rising inequalities
• And Austria faces (new) challenges
• The crisis gt Jobs jobs - jobs
• Rising inequalities, Education, Innovation,
  insufficient RD, Tax structure
• Sustainable Growth Model

5
Catching up - Real GDP p.C. multiplies x 5

6
The Economy growsbut growth rates decrease

7
Unemployment rates are higher since the 1980s

8
Incomes grow a lot less since the 1980s

9
..and the wage share decreases with a
regressive impact of taxes

• WIFO, Guger 2009

10
Austria moves towards the Service Society

11
Tourism is an important sector

12
Austria is competitive and exports rise(Austria
ranks 14th 17th in WCR 2003 2010)

13
Taxes and Social Security Contributions
grow(Austria ranks 6th in EU on Social
Protection Exp./GDP SSR 2009)

14
..but expenditures (still) reflect high quality
public services and have a strong
redistributional impact

15
Life expectancy increases

16
and population grows - at varying
rates(composition changes older age-groups vs
younger)

17
Very few strikes in Austria except 2003

18
Austrians have varying degrees of confidence in
institutions with Chamber of Labour ranking
first

• Source Market-Marktforschung, October 2008,
  Vertrauen ist ungleich verteilt
  http//www.vmoe.at/rte/upload/news_vertrauen_ist_u
  ngleich_verteilt_.pdf

19
Austrians are more satisfied, confident and
optimistic than Europeans on average

• Eurobarometer Nr. 72, December 2009 some
  contrast with other polls
• Comparing Austria and EU A EU
• Satisfied with life 85 78
• Satisfied ec. Situation 43 23
• Confidence Government 54 29
• Confidence political parties 36 16
• Austria
• 2/3 see no impact of crisis on personal situation
  
• 20 expect improvements

20
At the same time, they feel increasing pressure
on their living and working conditions (stress gt)

• Index of Working Climate 2009
  (Arbeitsklimaindex AKOÖ)

21
And they are quite critical towards the EU
although the crisis has changed attitudes

• Referendum 1994 66 in favour of EU Accession
• Source ORF 2.12.2009 Poll ÖGfE

22
How did we get there?

• Despite no significant resources, small country,
  lack of capital, ..
• But skills, small country (cf Nordics),
  institutional setup and cooperation,
• Success Factors
• Political Consensus learning from the past
• Labour Relations negotiations replace conflict
  
• Mixed Economy Private Public SGI Welfare
  State
• Austro-Keynesianism and Reforms 1970s
• Technology Follower
• European Integration and Enlargement
• (New) Challenges globalisation and new
  capitalism change logic and shift power

23
Labour Relations in Austria - an important
success factor

• From Confrontation Conflict to Cooperation and
  Consensus
• Institutional setup
• How does it work?
• Key success factors
• The Social Partners Recent Agreements
• The Chambers of Labour
• Challenges ahead

24
Labour Relations in AustriaFrom
ConfrontationConflict to CooperationConsensus

• Institutions created 19th / 20th century
  
• But lack of political and institutional
  conditions for cooperation (classgroup interests
  gt common goals)
• Political and economic crises created a
  willingness to cooperate and negotiate from 1945
  on
• Guided by the principle of solving conflicts of
  interest primarily at the negotiating table
  rather than through industrial action (strikes,
  lock-outs)
• To ensure economic reconstruction and social
  equality in the postwar-period
• Discussions and temporary setback 1980s 1990s
  2003

25
Institutional Setup The System

• The Austrian System of Economic and Social
  Partnership
• Works on different levels, based on different
  grounds (legal, voluntary, bargaining)
• General level The Austrian Social Partners
• Sectoral Level Sectoral Unions and Federations
  (Economic Chamber)
• Company Level Works Councils and Management
• Aims Strengthening Competitiveness and
  stability, preserving and improving social
  standards and protecting the ecological bases of
  existence

26
Institutional Setup The Social Partners

• The Austrian Social Partners
• The Economic Chamber (WKÖ)
• The Chamber of Labour (BAK)
• The Chamber of Agriculture (LKÖ)
• The Austrian Trade Union Federation (OGB)

27
How does it work the Framework

• The Institutions
• Strong Participatory and Representative Democracy
• Strong, Independent, Representative Organizations
  
• Self-Governed (Elections)
• Chambers based on law
• Multi-level cooperation and interaction
• informal
• voluntary
• historically grown
• between the organizations and with the government

28
How does it work Basic Principles

• Common long-term economic and social policy aims
• E.g. growth of real incomes and wealth, social
  security, full employment, equal distribution of
  wealth, price stability ...
• Dialogue, co-operation and co-ordinated action
  more beneficial for everybody than open conflict
• No denying or ignoring of conflicts ...
• ... but seeking solutions and balance of interest
  that benefit all participants

29
How does it work - Critical Success Factors

• Culture and Political Will
• "... a special kind of discussion and negotiation
  culture ...
• Trust, common goals, balance of interests
• Macro-economic perspective
• Compromise as a contribution to success
• ... the willingness to enforce compromises
  internally as well as externally, and
• to represent different interests with due regard
  to medium-term joint objectives and the overall
  interests of society ...

30
Institutional Set up the Chambers

• Established by law, compulsary membership
• Representing professional, social and cultural
  interests
• Chamber of Labour also represents the interests
  of consumers, unemployed, retired workers,
  apprentices
• Politically/financially autonomous/independent
• Self-governed (elections) and largely
  decentralised

31
Institutional Setup The Chambers
Responsibilities

• Go far beyond mere industrial relations, lobbying
  and services for members
• Are engaged in legislation, administration,
  social security system
• Have the right to evaluate legislative drafts and
  to submit amendments
• Fulfill public tasks/providing public goods
  (education, working conditions, labour market
  policy ...)
• Send members in many advisory bodies / committees
• Informal negotiating and problem solving
  competency
• Formal co-operation in social partnership
  institutions

32
Institutional Setup Commissions, Councils and
Committees

• Parity Commission and its successors
• (top representatives of government and of 4
  major social partnership organizations)
• With 4 Sub-Committees
• Advisory Council for Economic and Social Affairs
• Subcommittee on International Issues
• Subcommittee on Wages
• Subcommittee on Competition and Prices

33
Advisory Council for Economic and Social Affairs
- Basics

• Created 1963 - based on informal agreement of
  4 large social partnership organizations
• No legal basis, no legal personality
• No own budget, no building, no staff
• Publishes studies and reports on economic and
  social policy issues
• ... containing joint (unanimous) recommendations
  to policy makers

34
Advisory Council for Economic and Social Affairs
- Organisation

• Think tank" of 21 top experts of social
  partners' bodies
• President chairs meetings and represents outside
• Presidency rotating on 6-month basis
• 2 Secretaries General "organizational backbone"
• No written rules of procedure
• All activities are unpaid (costs shared by 4
  organizations)
• Mandate unlimited
• Meetings once a month

35
Advisory Council for Economic and Social Affairs
- Procedures

• 4 Social Partners' presidents ask for opinion
• Council establishes working group including
  external experts from all areas
• Working group submits draft to Council
• Council negotiates to formulate unanimous wording
  and recommendations
• 4 Social Partners' Presidents sign and release
• Report is published - forwarded to government and
  media

36
Advisory Council for Economic and Social Affairs
- Outcome

• Profound expert knowledge of policy oriented
  scientists close to real life
• Aims at consensual views among all social
  partners about basic facts, figures and contexts
• Concentrates on facts, common concern and
  interests
• Keeping political differences out of discussion
• Giving unanimous recommendations

37
The Social Partners - Recent Agreements (1)

• Action plan for older employees (2008)
• Elements of a long term climate policy (2008)
• Safeguarding the future of the public health
  insurance (2008)
• A modern legal basis for European statistics
  (2008)
• The future of the labour market 2010 (2007)
• Agreement on combat against social dumping and
  social fraud (2007)
• Basic concept for a policy for Lifelong Learning
  (2007)
• Agreement on minimum wages (2007)

38
The Social Partners - Recent Agreements (2)

• Agreement on better compatibility of job and
  family (2007)
• New law on regulation of working time flexibility
  (2007)
• Declaration Fifty years of the Treaties of Rome
  (2007)
• Proposals for economic growth and full employment
  (2006)
• Austria 2016 Declaration of the Social Partners
  (2006)
• Conference proceedings The challenges facing
  participatory democracy in an enlarged Europe
  (2006)
• The macro-economic policy and the Lisbon strategy
  of the EU (2005)

39
The Chambers of Labour A special institution

• Created in 1920 (first request in 1872) on
  pressure by unions and social-democrats to
  protect and extend social achievments
• Public body based on Law on Chambers of Labour
• Broad Mandate To represent and promote the
  social, economic, professional and cultural
  interests of workers and employees( 1)

40
The Chambers of Labour Tasks Outcome

• Participation in legislation and administration
• Research studies (think tank)
• Training of works councils and union
  Representatives
• Services for members free of charge
  information, legal advice including
  representation in court in labour disputes
• 2 mio consultations per year
• Education and culture subsidies, BFI - BBRZ
• Outcome 1 Euro paid 3 Euros back (total of
  services, OÖ)

41
The Chambers of Labour -Membership and Resources

• Membership compulsory - 3,3 mio members
• Workers, apprentices, unemployed, parental leave
  (ex civil servants, agriculture) interests of
  retirees are represented
• Financed by contributions
• (0,5 of Gross Salary - max. 19, 20)
• More than 80 spent on direct services for
  members
• advice on labour and social law 72,
• tax law 6,7,
• consumer issues 19,8,
• education 1,5,
• Staff 2.400 (incl. Brussels Office)

42
The Chambers of Labour Organisation Governance

• 1 Federal Chamber (umbrella)
• 9 Regional Chambers
• Brussels Office
• Self-governed public corporations
• Members elect a Parliament of Workers for five
  years (equal, secret, direct vote), political
  groups
• Bodies
• President, Vice-Presidents (elected by plenary),
• Governing Body, Committees,
• Plenary
• Staff 2.400

43
The Chambers of LabourCooperation with Trade
Unions (1)

• The task of the Chambers of Labour is to advise
  the voluntary professional bodies empowered to
  make collective agreements and the bodies
  dedicated to the representation of company
  interests, to support them in the promotion of
  the social, economic, professional and cultural
  interests of workers and employees, and to work
  jointly with them. ( 6)

44
The Chambers of Labour Cooperation with Trade
Unions (2)
ÖGB

• Agreements on wages and salaries,
  collective bargaining

• Support and backup for works councils

Division of labour and co-operation

• Focus of the representation of interests
  vis-a-vis industry and sector

• Voluntary membership

• Struggle organisation

• Right to go on strike

45
The Chambers of Labour History and Public Opinion

• Created in 1920 at the request of unions (first
  requ.1872)
• Liquidated in 1938 re-established in 1945
• Political attacks in the 1990s led to strategic
  overhaul reorientation professionalisation
  more direct services
• Referendum 1996 91 of members want Chamber
  as a legal public organisation to defend their
  interests (71 participated)
• Polls Chamber ranks first in citizens
  confidence 80 (followed by President and other
  institutions)
• 87 AK is important 67 very important
• 85 (very) satisfied with services

46
The Chambers of LabourSkills Development and
Vocational training

• BBRZ Group,
• A company built by the labour movement in 1960
• To help people getting back to work
• By skills development, vocational
  rehabilitation, education, training and placement
• For different target groups and markets
• A common task enhance education, employment and
  vocational integration
• Oriented upon requirements of economy and
  labour-market
• International Activities EU Twinning
• Staff 4.300 (OÖ)

47
The Chambers of Labour Skills Development and
Vocational training

• BBRZ group (contd)
• Vocational Education for individuals and
  companies
• Vocational Rehabilitation Prevent work-related
  problems, rehabilitate and reintegrate after
  accident or illness,
• Prepare for and help with reintegration by
  special employment and training projects
• Clients Individuals, Companies, Regions
  (Länder), Communities, Social Security
  Institutions (PV, UV, KV), Bundessozialämter,
  Employment Agencies

48
Challenges for Social Partners- in Austria and
Beyond

• The International Dimension
• Globalisation and New Capitalism change the logic
  and shift power
• This requires new approaches to corporate,
  national and global governance
• Cross-border, European and international
  cooperation need to be strengthened
• Social Partners and other stakeholders need to be
  involved on all levels and in all organsations
  including the international level
• Building on existing cooperation, institutions
  and procedures Cross-Border, EU-Social Dialogue,
  EESC, AICESIS,
• The impacts of the crisis

49
How does Austria cope with the crisis

50
Unemployment increases but is second-lowest in
Europe (EU-method)Source Chart 6 EU employment
situation and social outlook, Monthly Monitor,
January 2010

51
and is lower than OECD total

• Unemployment (OECD Nov. 2009)

52
Austrias fiscal balance deteriorates but less
than OECD

• Austria Fiscal Balance (OECD Nov. 2009)

53
.. And inflation is lower but positive in 2009

• Austria Inflation (OECD Nov. 2009)

54
How does Austria fight the crisis?

• Economic Stimulus Packages, Tax Reform and Wage
  increases (negotiations 2008, effective 2009)
  maintain 41.500 jobs and dampen increase in
  unemployment by 0,7-points
• Labour Market Packages I-II¹ maintain 45.000 jobs
• Active Labour Market Policy² 10.000 jobs
• Actions for young 3.000 jobs
• Total 100.000 jobs³
• Expenditure for PES 2009 38,5 2010
• 1 Short-Time work, Part-Time for older workers,
  Solidarity bonus, Training leave New,
  EPU-Förderung
• 2 Action 4.000, Sozialökonomische Betriebe,
  Employment Projects
• 3 Calculations WIFO

55
Unemployment and Short-Time Work in Austria

• Growth of Unemployment in selected Sectors
  compared to last month
• Short-Time Work Persons per Month

56
And what is the role of Labour Relations?

• Social Partners involved on all stages
• Continuous and ongoing cooperation among social
  partners and with government
• To identify common ground and win-win-situations
• Ongoing meetings on different levels (Presidents,
  SGs, experts) continuously develop common
  positions which allow for quick action when
  necessary
• E.g.  Ischler Dialog  - yearly conference of
  Social Partners where they issue a paper on a
  previously chosen issue, which is then negotiated
  with government. October
  2010 employment and migration

57
And what is the role of Labour Relations?

• Key the culture of permanent and ongoing contact
  and cooperation which allows for continuous
  adjustment of positions and views
• Results in common proposals such as
• Social Partner Proposal  LM 2010  in 2007
  (before the crisis)
• Negotiations with Government resulted in
• Extension of Training via PES (Public employment
  Service)
• Youth Package (Education Guarantee for Young
  helps a lot in the crisis)

58
And what is the role of Labour Relations?

• The Crisis Packages
• were negotiated in detail between the ministries
  concerned and AK, ÖGB and WKÖ
• Bills were drafted after these negotiations
• In parallel Social Partners negotiated Short-time
  Work
• Government waited for results and included them
  in the bill taking into account budgetary
  restraints
• In addition Social Partners are part of the
  Governing Bodies of PES (Public Employment
  Service)
• Plus negotiations on company level trade unions
  and works councils e.g. Short-time work needs
  an agreement on company level plus agreement by
  the sector union
• The result is a compromise agreed upon and
  accepted by all participants

59
And what is the role of Labour Relations?

• Short-time Work in Austria
• The instrument is very selective
• Wage compensation 90 - subsidized by PES
• Approval upon key elements (conditions), among
  others
• Employer contributes substantially to costs
• Agreement by social partners on company level
  plus sector union
• Employers get flexibilisation of short-working
  time, PES pays employers contribution to social
  security
• Consequences only sound companies can afford,
  they only keep key people
• Effect no adverse structural effect (cf OECD)
• Result 30.188 persons (10 of unemployed) in
  254 companies by 16.1.2010 (BMASK - paper)

60
Labour Relations in Austria and the fight
against Unemployment

• Thank you!

61
Fighting unemploymentThe most important measures
(p.1 of 16)

• Supra-Company apprenticeship-Training
• For young people without appr.places
• Including older young, disadvantaged and slow
  learners
• Training capacities created 12.300 places
  2009/10
• Participation Dec. 2009 10.000

62
Fighting unemployment The most important
measures (p.2 of 16)

• Future for Youth Action Programme (1.4.2009)
• Facilitiate integration into LM and opening
  career-perspectives for 19 24 year-olds
• Includes job offer, tailored training measure or
  subsidised employment
• Funding 120 mio in 2009 and 2010
• Result 83.108 young included 138.191 were
  employed

63
Fighting unemployment The most important
measures (p.3 of 16)

• Youth Foundation (Labour Foundation for young,
  1.4.2009)
• Offer tailor made measures up to 3 years
• Assistance and training
• Previous employer contributes 1.000
• Participants receive unemployment benefits

64
Fighting unemployment The most important
measures (p.4 of 16)

• Short-time working Scheme (1)
• Most important measure in terms of budget and
  participants
• Includes a fixed-term reduction in normal working
  time
• Based on an agreement between social partners
  (works council and sector union)
• To maintain employment in times of temporary,
  non-seasonal economic difficulties

65
Fighting unemployment The most important
measures (p.5 of 16)

• Short-time working Scheme - new rules by March
  2009 (LM Package 1)
• Greater flexibility in fixing hours of employment
  (between 10 and 90 of working time)
• Benefits granted für 6 months, up to 18 months
  under certain conditions, up to 24 months (since
  1.7.2009)
• Skills enhancement benefits for training measures
  agreed by social partners

66
Fighting unemployment The most important
measures (p.6 of 16)

• Short-time working Scheme - new rules by July
  2009 (LM Package 2)
• Social security contributions of employers fully
  refunded by Public Employment Service from 7th
  month of short-time work.
• Maximum period for short-time work 24 months (if
  it begins before 31.12.2010)
• Result 30.188 persons (10 of unemployed) in
  254 companies by 16.1.2010 (forecast)

67
Fighting unemployment The most important
measures (p.7 of 16)

• Amended solidarity Bonus Scheme (1.8.2009)
• PSE supports empoyers who offer inhouse-Training
  for employees (whose working hours are reduced)
  or unemployed or apprentices
• Employers are thus given a cost-effective option
  to train their future skilled workers in-house

68
Fighting unemployment The most important
measures (p.8 of 16)

• Subsidies to single-person businesses
• PSE pays 25 of gross wage for one year when
  single-person businesses hire an employee for
  first time
• Targets young unemployed and job seekers 19 - 30

69
Fighting unemployment The most important
measures (p.9 of 16)

• Action 4.000 (1.9.2009)
• Promotes employment opportunities for
  LT-unemployed in municipalities or charitable
  organisations
• PES gives wage subsidy of 2/3 of labour costs
• Target 4.800 persons by end 2010

70
Fighting unemployment The most important
measures (p.10 of 16)

• Action 6.000 (LMP III 1.1.2010)
• young gt 25 who cannot find a job after graduation
  (due to lack of qualification and/or work
  experience)
• PSE pays 50 of wage and non-wage labour costs
  for 6 months for
• Starting 01 2010
• Targets 6.000 young

71
Fighting unemployment The most important
measures (p.11 of 16)

• Amended further training leave programme
  (1.8.2010)
• Facilitates access to training leave by
• reducing previous minimum employment from 12 to 6
  months
• And minimum training period from 3 to 2 months

72
Fighting unemployment The most important
measures (p.12 of 16)

• Reform of part-time allowance scheme for older
  workers (1.9.2009) facilitates access by
• Postponing increase of minimum eligibility age
  until 2010
• Abolishing prereuisite of recruiting a
  replacement worker
• The scheme
• gives older employees the opportunity to reduce
  their working time with partial wage compensation
  prior to retirement
• Preserving the entitlements for retirement,
  unemployment and health insurance
• Favours working time reduction over block time
  reduction

73
Fighting unemployment The most important
measures (p.13 of 16)

• Revalorisation of the assessment base of
  unemployment benefits (1.9.2010)
• To compensate for inflation
• Health insurance for persons not receiving
  unemployment assistance due to partners income
  (1.9.2009)
• Duplication of places in regional skilled
  personnel training to 10.000 (LMP III, 2010)
• Offers training for low skilled to upgrade skills
  (e.g. complete apprecnticeship training)
• of women will amount to 54

74
Fighting unemployment The most important
measures (p.14 of 16)

• Integration Initiative (LMP III, 2010)
• Will be expanded
• PES offer German language courses to 21.500
  people
• Targets persons with little command of german,
  registered as job-seekers for at least 2 months
  or seasonally employed
• Future-oriented jobs in health care and welfare
  (LMP III, 2010)
• Employment in these sectors rises
• PES offers training and skills development for
  6.000 persons

75
Fighting unemployment The most important
measures (p.15 of 16)

• More and better job orientation and educational
  counselling (LMP III, 09-2010)
• All pupils of 7th or 8th grade shall spend one
  day in Vocational Information Centre
• 30 additional Employees in the centers
• To offer new training and job perspectives, esp.
  girls
• Focus on women (LMP III, 2010)
• Women 40,8 of unemployed, but 49,5 of
  beneficiaries of LMP measures
• Participation of women will be intensified

76
Fighting unemployment The most important
measures (p.16 of 16)

• Electronic applications for handling unemployed
  benefits at the PES (LMP III, 1.7.2010)
• Possibility to apply electronically for
  unemployment benefit
• To avoid queues at PES
• To free capacities at PES for counselling and
  placement instead of administration
• Increase PES staff for crisis management (LMP
  III, 1.9.2010)
• 200 additional advisors in 2009
• More staff in sept 2009 (to cope with
  means.tested minimum income)

77
Labour Relations in Austria and the fight
against Unemployment

• Labour Market EU-accession and Enlargement
• Enlargement transitional arrangements 2004 -
  2011
• Aims prevent sudden increase of labour supply
  and pressure on wages, gradual transition to full
  freedom of movement for workers, ease
  restrictions step by step, make Austria fit for
  expiry of transition arrangements
• Results successful, some evidence blue collar
  workers from new MS wages 20 lower.
• Share of foreigners in dependent employment
  8,8(1973), 5,4(1988), 12,7 (2007)
• Special regulatons/easier access for some groups
  seasonal workers, posting of workers,
  self-employed, special skills, nurses, newspaper
  deliverers.
• (Chaloupek/Peyrl).

78
Pension Reform 2003Government Proposals and
Strikes

• Pensions in Austria - Paygo still most important
  
• 95 of Workers 90 of Pensions - 2nd and 3rd
  pillar
• Reform in 2003
• More Pillars, Increase effective Retirement Age
  and reduce Pensions
• Pensions -38 after 40 years, -27 after 45 years
• Short transition periods
• Strikes and manifestations
• Strike 6.5.2003 500.000
• Manifestation 13.5.2003 200.000
• Strike 3.6.2003 1 mio Workers

79
Pension Reform 2003Social Partners Proposal and
Results

• Pension Reform 2003 Proposal by Social Partners
  
• Key Results of negotiations with government
• Combination of measures
• Long transition periods 3 parallel systems
• Retirement age 65m / 60w gt 65 between 2024
  2033
• Incentives for working longer
• Reductions max. 10 (can be cancelled by simple
  majority in Parliament)
• Hacklerregelung (2013)
• In addition building 2nd and 3rd Pillar
  (subsidies)

80
Pensions and the crisis

• Pensions and the crisis
• Funded Systems hit severely
• Assets -25, -54 trn
• Paygo Systems hit by reduction in wages and
  contributions (Latvia -23)
• Pensionskassen lost -18 in 2009
• And 40 over last 10 years (ORF 2.2.1010)
• Pension Fund Returns in 2009 vs neg. growth
• Impact of Ageing 10x impact Crisis

81
Companies in Austria and the crisis(FORBA 2009
Auswirkungen der Wirtschaftskrise auf die
Beschäftigten in den TOP-300 Unternehmen in
Österreich)

82
Companies in Austria and the crisis(FORBA 2009
Auswirkungen der Wirtschaftskrise auf die
Beschäftigten in den TOP-300 Unternehmen in
Österreich)

83
Companies in Austria and the crisis(FORBA 2009
Auswirkungen der Wirtschaftskrise auf die
Beschäftigten in den TOP-300 Unternehmen in
Österreich)

84
Companies in Austria and the crisis(FORBA 2009
Auswirkungen der Wirtschaftskrise auf die
Beschäftigten in den TOP-300 Unternehmen in
Österreich)

85
Companies in Austria and the crisis(FORBA 2009
Auswirkungen der Wirtschaftskrise auf die
Beschäftigten in den TOP-300 Unternehmen in
Österreich)

• Export-focused Companies

86
Labour Relations in Austria and the fight
against Unemployment