it will be raised in to 65 years, and, thus, to the respective men’s age. Aside from this (FILCAMS)/Terziario Distribuzione/Terziario Distribuzione Servizi. Confcommercio/ Obviously. CNEL – 2° Ufficio di sup CNEL – 2° Ufficio di supporto agli Organi Collegiali – Archivio Contratti denominazione stipula decorrenza. _welfare-to-workproroga-alottobrepdf .. . .
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The content is the responsibility of the authors. The hotels and restaurant sector is an important component of the Italian economy.
In this framework, the sectoral social partners have stressed the importance to support sectoral adaptability and ensure the availability of the skills needed by firms. Industrial relations in hotels and restaurant are carried out within the broader boundaries of the tourism sector.
Hotels and Restaurants represent a relevant sector in the Italian economic system. They are concentrated in the following regions: Unioncamere ReportRapporto Unioncamere The Hotels and Restaurants sector is characterised by a high level of fragmentation along different dimensions: The recent economic crisis has significantly affected the sector, especially in terms of turnover. With regard to the restaurant sector, the total turnover in amounted to around EUR Report on Hotels and Restaurants Sector.
Conversely, in terms of employment, the economic crisis has not particularly affected the sector. See Table 4 and section 1. In general, the sector is characterised by a high turnover of companies.
In the last 50 years the number of hotels and restaurants constantly increased: SPs pointed out the high degree of adaptability that characterized the sector during the last years. Moreover, they require policies able to support the sector in terms of simplifying the access to credit. According to the main sectoral trade unions Federazione italiana lavoratori commercio, turismo e servizi, Filcams-Cgil; Federazione italiana sindacati addetti servizi commerciali affini e del turismo, Fisascat-Cisl; Unione italiana lavoratori turismo commercio e servizi, Uiltucs-Uilthe HORECA sector needs policies aimed to overcome its seasonality.
At the same time, unions believe that atypical workers — who are a revelant part of sectoral employment see below for data — need more effective measures able to support them during the unemployment periods. Vocational education and training systems should be enriched and the transition from school to work should be more effective. The diffusion of high-qualified jobs in the sector is indicated by employers and trade unions as a key factor in order to compete in a more effective way in global markets.
In general, the economic crisis has not particularly affected employment in the Hotels and Restaurants sector. According to Istat data, the number of workers employed in the sector in is almost the same registered in average data.
Employment and Industrial Relations in the Hotels and Restaurants sector | Eurofound
Labour Force Survey, In particular, in the number of self-employed workers decreased in comparison to data, while the number of employees working in the sector increased see table 5. It is important to notice that in the last two years, a relevant part of companies operating in the sector has benefitted of one or more anti-crisis measures introduced by the government inin order to cushion the negative effects on employment and productive systems caused by the economic crisis ITI ; ITI ; ITI.
Temporary workers are also widespread in the sector. Non-EU workers, according to one of the main sectoral associations Federalberghiwere 8. Report on activities conducted by Federalberghi. The National Institute of Statistics Istat indicates that the share of non-EU workers in the Hotels and Restaurants sector increased during the recent economic crisis, especially in low-qualified jobs dishwasher, waiter, assistant cook.
Accessed on 28 October The aim is to provide a general picture of the key issues with regard employment and working conditions in the Hotels and Restaurants sector in your country. In Italy, the hotels and restaurants sector, as other commerce and service sectors, is characterised by a significant presence of irregular and informal workers.
Industrial relations in Italy and Europe. According to the social partners, these data show one of weakness points of the sector: For this reason, in recent years they frequently requested more investments in vocational training courses, with the aim to increase the skill level of workers and to promote the creation of new high-qualified jobs in the sector.
Italy ranks high in the European Union in terms of the incidence of seasonal work, especially in the Hotels and Accommodation sector. According to Federalberghi, in around Moreover, in the percentage of part-time workers rose in comparison to Federalberghi also showed an increasing use of supplementary or additional work lavoro accessorioITF: In the Hotels and Restaurants sector, the percentage rises to 3. The main employers and trade unions sectoral associations pointed out that some features, characterising the Hotels and Restaurants sector relevant number of small companies and self-employed workers; preponderance of firms with less than five employees; relevant number of seasonal and temporary workers hinder the diffusions of training courses.
In recent years andmost part of training courses have been organised by firms with more employees i. Consequently most part of workers employed in the sector did not benefit from training courses Source: In general, the aim of the modifications concerning workplace health and safety was to make prevention the priority and to increase sanctions.
In particular, the legislative decree strengthened measures aimed to prevent accidents at work, enabling for instance the joint bodies to verify the adoption and setting up of company organisational models connected with accident prevention. The joint bodies will also be able to award a certificate, which the supervisory entities will take into account when planning their activities.
The license will certify the technical professional validity of companies or autonomous workers according to established criteria such as training. In Confcommercio, Filcams-Cgil, Fisascat-Cisl and Uiltucs-Uil have started negotiations in order to renew the national multi-industry agreement signed in on the Workforce Safety Representatives. It is not possible to indicate the density rate in the HORECA sector since the relevant trade unions represent a broader section of the economy, which includes retail, and there are no disaggregated data.
Density rate is regarded to be relatively low since the great majority of workplaces are rather small.
Trade union membership and collective bargaining are thought to be low in the sector and basically involve workers of large companies, such has large hotel chains. The major Italian employer organisations operating in the sector are organised within three main confederations which cover the whole tourism sector.
These three organisations organise their respective sectoral federations which belong to the following subsectors, as identified by the industry-wide collective agreements: Those who are organised are mainly members of employer and business associations indicated above. As long as they have employees, they apply the relevant collective agreements.
As for the Italian bargaining system, the main bargaining level is the sectoral level. However, in the tourism sector, territorial bargaining is also important, notably the province level. In fact, the decentralised level of bargaining is the company-level for firms employing more than 15 employees and at province level for those below this threshold or even above if they do not have firm-level agreements.
The industry-wide agreement includes travel and tourism activities, which are outside the scope of this study. For companies of this sub-sector, the decentralised territorial bargaining level is the regional level. The three main national sectoral collective agreements are those signed by the relevant federations of the three main employer confederations which are active in the sector: Federalberghi, for instance, represents some 27, hotels out of a total of around 34, There are some other minor collective agreements in the sector whose relevance in terms of coverage is marginal, if any.
Decentralised bargaining at province level is present in only certain areas, especially those with a strong tourist tradition, like the provinces of Florence, Rome and Laziothe provinces of Marche and mountain locations such as the provinces of Belluno, Bozen and Sondrio. There is no extension procedure in the sector, although labour courts traditionally consider collectively agreed wage rates the yardstick to assess the appropriateness of wages and salaries, according to art.
This is often considered as a sort of de facto extension mechanism. However, there is no formal extension procedure and, even in this case, the application would be limited to minimum wage rates and would exclude all other economic and normative elements.
An important feature of industrial relations in the HORECA sector is the presence and the importance of Joint Bodies Enti Bilaterali which are usually set up at regional level and are responsible for the provision of a number of services, including training, social security, and health insurance.
In this sense, they are not a forum for the debate of sectoral issues but rather terziqrio crucial means to jointly provide support to the firms and the workers of the HORECA sector. The system is complemented by the National Joint Body for the Tourism Sector which has a number of general tasks, including monitoring activities. The territorial Joint Bodies provide training services, temporary income support measures in case of reorganization and restructuring and for seasonal workers, employment services and they monitor the local labour market.
The system is funded by social contribution paid by both firms and workers. As for training, the terzixrio intersectoral joint fund for continuous vocational training in the service sector Fondo paritetico interprofessionale nazionale per la formazione continua del terziario, For. The incidence of industrial conflict in the sector is very low and stable, also because of the high presence of SMEs.
Yes, the latest collective agreement renewals of cover a number of such cmomercio Confcommercio: Ipotesi di accordo per il rinnovo del contratto collettivo nazionale di lavoro per i dipendenti da aziende del terrziario turismo20 February ; Confindustria: Ipotesi di accordo per il rinnovo del CCNL per i dipendenti da aziende del settore turismo4 March New provisions were introduced in to better define the weekly rest period rules with a view to avoid unnecessary postponement of rest periods.
The rules establish that rest periods enjoyed after the reference week must be of at least 24 hours and that postponement of weekly rest periods can be implemented only in a clear and defined list of circumstances. The new agreement provides that parents of children of up to 3 years can demand a conversion of their employment contract, on a temporary basis, from full-time to part-time. In recent years, collective bargaining focused on the strengthening of apprenticeships as the prevalent way of entry into employment in the tourism sector.
This included, for instance, the definition of training programmes that shall conrcommercio followed by apprentices. Moreover, according to a general rule introduced in for employees working away confcommecrio home, migrant workers can cumulate holidays with other time off, including paid leave and working time flexibility, with a view to ensuring longer periods terziarik visit their families abroad. The renewal includes a derogation to the maximum duration of fixed-term contracts with the introduction of a preference clause in favour of former fixed-term workers in new recruitment procedures.
This provision is meant to increase job security for fixed-term workers in a context of high seasonality. This rule was already present for seasonal workers and it is now extended to all fixed-term workers. In case of outsourcing of cleaning activities, special negotiations will be held with commefcio view to find alternative solutions and avoid contracting out. Should this negotiations fail, terziaruo subcontractor shall in any case ensure to the workers involved economic and normative terms cpmmercio employment which are at least equal to those granted by the agreement for the tourism sector.
The agreement also includes provisions on income-support measures for workers of companies undergoing restructuring and reorganisation processes as well as for the integration of the unemployment allowance paid by Inps.
The measures are implemented through the system of Joint Bodies Enti Bilaterali. Despite the relatively short tegziario passed since the renewal Februarythere are some signs of increasing interest in and use of decentralised bargaining, beyond the established territorial experiences, with a relevant extension of the bargaining topics to cover labour market issues especially flexible employment contracts and work organisation.
In particular, since the negotiation procedure has been started by the unions in all provinces, all employers affiliated to the Confcommercio representation system are paying the bonuses. In some cases, proper negotiations have been started and new decentralised agreements are under negotiations at the time of writing January Source: These are all issues which are traditionally addressed at the bargaining table or at workplaces in the implementation phase of collective 2021 and, of course, of legislative provisions.
Many of them are also addressed by the social partners through the system of joint bodies and the national intersectoral joint fund for continuous vocational training in the service sector Fondo paritetico interprofessionale nazionale per la formazione continua del terziario, For. In SummerFilcams-Cgil launched a national campaign against undeclared work in the tourism confcommercuo
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