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& nbsp & nbspΑδάμος Αδάμου & nbsp; & nbsp;
The recent announcements of companies in our country for the introduction of the summer period, four days of weekly work, brought the issue back to the top, but also strengthened the assessments for wider changes in the working environment due to the technology and the consequences of the pandemic.
In fact, in the next period we will hear more and more often about the four-day weekly work and about the established three-day work, however, this does not mean that it will be something that will apply to all employees. The unions themselves, moreover, as can be seen from their positions on “F”, although they do not rule out this regulation, they do not ignore that it is another form of flexible employment, while maintaining several reservations.
The horizontal application of the measure is rejected by the employers, for practical, but also for legal reasons. On the other hand, the social partners as a whole are expected to expect the results of the pilot implementation of the four-day weekly work, which this summer, based on relevant announcements of various companies, will be done on a larger scale.
READ ALSO: & nbsp; The four-day work in Cyprus begins as a pilot
In this context, already the CCCI, based on public statements of representatives of the Chamber, such as its general secretary Marios Tsiakkis, intends to contact its members soon, in order to hear their views on the issue, obviously estimating that it will be his turn. for discussion and in the context of social dialogue. A development, probably inevitable, based on the discussions that are taking place at the international level, if one considers that at the World Economic Forum in Davos a few days ago there was a discussion about a more modern working model, adapted to the new realities brought by the pandemic. taking into account the needs of employees, but without discounting the efficiency, with reports that the traditional working week from 9 in the morning until 5 in the afternoon and the five-day working week now seem old-fashioned models. The obvious goal of the four-day work is to serve both parties, since the employers who apply it – & nbsp; where of course allowed – hope, among other things, to increase productivity, while the employees hope for more free time.
Do not work negatively
However, the way the four-day work week or the compressed work week is implemented also raises concerns about any negative impact on employees. Speaking to “F”, the general secretary of SEK Andreas Matsas said that the four-day weekly work was implemented in the political phase in some countries, especially during the economic crisis, without, as he said, for the time being having safe conclusions about the result.
The issue, he added, wants to be considered, further stating that it is important to regulate it, so as not to upset the balance in labor relations and not to negatively affect employees. It is, he noted, a flexible form of employment and it seems in some cases where it was implemented, at least in the early stages, to operate with the aim of reducing business costs. According to Mr. Matsas, there are many parameters that need to be discussed, such as the economic and social aspect of the issue, while at the same time expressing doubt, in case the discussion of the issue opens, whether the employers will not try to upset the balance again. , with the aim of enhancing their profitability. He cited as an example the recent debate on the institutionalization of telework in the private sector and their reaction to the self-evident right of workers to disconnect, which ultimately, due to the position of the Minister of Labor, remained in the draft legislation.
Mr. Matsas clarified, however, that the SEC is not negative for discussing the issue, reiterating at the same time the need for regulations to protect employees, which is the weak link in the equation, since it is possible that there will be a reversal even of 38 hours. through more work in fewer days. He assessed, however, that the conditions have not matured for such a discussion and that what the trade union movement favors is to complete the social dialogue on other important issues discussed within the Labor Advisory Board, such as the introduction of the National Minimum Wage. , before opening other chapters.
No more work
Reducing the working time of employees is a long-term goal of the organized trade union movement, said the general secretary of PEO Sotiroula Charalambous. Speaking to “F”, Ms. Charalambous stated that, in this context, but also after races, there was a reduction of working hours from 42 to 40 and now to 38, without, as she added, reducing earnings. >
In view of this, PEO is not negative in the idea of four days of weekly work and in the discussion of the issue in the social dialogue, based on the philosophy that the reduction of working time will not lead to a reduction of employees' benefits and changes in their rights framework. There is, however, the logic that, because it is summer, we will now reduce working time, possibly wages, to increase them when the employer has more work, which logic is rejected. However, he said that four days a week could be a mechanism for more free time for workers but also a mechanism for integrating new workers into the labor market, as long as the flexibility offered does not, in essence, lead to the abolition of working hours and full-time employee status.
In turn, he stressed the need to complete the issues that are currently a priority for the trade union movement and which are being discussed in the Labor Council.
Like teleworking, it can not be implemented everywhere
The assessment that the compressed working week can not be applied horizontally was expressed by the director of the Department of Labor Relations and Social Policy of OEV Lena Panagiotou. & Nbsp; Four-day work is not a new phenomenon, but a form of flexible, OEB has been promoting flexible forms of employment for decades, as a good practice where and where they can serve the purposes and objectives of both parties. “Good practices, however, can not become rules and flexible forms of employment can not be applied horizontally,” explained Ms. Panagiotou, citing telework, which, as she said, can not be applied uniformly to all sectors of economic activity. There are, he said, many issues that need to be considered in the implementation of flexible forms of employment, such as how to ensure the smooth operation of the business, how an employee can be served on the basis of his personal and family needs to work fewer days a week but with the same hours, ie full time.
Asked if legislation was needed on the issue, he said it might be needed for specific areas, such as restaurants, hotels and retail stores, where there are specialized laws that set working hours perfectly, without providing flexibility. either increase the daily working time, or even differentiate the breaks, so that the needs for fewer working days per week can be met.
In other areas, he said, & nbsp; there is flexibility under existing legislation, but clarified that the implementation of four-day work “is clearly a matter of agreement on whether it can be implemented and how it can be implemented, because a busy working week can mean more hours in fewer days, it can mean that free time is in the middle of the week, at the beginning of the week, or at the end of the week and it does not always mean that we are talking about work Monday to Thursday “. Finally, Ms. Panagiotou mentioned that there are sectors of the economy that work on a 7-day basis, so what is done should be done consensually and in a way that can be implemented in a way that does not create additional problems. >
However, in relation to the regulations that may be required, it is worth noting that at least in Greece, based on last year legislation for labor protection, the right to four-day work is guaranteed, but after a relevant agreement and with the guarantee that full employment also means working four (4) days a week.
The priorities of the & nbsp; guilds
DEOK Anosif Anastasiou, noting that the priorities at the moment are the reform of the pension and the completion of the dialogue for the ATA and the introduction of the National Minimum Wage. “The four-day weekly work is not something new, nor is it something we reject,” said Mr. Anastasiou, noting the need for any discussion to take place in the logic of preserving the labor rights of employees. Therefore, he said, where we can reduce working days for the benefit of employees, in order to have more personal useful time, we are not negative. He reiterated, however, that what matters now is the restoration of labor market balances, which has been disrupted by the crisis, the guarantee of a minimum wage for a decent living and a fairer distribution of national income.
