Discursos y estrategias en torno a la conciliación de la vida laboral y familiar en la negociación colectiva

Abstract

ResumenEste artículo tiene como objetivo examinar cinco hipótesis relacionadas con el desarrollo de la Ley de Conciliación de la Vida Laboral y Familiar, su implantación a través de la negociación colectiva y el significado que adopta el concepto de conciliación para los distintos actores sociales. Los resultados de nuestra investigación muestran que, si bien las políticas europeas de empleo han desempeñado un «papel inductor» de dicha temática, ésta ocupa un lugar secundario en la negociación colectiva. A su vez, mientras que los sindicatos entienden la conciliación como un tema a gestionar a través del diálogo social, los empresarios la derivan al ámbito de la gestión de recursos humanos. Palabras clave: gobernanza, subsidiariedad, negociación colectiva, conciliación, igualdad de oportunidades, buenas prácticas. Abstract. Discourses and strategies on work life balance in the collective bargainingThis article examines five hypotheses related to the development and implementation of the Work Life Balance Law through collective bargaining, and to the meaning that the notion of work life balance acquires to the different social actors. The results of the research suggest that while the European employment policy plays an «inferred effect» of this issue, it keeps a secondary place in the collective bargaining. Also while trade unions understand the notion of work life balance as a question to be managed through collective bargaining, employers place it in the domain of the individualized management characteristic of the human resources policy.

Análisis interseccional de las políticas de conciliación trabajo-familia en la Unión Europea y en España

“…En las Directivas 92/85/CEE de 1992 y la 96/34/CEE de 1996 aparece un intento por reorientar las políticas y relaciones laborales y sociales desde un diálogo social y desde la negociación colectiva, aunque no ocupa un lugar central en la agenda de esta constituyendo temas clásicos como la cuestión salarial, la jornada laboral o la regulación de la inestabilidad laboral. (Carrasquer et al, 2007;Chieregato, 2020).…”

The nexus between diversity management (DM) and organizational performance (OP): mediating role of cognitive and affective diversity

“…Past researchers have recognized that WLB initiatives are associated with beneficial results. The benefits which have been associated include reduced absenteeism, improved quality of life, lesser stress, employee job satisfaction and better performance (Scandura and Lankau, 1997;Carrasquer and Martin, 2005). Past research studies have indicated positive consequences of WLB interventions on employee commitment and organizational citizenship behavior (Kopelman et al, 2006).…”

Highs and lows in implementing work-life balance at companies in the Basque Country

“…However, it should be noted that numerous reports mention the limits of collective bargaining when it comes to promoting the implementation of work-life balance measures in negotiations. Thus, it appears that the low level of representation of women at negotiating tables (as representatives of both trade unions and businesses) and the consideration of work-life balance as a secondary issue compared to other major issues (such as wages or preserving employment levels) means that this is not the most dynamic method of promoting work-life balance (Torres et al, 2008;Carrasquer et al, 2007). In any case, although collective bargaining has shown obvious limitations in this field, the results of our analysis imply that its impact on the implementation of work-life balance measures at businesses may be positive, even if it is only indirectly by improving overall working conditions.…”