Flexicurity is an integrated strategy for enhancing, at the same time, flexibility and security in the labour market. It attempts to reconcile employers' need for a flexible workforce with workers' need for security – confidence that they will not face long periods of unemployment. Working with national governments, social partners and academics the EU has identified a set of
common flexicurity principles and is exploring how countries can implement them through four components: Communication of the Commission on the common principles of flexicurity (June 2007) Council conclusions on the common principles of flexicurity (November 2007) The four components of flexicurity are key elements of
the European Employment Strategy and cover large part of its employment guidelines. Integrated flexicurity policies play a key role in modernising labour markets and contributing to the achievement of the 75% employment rate target set by the
Europe 2020 Strategy. Effective flexicurity strategies are also at the basis of policy advice given to EU countries within the European Semester exercise. The flexicurity principles
are also highlighted in: Complementary measures taken in recent years were:
Work is also being done on strengthening public employment services (PES) such as job search support, career analyses and validation of experience, through the PES network. Monitoring flexicurity at national levelThe Employment Committee (EMCO) agreed in 2012 on a set of monitoring indicators to help assess progress made in the implementation of the flexicurity principles. These indicators are used in the annual Joint Employment Report on employment developments in the EU. Moreover, work is being done to improve the evidence base for flexicurity and gain knowledge of what works, where and how. This work is a key element to accelerate and improve the implementation of flexicurity across EU countries. No related news in the last six months.  Collective bargaining is a fundamental right. It is rooted in the ILO Constitution and reaffirmed as such in the 1998 ILO Declaration on Fundamental Principles and Rights at Work. Collective bargaining is a key means through which employers and their organizations and trade unions can establish fair wages and working conditions. It also provides the basis for sound labour relations. Typical issues on the bargaining agenda include wages, working time, training, occupational health and safety and equal treatment. The objective of these negotiations is to arrive at a collective agreement that regulates terms and conditions of employment. Collective agreements may also address the rights and responsibilities of the parties thus ensuring harmonious and productive industries and workplaces. Enhancing the inclusiveness of collective bargaining and collective agreements is a key means for reducing inequality and extending labour protection. What is Asia-Pacific Economic Cooperation? The Asia-Pacific Economic Cooperation (APEC) is a regional economic forum established in 1989 to leverage the growing interdependence of the Asia-Pacific. APEC's 21 members aim to create greater prosperity for the people of the region by promoting balanced, inclusive, sustainable, innovative and secure growth and by accelerating regional economic integration. APEC has 21 members. The word 'economies' is used to describe APEC members because the APEC cooperative process is predominantly concerned with trade and economic issues, with members engaging with one another as economic entities.
What Does APEC Do? APEC ensures that goods, services, investment and people move easily across borders. Members facilitate this trade through faster customs procedures at borders; more favorable business climates behind the border; and aligning regulations and standards across the region. For example, APEC's initiatives to synchronize regulatory systems is a key step to integrating the Asia-Pacific economy. A product can be more easily exported with just one set of common standards across all economies. Sustainable and Inclusive Asia-Pacific APEC works to help all residents of the Asia-Pacific participate in the growing economy. For example, APEC projects provide digital skills training for rural communities and help indigenous women export their products abroad. Recognizing the impacts of climate change, APEC members also implement initiatives to increase energy efficiency and promote sustainable management of forest and marine resources. The forum adapts to allow members to deal with important new challenges to the region's economic well-being. This includes ensuring disaster resilience, planning for pandemics, and addressing terrorism. APEC's 21 member economies are Australia; Brunei Darussalam; Canada; Chile; People's Republic of China; Hong Kong, China; Indonesia; Japan; Republic of Korea; Malaysia; Mexico; New Zealand; Papua New Guinea; Peru; The Philippines; The Russian Federation; Singapore; Chinese Taipei; Thailand; United States of America; Viet Nam. APEC Process APEC: Cooperation and Consensus APEC operates as a cooperative, multilateral economic and trade forum. Member economies participate on the basis of open dialogue and respect for views of all participants. In APEC, all economies have an equal say and decision-making is reached by consensus. There are no binding commitments or treaty obligations. Commitments are undertaken on a voluntary basis and capacity building projects help members implement APEC initiatives. APEC's structure is based on both a "bottom-up" and "top-down" approach. Four core committees and their respective working groups provide strategic policy recommendations to APEC Leaders and Ministers who annually set the vision for overarching goals and initiatives. The working groups are then tasked with implementing these initiatives through a variety of APEC-funded projects. Members also take individual and collective actions to carry out APEC initiatives in their individual economies with the assistance of APEC capacity building projects. APEC Capacity Building Projects Capacity building projects play an important role in helping translate APEC's goals into reality. By enhancing members' capacity through skills training and technological know-how, APEC-funded projects strengthen members' readiness to adopt new initiatives from electronic customs processing to regulatory reform. APEC projects also target specific policy areas from enhancing small and medium enterprise competitiveness to facilitating the adoption of renewable energy technologies in the region. The APEC Project Management Unit oversees APEC-funded projects in collaboration with working groups. Funding for projects is made possible by contributions from APEC members. The APEC Policy Support Unit provides policy research, analysis and evaluation to assist in the implementation of APEC's agenda. The APEC process is supported by a permanent secretariat based in Singapore. Which of the following is characteristic of a labor market that is a monopoly?Which of the following are characteristics of a labor market monopsonist? Available labor is relatively unwilling to relocate or would need to acquire new skills.
How does an industrial inclusive union influence wage rates?Because inclusive unions have a legal right to strike, they can threaten firms to agree to wage demands. The more inelastic the demand for labor, The smaller the amount of unemployment accompanying a wage-rate increase.
Which of the following is a characteristic of a monopsony in the labor market?The three primary characteristics of a monopsony are (1) one firm purchasing all of the goods and services in a market, (2) no other buyers in the market, and (3) barriers to entry into the market.
Which of the following are reasons for the high productivity of labor?Growth in labor productivity depends on three main factors: saving and investment in physical capital, new technology, and human capital.
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