Opportunities and Traps for Trade Unions in European Employment Policy Initiatives:The Case of Social Dialogue on Active Inclusion

After some promise in the 1990s, European unions have grown increasingly disillusioned with regard to the results of EU social policy and EU social dialogue. The paper analyses the extent and reasons of this disillusion by looking at the impact on social dialogue of the Active Inclusion Recommendation launched by the European Commission at the outset of the economic crisis in 2008. The Recommendation led to a tripartite framework agreement at the EU level in 2010 (the only such agreement in a decade), which was then to be implemented at national and regional levels. With a multilevel governance approach, the paper looks at the extent to which social dialogue on Active Inclusion at the EU level, in six EU countries (France, Italy, Poland, Spain, Sweden, and the UK) and six regions (Rhône-Alpes, Lombardy, Lower Silesia, Catalonia, West Sweden and Greater Manchester) within those countries was somehow revitalised. The analysis, looking at both top-down and bottom-up processes and based on documentary analysis and interviews, shows that the initiative displays ambiguities similar to those of typical composite EU principles, such as famously the case of ‘flexicurity’. The multilevel governance of the EU, including the interaction between ‘soft’ employment policies and evolving ‘hard’ Eurogovernance tools, and with poor horizontal and vertical coordination, resulted in multiple distortions of the principle and, over time, to frustration. Unions’ engagement varies by level, country and region, reflecting both traditional national approaches and the local perception of ‘active inclusion’ as an opportunity. Although trade unions were more welcoming of ‘active inclusion’ than they had been for flexicurity, similar related threats and opportunities led to modest achievements and a gradual fading of the idea at the European and national levels, with some more opportunities however at the regional level. The paper concludes that, if trade unions want to engage with the idea of a European Social Model and with Eurogovernance, they could develop stronger networks among regional organisations

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Skin Lesion Analyser: An Efficient Seven-Way Multi-Class Skin Cancer Classification Using MobileNet

Skin cancer, a major form of cancer, is a critical public health problem with 123,000 newly diagnosed melanoma cases and between 2 and 3 million non-melanoma cases worldwide each year. The leading cause of skin cancer is high exposure of skin cells to UV radiation, which can damage the DNA inside skin cells leading to uncontrolled growth of skin cells. Skin cancer is primarily diagnosed visually employing clinical screening, a biopsy, dermoscopic analysis, and histopathological examination. It has been demonstrated that the dermoscopic analysis in the hands of inexperienced dermatologists may cause a reduction in diagnostic accuracy. Early detection and screening of skin cancer have the potential to reduce mortality and morbidity. Previous studies have shown Deep Learning ability to perform better than human experts in several visual recognition tasks. In this paper, we propose an efficient seven-way automated multi-class skin cancer classification system having performance comparable with expert dermatologists. We used a pretrained MobileNet model to train over HAM10000 dataset using transfer learning. The model classifies skin lesion image with a categorical accuracy of 83.1 percent, top2 accuracy of 91.36 percent and top3 accuracy of 95.34 percent. The weighted average of precision, recall, and f1-score were found to be 0.89, 0.83, and 0.83 respectively. The model has been deployed as a web application for public use at (https://saketchaturvedi.github.io). This fast, expansible method holds the potential for substantial clinical impact, including broadening the scope of primary care practice and augmenting clinical decision-making for dermatology specialists.Comment: This is a pre-copyedited version of a contribution published in Advances in Intelligent Systems and Computing, Hassanien A., Bhatnagar R., Darwish A. (eds) published by Chaturvedi S.S., Gupta K., Prasad P.S. The definitive authentication version is available online via https://doi.org/10.1007/978-981-15-3383-9_1

Union inclusiveness and temporary agency workers: the role of power resources and union ideology

This article investigates the determinants of union inclusiveness towards agency workers in Western Europe, using an index which combines unionization rates with dimensions of collective agreements covering agency workers. Using fuzzy-set Qualitative Comparative Analysis, we identify two combinations of conditions leading to inclusiveness: the ‘Northern path’ includes high union density, high bargaining coverage and high union authority, and is consistent with the power resources approach. The ‘Southern path’ combines high union authority, high bargaining coverage, statutory regulations of agency work and working-class orientation, showing that ideology rather than institutional incentives shapes union strategies towards the marginal workforce

Unemployment benefits : discursive convergence, distant realities

Production of INCASI Project H2020-MSCA-RISE-2015 GA 691004Unemployment protection systems have certain characteristics in common in Argentina, Uruguay, Spain and Italy: they are compulsory and contributory-proportional, although in Uruguay, it also has a capitalisation supplement. Despite the similarities, they work differently because the context of informal employment chiefly, and unemployment, low salaries and precariousness differ greatly. Consequently, the unemployment protection coverage rate varies. Theories of the Active Welfare State, the Investor State and the reforms of unemployment protection systems have led to a certain modernising language being adopted in these countries: activation, employability, conditionality, lifelong learning, flexibility, which are, among others, words shared with Europe. However, the meanings of these words differ according to the institutional context of each country. In Latin America the welfare state is low institutionalised even almost non-existent, while in Europe it is a diverse institution. Despite this, the four countries share an upward trend in benefit policies, in accordance with the increase in poverty risk

Social Models for Dealing with Inequalities

Production of INCASI Project H2020-MSCA-RISE-2015 GA 691004This chapter compares social models in Europe and Latin America. The goal is to study the interaction between two institutions: on the one hand, pre-distributive (ex ante) institutions, such as the structure and coverage of collective bargaining and, on the other hand, post-distributive (ex post) institutions, such as unemployment protection and social policy. Pre-distributive institutions are important for correcting inequalities in the labour market, because they introduce guidelines for egalitarian wage structures. Post-distributive institutions help to mitigate inequalities generated in the labour market. The methodology is based on statistical analysis of a series of indicators related to pre and post-distributive policies. The results present three types of model: (1) coordinated economies, typical of neo-corporatist Scandinavian countries; (2) mixed economies, typical of Mediterranean systems, and (3) uncoordinated economies, which equate to liberalism and the Latin American 'structural heterogeneity' model. It is neo-corporatist coordinated economies that generate the most pre and post-distributive equality. In turn, uncoordinated economies, and Latin American ones in particular, generate more inequalities due to highly informal employment and the weakness of their post-distributive institutions

management s perceptions of social dialogue at company level in italy

Collective bargaining in Italy primarily takes place at two negotiation levels: at the industry or sectorial level, which addresses issues such as the periodic determination of the pay and conditions for the industry or sector, and at the company level or plant level, which addresses specific workplace problems. Until the early 1990s, the balance between the two levels changed according to external circumstances. It was with the Tripartite Agreement of 23 July 1993 that the competencies, procedures and issues pertaining the two levels were clarified. Ever since, other agreements between trade unions and employers' organizations addressed the issues related the two levels. The agreement signed in April 2009 makes clear that greater decentralization of bargaining is seen as a mechanism to "re-launch" a growth in productivity and therefore of real incomes. This poses enormous challenges to employee's representatives as they assume a key role for the social innovation and competitiveness of the company.Drawing from interviews and a survey, it seems that Italian HR managers are aware of this key role of employee representatives, so much that they would like them to be more competent, open to change and less conflictual. They believe that a more cooperative environment leads to better agreements for both parties at the negotiation table