Social dialogue with the public sector employees

The legislation allows public servants to become members of trade unions or foresees other forms of employee representation

Review of relevant legislation to verify if there are mechanisms in place to ensure employee representation is effectively formed.

Social partners were involved in the dialogue on legislative changes.

Checked centrally at the level of central public service human resource management co-ordination unit or responsible body (ministry responsible for public administration) drafting legislation (includes primary and secondary legislation) affecting rights and obligations of public servants, in order to verify if the representatives of public servants were identified and given an opportunity to provide comments to the draft laws, and their comments were discussed with them (providing general feedback in the framework of general public consultation is not considered as a genuine dialogue for the assessment purposes). Two most recent pieces of draft primary or secondary legislation are considered.

Social partners were involved in the dialogue within the institution

Checked at five selected institutions (the same sample is used) whether social partners (for example trade unions or staff representation) were engaged in a dialogue on working conditions or wellbeing. Three points are awarded if positive and evidence-based answers are received from all five institutions to the following question: “Please provide evidence that within the last 12 months at least one discussion was held with representatives of the employees in your institution on questions related to their working conditions or wellbeing”. The last full calendar year is considered. Positive answers from all five institutions are required to score points.