Research study on Position of Women in Trade Unions in Serbia

The position of women in trade unions in Serbia Vida Vilić, PhD Kosana Beker, PhD

Pančevo, December 2021 The position of women in trade unions in Serbia For publisher: Association of Female Citizens “FemPlatz” with the support of the OSCE Mission to Serbia

Authors: Vida Vilić, PhD and Kosana Beker, PhD

Researchers: Maja Mirkov and Biljana Maletin

Printing: Jovšić Printing Centar

Print run: 400

ISBN-

Note: The views expressed in this publication are those of the authors and their associates only and do not necessarily reflect the official views of the OSCE Mission to Serbia. Table of Contents 1. Introduction........................................................................................................................................ 5

2. Trade unions: concept, development and importance.................................................... 7

3. Trade unions and their activity................................................................................................. 12 3.1. Examples of good practice...................................................................................................... 12 3.2. Trade union activity during the COVID-19 pandemic...................................................... 16

4. The impact of the women’s rights movement on women’s trade union activity......................................................................................................................................... 22

5. Legal framework for trade union activities......................................................................... 32 5.1. Law on Labour of the Republic of Serbia........................................................................... 32 5.2. Special) collective agreements ............................................................................................ 36 5.2.1. Leave and absence from work........................................................................................... 37 5.2.2. Cash and other benefits for employees............................................................................. 39 5.2.3. Rights related to overtime work........................................................................................ 42 5.2.4. Occupational safety and health......................................................................................... 42 5.2.5. Performing jobs with increased risk and special maternity protection........................... 43 5.2.6. Harassment in the workplace (mobbing).......................................................................... 43 5.2.7. Determining redundancy and transfer of an employee to another job........................... 44 5.2.8. Specific features ................................................................................................................ 46

6. Engagement of trade unions in combating gender-based violence and domestic violence during the COVID-19 pandemic..................................................... 48

7. Research on the position of women in trade unions...................................................... 55 7.1 Goal, object and description of research............................................................................. 55 7.2. Findings and interpretation................................................................................................... 58  7.2.1. Demographic characteristics of the sample...................................................................... 58 7.2.2. Trade union membership .................................................................................................. 59 7.2.4. Respect for women’s rights at work and in connection with work.................................. 71 7.2.6. Impact of COVID-19 on women’s labour rights and the role of trade unions................... 80 7.2.7. Views of women trade union leaders................................................................................ 87

8. Conclusions and recommendations..................................................................................... 105

Annex I ................................................................................................................................................... 113 Recommendations from the European Commission’s Serbia 2020 Report Concerning Social Policy and Employment ............................................................................ 113

Annex 2 .................................................................................................................................................. 117 Recommendations on work-life balance for parents and carers 2019/1158 in connection with EU Directive 2019/1152 ................................................................................. 117

References ........................................................................................................................................... 123 1. Introduction The position of women in the field of labour and employment in Serbia is unfavourable. There are obvious gender inequalities in the labour market, while the gender dimension is missing in employment policies (Urdarević i dr, 2019: 22-23) The gender gap in the employment rate is constant, while the labour market is characterised by gender segregation by sectors and occupations (Urdarević i dr, 2019: 22). There is a gender pay gap, and due to the barriers to reconciling work and family life, as well as due to the lack of adequate services, women are much more inactive in the labour market (Urdarević i dr, 2019: 23). The austerity measures in- troduced in 2014 disproportionately affected women.

Women are more likely to work part-time than men, both in the private and public sectors. As many as 87.4% of all employees who mentioned care for children or sick adults as the reason for shorter working hours were women (Urdarević i dr, 2019: 29). Reports from various trade unions show that employers very often pay such contributions for employed women, particu- larly in the production sector, as if they completed only primary school, regardless of their actual education (Mitrović, 2019), that women are exposed to poor working conditions, and that the situation of textile female workers is especially difficult in Serbia.1

Women face gender-based discrimination in the process of employment, but also in the workplace. A survey on gender-based discrimination in employment and work has revealed that 36% of women and 26% of men at the job interview had to answer questions about chil- dren, whether they had or planned to have children, and that about 7% of women were asked to submit a medical certificate confirming that they were not pregnant (Đan i Vrbaški, 2019). Nearly one third of respondents think that they have been deprived of the right to paid mater- nity leave, i.e. that they have not received salary compensation or other benefits, in accord- ance with the law. Sixty-four (64%) of the women who used the maternity leave returned to work after the leave expired, while 16% of them claim to have been forced to return to work earlier than planned. In addition, 15% of these women report that their salary was reduced

1 For example, Clean Clothes Srbija, https://cpe.org.rs/clean-clothes-campaign/; Žene govore, ROZA Association for women’s labour rights https://rozaradnaprava.rs/zene-govore/

5  The position of women in trade unions in Serbia | 1. Introduction

upon their return from the maternity leave, and 9% of them state that they had to work longer (Đan i Vrbaški, 2019: 33).

Taking into consideration the role of trade unions in the protection of labour rights, the aim of the survey is to analyse the position of women in trade unions in Serbia and the orientation of their programmes in terms of promoting women’s rights and gender equality, and to estab- lish what trade unions do in that respect, i.e. whether they perform specific activities aimed at improving the position of women or reducing inequality, whether they provide sufficient financial resources for these activities, etc.

6 2. Trade unions: concept, development and importance Trade union is an autonomous, democratic and independent organisation of employees into which they associate on a voluntary basis, for the purpose of representing, presenting, pro- moting and protecting their professional, labour, economic, social, cultural, and other indi- vidual and collective interests (Kosanović, 2010: 1). It is an association of workers in a par- ticular trade, industry, or company created for the purpose of securing improvements in pay, benefits, working conditions, or social and political status through collective bargaining.2 Trade union can be defined as legally regulated institution established by employees to rep- resent them in complex economic and legal relationships with employers and the govern- ment (Vidaković, 2019: 216). The word trade union in the Serbian language (Serbian: sindikat) comes from the Greek word syndikos (Greek: σύνδικος), which means an attorney-at-law, le- gal representative, defence counsel in the court in Ancient Greece.

The role of trade unions in the protection of employees’ rights is to protect labour, economic, social and professional interests of voluntarily affiliated workers (Kosanović: 2010: 1), and , in the capacity of collective organisation of workers, to represent, protect and en- hance the rights and interests of the employees who are their members (Vidaković, 2019: 217). Through its activities, the trade union puts pressure on employers and the government, threatening with regular legal forms of union activities. Trade unions can operate at different

2 Britannica - Trade union - labour organization, published on 24 September 2019, https://www.britannica.com/ topic/trade-union, accessed on 3 October 2020

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levels: at the national level, at the local level, at the level of a certain employer or a certain pro- fessional branch. The scope of the trade union’s rights depends on the level of organisation.

Trade unions can provide labour-related legal protection in a broader sense (which includes the improvement and protection of labour interests) and in a narrower sense (providing spe- cific protection in the field of labour law); at the macro level (systemic regulation of the posi- tion and rights of workers) and at the micro level (labour-related legal protection with a spe- cific employer); preventive (social dialogue) and concrete labour-related legal protection (in case of violation of rights); collective (which refers to the specific protection of a group of members) and individual protection (providing direct labour-related legal assistance to a par- ticular union member); as well as internal (with the employer) and external labour-related protection (before public authorities).

Trade unions have fought for equity and justice in the workplace for many years. The origin of trade unions dates back to the eighteenth century and the industrial revolution in Europe when there was a huge surge of new workers in the field of industry, who needed someone to represent their labour rights.3 The first trade unions emerged from professional bodies, gath- ering exclusively groups of workers who performed the same type of specific jobs and were mainly local. With the emergence of trade unionism as an organised movement, trade unions began to gather workers regardless of their profession or qualifications. Over time, trade un- ions have become part of culture and engagement in every society.

Trade unions are associated with the industrial revolution in Europe. As an organised move- ment, trade unionism first appeared in the 19th century in the United Kingdom, continental Europe and the United States of America.4 In many countries, trade unionism is understood as organisation of workers. Small associations of craftsmen that gathered to fight for the improvement of their rights appeared in Britain in the 18th century, but were sporadic and short-lived. The beginning of the 20th century saw changes: the British trade unions favoured

3 Union plus – A brief history of Unions, https://www.unionplus.org/page/brief-history-unions, accessed on 29 September 2020 4 Britannica - Trade union - labour organization, published on 24 September 2019, https://www.britannica.com/ topic/trade-union, accessed on 3 October 2020

8 The position of women in trade unions in Serbia | 2. Trade unions: concept, development and importance

political activism, which led to the formation of the Labour Party in 1906, while American un- ions pursued collective bargaining as a means of winning economic gains for their workers.5

The labour movement in the United States of America grew out of the need to protect the common interest of all workers: to fight, in an organised way, for better wages, reasonable working hours, safer working conditions, stopping child labour, providing health care bene- fits and providing aid to workers who were injured or retired. It is considered that the earliest recorded strike was organised in 1768 in New York when tailors protested a wage reduction, while the formation of the Federal Society of Journeymen Cordwainers (shoemakers) in Phil- adelphia in 1794 marks the beginning of sustained trade union organisation among American workers.6 Women’s engagement in trade unionism was recognised as late as in 1964-1965, when trade unions raised the issue of the promotion of anti-discrimination policy.

The main task of trade unions has always been to lead employees in collective bargaining with employers, in the name and in the interest of employees. The most common goal of bar- gaining is “maintaining or improving the conditions of wage-earners’ working live” (Webb & Webb, 1920). The members of trade unions, in addition to employed workers, are profession- als, retired workers, students and the unemployed. Trade union law varies from country to country, as do union tasks and bargaining methods. In the United States of America, collective bargaining of trade unions with employers is most prevalent, while in Austria, Denmark, Germany and Sweden, for example, trade unions most often negotiate with associations of employers.7 Gold (1993) and Hall (1994) grouped all trade union activities, regulations and bargaining methods into three types: • Continental European system of trade unionism and legislation in which the govern- ment and the state play an important role, because by adopting laws and legal acts they regulate the rights of workers, which are the basis for negotiations between trade unions, as one party, and employers or associations of employers, as another party. This model

5 Britannica - Trade union - labour organization, published on 24 September 2019, https://www.britannica.com/ topic/trade-union, accessed on 3 October 2020 6 History - Labor Movement, published on 31 March 2020, https://www.history.com/topics/19th-century/labor, accessed on 30 September 2020 7 See: Eurofound – Freedom of Association/Trade Union Freedom, published on 17 April 2011, https://www. eurofound.europa.eu/observatories/eurwork/industrial-relations-dictionary/freedom-of-association, accessed on 2 October 2020 and Eurofound - ECHR rules against Danish closed-shop agreements, http://www.eurofound. europa.eu/eiro/2006/01/feature/dk0601104f.htm, accessed on 2 October 2020

9  The position of women in trade unions in Serbia | 2. Trade unions: concept, development and importance

exists mainly in the member states of the European Union, e.g. in Belgium, France, Ger- many, the Netherlands and Italy, but also in Eastern European countries;

• Anglo-Saxon system of trade unionism and legislation in which the role of the govern- ment and the state is much smaller and limited, which allows employers and associations of employers to in a way represent the state in negotiation and decision-making proces- ses. This model has been applied in Ireland and the United Kingdom. There is an increa- sing tendency among the Eastern European countries, which have been relatively recently admitted to the European Union, of getting closer to the Anglo-Saxon system.

• Nordic system of trade unionism and legislation implies that the role of the govern- ment and the state is limited, as in the Anglo-Saxon system, but there are a large number of networked associations of employers that cover a large number of industrial branches and entrepreneurial firms. This model has been applied in Denmark, Finland, Norway and Sweden (Wagtmann, 2010). Although the trade union movement was born in Britain, it is most active today in the Nordic countries.8

The largest trade union in the world is the International Trade Union Confederation (ITUC), lo- cated in Brussels, which has 332 organisations in 163 countries and a total of about 166 mil- lion members.9

Trade union activity today varies from country to country.10 It is estimated that there are about 24,000 trade unions active in Serbia,11 and the 2010 data of the International Labor Or- ganization show that 27.9% of employees in Serbia were actively organised in trade unions.12 Significant development of trade unions in Yugoslavia began in June 1950, when the Na- tional Assembly of the Federal People’s Republic of Yugoslavia adopted the Basic Law on Management of State Economic Enterprises and Higher Economic Associations by Work-

8 International Labour Organisation - Industrial relations, published on 9 October 2018, https://www.ilo.org/ilostat- files/Documents/description_IR_EN.pdf, accessed on 28 September 2020 9 International Trade Union Confederation (ITUC) – List of affiliates, https://www.ituc-csi.org/IMG/pdf/list_of_ affiliates_nov_2019.pdf, accessed on 2 October 2020 10 International Labour Organisation - Industrial relations, published on 9 October 2018, https://www.ilo.org/ilostat- files/Documents/description_IR_EN.pdf, accessed on 28 September 2020 11 N1 Info: Sindikati se ne bore za interese radnika (Trade unions do not fight for the interests of workers), http:// rs.n1info.com/Biznis/a314322/Sindikati-u-Srbiji.html, accessed on 12 October 2020 12 International Labour Organisation - Industrial relations, published on 9 October 2018, https://www.ilo.org/ilostat- files/Documents/description_IR_EN.pdf, accessed on 28 September 2020

10 The position of women in trade unions in Serbia | 2. Trade unions: concept, development and importance

ing Collectives13, popularly called the Law on Self-management. The basic idea of this ​​ law was that direct producers/workers managed social production, since this law envisaged that state-owned enterprises were the property of all citizens and managed, on behalf of the so- cial community, by working collectives (through workers’ councils). Thus, trade unions were given the role of working class mobilizers in the fight for better workers’ rights and working conditions. The 1974 Constitution of the SFRY influenced the adoption of the Law on Associ- ated Labour in 197614, which completed the self-managing organisation of enterprises and in- stitutions, while the trade union was engaged in constituting basic, working and complex or- ganisations of associated labour, electing self-management bodies and adopting normative acts. The Federation of Trade Unions ceased to exist upon dissolution of the SFRY.

13 Official Gazette of the FPRY, 1951 14 Official Gazette of the SFRY, 1976

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3.1. Examples of good practice Regarding the activities of trade unions, we may ask whether and in what way the trade un- ions are ready to help women, and in what way they can prevent further compromising of the already very sensitive position of women. Some of the examples of good practices of trade unions, in terms of improving labour and social rights, can be found in the trade unions in It- aly, Croatia, Slovakia, the Czech Republic, the Netherlands, Portugal, Romania and Ireland. The fight of trade unions against violence and sexual harassment of women in the workplace began long time ago, and is based on the fact that women workers are particularly at risk of this type of violence in the sectors of education, public administration, transport and hospi- tality (Montserrat, 2016). A 2014 French study found that 30% of the victims of sexual violence and harassment in the workplace became victims precisely because of working conditions and the type of their engagement, e.g. under precarious contracts.15 Three trade unions in It- aly (CGIL-CISL-UIL) joined forces and on 15 October 2019 signed the first agreement on the prevention of violence in the workplace, which is especially important for women, because they are the most common target of abusers at work (Loriol et al., 2020).16 This agreement was directed against the sexual abuse of women in the workplace by the management of the water company from Siam, with the branch office in Syracuse, Sicily.17 The basis of the agree-

15 Montserrat Mir Roca, Trade Unions Take a Stand to End Violence Against Women, 25 Novembar 2016, https://www. socialeurope.eu/trade-unions-take-stand-end-violence-women 16 See also: Italy/Sicily: Agreement against Harassment and Violence in the Workplace, published on 22 October 2019, https://news.industriall-europe.eu/Article/375, accessed on 14 July 2020 17 Marc Loriol, Liliana Dassisti, Ignazio Grattagliano, Harassment at work in France and Italy first hypothesis for an international comparison, Aggression and Violent Behavior, Volume 53, July–August 2020, https://doi.org/10.1016/j. avb.2020.101427

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ment is the European Framework Agreement on Harassment and Violence at Work18, which was adopted by the European social partners back in 2007. In June 2019, representatives of the UN International Labour Organization reached an agreement with governments and em- ployers worldwide on the need to adopt the Convention concerning the elimination of vio- lence and harassment in the world of work, with accompanying recommendations, which would establish the right of all employees to work in an environment free from violence and harassment.19 This Convention would initiate the adoption of national laws stipulating the punishment of violence and harassment in the workplace, but would also oblige employers to adopt their own acts to prevent and stop violence and harassment in the workplace, after consultation with trade unions and employees.

Even before the outbreak of COVID-19 pandemic, trade unions around the world insisted that protection against domestic violence should be covered by the C190 - Violence and Harass- ment Convention (ILO C190)20, adopted by the International Labour Organization, which must be ratified and incorporated into national legislations. After the declaration of the pandemic, trade unions began to reiterate the importance of this Convention because of a great impact on the safety of all employed women in Europe, where domestic violence tripled at the be- ginning of lockdown.21

Back in 2017, the Australian Council of Trade Unions appealed to the government to intro- duce 10 days of paid domestic violence leave in labour regulations, so that women could have the opportunity to get out of a situation of violence and escape from the perpetrator.22 In the explanation of their proposal, the trade union representatives stated that domestic violence cost the state 12 billion dollars a year, and that paid domestic violence leave would cost 5 cents per day of leave per worker, which was a small cost for saving lives. A similar initiative

18 European Framework Agreement on Harassment and Violence at Work, https://drive.google.com/file/d/0B9RTV08- rjErYURTckhMZzFETEk/view, accessed on 4 October 2020 19 ILO Convention on Violence and Harassment: Five key questions, published on 28 June 2019, https://www.ilo.org/ global/about-the-ilo/newsroom/news/WCMS_711891/lang--en/index.htm, accessed on 17 October 2020 20 International Labour Organisation - Violence and Harassment Convention No. 190, 2019, https://www.ilo.org/dyn/ normlex/en/f?p=NORMLEXPUB:12100:0::NO::P12100_ILO_CODE:C190, accessed on 5 October 2020 21 Women and their unions are battling a double crisis: Covid-19 and domestic violence, published on 20 April 2020, https://www.uni-europa.org/2020/04/women-and-their-unions-are-battling-a-double-crisis-covid-19-and- domestic-violence/, accessed on 23 July 2020 22 ACTU demands Turnbull back 10 days paid domestic violence leave, published on 28 November 2017, https://www. actu.org.au/actu-media/media-releases/2017/actu-demands-turnbull-back-10-days-paid-domestic-violence-leave, accessed on 16 October 2020

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was launched in February 2020 by the International Transport Workers’ Federation (ITF) in Brazil, with the explanation that gender-based violence in Brazil had become a true epidemic to which unions offered at least some response.23

• In 2018, trade unions in Spain launched an initiative urging the Spanish Government to combat human trafficking and sexual exploitation of women, and saying that “Prostitution is not work, it’s exploitation”24, thus opposing the legalisation of prostitution and using the body of human beings, mainly women, as profit-generating merchandise.

Thanks to the efforts of the trade unions of healthcare workers in Norway, in late 2019, all the income earned by employees was included in the pension calculation amount, and for the first time this applied to part-time employees.25 In fact, the trade union representatives stated that would rectify the injustice done to nearly 4,000 employees who also worked overtime, but these earnings were not included in the pension base. This will significantly contribute to the increase of pensions of healthcare staff.

In October 2019, The European Trade Union Confederation (ETUC) raised the issue of pun- ishing employers who did not pay men and women equally for the same job.26 The gender pay gap in Europe varies, but averages 16% in favour of men (e.g. 27% in Estonia, 8% in Ro- mania).27 If women were paid the same as men, poverty among employed women would be halved.28 The ETUC has taken the position that the European Commission29 should adopt a Gender Pay Transparency Directive, which would include in particular:

23 Paid domestic violence leave and Women’s Advocate program go international, published on 13 February 2020, https://www.unifor.org/en/whats-new/news/paid-domestic-violence-leave-and-womens-advocate-program-go- international, accessed on 16 October 2020 24 Spanish unions call time on trafficking, https://www.etuc.org/en/spanish-unions-call-time-trafficking, accessed on 19 October 2020 25 Norway: pensions and pay victory for health workers https://www.etuc.org/en/norway-pensions-and-pay-victory- health-workers, accessed on 16 October 2020 26 Fine companies who refuse gender pay transparency, unions tell Von der Leyen, https://www.etuc.org/en/ pressrelease/fine-companies-who-refuse-gender-pay-transparency-unions-tell-von-der-leyen, accessed on 16 October 2020 27 ETUC Resolution on Gender Pay Transparency Directive, https://www.etuc.org/en/document/etuc-resolution- gender-pay-transparency-directive, accessed on 2 October 2020 28 Ibid. 29 European Commission – Equal Pay, https://ec.europa.eu/info/policies/justice-and-fundamental-rights/gender- equality/equal-pay_en, accessed on 4 October 2020

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• Compulsory annual gender pay audits for employers with more than 10 staff based on en- tire pay package, including benefits and bonuses;

• Fines for companies with more than 10 staff who fail to produce a report on gender pay levels;

• The right of workers to request the pay data of colleagues, as well as information on gen- der pay within their companies;

• A ban on pay secrecy clauses in contracts and a new requirement for employers to provide pay scales with job advertisements;

• Support for collective bargaining as the best way to eliminate the gender pay gap.

As a result of such efforts of trade unions, the International Equal Pay Day was celebrated for the first time on 18 September 2020,30 which was the official recognition of the centu- ries-old struggle of women’s movements and trade unions to achieve equal pay for work of equal value. On this day, for the first time, honour was paid to female conductors in buses and trams, who in 1918 went on strike against unequal salaries. The International Labour Or- ganization has also contributed to the popularisation of this right.31 The trade unions in Aus- tralia have stated that this year the situation in certain sectors is even worse than before, due to the pandemic, e.g. in the Australian health system, the gender pay gap this year is 21.3%.32

Trade unions were active also in improving the labour and social rights of fathers. Employed fathers in Italy, Croatia and Slovakia are about to receive for the first time the right to paid paternity leave, pursuant to Directive (EU) 2019/115233, which was adopted by the European Council in June 2019.34 The trade unions in the Czech Republic, the Netherlands, Portugal and

30 18 September 2020 marks the inaugural United Nations International Equal Pay Day, https://www.ituc-csi.org/ equal-pay-day-2020, accessed on 16 October 2020 31 ILO - COVID-19: Protecting workers in the workplace - Play fair for equal pay, published on 14 September 2020, https://www.ilo.org/global/about-the-ilo/multimedia/video/institutional-videos/WCMS_755228/lang--en/index. htm, accessed on 2 October 2020 32 Equal pay day - Pandemic response must address the gender pay gap, published on 28 August 2020, https://www. actu.org.au/actu-media/media-releases/2020/equal-pay-day-pandemic-response-must-address-the-gender-pay- gap, accessed on 3 October 2020 33 Directive (EU) 2019/1152 of the European Parliament and of the Council of 20 June 2019 on transparent and predictable working conditions in the European Union, https://eur-lex.europa.eu/legal-content/EN/ TXT/?uri=CELEX:32019L1152, accessed on 4 October 2020 34 Parents in 7 countries to get new rights to paid leave, https://www.etuc.org/en/pressrelease/parents-7-countries- get-new-rights-paid-leave, accessed on 11 October 2020

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Romania have accomplished that the number of paid childcare leave days for fathers dou- bled.35 In fact, according to the mentioned Directive, fathers will have 10 working days of paid leave for childcare, which would be paid in the amount of at least two thirds of the regular sal- ary, and which would be equal to the payment of ordinary sick leave. However, the success of all these initiatives depends on how they will be incorporated in national legislation. The trade unions in Ireland proposed a similar scheme that offered paid parental leave for each parent of a child under one, whether employed or self-employed, initially set at two weeks, and thanks to the efforts of trade unions, it was increased to seven weeks.36 The trade unions in Ireland are currently negotiating the right of each parent to at least four months of paid pa- rental leave for each child up to the age of eight years old.37

3.2. Trade union activity during the COVID-19 pandemic During the COVID-19 pandemic, a common priority and aim of trade union efforts is to con- trol whether the work can be done safely. Trade unions insisted on the measures aimed at re- ducing the spread of the virus in the workplace, such as adjusting work arrangements (e.g. promoting remote work, rearranging working hours and breaks) and working environment (e.g. observing the principle of physical distancing), promoting workplace hygiene, providing workers with reliable and accessible information on healthy behaviour, and identifying and dealing with suspected cases of coronavirus infection. Governments, in cooperation with em- ployers’ and workers’ organisations, had to consider the urgent and basic needs of vulnera- ble groups of workers.

The International Labour Organization pointed to some of the key issues that should be par- ticularly addressed by trade unions during the COVID-19 pandemic: preventing discrimina-

35 Ibid. 36 Additional rights for new parents in Ireland, https://www.etuc.org/en/additional-rights-new-parents-ireland, accessed on 8 October 2020 37 Ibid.

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tion, making health care services available to all employees, and expanding the scope of the right to paid and parental leave.38

Discrimination manifested in various ways during the pandemic, revealing the existing cracks in society: women, people with disabilities, people living with HIV, migrant workers and in- formal economy workers are at risk of being additionally vulnerable. Employed women faced another crisis with the closure of schools, kindergartens and care facilities,39 which revealed the inequalities in work and social protection stemming from the contractual status of work- ers. Part-time or fixed-term employees, as well as self-employed persons, entrepreneurs and their employees, do not have the same rights to paid sick leave or unemployment insurance, nor do they enjoy the same level of protection against occupational diseases or illnesses at work (Berg, 2020). Gender-sensitive approaches, adjusted to the different characteristics and circumstances of these workers, are necessary in developing ways to improve their access to preventive health measures and health care services and the provision of means of subsist- ence. During the COVID-19 crisis, employee organisations need to work on increasing the availability of health care services to all employees, because nearly 40% of the world pop- ulation do not have the right to health care due to their labour legal status, while improv- ing working conditions of health care professionals is one of the preconditions for providing high-quality health care services, which are crucial for reducing the spread of the virus and fa- cilitating rapid recovery of infected people. Expanding the right to paid and parental leave is necessary because nearly 50% of the world workforce does not have the right to sick leave, so they have to choose between staying at home when they are sick or retaining their job to secure a living, thus risking their health and the health of others.40 Paid parental leave should also be widely available, since there are also employees who cannot work remotely during the pandemic.

Governments, in cooperation with employers’ and workers’ organisations, have adopted emergency measures aimed at helping companies save jobs, ensuring an adequate level of

38 ILO Policy Brief on COVID-19, Pillar 3: Protecting workers in the workplace, https://www.ilo.org/global/topics/ coronavirus/impacts-and-responses/WCMS_739049/lang--en/index.htm, accessed on 2 October 2020 39 ILO - COVID-19 response: Getting gender equality right for a better future for women at work , published on 11 May 2020, https://www.ilo.org/global/topics/coronavirus/WCMS_744685/lang--en/index.htm, accessed on 2 October 2020 40 ILO - Sickness benefits during sick leave and quarantine: Country responses and policy considerations in the context of COVID-19 , ILO policy brief, published on 14 May 2020, https://www.ilo.org/secsoc/information- resources/publications-and-tools/Brochures/WCMS_744510/lang--en/index.htm, accessed on 6 October 2020

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social protection and stabilising credit and financial markets.41 As of 17 April 2020, 108 coun- tries and territories have implemented social protection measures as part of their response to the COVID-19 crisis, particularly in the fields of health care, unemployment protection, sick pay and social assistance.42

The Italian trade union confederations (CGIL-CISL-UIL) signed an agreement on the safety of health workers with the Ministry of Health on 25 March 2020. This agreement sets out the im- plementation of basic preventive measures (use of personal protective equipment, repeat tests for personnel exposed to the virus, disinfection of the work environment) which protect the life and health of health workers, and the trade unions have the authority to monitor the compliance with these measures.43 With this agreement, the trade unions wanted to protect staff on the frontline of the fight against coronavirus and reduce the number of cases of infec- tion and deaths among health workers.

The COVID-19 pandemic has contributed to a greater visibility of jobs performed predomi- nantly by women, whose work has been systematically underestimated and underpaid for centuries. Women account for over 70% of the world workforce in the social and health care sector, while the percentage of women employed in the sector of services and housework, food retail, maintenance and cleaning is slightly more than 58%.44In July 2020, the Centrale des syndicats du Quebec (CSQ) submitted an initiative to withdraw all pregnant teachers from schools because of the risk of infection,45 due to the fact that among women who got infected in the first trimester of pregnancy, an increased number of them had to give birth by Cesarean

41 ILO - Country policy responses, https://www.ilo.org/global/topics/coronavirus/regional-country/country- responses/lang--en/index.htm, accessed on 6 October 2020 42 ILO Social Protection Monitor, https://www.ilo.org/secsoc/information-resources/publications-and-tools/ Brochures/WCMS_741212/lang--en/index.htm, accessed on 6 October 2020 43 COVID-19: Italian unions sign vital new agreement on safety of health workers, https://www.epsu.org/article/covid- 19-italian-unions-sign-vital-new-agreement-safety-health-workers, accessed on 17 October 2020 44 18 September 2020 marks the inaugural United Nations International Equal Pay Day, https://www.ituc-csi.org/ equal-pay-day-2020, accessed on 16 October 2020 45 Union demands pregnant teachers be withdrawn from schools because of risks tied to COVID-19, published on 19 September 2020 https://montreal.ctvnews.ca/union-demands-pregnant-teachers-be-withdrawn-from-schools-because-of-risks- tied-to-covid-19-1.5111870, accessed on 9 October 2020

18 The position of women in trade unions in Serbia | 3. Trade unions and their activity

section or gave birth prematurely. These are just some of the numerous initiatives launched by trade unions around the world since the beginning of the coronavirus pandemic.46

Even before the crisis, women’s employment was characterised by informal, insecure, low paid, poor-quality work, with little or no social protection. According to the latest data from the Monitoring Report on measures introduced during the state of emergency in the areas of social policies and employment, public health and consumer protection and education of the National Convention on the European Union (NCEU)47, some larger trade unions were mentioned as initiators of social policy and employment decisions extending the range of la- bour rights to employees during the state of emergency. The report states that the vast major- ity of employees (86%) “on the frontlines” in the fight against COVID-19 were women.

Based on the request sent by the Confederation of Autonomous Trade Unions of Serbia to the Government of the Republic of Serbia,48 employers were recommended to ensure the right to 100% salary compensation in case of absence from work because of the confirmed SARS- CoV-2 virus infection, self-isolation or isolation.49

As soon as the state of emergency was introduced on 15 March 202050, a large number of eco- nomic entities and institutions stopped working, which endangered the position of a large number of workers. At the initiative and request of the United Branch Trade Union Independ- ence (UGS Nezavisnost), the Social and Economic Council held an extraordinary session. This union proposed the introduction of moratorium on labour status for at least 90 days, which was the possible duration of the state of emergency, and on 19 March 2020, sent the so-called Ten Questions to the Ministry of Labour, Employment, Veteran and Social Affairs, proposing

46 There are numerous activities launched by the trade unions in Australia, Austria, Belgium, Canada, Denmark, Estonia, Finland, France, Germany, Iceland, Ireland, Israel, Italy, Korea, Japan, Luxembourg, New Zealand, the Netherlands, Norway, Spain, Sweden, Switzerland, Turkey, the United Kingdom and the United States of America. See more at: Covid19 crisis: Mapping out trade union and social partners’ responses, published on 30 June 2020, https://tuac.org/ news/covid19-crisis-mapping-out-trade-union-and-social-partners-responses/, accessed on 7 October 2020 47 Monitoring izveštaj o merama tokom vanrednog stanja u oblasti socijalne politike i zapošljavanja, javnog zdravlja i zaštite potrošača i obrazovanja Nacionalnog konventa o Evropskoj uniji (NKEU) (Monitoring Report on measures introduced during the state of emergency in the areas of social policies and employment, public health and consumer protection and education of the National Convention on the European Union (NCEU)), http://eukonvent. org/wp-content/uploads/2020/08/Monitoring-izvestaj-SOCIJALNE-POLITIKE-I-ZAPOS%CC%8CLJAVANJA-JAVNOG- ZDRAVLJA-I-ZAS%CC%8CTITE-POTROS%CC%8CAC%CC%8CA-I-OBRAZOVANJA.pdf, accessed on 9 October 2020. 48 Savez samostalnih sindikata Srbije - dopis (Confederation of Autonomous Trade Unions of Serbia - letter), https:// www.sindikat.rs/aktuelno_files/vesti_pdf/brnabic_30mart20.pdf, accessed on 29 September 2020 49 Government Conclusion no. 53-3008-2020-2 of 2 April 2020 50 Decree on Measures During the State of Emergency, Official Gazette of the RS, nos. 31/2020, 36/2020, 38/2020, 39/2020, 43/2020, 47/2020, 49/2020, 53/2020, 56/2020, 57/2020, 58/2020, 60/2020

19  The position of women in trade unions in Serbia | 3. Trade unions and their activity

how employers who continued to work could overcome the lack of protective equipment and disinfectants in the initial phase of the state of emergency; insisting on providing protec- tive equipment for all, especially for companies employing several hundreds of workers; con- sidering the possibility for employers to send employees on annual leave without applying the Law on Labour provision on the 15-day notice requirement. Some other important issues were raised: allowing parents to work from home if they have a child under 12; the status of employees in self-isolation and the manner of calculating their salary; the acting of employ- ees in case of receiving verbal orders to perform work; the need for introducing shortened working hours due to the incompatibility of the working hours of essential businesses with the beginning of curfew hours; the organisation of transportation of employees, especially those working in the third shift, and having in mind the introduction of curfew, which became relevant particularly after the introduction of the ban on public transportation.51

The application of the provisions on the work obligation of doctors and other health work- ers has led to numerous problems, violations of labour rights and basic legal principles, such as the principle of legal security, which was continuously pointed out by the Serbian Trade Union of Doctors and Pharmacists during the state of emergency. They addressed the com- petent authorities in writing and urged them to solve the problem of working hours in cases where both parents were health workers and proposed solutions (such as work from home of one of the parents, absence from work, different shifts52). They also tackled the issue of en- suring the health and safety of health workers during the pandemic.53 This trade union also is- sued a public statement calling on the authorities to implement urgent measures against dis- crimination against health workers, stating that health workers did not have the opportunity to be tested in great numbers, that the information about infected patients with whom they had been in contact was hidden from them, that in some health institutions the health work- ers were prohibited from using personal protective equipment54, and sent a request to the

51 Source: UGS Nezavisnost - Pitali smo Ministarstvo za rad (United Branch Trade Union Independence - We Asked the Ministry of Labour), published on 19 March 2020, https://nezavisnost.org-pitali-smo-ministarstvo–za-rad, accessed on 2 October 2020 52 Obaveštenje o problemu u praksi sa zahtevom za rešavanje i predlogom mera, (Notification of the problem in practice with a request for resolution and a proposal of measures) http://www.sindikatlfs.rs/obavestenje-o- problemu-u-praksi-sa-zahtevom-za-resavanje-i-predlogom-mera/, accessed on 2 October 2020 53 Hitni zahtevi i preporuke za krizni štab za suzbijanje zarazne bolesti COVID-19 (Urgent requests and recommendations for the COVID-19 Infection Disease Crisis Response Team), http://www.sindikatlfs.rs/hitni-zahtevi-i- preporuke-za-krizni-stab-za-suzbijanje-zarazne-bolesti-covid-19/, accessed on 3 October 2020 54 Saopštenje za javnost Sindikata lekara i farmaceuta Srbije (Press Release of the Serbian Trade Union of Doctors and Pharmacists), http://www.sindikatlfs.rs/saopstenje-za-javnost-sidnikata-lekara-i-farmaceuta-srbije/, accessed on 4 October 2020

20 The position of women in trade unions in Serbia | 3. Trade unions and their activity

Ministry of Health to pay health workers for all the work performed in infectious wards, COVID hospitals, admission units, wards, to pay employees who got infected with COVID-19 or had to be in isolation, as well as employees who worked on duty and in shifts.55 In the statement dated 10 May 2020, the Serbian Trade Union of Doctors and Pharmacists stated that “there are no official data on how many health workers died during the pandemic, but that, accord- ing to the data obtained by that union, 14 health workers in Serbia died as a consequence of coronavirus. According to the official data, 450 health workers are currently suffering from corona, and most of them were infected at the beginning of the pandemic in Serbia, when equipment was a big problem.”56

The Report on the online workshop “Women workers in the frontlines - women, trade unions and the crisis”, held on 17 July 2020,57 includes an overview of measures relevant to the field of social policy and employment, as well as the application of measures and their consequences on the labour market and labour and social rights. Women are a particularly vulnerable cate- gory because of the type of work they perform, in the conditions in which safety and health pro- tection measures are not implemented, but also because of special circumstances that have limited or prevented the availability of childcare services.58 Some of the basic issues discussed at the workshop were what needed to be done to have more women organised in trade unions, what new and urgent measures needed to be taken to ensure women’s rights in the labour mar- ket during the crisis, how to improve health care at work for women employed “in the front- line” and how to define the legal framework for the improvement of work outside the employ- er’s premises.

55 Zahtev za vrednovanje, uvažavanje i nagrađivanje zdravstvenih radnika (Request for the respect, recognition and remuneration of health workers), http://www.sindikatlfs.rs/zahtev-za-vrednovanje-uvazavanje-i-nagradjivanje- zdravstvenih-radnika/, accessed on 4 October 2020 56 According to the data from the Monitoring Report on measures introduced during the state of emergency in the areas of social policies and employment, public health and consumer protection and education of the National Convention on the European Union (NCEU), http://eukonvent.org/wp-content/uploads/2020/08/ Monitoring-izvestaj-SOCIJALNE-POLITIKE-I-ZAPOS%CC%8CLJAVANJA-JAVNOG-ZDRAVLJA-I-ZAS%CC%8CTITE- POTROS%CC%8CAC%CC%8CA-I-OBRAZOVANJA.pdf, accessed on 9 October 2020 57 Radnice na prvoj liniji - žene, sindikati i kriza (Women workers in the frontlines - women, trade unions and the crisis), published on 17 July 2020, http://www.centaronline.org/sr/dogadjaj/12093/radnice-na-prvoj-liniji-zene-sindikati-i- kriza, accessed on 4 October 2020 58 Data collected in the Monitoring Report on measures introduced during the state of emergency in the areas of social policies and employment, public health and consumer protection and education of the National Convention on the European Union (NCEU) for the state of emergency period

21  4. The impact of the women’s rights movement on women’s trade union activity Since the beginning of the women’s rights movement, women who have dedicated their lives to reform processes usually belonged to the middle or upper class (Lange, 2015), because women who struggled for the survival of their families had less time and resources to en- gage in social movements. British trade unionism dates back to the 17th century but devel- oped rapidly during the Industrial Revolution, in response to a rising capitalist system that af- fected society as a whole; it brought a clearer division of labour within working class families and introduced a new paradigm of paid work as opposed to unpaid housework performed by women as housewives (Djouimai, 2019).

At the end of the 19th century, women entered factories in large numbers, working four- teen hours a day, six days a week in dangerous jobs for low pay. Although the productivity of women workers did not lag behind the productivity of men, the difference between men’s and women’s wages was significant and ranged from half to a third of the amount received by men. In response to these conditions, young female textile workers organised America’s first industrial protests, strikes, and reform groups. Despite these efforts, women were excluded from trade union activities.59 The creation of unions was a response to “correcting” social, po-

59 Women’s Rights - Breaking the Gender Barrier: A Woman’s Place is in Her Union, https://www.lib.umd.edu/unions/ social/womens-rights, accessed on 15 October 2020

22 The position of women in trade unions in Serbia | 4. The impact of the women’s rights movement on women’s trade union activity

litical and economic injustices, because the trade union was a channel through which em- ployees could demand higher wages, improved working conditions and the acquisition of political rights. Once institutionalised, the labour movement focused on the needs and con- cerns of the “standard male worker”; women workers became part of the women’s move- ment, which initially was not seen as an integral part of the labour movement. Conforming to the societal view that a woman’s place was in the home, trade unions took a stand that hus- bands should independently support their families while wives stayed at home. Trade union- ism characterised women as passive workers, reluctant to take industrial action, who lacked commitment to trade unionism because their primary concern was family (Djouimai, 2019).

In order to find their place in the trade union movement, women workers in the 19th century began to establish various crafts associations, through which they could gain more industrial rights, better legal protection and labour legal status. At the International Workers Congress held in Paris in July 1889, Clara Zetkin60, a political worker in the German and international la- bour movements, gave a significant speech on the relationship between women’s labour and capital, with special focus on the specifics of women’s wages in the capitalist system, point- ing out that the issue of woman’s emancipation was not isolated but needed to be seen in the context of a broader social reproduction within which both men and women workers shared a common interest and the same “enemy”, which is way it was necessary for them to join in trade unions.

At the beginning of the 20th century, through the suffragette movement women began to fight more and more for their voting rights, join trade unions, strike against low wages, protest against poor working conditions and take an active role in society. Harriot Stanton Blatch61 began collaborating with the Women’s Trade Union League, which was founded in 1905 to help women organise in trade unions and fight for legal and labour reforms, and in 1907 she founded the Equality League of Self-Supporting Women, which later became the Women’s Political Union. Shortly after the League was established, three priorities were defined: or- ganising women into unions, adopting laws on labour standards, and promoting the individ- ual and social development of workers through education.

60 Who led the movement of proletarian women in Germany since 1890 61 Daughter of Elizabeth Cady Stanton who was a leader of the suffragette movement.

23  The position of women in trade unions in Serbia | 4. The impact of the women’s rights movement on women’s trade union activity

Though they did not altogether erase established beliefs of gender and class within the work- ing classes, the First World War62 and the Second World War accelerated the growth of women unionisation as they were massively recruited into jobs vacated by men.

After the Second World War, women have worked tirelessly to make gender equality central to the union movement. Millions of women got employed in the female-dominated sectors, such as retail, health, education, and service. In these areas, hours were long, wages low, benefits few, and union organisation weak, which gave rise to a “second wave of feminism”63 that had a profound impact on the labour legal status of women and their engagement in trade unions.

In the early 1960s, after the adoption of the first anti-discrimination laws in the United States of America,64 many stereotypes about gendered jobs were broken through the combination of feminist movement actions and the growing women’s influence in labour organisations and trade unions. In 1974, the Coalition of Labor Union Women (CLUW) united the members of various trade unions and launched an initiative for greater engagement and membership of women in trade unions, and their greater representation in governing bodies. This coali- tion advocated for the improvement of the labour legal status of employed women, specif- ically: non-discrimination in employment and promotion, equal pay, paid childcare leave, protection from sexual harassment and violence, protection of reproductive rights and child- care. Women began to emerge from the shadow of labour movements, and their involve- ment in trade unions became a factor in maintaining and preserving them. And yet, as re- gards the engagement of women in trade unions, the key issues were gender inequality in access to trade unions, gender inequality in union leadership, and gender inequality mani- fested through trade union engagement priorities and initiatives.

The analysis of data from 39 countries and membership in nearly 80% of the world’s trade unions65 showed that women made up the majority in trade unions in one third of the coun- tries, while in one third of the country’s women accounted for less than 40%, which is consid- ered underrepresentation of women (Cobble, 2016). The situation by country is the following:

62 During the First World War “the first time in history, women outside the cotton industry were learning the power of trade unionism” (Drake 1984:99). 63 Women’s Rights - Breaking the Gender Barrier: A Woman’s Place is in Her Union, https://www.lib.umd.edu/unions/ social/womens-rights, accessed on 15 October 2020 64 For example, 1963 Equal Pay Act and 1964 Civil Rights Act 65 Dorothy Sue Cobble, together with Anna Harewood (Cobble, 2012: 11-12)

24 The position of women in trade unions in Serbia | 4. The impact of the women’s rights movement on women’s trade union activity

% Female Trade % Female Trade Union Members, Union Members, Percent Female Overall Union Most Recent 2000s Labour Force Density

Latvia 68.0 (2008) 58.9 (2003) 48.4 (2009) 10-19 (2008)

Poland 59.2 (2008) 45.0 (2009) 10-19 (2008)

Lithuania 56.3 (2008) 57.1 (2003) 49.0 (2009) 0-10 (2008)

Estonia 55.6 (2009) 64.0 (2003) 49.1 (2009) 10.7 (2009)

Finland 54.7 (2008) 53.1 (2003) 48.1 (2009) 90-100 (2008)

United Kingdom 54.5 (2010) 47.3 (2000) 45.6 (2009) 20-29 (2008)

Ireland 53.3 (2009) 43.5 (2001) 43.1 (2009) 32.1 (2008)

Norway 52.1 (2008) 47.4 (2009) 70-79 (2008)

Ukraine 52-48.2 (2011) 49.1 (2009) 47.2 (2011)

St. Vincent and 51.8 (2009) 56.5 (2001) 41.1 (2009) The Grenadines

Sweden 51.5 (2008) 52.0 (2003) 47.3 (2009) 80-89 (2008)

Denmark 50.4 (2010) 49.2 (2003) 46.9 (2009) 80.5 (2008)

Canada 50.0 (2005) 47.0 (2009) 27.5 (2010)

Slovenia 49.9 (2008) 49.7 (2003) 46.2 (2009) 30-39 (2008)

Taiwan 48.3 (2008) 36.1 (2008)

Luxembourg 48.1 (2008) 43.9 (2009) 50-59 (2008)

Australia 48.0 (2010) 42.4 (2000) 45.3 (2009) 20.3 (2006)

Bulgaria 46.9 (2008) 49.7 (2003) 46.1 (2009) 20-29 (2008)

Hungary 46.2 (2008) 45.1 (2009) 20-29 (2008)

USA 45.7 (2010) 41.0 (2000) 46.0 (2009) 12.1 (2007)

Hong Kong 44.5 (2009) 46.3 (2009) 22.5 (2009)

Mexico 42.4 (2000) 36.1 (2009) 11.2 (2008)

Portugal 41.9 (2008) 41.5 (2003) 46.8 (2009) 20-29 (2008)

Slovakia 41.9 (2008) 42.1 (2003) 51.0 (2009) 10-19 (2008)

Namibia 40.7 (2004) 46.1 (2009)

25  The position of women in trade unions in Serbia | 4. The impact of the women’s rights movement on women’s trade union activity

Brazil 40.6 (2007) 40.1 (2005) 43.7 (2009) 17.8 (2007)

Malaysia 39.5 (2010) 38.0 (2005) 35.5 (2009) 10.1 (2008)

Belgium 39.1 (2003) 44.9 (2009) 79.2 (2009)

Cyprus 37.3 (2008) 36.3 (2003) 42.8 (2009) 50-59 (2008)

China 36.4 (2009) 37.8 (2000) 44.6 (2009) 90.3 (2000)

Nicaragua 35.6 (2009) 44.7 (2006) 38.7 (2009)

Austria 33.3 (2008) 33.2 (2003) 45.5 (2009) 30-39 (2008)

Netherlands 32.4 (2008) 28.1 (2001) 45.7 (2009) 20-29 (2008)

Germany 31.8 (2008) 45.6 (2009) 20-29 (2008)

Chile 30.6 (2009) 19.7 (2002) 37.2 (2009) 12.5 (2009)

Malta 30.5 (2008) 27.3 (2003) 32.4 (2009) 50-59 (2008)

Bangladesh 14.0 (2009) 24.0 (2009) 5.0 (2007)

El Salvador 13.2 (2009) 12.5 (2005) 41.5 (2009) 8.0 (2009)

Pakistan 3.2 (2007) 1.5 (2000) 19.7 (2009) 15.7 (2009)

The International Labour Organization considers it extremely important to increase the knowledge of legal regulations in the field of gender equality in the world of labour relations, because there is still a gap between the rights set out in national and international docu- ments and their implementation in real life situations.66The International Trade Union Con- federation has launched a campaign to end gender-based violence in labour relations, in line with the standards of the International Labour Organization (ILO), with the aim to build crit- ical support for the adoption of the ILO Convention and accompanying recommendations about “Violence and Harassment against Women and Men in the World of Work” with a strong

66 International Labour Office - ABC of women workers’ rights and gender equality, Second edition, International Labour Organization, 2007, https://www.google.com/url?sa=t&rct=j&q=&esrc=s&source=web&cd=&ved=2ahUKEwjL u83Hi_DsAhXSCRAIHYsXDHQQFjABegQIBhAC&url=https%3A%2F%2Fwww.ilo.org%2Fwcmsp5%2Fgroups%2Fpubl ic%2F---dgreports%2F---gender%2Fdocuments%2Fpublication%2Fwcms_087314.pdf&usg=AOvVaw1qDFf7013Shs H6qT4N6O0K, accessed on 2 October 2020

26 The position of women in trade unions in Serbia | 4. The impact of the women’s rights movement on women’s trade union activity

focus on the gender dimension of violence, as well as to mobilise and strengthen trade union activities in eradicating gender-based violence from the world of work.67

The European Trade Union Confederation works on promotion of women’s rights and equal- ity between women and men in the labour market and society in general, as women make up over 50% of the European population and about 45% of ETUC members.68 ETUC priorities are outlined in the Paris Action Programme (2015-2019)69 and the ETUC Action Programme on Gender Equality (2016-2019)70, and include: mainstreaming gender into all ETUC policies; achieving equal pay between women and men; eliminating the gender gap in decision-mak- ing bodies; tackling the challenge of work-life balance; facilitating work, family and private life; addressing the link between domestic violence and workplace rights.

The annual 8th March Survey monitors the gender balance in trade union decision-making bodies. Also, the ETUC is lobbying for greater economic independence for women, new EU legislation to improve work-life balance and a directive addressing gender imbalances on company boards.71 Gender mainstreaming can be a good way to address gender inequali- ties. However, the feminisation of union membership is not a guarantee of the feminisation of leadership (Cobble, 2016).

In recent times, the position of women at work, both globally and in Serbia, has greatly im- proved, mostly thanks to the activities of international organisations and their guidelines and the obligations that states have to fulfil to improve the protection of women.72 However, nei- ther the Law on Labour nor the signed collective agreements have significantly contributed

67 STOP nasilju nad ženama i muškarcima na radnom mestu (STOP violence against women and men at work), published on 8 September 2017, https://nezavisnost.org/stop-nasilju-nad-zenama-i-muskarcima-na-radnom- mestu/, accessed on 9 July 2020 68 ETUC - Gender equality, https://www.etuc.org/en/issue/gender-equality, accessed on 8 October 2020 69 ETUC Action Programme 2015-2019, https://www.etuc.org/en/publication/etuc-action-programme-2015-2019, accessed on 8 October 2020 70 ETUC Action Programme 2016-2019, https://www.etuc.org/en/document/etuc-action-programme-gender- equality-2016-2019, accessed on 8 October 2020 71 Ibid. 72 The important documents are the United Nations documents on women’s rights, in particular the 1996 Beijing Declaration and Platform for Action, which was ratified by Serbia in 2002.

27  The position of women in trade unions in Serbia | 4. The impact of the women’s rights movement on women’s trade union activity

to the reduction of unemployment and poverty of women.73 A common type of discrimina- tion against women is the lack of sufficient recognition and appreciation of their work; for ex- ample, in Serbia, there is the glass ceiling effect, which implies that women see opportunities for advancement, but are prevented to reach that goal by a seemingly invisible barrier only because of their sex, race, disability, etc. (Zorić et al, 2008).

The position of women in the field of labour relations and employment in Serbia is not very favourable, and employment-related regulations lack a gender dimension (Urdarević et al, 2019: 22-23) The labour market is characterised by gender segregation by field and occupa- tion; there is a gender pay gap, and as a consequence of efforts to reconcile their professional and private lives, women are becoming increasingly inactive in the labour market (Urdare- vić et al, 2019: 23). Women are more often than men offered to work under fixed-term con- tracts; reports of various trade unions show that women who work in industry, regardless of their level of education, are paid wages as if they had finished only primary school (Mitro- vić, 2019), that women face gender-based discrimination, both in the process of employment and in the workplace (in the process of employment 36% of women had to answer the ques- tion of whether they planned to have children, while 7% of women were asked to provide a medical certificate confirming that they were not pregnant) (Đan & Vrbaški, 2019), one third of employed women were denied the right to paid childcare leave or received a lower salary for that period, while 16% of women stated that they returned to work after giving birth ear- lier than planned) (Đan & Vrbaški, 2019: 33).

73 Data from the Statistical Office of the Republic of Serbia show that 32% of the working population in Serbia are women, while the percentage of men is significantly higher - 49.3%. At the time of the survey, more and more women worked in the lowest paid industry branches and services, while the pay gap was most noticeable in education, health and social services, with the largest number of women workers. Mothers with children are particularly disadvantaged, but even a larger number of women face age discrimination, and one in three women fears losing their jobs. Many women work without employment contracts, undeclared, without the right to leave, including paid annual leave. Regarding the role of trade unions in the protection of women’s rights in Serbia, the 2008 data show that a small percentage of women believe that trade unions seriously deal with workers’ rights and position, and only 11% think that trade unions are seriously committed to women’s position and protection of their rights. Only 13% of women stated that they would address a trade union in case of workplace harassment, while 8% of women would choose to do it in case of sexual harassment at work. See: Republički zavod za statistiku, Žene i muškarci u Srbiji, Beograd, 2008 (Statistical Office of the Republic of Serbia, Women and Men in Serbia, Belgrade, 2008), available at: https://publikacije.stat.gov.rs/G2008/Pdf/G20086028.pdf Compared to the 2008 data, the 2017 data showed that the female employment rate was 38.1% and the male employment rate was 52.8%. The biggest gender gap in the labour market/employment was recorded in the category of persons aged 55-64, where the female employment rate was 32.5% and the male employment rate was 52.8%. See: Republički zavod za statistiku, Žene i muškarci u Srbiji, Beograd, 2017 (Statistical Office of the Republic of Serbia, Women and Men in Serbia, Belgrade, 2017), available at: https://www.stat.gov.rs/publikacije/publication/?p=10781

28 The position of women in trade unions in Serbia | 4. The impact of the women’s rights movement on women’s trade union activity

In the survey on gender discrimination in the field of labour and employment in Serbia (Đan & Vrbaški, 2019: 42-43), 42% of respondents believe that no trade union represents their inter- ests, while 30% of respondents do not know whether there are trade unions in Serbia. Nearly half (47%) of respondents state that they are members of a trade union, but 51% think that trade unions represent their interests poorly or very poorly. There are no significant differ- ences in responses between male and female respondents. The interviews conducted with trade union representatives have shown that trade unions do not consider gender discrimi- nation in the labour market an issue that should be seriously addressed or even examined. The research has revealed that trade unions are more focused on permanent employees, that workers with fixed-term contracts or contracts on performance of temporary and occasional jobs are not their priority, and therefore they do not treat all employees equally, due to which they lose membership, and consequently the power to influence the adoption and imple- mentation of labour regulations as an important actor in the protection of workers.

According to the data of the Commissioner for the Protection of Equality, the most common discrimination at work is based on gender and age, and increasingly more discrimination is based on health condition and membership in trade unions.74 Complaints about workplace discrimination are filed more often by women, primarily due to maternity and care for fam- ily members, because it is not uncommon to assign a woman to a lower position or lower/ inadequately paid job after she returns from maternity leave.75 Both young people and peo- ple older than 55 suffer the burden of discrimination, the former because employers are un- der the influence of prejudice and believe that young people do not have enough will to work and have no experience, and the latter because they are considered less productive. There- fore, the Commissioner appealed to trade unions to be an important factor in protecting the rights of employees, because we have to understand the reluctance of workers to report dis- crimination themselves due to fear of losing their jobs. In addition, workplace discrimination can easily lead to violence, which has detrimental consequences for both employees and em- ployers; also, workplace discrimination is more common among women and people with dis-

74 Poverenica: Sindikati važni u zaštiti prava zaposlenih (Commissioner: Trade Unions Important in the Protection of Employees), published on 1 May 2018, http://rs.n1info.com/Vesti/a384302/Poverenica-Sindikati-vazni-u-zastiti- prava-zaposlenih.html, accessed on 8 October 2020 75 Ibid.

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abilities.76 Cooperation with trade unions is extremely important for making better use of the existing mechanisms to protect workers from violence, but also from other forms of work- place discrimination.

Discrimination against women in employment relations most often manifests through une- qual/lower earnings of women compared to men workers with equal education performing the same jobs, through non-compliance with legal regulations related to special protection of pregnant women and maternity, as well as through mobbing and sexual harassment at work. These are also the topics that trade unions and their women’s sections need to deal with more thoroughly. For example, Article 4 of the Rules of Procedure of the Women’s Section of the Alliance of Independent Trade Unions of Vojvodina (AITUV)77 stipulates that the Women’s Section, as a form of AITUV’s activity, shall focus on promoting economic and social interests and rights of women, in particular raising awareness about the existence of gender inequali- ties in the social environment and adherence to the principle of equal opportunities for both sexes in all areas of life and work, promotion of the women’s contribution and importance in overall social development, consistent implementation of conventions and recommenda- tions of the International Labour Organization and other international legal instruments that protect the position of employed women, exercising and protecting all labour related rights of women, especially against illegal dismissals, monitoring regulations and proposing solu- tions to improve the position of women, creating systemic conditions for full employment of women, exercising trade union rights of employed women - members of independent trade unions, ensuring gender equality within the AITUV bodies, that is, implementing the princi- ple of at least 30% of women in each AITUV body, improving social and health protection of women, providing better forms of protection of women, mothers with small children, single

76 Diskriminacija na radnom mestu lako vodi do nasilja (Discrimination in the workplace easily leads to violence), published on 9 September 2017 https://nezavisnost.org/diskriminacija-na-radnom-mestu-lako-vodi-do-nasilja/, accessed on 8 October 2020 77 Pravila o radu sekcije žena Saveza samostalnih sindikata Vojvodine, Savez samostalnih sindikata Srbije - Savez samostalnih sindikata Vojvodine (2010) (Rules of Procedure of the Women’s Section of the Alliance of Independent Trade Unions of Vojvodina, Confederation of Autonomous Trade Unions of Serbia - Alliance of Independent Trade Unions of Vojvodina (2010)), https://www.google.com/url?sa=t&rct=j&q=&esrc=s&source=web&cd=&ved=2ahUKEwj- kubekt_sAhXIyIUKHR39AvUQFjAAegQIBRAC&url=http%3A%2F%2Fwww.sssv.rs%2Fsekcije%2Fzene%2Fdokumenta %2FPRAVILA%2520O%2520RADU%2520ZENE%25202010.pdf&usg=AOvVaw1iUVmmhmkSlSgY_HHYtUn7, accessed on 10 October 2020

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mothers and mothers with children with special needs78, other issues relevant to social and economic position of women.

In order to achieve these goals, the Women’s Section is free, among other things, to inform and educate women about the rights under laws and other regulations, as well as the rights arising from international legal instruments, but also to present their views and proposals to the AITUV bodies with the aim of improving legal, financial and social position of employed women.79 This work plan and goals are certainly an example of good practice.

The trade union Nezavisnost demanded that discrimination of employees and forcing them to participate in non-union activities be declared a criminal offence, and that they be given the right to legally represent workers who were not ready to personally initiate court litigations.80 The United Trade Unions of Serbia Sloga state that most women in Serbia today are not eco- nomically independent, which is one of the main causes of women’s exposure to all forms of abuse: including workplace, physical, sexual and domestic violence with tragic conse- quences. The vast majority of women have jobs where salaries are up to 40% lower than the salaries of men who do the same job, or they even receive the minimum wage, and the most vulnerable women workers are employed in the so-called “screwdriver industry” - manual gluing and assembling of cables, and footwear and clothing industry.81

78 The term “special needs” is quoted from the above Rules, but it should be noted that it is an incorrect and outdated term that is no longer in use. 79 Article 5 of the Rules of Procedure of the Women’s Section of the Alliance of Independent Trade Unions of Vojvodina 80 What types of discrimination do employees most often complain about?, published on 5 March 2020, https:// www.rts.rs/page/stories/sr/story/13/ekonomija/3877609/diskriminacija-posao-zalbe-socio-ekonomski-savet.html, accessed on 10 October 2020 81 Danas Online - Sloga: U Srbiji se prava žena sve jače narušavaju (Danas Online - Sloga: Women’s rights are increasingly violated in Serbia), published on 7 March 2019, https://www.danas.rs/drustvo/sloga-u-srbiji-se-prava- zena-sve-jace-narusavaju/, accessed on 8 October 2020

31  5. Legal framework for trade union activities The concept and activity of trade unions in the Republic of Serbia are determined in the Law on Labour (hereinafter: LoL),82 and in the national-level special collective agreements for each activity or branch of industry (hereinafter: SCA).

5.1. Law on Labour of the Republic of Serbia According to the Law on Labour, “trade union”83 is understood to be an autonomous, demo- cratic and independent organisation of employees into which they associate on a voluntary basis, for the purpose of representing, presenting, promoting and protecting their profes- sional, labour, economic, social, cultural, and other individual and collective interests.84 The employees are guaranteed the freedom to organise in trade unions and engage in trade union activity which shall require no approval, with the registration85, while employees join a trade union by signing a membership application form and paying a membership fee86.

The employer has an obligation to provide technical and spatial conditions for the trade un- ion, in accordance with its spatial and financial possibilities, and to allow access to the data

82 Official Gazette of the RS, nos. 24/2005, 61/2005, 54/2009, 32/2013, 75/2014, 13/2017 - CC Decision, 113/2017 and 95/2018 - authentic interpretation 83 In parallel to trade unions, it is possible to establish an association of employers with private employers - shops and associations, in accordance with Articles 221 and 222 of the LoL. 84 Article 6 of the LoL. 85 Article 206 of the LoL 86 Article 207 of the LoL

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and information necessary for performing trade union activities87, and one of the basic trade union’s rights is also to be informed by the employer about economic, labour and social is- sues of importance for the situation of employees, i.e. trade union members.

The trade union assists its members in exercising their right to salary and other earnings; pro- viding safe working conditions and organising work to ensure safety and protection of life and health at work; providing information on working conditions, work organisation, rights and obligations arising from labour regulations and regulations on safety and protection of life and health at work; ensuring the completion of tasks specified in the employment contract; respect for the use of annual leave, paid and unpaid leave and solidarity assistance, in the cases envisaged by the relevant special collective agreement; negotiates measures to miti- gate the socio-economic consequences for the situation of employees in the event of change of employer. The employer is obliged to request an opinion of the trade union on the meas- ures of safety and protection of life and health of employees who work during night time88, as well as on the engagement of part-time employees.89 In cases of adopting a redundancy programme because due to technological, economic or organisational changes the need for work of employees hired for an indefinite period of time has ceased, the employer is obliged to cooperate with the representative trade union and, if possible, take appropriate measures for new employment of redundant employees before adopting such a programme.90 In case that the employer warns in writing an employee who is a trade union member about the ex- istence of a reason for cancelling the employment contract, to which the employee may re- spond within eight days, the trade union is authorised to provide its opinion that will accom- pany the employee’s response.91Seeking help from a trade union in protecting labour related rights may not be used by the employer as a reason for terminating the employment con- tract.92 Also, the employer can neither terminate the employment contract, nor in any other way put the employee in a disadvantageous position because of his or her status or activity as an employee representative, trade union member, or because of his or her participation in trade union activities.93 The trade union may institute a litigation before the competent court

87 Article 210 of the LoL 88 Article 62 of the LoL 89 Article 40 of the LoL 90 Article 154 of the LoL 91 Article 181 of the LoL 92 Article 183, point 6 of the LoL 93 Article 188 of the LoL

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on behalf of its member, if dully authorised by that member, or together with its member, against a decision that violates the employee’s right, or when the employee becomes aware of the violation of the right.94

In addition to the rights guaranteed to employees and trade union membership, a trade un- ion representative, in order to be able to perform trade union activities, may be entitled to paid leave95 during collective bargaining96 or representation of an employee in a labour dis- pute against the employer before an arbitrator or court.97 A trade union representative is en- titled to a paid absence from work during representation,98 and the law prescribes misde- meanours for the employer who calls to account the employees’ representative who acts in accordance with the law and the collective agreement.99

In order for the trade union to be able to conclude special collective agreements and individ- ual collective agreements with the employer, and thus to be asked for an opinion and to le- gally represent the interests of employees, it is necessary to be representative.100 The same

94 Article 195 of the LoL 95 Article 211 of the LoL provides that a trade union representative or a person authorised to represent the representative trade union at the employer, in order to perform trade union duties, is entitled to 40 paid hours a month if the trade union has a minimum of 200 members, and one extra hour each month for every subsequent 100 members, or proportionally fewer paid hours, where the trade union has less than 200 members, and where collective agreement has not been concluded, the president of the local branch and the trade union body member are entitled to 50% of paid hours. 96 Article 212 of the LoL 97 Article 213 of the LoL 98 Which may not be larger than his or her average salary over the past 12 months, in accordance with the general act and the employment contract. Article 214 of the LoL. 99 The law provides for misdemeanour fines ranging from RSD 400,000 to RSD 1,000,000 imposed on the employer that has the status of a legal person if such an employer calls to account the employees’ representatives who act in accordance with the law and the collective agreement, while the amount of this fine imposed on an entrepreneur ranges from RSD 100,000 to RSD 300,000. Article 275 of the LoL; the fines envisaged for responsible persons in the legal entity range from RSD 20,000 to RSD 40,000. Article 275, paragraph 3 of the LoL. 100 Pursuant to Articles 218-220 of the LoL, a trade union is considered representative if it has been established and acts according to the principles of the freedom of trade union organising and acting; it is independent from state agencies and employers; it is financed predominantly from membership fee and other own sources; it has a necessary number of members as documented by membership application forms, i.e. if at least 15% of employees with the employer are trade union members, and it has been registered in conformity with the law and other regulation.A representative trade union for the territory of the Republic of Serbia, territorial autonomy or local self-government unit, or for a branch, group, subgroup or line of business, is considered to be a trade union which meets all the prescribed requirements and which holds as members at least 10% of the total number of employees in the branch, group, subgroup or line of business, or in the territory of a particular territorial unit.

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applies to associations of employers.101 A trade union or an association of employers whose representativeness has been determined is entitled to participate in collective bargaining and concluding a collective agreement at a corresponding level; to partici- pate in solving collective labour disputes; to take part in the work of tripartite and mul- tipartite bodies at a corresponding level; and other rights in conformity with the law.102

The Law on Labour does not specifically define women’s rights, except for the right to spe- cial maternity protection. An employed woman who has commenced the maternity leave103 is guaranteed the right to continue to exercise the right to maternity leave and absence from work for childcare104, which is especially important for women who are employed under a fixed-term contract, because it guarantees that her employment will not be terminated re- gardless of the date specified in the contract, but will be extended by virtue of law until she has used the right to maternity leave and absence from work for childcare. Thus, the em- ployee formally remains employed and is allowed to accumulate years of service, while re- ceiving salary compensation during maternity leave, absence from work for childcare and special childcare.105

The Law on Labour explicitly prohibits direct and indirect discrimination of persons seeking employment and employees, on the ground of sex, birth, language, race, colour of skin, age, pregnancy, health condition, disability, ethnic origin, religion, marital status, family obliga- tions, sexual orientation, political or other belief, social background, financial status, mem- bership in political organisations, trade unions, or any other personal characteristic.106

101 According to Articles 221-222 of the LoL, an association of employers is considered representative if it has been registered in conformity with the law and if its membership consists of 10% of the total number of employers in the branch, group, subgroup or line of business, i.e. in the territory of a specific territorial unit, provided that such employers employ a minimum of 15% of the total number of employees in a branch, group, subgroup or line of business, i.e. in the territory of a specific territorial unit. 102 Article 239 of the LoL 103 In accordance with Article 94 of the LoL 104 Independent Articles of the Law on Amendments to the Law on Labour, (Official Gazette of the RS, no. 61/2005): Article 11[para. 1] - 13[ para. 1]. 105 The law also stipulates a fine of RSD 600,000 to RSD 1,500,000 for the employer with the status of a legal entity if it fails to provide the protection of maternity and the rights related to childcare and special care for a child or other person. Article 274 of the LoL 106 Article 18 of the LoL

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5.2. Special) collective agreements A collective agreement regulates the rights, duties and responsibilities stemming from em- ployment relationship, the procedure of amending and supplementing a collective agree- ment, mutual relations of parties to the collective agreement, and other matters of impor- tance for employees and employers.107 A collective agreement, employee handbook and employment contract may determine greater rights and more favourable working conditions than the rights and conditions established by the law, unless otherwise provided by the law.

A collective agreement can be concluded as general (by a representative association of em- ployers and a representative trade union, both established for the territory of the Repub- lic of Serbia)108, special (for a branch, group, subgroup or line of business, by a represent- ative association of employers and a representative trade union established for a branch, group, subgroup or line of business;109 for state companies and public services, it is con- cluded between a founder, i.e. agency authorised by the founder, and a representative trade union;110 for persons who independently conduct business in the spheres of fine arts and cul- ture, it is concluded between a representative association of employers and a representative trade union111, etc.) and collective agreement at an employer (for state companies, corpora- tions established by a state company and public services, it is concluded by a founder, i.e. an agency authorised by the founder, a representative trade union at the employer and the em- ployer,112 while a collective agreement at an employer is concluded by the employer and the representative trade union at the employer).113

107 Article 240 of the LoL 108 Article 244 of the LoL 109 Article 245 of the LoL 110 Article 246, paragraph 1 of the LoL 111 Article 246, paragraph 4 of the LoL 112 Article 247 of the LoL 113 Article 248 of the LoL

36 The position of women in trade unions in Serbia | 5. Legal framework for trade union activities

In Serbia, 14 special collective agreements have been adopted at the national level.114 Since the members of all trade unions are workers and employees at employers, the main purpose of these collective agreements is to protect, preserve and improve working conditions in all workplaces.

Collective agreements concretise and thoroughly regulate the rights guaranteed by law. This survey focuses on the rights of women/parents to annual leave, paid and unpaid leave, spe- cific cash and other benefits, salary compensation during the COVID-19 pandemic, overtime work, performing work with increased risk, compensation during temporary incapacity for work, occupational safety and health, special emphasis on maternity protection, protection against discrimination and workplace harassment, etc.

5.2.1. Leave and absence from work

Parents have the right to a certain number of days of annual leave, which is added to the minimum mandatory number of annual leave days (20 days) and days that each employee gets based on clearly defined criteria (years of employment, qualifications, working condi- tions, etc.). Most SCAs set out that employees can be entitled to these days on the basis of their “social and health status“,115 “social conditions“116 or “care for children and immediate

114 Special collective agreements have been adopted for the following lines of business and branches: Special Collective Agreement for the Road Economy of the Republic of Serbia (Official Gazette of the RS, no. 14/2018); Special Collective Agreement for State Authorities (Official Gazette of the RS, nos. 38/2019 and 55/2020); Special Collective Agreement for Serbian Electric Power Industry (Official Gazette of the RS, nos. 15/2015 and 38/2018); Special Collective Agreement for Public Utility Enterprises in the Republic of Serbia (Official Gazette of the RS, nos. 27/2015, 36/2017 - Annex I, 5/2018 - Annex II and 94/2019 - Annex III); Special Collective Agreement for Police Officers (Official Gazette of the RS, nos. 62/2019 and 62/2020); Special Collective Agreement for Engagement of Performing Artists and Musicians in Hospitality Industry (Official Gazette of the RS, nos. 23/2015); Special Collective Agreement for Social Protection in the Republic of Serbia (Official Gazette of the RS, nos. 29/2019 and 60/2020); Special Collective Agreement for Cultural Institutions Founded by the Republic of Serbia, Autonomous Province and Local Self-government (Official Gazette of the RS, no. 106/2018); Special Collective Agreement for Higher Education (Official Gazette of the RS, nos. 86/2019 and 93/2020); Special Collective Agreement for Employees in Local Self-governments (Official Gazette of the RS, nos. 38/2019 and 55/2020); Special Collective Agreement for Employees in Primary and Secondary Schools and Student Dormitories (Official Gazette of the RS, nos. 21/2015 and 92/2020); Special Collective Agreement for Employees in Preschool Education Institutions Founded by the Republic of Serbia, Autonomous province and Local Self-governments (Official Gazette of the RS, no. 97/2020); Special Collective Agreement for Employees in Institutions for Student Standard Founded by the Republic of Serbia (Official Gazette of the RS, nos. 1/2019 and 92/2020) and Special Collective Agreement for Medical Institutions Founded by the Republic of Serbia, Autonomous Province and Local Self-governments (Official Gazette of the RS, nos. 96/2019 and 58/2020 - Annex I) 115 For example, the SCA for Social Protection in the Republic of Serbia (Article 26 paragraph 1 point 5) 116 For example, the SCA for Employees in Primary and Secondary Schools and Student Dormitories (Article 14 paragraph 1 point 5)

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family members“,117 while some SCAs include parenting in a broader sense under the term “other criteria”.118 The only SCA that does not envisage the increase of the legal minimum of 20 days of annual leave on the basis of these criteria is the SCA for the Road Economy of the Republic of Serbia.119

In accordance with the signed SCA, employees are also entitled to a certain number of paid leave days in case of various life events. All SCAs establish that employees are entitled to a certain number of days off in the following cases: wife’s delivery (five working days), imme- diate family member’s delivery (one working day) or serious illness of an immediate fam- ily member (five120 to seven121 working days). A small number of SCAs grant the right of paid leave to adoptive parents.122 The SCA for Cultural Institutions123 is the only one that grants the right to paid leave to employees in case of the delivery of wife or cohabiting partner living in the joint household with an employee, emphasizing the legal equality of marital and cohab- iting partners and their children. One of the recent provisions introduced in some of the SCAs refers to the use of two working days of paid leave for the child’s starting the first grade of el- ementary school.124 The SCA for Employees in Local Self-governments is the only one that grants to employees two working days of paid leave for sending off their child, stepchild, adoptee or foster child to the army.125

Only the SCA for Employees in Preschool Education Institutions Founded by the Republic of Serbia provides for the employee’s right to use unpaid leave for the purpose of treatment

117 For example, the SCA for State Authorities (Article 12 paragraph 1 point 6) 118 For example, the SCA for Cultural Institutions Founded by the Republic of Serbia, Autonomous Province and Local Self-government (Article 17 paragraph 1 point 5) 119 Article 15 provides an increase only on the basis of work contribution, working conditions and years of service. 120 The SCA for Higher Education (Article 14), the SCA for Employees in Institutions for Student Standard Founded by the Republic of Serbia (Article 16 paragraph 1 point 3) and the SCA for the Road Economy of the Republic of Serbia (Article 13 paragraph 1 point 3) 121 The SCA for Employees in Local Self-governments (Article 21, paragraph 1, point 11), the SCA for Medical Institutions Founded by the Republic of Serbia, Autonomous Province and Local Self-governments (Article 52 paragraph 1 point 7) and the SCA for Social Protection in the Republic of Serbia (Article 13 paragraph 1 point 6) 122 The SCA for Medical Institutions Founded by the Republic of Serbia, Autonomous Province and Local Self- governments (Article 52 paragraph 1 point 5), the SCA for Employees in Local Self-governments (Article 21 paragraph 1 point 1), the SCA for Social Protection in the Republic of Serbia (Article 29 paragraph 1 point 5) and the SCA for Cultural Institutions Founded by the Republic of Serbia, Autonomous Province and Local Self-government (Article 19 paragraph 1 point 2) 123 Article 19, paragraph 3, point 2 124 This right is not provided only in the SCA for Higher Education (Article 14), the SCA for the Road Economy of the Republic of Serbia (Article 16) and the SCA for Employees in Institutions for Student Standard Founded by the Republic of Serbia (Article 13) 125 Article 21, paragraph 1, point 9

38 The position of women in trade unions in Serbia | 5. Legal framework for trade union activities

and in vitro fertilisation at his or her own expense in the duration of 30 working days.126 The SCA for Employees in Local Self-governments,127 the SCA for Employees in Primary and Sec- ondary Schools and Student Dormitories128, the SCA for Social Protection in the Republic of Serbia129, the SCA for Police Officers130 and the SCA for Employees in Institutions for Student Standard Founded by the Republic of Serbia131 envisage that unpaid leave can be used, with the previous employer’s approval, among other reasons, for the purpose of caring for a seri- ously ill family member, but the duration of this leave varies: from not prescribing the number of days,132 through 30 working days133, to 90 working days.134 The SCA for Higher Education135 provides that the employer may grant unpaid leave to the employee, at his or her request, for the purpose of caring for an immediate family member under treatment, but only outside the place of residence or abroad, for up to one year, if it does not disrupt the work process.

5.2.2. Cash and other benefits for employees

Special collective agreements can set out requirements for acquiring the right of employees to solidarity allowance and its amount. In general, all SCAs specifies a minimum of cases in which the payment of solidarity allowance may be granted, for example, provides that the employer is obliged to pay the employee this allowance in the following cases: death of em- ployee’s spouse or child (funeral expenses according to provided invoices up to non-taxable amount), severe and permanent disability (in the amount of two average salaries), sick leave lasting longer than three successive months (in the amount of one average salary once in a calendar year) and purchase of medical aids or medicines specified in the rulebook on med- ical technical aids financed from insurance in the amount of one average salary).136 One of the recent novelties introduced in some SCAs is that an employee can be paid solidarity al- lowance for the birth of a child, usually in the amount of an average monthly salary without

126 Article 30, paragraph 1, point 6 127 Article 22, paragraph 1, points 2 and 3 128 Article 17, paragraph 1, point 5 129 Article 30 130 Article 22, paragraph 1, point 1 131 Article 14, paragraph 1, point 5 132 SCA for Employees in Primary and Secondary Schools and Student Dormitories 133 SCA for Police Officers 134 SCA for Employees in Local Self-governments 135 Article 15, paragraph 2 136 For example, the SCA for Employees in Primary and Secondary Schools and Student Dormitories (Article 29) specifies these cases as only ones for the payment of solidarity allowance.

39  The position of women in trade unions in Serbia | 5. Legal framework for trade union activities

taxes and contributions in the Republic of Serbia.137 Some SCAs envisage the right to solidar- ity allowance in cases of child adoption.138 In cases where both parents work for the same em- ployer, the right to solidarity allowance is granted to the employed mother. Some collective agreements provide the payment of solidarity allowance to employed women in cases of in vitro fertilisation (IVF) after undergoing all IVF treatments covered by the Republic Health In- surance Fund, up to three average monthly salaries in the Republic of Serbia.139 The SCA for Employees in Preschool Education Institutions provides that the employer can pay the soli- darity allowance to the employee for the purpose of mitigating the employee’s unfavourable financial and social situation, once a year up to the amount of the average net salary without taxes and contributions for the Republic of Serbia.140 The SCA for Police Officers provides for granting regular education scholarships for children of deceased or wounded police officers, up to the age of 26, purchase of textbooks and school supplies for primary and secondary ed- ucation and for preschool education141, and assistance to immediate family members of de- ceased police officers for paying a rental fee if their housing issue has not been solved or for the payment of housing loan debt and for subsistence if they do not have other means of sub- sistence and are unable to work.142

Special collective agreements can provide also various other cash benefits for employees, in addition to those required by law. All SCAs provide that, in agreement with trade unions at employers, children of employees should or can receive a New Year gift. The only thing that differs is the child’s age requirement that ranges from 11143 to 15144. The SCA for Employees in

137 The SCA for Employees in Local Self-governments (Article 51 paragraph 1 point 9), the SCA for Social Protection in the Republic of Serbia (Article 69 paragraph 7 point 1), the SCA for Serbian Electric Power Industry (Article 53), the SCA for Medical Institutions Founded by the Republic of Serbia, Autonomous Province and Local Self-governments (Article 107 paragraph 4 point 1), the SCA for State Authorities (Article 45) and the SCA for Employees in Institutions for Student Standard Founded by the Republic of Serbia (Article 37). 138 As provided, for example, in Article 45, paragraph 1, point 7 The SCA for Employees in Preschool Education Institutions and Article 30 of the SCA for Cultural Institutions Founded by the Republic of Serbia, Autonomous Province and Local Self-government. 139 The SCA for Social Protection in the Republic of Serbia (Article 69, paragraph 7, point 2), the SCA for Employees in Local Self-governments (Article 51, paragraph 1, point 9) and the SCA for Medical Institutions Founded by the Republic of Serbia, Autonomous Province and Local Self-governments (Article 107). 140 Article 46 141 Article 37, paragraph 1, point 11 142 Article 37, paragraph 1, point 12 143 For example, Article 32 of the SCA for Employees in Primary and Secondary Schools and Student Dormitories and Articles 24-25 of the SCA for Higher Education 144 For example, Article 49 of the SCA for Employees in Local Self-governments, Article 60 of the SCA for Serbian Electric Power Industry and Article 36 of the SCA for Employees in Institutions for Student Standard Founded by the Republic of Serbia.

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Local Self-governments extends the right to a New Year gift, granting it not only to the chil- dren of employees, but also to the children of casual employees engaged by the employer for at least three months intermittently or continuously in the calendar year in which this right is provided and if they are under contact on the day of exercising this right,145 while the SCA for Social Protection provides that the employer may grant financial assistance also to a sin- gle parent with a child up to 14 years of age.146 In addition to New Year gifts for employees’ children, some SCAs envisage a Christman bonus for employees in the equal amount.147 The employer and the trade union can agree to include in the collective agreement a gift for em- ployed women for the International Women’s Day or pay them a certain amount of money.

In the context of the COVID-19 epidemic most SCAs148 were amended with respect to sal- ary compensation during temporary absence from work due to the infectious disease COVID-19. It is provided that the employee shall be entitled to the salary compensation equalling 100% of the basic salary for the month in which his or her temporary absence from work due to the confirmed COVID-19 infectious disease occurred or in which he or she had to be isolated or self-isolated in relation with this disease, as a consequence of direct risk expo- sure while performing jobs and work duties, or while performing official duties and being in contact with persons with confirmed COVID-19 disease or to whom the measure of isolation or self-isolation was ordered.149 The employee has an obligation to prove his or her absence

145 Article 49, paragraph 2 146 Article 59, paragraph 1, point 6 147 The amount is negotiated by the Government and representative trade unions every year in the process of adopting the Budget Proposal of the Republic of Serbia, whereas the amount is at least 10% of the average monthly salary per employee in the Republic of Serbia preceding the payment, according to the latest data published by the national body responsible for statistics. Article 30 of the SCA for Cultural Institutions Founded by the Republic of Serbia, Autonomous Province and Local Self-government 148 The SCA for Employees in Local Self-governments (Article 43a), the SCA for Employees in Primary and Secondary Schools and Student Dormitories (Article 24a), the SCA for Employees in Preschool Education Institutions (Article 41a), the SCA for Higher Education (Article 20a), the SCA for Social Protection in the Republic of Serbia (Article 64a), the SCA for Medical Institutions (Article 101a), the SCA for State Authorities (Article 33a), the SCA for Police Officers (Article 30a) and the SCA for Employees in Institutions for Student Standard Founded by the Republic of Serbia (Article 23a). 149 Depending on the duration of leave, the sources of financing the employee’s compensation differ: for the first 30 days of leave, the salary compensation is paid from the employer’s budget, while starting from the 31st day of leave, the salary compensation is paid from the mandatory health insurance fund up to the legally prescribed amount of salary compensation during sick leave (65%), and the difference between that amount and 100% of the basic salary is paid from the employer’s budget.

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from work with a decision issued by the competent authority150 or with a medical report on temporary incapacity for work (doctor’s certificate of illness).151

The SCA for Police Officers in these situations recognises the right to salary compensation in the amount of 100% of the basic salary, as well as the right to contribution for accelerated re- tirement for police officers who work in the positions for which pensionable service is calcu- lated at an accelerated rate.

It is interesting that all these SCAs ensure certain rights to employees only if they got infected as a consequence of direct risk exposure while performing jobs and work duties, or while per- forming official duties and being in contact with persons with confirmed COVID-19 disease or to whom the measure of isolation or self-isolation was ordered.

5.2.3. Rights related to overtime work

The SCA for Medical Institutions Founded by the Republic of Serbia, Autonomous Province and Local Self-governments is the only such agreement that provides employees with pro- tection regarding overtime work in the context of pregnancy and parenting. It provides that pregnant employees, one of parents of a child under three years of age, single parents of a child under seven years of age or a child with disability, including with moderate to severe developmental challenges, can be assigned to on-call duty, as a form of overtime work, only with their written consent.152

5.2.4. Occupational safety and health

All SCAs envisage employees’ representatives for occupational safety and health and spe- cial occupational safety and health committees, but only the SCA for Serbian Electric Power Industry provides that the committee has a duty to analyse the situation of special protection of employees under 18 years of age, women and employees with reduced or altered work ca- pacity, and suggests measures for improving their protection153, requiring the employer to re-

150 Sanitary inspector, authority responsible for state border crossing control, customs authority, excerpt from the records of the Ministry of Interior, etc. 151 The SCA for Medical Institutions provides that this right is granted to the employee who was absent from work as of 1 March 2020. 152 Article 46 153 Article 26, paragraph 1, point 6

42 The position of women in trade unions in Serbia | 5. Legal framework for trade union activities

fer all employees to a preventive medical check-up, at its own expense and in cooperation with the trade union, in accordance with the employee health protection programme, and to organise and finance preventive medical check-ups and specialist examinations for women on a yearly basis.154

5.2.5. Performing jobs with increased risk and special maternity protection

Performing jobs with increased risk is mentioned in the SCA for Social Protection in the Re- public of Serbia155 and the SCA for Medical Institutions Founded by the Republic of Serbia, Autonomous Province and Local Self-governments156, which provide that employed women during pregnancy and mothers of children under three years of age may not perform jobs with increased risk without their own consent, and that employers may not assign a preg- nant employee to perform jobs with increased risk that could endanger her pregnancy.  The SCA for Medical Institutions also provides for the employer’s obligation to ensure that the em- ployee during her pregnancy be informed in writing about the results of job risk evaluation and measures for eliminating these risks.157

The SCA for Serbian Electric Power Industry is the only such agreement that specifies the cases of temporary incapacity for work where it is obligatory to provide salary compen- sation in the amount of 100% of the basic salary if the employee is absent from work for the purpose of maintaining pregnancy or providing special care for a child under three years of age.158

5.2.6. Harassment in the workplace (mobbing)

Harassment in the workplace (mobbing) is explicitly mentioned only in the SCA for Em- ployees in Preschool Education Institutions159, which sets out the employer’s obligation to or- ganise work in a way to prevent the occurrence of harassment in the workplace and provide

154 Article 27, paragraphs 2 and 3 155 Article 40 156 Article 66 157 Article 66, paragraph 3 158 For each case of such sick leave that lasts longer than 30 days, the employer shall be reimbursed by the relevant fund when the conditions are met. Article 43 159 Article 35

43  The position of women in trade unions in Serbia | 5. Legal framework for trade union activities

such working conditions in which employees will not be exposed to harassment in the work- place by the employer, responsible person or other employees. Any form of harassment of employees in the workplace or in connection with work is prohibited, and the employer has an obligation to take all measures in accordance with the law regulating the prevention of harassment in the workplace, with the aim of identifying and preventing harassment in the workplace.160 Discrimination is also prohibited, i.e. it is provided that in case of discriminatory conduct, the provisions of the law regulating the foundations of the education system, the Law on Labour and special laws will be implemented. This SCA specifically provides that the protection of maternity and the exercise of the right to maternity leave and childcare leave, leave for special care for a child or other person shall be ensured in accordance with legal provisions, in particular insisting on the protection and respect of these rights.161 Other SCAs do not contain such provisions.

5.2.7. Determining redundancy and transfer of an employee to another job

Eight of fourteen SCAs specify the way of determining redundancy.162 Most of them set out that before adopting a downsizing programme, the employer is obliged to take measures, in cooperation with the representative trade union and the National Employment Service, to employ redundant workers or, if it fails, to rank employees based on defined parameters. Women employees are provided with absolute protection against dismissal during preg- nancy, maternity leave, childcare leave and special childcare leave, and if she has a fixed- term employment contract, it is extended until the expiration of the right to use maternity leave, childcare leave and special childcare leave. If the employer adopts a decision on the termination of employment contract anyway, it is considered null and void and does not pro- duce legal effect. Special collective agreements for the area of education prohibit the ter- mination of employment contract of employees without their consent if they are pregnant women or women with a child under two years of age, single parents, employees with a child

160 Article 11 161 Article 32 162 The SCA for Employees in Local Self-governments (Articles 56 and 57), the SCA for Employees in Primary and Secondary Schools and Student Dormitories (Article 34 and 38), the SCA for Employees in Preschool Education Institutions (Articles 60 and 61), the SCA for Higher Education (Articles 30, 31 and 33), the SCA for the SCA for Cultural Institutions Founded by the Republic of Serbia, Autonomous Province and Local Self-government (Article 39), the SCA for Public Utility Enterprises in the Republic of Serbia (Article 75) and the SCA for Employees in Institutions for Student Standard Founded by the Republic of Serbia (Articles 31, 32 and 34).

44 The position of women in trade unions in Serbia | 5. Legal framework for trade union activities

with severe disability or one of spouses if both of them work in the same institution. The SCA for Higher Education provides such protection also to the parent who has the status of “par- ent carer”.163

In contrast, the SCA for Public Utility Enterprises limits this right, specifying that the employer cannot adopt a decision on terminating the employment contract based on redundancy, without the employee’s consent, if he or she is a single parent with a child up to 15 years of age or a parent with a child with “special needs”.164 Interestingly, a single parent in this SCA refers only to a parent who lives with at least one child, does not live in a marriage or cohab- itation and does not receive child support from other parent or receives child support that is below 50% of the minimum wage in the Republic of Serbia, established in accordance with the law, while the SCA for Employees in Institutions for Student Standard defines a single par- ent as a parent who exercises the parental right independently, if another parent is unknown or deceased or exercises the parental right on the basis of court decision or if a parent lives alone with the child, based on the certificate issued by the social welfare centre in case that the court has not issued yet a decision on exercising the parental right, and in cases where another parent is fully or permanently incapable of working, without acquiring the right to re- tirement, or if another parent is serving a prison sentence longer than six months.165

Trade unions also managed to introduce a provision according to which an employee with a child up to 15 years of age, whose household’s total monthly income does not exceed the amount of minimal wages and an employee who is the sole provider for a child with “severe developmental difficulties” and the sole provider for an underage child has an advantage, over other employees, to keep his or her employment at the position where the number of workers is reduced, regardless of the criteria for determining redundancy. One of the ranking criteria in certain areas (such as the area of education) is also the number of preschool age children or children in regular schooling up to 26 years of age.

Some SCAs provide for the special protection of certain categories of employees against changing the contracted conditions of work, in cases where the employer, because of the needs of work process and organisation, can offer to the employee an annex to employment

163 Article 33, paragraph 1, point 3 164 Article 75, paragraph 1, points 2 and 3 165 Article 34, paragraphs 2 and 3

45  The position of women in trade unions in Serbia | 5. Legal framework for trade union activities

contract and transfer to another appropriate position that matches his or her professional qualifications and working abilities. For example, the SCA for Medical Institutions provides that the employee during pregnancy, the mother of a preschool age child and the mother of a child with developmental challenges or severe inborn or acquired diseases and conditions may not be assigned in this way,166 while the SCA for Cultural Institutions provides that em- ployees may not be transferred from one place of work to another without his or her consent, if they are pregnant women, single parents with a child with disability, on the basis of care for child up to the age of 15: a parent, adoptive parent or foster parent and an employee who provides care for an immediate family member with an intellectual disability, severe physi- cal disability or disease whose consequence is complete immobility or very poor mobility.167

The SCA for Serbian Electric Power Industry is the only one that prohibits the employer to transfer a pregnant employee, single parent or preschool age child carer or employee with occupational disability to work for other employer, without their consent.168

5.2.8. Specific features

The SCA for Police Officers contains some interesting and unique provisions defining the right of police officers to the protection of dignity at work and in connection with work.169To that end, the employer has an obligation: 1) to develop the values of tolerance, understand- ing and respect for police officers and to recognise, record, prevent and punish any unwanted behaviour and actions that disrupt such relationships through discrimination, harassment or sexual abuse; 2) to provide a safe and healthy work environment, by organising the process of work in such a way to prevent the occurrence of abuse at work and in connection with work, while ensuring such working conditions that do not violate the dignity of police officers by the employer, i.e. responsible person, employees or other persons engaged to work at the em- ployer; 3) to undertake measures of notifying and training of employees and trade union rep- resentatives, in order to recognise and prevent abuse, through courses, seminars and other types of education, to easier identify abusive behaviours, their causes and consequences. It also prohibits any form of discrimination or abuse of police officers on the basis of their mem-

166 Article 22, paragraph 4 167 Article 10, paragraph 1 168 Article 72, paragraph 2 169 Articles 39-46

46 The position of women in trade unions in Serbia | 5. Legal framework for trade union activities

bership or non-membership in trade union, and provides for the protection of personal data, and the employer’s obligation to first try to resolve amicably cases of abuse at work or in con- nection with work.

The only SCA that does not contain any of these provisions is the SCA for Engagement of Per- forming Artists and Musicians in Hospitality Industry, which deals only with the way of engag- ing performers, negotiating the price of work - fee, defining the rights and duties of employ- ers, performers and agents (agencies), as well as the way of solving disputes.

47  6. Engagement of trade unions in combating gender- based violence and domestic violence during the COVID-19 pandemic COVID-19 is not gender neutral, because women worldwide suffered more different con- sequences of lockdown and movement restrictions due to the coronavirus pandemic. The COVID‑19 pandemic is harming health, social and economic well-being worldwide, with women at the centre. Women make up almost 70% of the health care workforce, exposing them to a greater risk of infection. At the same time, women are also shouldering much of the burden at home, given school and childcare facility closures and longstanding gender ine- qualities in unpaid work. Women also face high risks of job loss and income necessary for liv- ing, as well as increased risks of violence, exploitation, abuse or harassment during the crisis and lockdown and/or movement restrictions.

The UN has said that the Coronavirus hits women three times: for health, for domes- tic violence and for taking care of others. Restrictive measures taken worldwide to combat COVID-19 intensify the risk of domestic violence and increase the women’s workload at home. UN Women, a UN entity dedicated to gender equality and the empowerment of women, has

48 The position of women in trade unions in Serbia | 6. Engagement of trade unions in combating gender-based violence and domestic violence during the COVID-19 pandemic

highlighted that domestic violence is the Shadow Pandemic growing amidst the COVID-19 cri- sis. Women’s rights activists around the world are reporting a significant increase in calls to domestic violence helplines. Global collective efforts and actions are needed to stop this up- surge of domestic violence. Health services and shelters for victims of domestic violence are overloaded, along with helplines, due to which a campaign was launched to raise awareness of an alarming increase in domestic violence during COVID-19 with a message that everyone should support and help women victims of violence if they know or suspect that they are ex- posed to some form of violence.170

The potential consequences of COVID‑19 – including higher unemployment (for women and men), lost wages, and job insecurity – are particularly dangerous for women in abusive re- lationships, as economic control is a key tool of abusers.171 Financial insecurity may force victims to remain with their abusers. The rapidly-increasing reliance on digital technology during lockdown or movement restriction also has implications for gender-based violence: digital tools represent one way for women to escape violence, but also give abusers the pos- sibility to increase their control and to alienate their victims from the external world even more, by controlling their digital tools, such as mobile phones and computers.

Even before the outbreak of the pandemic, trade unions pointed to the need for involvement in the fight against domestic violence, in the context of women’s work engagement, making a link between domestic and workplace violence. The European Trade Union Confederation has already been very active in pointing to gender equality in the workplace. After publish- ing the report “Safe at Home Safe at Work” in 2017172, which contained the first guidelines for trade unions on how to treat workplace harassment and violence against women and how to eliminate them. These guidelines have been incorporated in 40 collective agreements in 11 EU member states.173 In Danmark, for example, trade unions organised a series of training

170 UN Women - The Shadow Pandemic: Violence against women during COVID-19, https://www.unwomen.org/en/ news/in-focus/in-focus-gender-equality-in-covid-19-response/violence-against-women-during-covid-19, accessed on 14 August 2020 171 OECD Policy Responses to Coronavirus (COVID-19) - Women at the core of the fight against COVID-19 crisis, published on 1 April 2020, https://www.oecd.org/coronavirus/policy-responses/women-at-the-core-of-the-fight- against-covid-19-crisis-553a8269/, accessed on 4 October 2020, p. 14 172 Safe at home, safe at work, published on 12 June 2017, https://www.etuc.org/en/document/safe-home-safe-work- final-report-national-country-studies, accessed on 16 July 2020 173 New ILO Convention gives right to work without violence and harassment, published on 21 June 2019, https:// www.etuc.org/en/pressrelease/new-ilo-convention-gives-right-work-without-violence-and-harassment, accessed on 16 July 2020

49  The position of women in trade unions in Serbia | 6. Engagement of trade unions in combating gender-based violence and domestic violence during the COVID-19 pandemic

courses related to the link between domestic and workplace violence; in France, domestic vi- olence is regulated174, while a significant number of trade unions across Europe have joined forces with NGOs to raise awareness of the scope and seriousness of domestic violence and to fight all forms of violence against women (Mir Roca, 2016).

Trade unions in the United States of America have been fighting against domestic and work- place violence for decades: some trade unions have put domestic and sexual violence high on their social, legal and political agenda, while other trade unions began to design innovative educational materials and training programmes for their members, but also ways to support their female members facing domestic violence (Urban & Wagner, 2000).

The increase in domestic violence noticed since the outbreak of the pandemic is also a source of public concern (Taub, 2020). In the absence of social security networks and adequate sup- port in terms of income, many women employed in informal sectors, especially in developing countries, hardly have a choice but to continue to work despite movement restrictions and reduced social contacts.175 The National Domestic Abuse Helpline in the UK reported a 25% in- crease in calls since lockdown measures began due to coronavirus, while hits to their web- site increased by 150% (Elliott, 2020). Due to the pandemic, a large number of women work from home, isolated from other employees who, in cases of domestic violence, could provide significant support and assistance to victims. From Spain to Poland, reported cases are up by over 30% and the number of femicides has more than doubled in the UK.176

Trade unions around the world are deeply concerned about the growing number of domes- tic violence cases due to coronavirus and are trying to develop new mechanisms to protect women from violence and discrimination, not only from the virus. Numerous trade unions have well-established women’s anti-discrimination networks, which have proven to be cru- cial in identifying and solving an alarming increase in domestic violence cases.

174 Collective agreement between the employers La Poste, Carrefour hypermarkets and Peugeot-Citroën 175 ILO Policy Brief on COVID-19, Pillar 3: Protecting workers in the workplace, https://www.ilo.org/global/topics/ coronavirus/impacts-and-responses/WCMS_739049/lang--en/index.htm, accessed on 2 October 2020 176 Women and their unions are battling a double crisis: Covid-19 and domestic violence, published on 20 April 2020, https://www.uni-europa.org/2020/04/women-and-their-unions-are-battling-a-double-crisis-covid-19-and- domestic-violence/, accessed on 23 July 2020

50 The position of women in trade unions in Serbia | 6. Engagement of trade unions in combating gender-based violence and domestic violence during the COVID-19 pandemic

Italian trade unions were among the first ones that started to advocate for the protection of health care professionals immediately at the beginning of the pandemic,177 but also got en- gaged in the fight against domestic violence, requesting the removal of perpetrators in shelter rather than victims during the pandemic (Ghoshal, 2020: 195-199). In Belgium, Femmes CSC put forward a list of best practices to the government, stressing the importance of introduc- ing and enhancing the existing services aimed at supporting victims, opening 24-hour tele- phone helplines, using pharmacies as outreach facilities and having police check on house- holds with previously recorded cases of domestic violence.178 In Spain, FSC-CCOO launched an awareness raising campaign with a focus on promoting the available resources for fight- ing domestic violence.179 In Turkey, where the month of March 2020 alone saw 29 femicides, trade unions jointly with women’s non-governmental organisations have called for an emer- gency action plan and for special training for law enforcement officers.180 In France, CGT Uni- lever has called for the government to start accommodating victims of domestic violence in empty houses instead of overcrowding safe houses during the lockdown as well as to provide them with free access to essential goods.181

In the UK, the Trade Union Congress created an interactive guide for trade unions, includ- ing helpful guidance on how to spot signs of abuse in female co-workers and in the work- place and how to help the victim and solve the problem.182 Other trade unions around the world also want to take measures to protect their female members against domestic and in- timate partner violence. Trade unions in South Africa have an interesting proposal of intro- ducing special mobile clinics to deal with the victims of gender-based violence during the COVID-19 pandemic, since access to the health care system is poor as a result of the fight against coronavirus.183

177 COVID-19: Italian unions sign vital new agreement on safety of health workers, https://www.epsu.org/article/covid- 19-italian-unions-sign-vital-new-agreement-safety-health-workers, accessed on 17 October 2020 178 Women and their unions are battling a double crisis: Covid-19 and domestic violence, published on 20 April 2020, https://www.uni-europa.org/2020/04/women-and-their-unions-are-battling-a-double-crisis-covid-19-and- domestic-violence/, accessed on 23 July 2020 179 Ibid. 180 Ibid. 181 Ibid. 182 Domestic and Intimate Partner Violence and COVID-19, https://aflcio.org/covid-19/domestic-and-intimate-partner- violence-and-covid-19, accessed on 16 August 2020 183 Ibid.

51  The position of women in trade unions in Serbia | 6. Engagement of trade unions in combating gender-based violence and domestic violence during the COVID-19 pandemic

Since the beginning of the pandemic, Canada’s trade unions have been pointing to the grow- ing risk of domestic violence because of the coronavirus threat and implementation of cer- tain measures of prevention. The recommendation that people stay in their homes, along with the growing job insecurity and financial pressure, can elevate the risk of domestic vio- lence that, in cases of isolation, is very dangerous for the victim. There are women’s shelters and transition houses for victims of domestic violence across Canada, while federal and pro- vincial governments have announced that they will try to secure sufficient funds for this pur- pose even in the situation of the pandemic.184 Male members of Canadian Unifor, a trade un- ion that represents over 315,000 workers, organised in 2020 a walk Toronto in pink high heels to raise money for assisting women and children victims of domestic violence.185 In addition to stressing that support should be provided to women and children who survived domes- tic violence, another important message is that men should take responsibility for the fight against gender-based violence.

Hoping to push back the rising tide of gender-based violence amidst the COVID-19 pan- demic, a union federation affiliates in the Latin American and the Caribbean region launched a “Trade Union Activism against Gender-based Violence” project in Brazil.186 In June 2020, an Israeli trade union Histadrut launched a campaign TV ad to call for an end to violence against women, both at work and home, urging women to report all cases of violence and harass- ment.187 Domestic violence was already a big problem even before the COVID-19 pandemic, but the movement restriction and lockdown worsened the problem, which is why this union’s movement of working women and volunteers took practical steps to provide direct help to

184 Home is not safe for everyone: Domestic violence during a pandemic, published on 26 March 2020, https:// canadianlabour.ca/home-is-not-safe-for-everyone-domestic-violence-during-a-pandemic/, accessed on 15 July 2020 185 The walk raised CAD 134,000 and all proceeds will go to the Halton Women’s Place, which provides shelter and crisis services for physically, emotionally, financially and sexually abused women and their children.Members of Unifor walk in pink high heels downtown to raise money for women’s shelter, published on 19 September 2020, https://www.cbc.ca/news/canada/toronto/unifor-hope-in-high-heels-walk-toronto-halton-womens-place- domestic-violence-1.5731400, accessed on 2 October 2020 See also: Unifor raises $134,000 to aid domestic violence victims, published on 19 September 2020, https://www.unifor.org/en/whats-new/press-room/unifor-raises-134000- aid-domestic-violence-victims, accessed on 17 October 2020 186 The project was implemented in the form of a webinar that was streamed live on Facebook and watched by 1,448 people, including women members of 66 trade unions from Brazil, Peru, Ecuador, Argentina, Honduras, Costa Rica, Guatemala, Colombia, Mexico, Panama, Uruguay and Jamaica. Brazil Trade union activism vs. gender-based violence pushed, published on 15 September 2020, https://www.bwint.org/cms/brazil-trade-union-activism-vs- gender-based-violence-pushed-2010, accessed on 4 October 2020 187 Israeli unions launch TV ad on violence against women, published on 8 June 2020, https://www.bwint.org/cms/ news-72/israeli-unions-launch-tv-ad-on-violence-against-women-1886, accessed on 18 September 2020

52 The position of women in trade unions in Serbia | 6. Engagement of trade unions in combating gender-based violence and domestic violence during the COVID-19 pandemic

women who suffered domestic violence by setting up a shelter and a hotline for help. The un- ion has stated that women in Israel are most severely affected by the pandemic due to high unemployment among them (of 792,000 unemployed persons registered in March and April 2020, 55.4% are women) labour market segregation,188 unpaid work and the rise in domestic violence.

The International Union of Food, Agricultural, Hotel, Restaurant, Catering, Tobacco and Allied Workers’ Associations (IUF)189 gathers 425 trade unions from 127 countries and has about 10 million members. Its primary goals from the beginning of the pandemic have been to retain jobs and preserve the health of workers who go to the workplace despite the pandemic and movement restrictions. Health and safety depend on life without sexual violence, domestic violence and different types of harassment.190 As already mentioned, trade unions around the world are putting pressure on the governments of their countries to take action to pre- vent domestic violence and ratify the Violence and Harassment Convention and ILO Recom- mendation no. 206,191 the two international instruments that include domestic violence as an element impacting employment and the health and safety of employed women. Employed women are protected from violence throughout the workplace - whether that workplace is in the employer’s premises or in their living room if they work from home.192

The situation in Serbia regarding the records of cases of domestic violence against women does not differ much from the situation in the rest of the world. The state of emergency was introduced in Serbia on 15 March 2020 and lifted on 6 May 2020, and various measures - phys-

188 Ibid. 189 The international union that represents workers in agriculture and plant production, preparation and production of food and dishes, hospitality, restaurant and catering industry or in any of the tobacco processing phases. 190 International Labour Organisation - Violence and Harassment Convention No. 190, 2019, https://www.ilo. org/dyn/normlex/en/f?p=NORMLEXPUB:12100:0::NO::P12100_ILO_CODE:C190, accessed on 5 October 2020; International Labour Organisation - Violence and Harassment Recommendation No. 206, 2019, https://www. ilo.org/dyn/normlex/en/f?p=NORMLEXPUB:12100:0::NO::P12100_ILO_CODE:R206, pretraženo 05.10.2020; We cannot let domestic violence accompany the spread of COVID-19, published on 17 April 2020, http://www.iuf. org/w/?q=node/7584, accessed on 21 October 2020 191 The trade union movement is very strong and persistent in the fight against domestic violence worldwide during the pandemic. For more information see: Connell, T., Women & Their Unions Stand Strong during COVID-19, published on 21 April 2020, available at: https://www.solidaritycenter.org/women-their-unions-stand-strong- during-covid-19/, accessed on 20 September 2020, Union responses to gender-based violence and the COVID-19 pandemic, published on 22 June 2020, https://www.ituc-csi.org/union-responses-to-gender-based, accessed on 22 September 2020, and Protecting women’s rights during Covid-19, published on 9 April 2020, available at: http:// www.industriall-union.org/protecting-women-rights-in-during-covid-19, accessed on 20 September 2020 192 Domestic violence invades the workplace: Why ILO C190 is needed in the time of Covid-19, published on 6 September 2020, available at: https://uniglobalunion.org/news/domestic-violence-invades-workplace-why-ilo- c190-needed-time-covid-19, accessed on 28 September 2020

53  The position of women in trade unions in Serbia | 6. Engagement of trade unions in combating gender-based violence and domestic violence during the COVID-19 pandemic

ical isolation, distancing and prohibition/ restriction of movement - were implemented in that period. There are no publicly available data on the number of criminal and misdemean- our cases related to domestic violence, which were initiated during the state of emergency, or data about the activities of trade unions in Serbia aimed at combating this type of violence and submitting initiatives to the competent public authorities for introducing mechanisms for fighting against it.

54 7. Research on the position of women in trade unions

7.1 Goal, object and description of research The goal of the research was to determine the position of women in trade unions and an- alyse the work of trade unions related to women’s rights and gender equality, including the programme orientation of trade unions and specific activities aimed at improving the posi- tion of women and gender equality.

The object of the research was the attitudes and awareness of trade union’s female mem- bers about the position of women in trade unions in Serbia and about the position of women at work and in connection with work. The analysis of collected data looked at the attitudes of women trade union members and leaders about several topics related to the position of women in trade unions: the activities of trade unions and women; respect for women’s rights at work and in connection with work; the impact of COVID-19 on women’s labour rights and the role of trade unions.

The research on the position of women in trade unions in Serbia was conducted in four phases, in the period from the beginning of September to the end of December 2020. In the first phase (desk research), an overview of the beginnings of the trade union movement was first prepared, along with an overview of the impact of the women’s rights movement on women’s trade union organisation and activism. The existing reports of international institu- tions and organisations addressing the position of women in trade unions, as well as trade union activities during the COVID-19 pandemic, particularly in connection with the protec-

55  The position of women in trade unions in Serbia | 7. Research on the position of women in trade unions

tion of employed women against violence, were reviewed. In addition, a total of 14 special collective agreements in Serbia were collected and analysed from the aspect of employed women’s rights and gender equality. In the second phase of the research, inquiries were sent to the following trade unions inviting them to cooperate: Nezavisnost (Independence), Sloga (Harmony), the Confederation of Autonomous Trade Unions of Serbia and the Association of Free and Independent Trade Unions. In this phase, a questionnaire for women union mem- bers was prepared and forwarded to the trade unions asking for answers from women mem- bers. In addition, the questionnaire for women union members was available online, and a call to women union members was sent and resent several times via social media. Also, in this phase of the research, a guide was developed for focus groups with union members, as well as a guide for in-depth semi-structured interviews with women union leaders.

In the third phase of the research, the data obtained through focus group discussions with women trade union members, in-depth semi-structured interviews with women trade union leaders and the questionnaire to which women trade union members responded were sys- tematised, processed and analysed. In the fourth phase of the research, all collected, pro- cessed and systematised data were interpreted and the text of the analysis, including the main findings and recommendations for improving the position of women in trade unions, was prepared.

The research sample consists of 245 women who are trade union members and who partic- ipated in the quantitative part of the research. In addition, 39 women trade union members participated in the research in six group interviews (focus group discussions) and 18 women trade union leaders participated through in-depth semi-structured interviews.

In planning the research, the focus was placed on these four large trade unions operating in Serbia: Nezavisnost, Sloga, the Confederation of Autonomous Trade Unions of Serbia and the Association of Free and Independent Trade Unions. However, cooperation was established with three out of four planned trade unions, while cooperation with the Association of Free and Independent Trade Unions was not established. Therefore, focus group discussions and in-depth interviews were conducted with women members and representatives of the trade unions Nezavisnost, Sloga and the Confederation of Autonomous Trade Unions of Serbia. A total of six focus group discussions were held, two with women members of each of the three unions. The focus groups were held in December 2020. Two focus groups were held in per- son, respecting all epidemiological measures and measures introduced to prevent the spread

56 The position of women in trade unions in Serbia | 7. Research on the position of women in trade unions

of COVID-19, while the other focus group discussions were held via Zoom. The women par- ticipants in the focus group discussions were members of these three trade unions and came from different branch unions, which ensured the diversity and representation of a large num- ber of sectors. The focus group participants were from the following sectors: health; social protection; education (preschool and primary school); media and culture; administration; ju- diciary and defence; utilities; defence industry; agriculture and other. As regards the years of service and the years of trade union activism, some participants had a small number of the years of service, from two to five, while others had over 30 years of service and trade union activism. Most focus group participants had between 10 and 20 years of service and trade un- ion activism.

Members of many trade unions participated in the quantitative research because participa- tion was not limited to the four initially targeted trade unions. The only condition for partici- pation in the research was the current or former trade union membership.

The main limitation of this research was primarily a very short research period (Septem- ber-December 2020). In addition, the epidemiological situation was very unfavourable dur- ing this period, which made it very difficult to conduct in-person focus group discussions and in-depth interviews. Two focus group discussions were held in person in November, respect- ing all epidemiological measures and measures on the number of people allowed indoors, while the remaining four focus group discussions were held via Zoom, and the in-depth inter- views were conducted by phone and via online applications (Viber, Skype, Zoom). This par- ticularly affected the number of women who participated in the focus group discussions, due to restrictive measures (in person) as well as due to lacking sufficient IT equipment (online). In addition, one of the limitations of this research was the impossibility of conducting a more comprehensive analysis of trade union practices regarding the position of women and gen- der equality because of the short research period.

57  The position of women in trade unions in Serbia | 7. Research on the position of women in trade unions

7.2. Findings and interpretation

7.2.1. Demographic characteristics of the sample

A total of 245 women trade union members participated in the quantitative part of the re- search. Most respondents were in the age groups 36-45 (35.1%) and 46-55 (32.7%), followed by the respondents 56-65 years of age (23.7%), while the sample contained fewer younger re- spondents - 8.5% in the age group 15-35. 1.2% 7.3%

23.7%

35.1%

32.7%

15-25 26-35 36-45 46-55 56-65

Chart 1: Age of respondents

The sample consisted mainly of women with university education (42.4%) and women with secondary education (22%), followed by women with junior college education (17.6%) and a master degree (10.6%), as well as a lower percentage of woman with a doctor’s degree and those with completed primary education. 2.9% 1.2% 3.3%

10.6% 22.0%

17.6%

42.4%

Primary school Secondary school Junior college Faculty Master’s degree Magister’s degree Doctoral degree

Chart 2: Level of education

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The sample includes women from all parts of Serbia, mostly from Belgrade, Niš, Novi Sad and Kragujevac, but also a significant number of women from other parts of Serbia, includ- ing women from rural areas.

As regards years of service, most participants were women with 16-20 years of service (22%), fol- lowed by women with 21-25 years of service (18%), 11-15 years of service (13.5) and 26-30 years of service (13.1%). The fewest number of women in the sample had up to five years of service (4.9%). 9.4% 4.9% 9.8% 9.4%

13.5%

13.1%

22.0% 18.0%

Up to 5 years 6-10 11-15 16-20 21-25 26-30 31-35 Over 35 years

Chart 3: Years of service

7.2.2. Trade union membership

As stated in the section on research methodology, we focused on the four largest trade un- ions in Serbia - Nezavisnost, Sloga, the Confederation of Autonomous Trade Unions of Serbia and the Association of Free and Independent Trade Unions. In addition to sending the ques- tionnaire to these trade unions, it was posted online and women trade union members were invited via social media to participate in the research. The largest number of respondents (46.9%) are from the trade union Nezavisnost, followed by the Confederation of Autonomous Trade Unions of Serbia (24.1%), the trade union Sloga (5.7%) and the Association of Free and Independent Trade Unions (1.6%).

21.6% of respondents are members of other trade unions. These are: the Trade Union of Jus- tice, the Trade Union of Oil Refinery Pančevo, the Confederation of Trade Unions of Vojvodina, the Trade Union of Health and Social Protection Employees, the Trade Union of Teachers, the Trade Union of Electric Power Industry of Serbia, the Trade Union of Journalists of Serbia, the

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Industrial Trade Union of Serbia, the Independent Trade Union of Education Workers of Vo- jvodina, the Solidarity Trade Union, the Police Trade Union of Serbia, etc.

21.6%

1.6% 46.9%

24.1%

5.7%

Nezavisnost Sloga Confederation of Autonomous Trade Unions of Serbia Association of Free and Independent Trade Unions Other

Chart 4: Trade union membership

The sample consists of almost the same number of respondents who have been trade union members from 16 to 20 years (22%) and those with up to five years of trade union member- ship (21.2%), followed by the respondents with 5-10 years of membership (17.6%) and the re- spondents with an equal number of membership years: 11-15 and 21-25 (11.8% each). 4.5% 5.3% 5.7% 21.2%

11.8%

17.6%

22.0% 11.8%

Up to 5 years 6-10 11-15 16-20 21-25 26-30 31-35 Over 35 years

Chart 5: Length of trade union membership

As mentioned, the duration of the focus group participants’ trade union membership varies: some of them are recent members, while others have been active members for more than 20 years and committed to trade unionism for many years; most of them joined the trade un-

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ion immediately upon employment. Some respondents joined different trade unions during their working life.

I have been a member of the trade union Nezavisnost for about 20 years, and before that I was a member of another union where I was not satisfied with representation, which is why I moved to this union and I can tell you that I’ve been treated differently here.

The largest number of respondents currently do not hold any position in the trade union (63.6%), of which 6.9% once held a position in the trade union, but not any more. On the other hand, some of the focus group participants are trade union commissioners, trade union com- mittee members, presidents and/or members of trade union women’s sections. 6.9%

36.3%

56.7%

Yes No Held a position in the past

Chart 6: Role in trade unions

The largest number of respondents in the sample are not members of trade union women’s sections (80.8%), including 26.1% of respondents who state that there is no women’s section in their trade union. 19.2% 26.1%

54.7%

Yes No

My trade union does not have a women’s section

Chart 7: Membership in the women’s sections of trade unions

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The focus group participants state that in some trade unions there is a women’s section; it does not exist in others; some committees have not established women’s section, but it ex- ists in the branch trade union.

We do not have a separate women’s section, but usually the general commissioner or I are the ones who usually gather members for all activities. Nothing can be taken for granted, we have to fight for everything.

Women trade unionists have different opinions on the activity of women in the women’s sec- tions of the trade unions that have these sections.

I’m not dissatisfied with women’s activity, but I think it could be a little bit better. It is difficult for a woman to come to any position, because it is predominantly a male organisation. In our country, 7-8 years ago, elections for the women’s section were held and I was elected for my city. At the time, you could expand cooperation with many actors from that position. After my term ended, the new president was elected, but I don’t know whether she ever held any meeting or gathering. It doesn’t work as far as I know. It works only in Vojvodina.

The sections have been established, but they do very little, I’ve suggested that writing papers and holding lectures could be organised in women’s sections as a sort of mini-educations for which participant would obtain points that must be collected in the health care sector.

One of the most frequently mentioned activities of the women’s section is the organisation of the March 8 rallies and trips, and securing resources for the solidarity fund.

Women’s sections deal with topics related to women and their problems, unlike commissions or branches. I think that only now the section is protesting a bit, so far we’ve had mainly March 8 actions, various performances.

There are suggestions for other activities that can be performed in the women’s section, and one focus group participant said that she had launched an initiative to teach third and fourth grade secondary school pupils about trade union activities, labour rights and trade union rights.

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Multiple answers were offered for the question about the reasons for trade union member- ship. Most respondents have joined the trade union because it protects the labour rights of employees (46.2%), because it was taken for granted when the respondent got employed (18.9%), because the trade union protects the labour rights of employed women (14.4%), while about 9% of respondents mentioned certain benefits (vacations, loans, purchase of heating fuel) as the reason for joining a trade union.

About 4% of respondents give other reasons for trade union membership, such as: the pos- sibility of social engagement unrelated to political parties; I believe that the status of work- ers depends on how much I am personally involved in fighting for my rights and the rights of other workers; I believe that a trade union member must be honest, decent, fair and brave and will fight for it; because I love justice and it is achieved by fighting; because the trade un- ion is the only organisation that protects workers; because I can change things for the better. Some respondents state that personal engagement facilitates an adequate fight for the rights of employees, considering that trade unions do not sufficiently protect these rights.

3.9% 7.6% 18.9%

14.4%

9.0%

46.2%

It was taken for granted when I got employed Because I have certain benefits (vacations, loans, purchase of heating fuel)

Because the trade union protects the labour rights of employees

Because the trade union protects the rights of employed women

Because most of my colleagues are trade union members Other

Chart 8: Reasons for joining a trade union

The focus group participants joined trade unions for various reasons. In addition to those who joined automatically, upon employment, most participants joined a trade union primarily be- cause of benefits for purchasing various goods, while only later did they realise the power of

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trade unionism. From the very beginning of their engagement in trade unions, some respond- ents were aware that in addition to the general benefits they had as trade union members, women could benefit from the trade union membership through fighting for their better la- bour legal status, with employers and in society.

I want to explain to women that they have to fight for their space and their rights. In the 1990s, the state withdrew from the social protection sector and now that burden is on women. Women work with the elderly, people with disabilities, the infirm, all this is on their shoulders now. They were the first ones who lost their jobs in the transition, these problems are very important to me and this is the reason why I am where I am. I’ve learned that still water runs deep, that all this has been gradually imposed in male discourses in the trade union.

The respondents believe that other women from the collective are very interested in being trade union members (65.7%), while 18.8% of them do not know whether other women are interested.

7.3% 18.8%

2.0%

13.5%

58.4%

Very interested Interested Not interested Not interested at all Don’t know

Chart 9: Women’s interest in joining a trade union

The main impression among the focus group participants is that more and more women are joining trade unions, either because of the benefits related to purchase, receiving bonuses or

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travelling, or because of being more active in actions and influencing the labour legal status of women.

In general, our branch was a predominantly “male” one until recently, only over the last 3-4 years a larger number of women joined, and now that ratio is approximately 50:50.

Some managers at employers have not been able to fully understand why women are in- creasingly joining the activity of trade unions.

When the director called me, he asked me “why would you want to join the trade union when you are a fulfilled woman, married, with two daughters...” It was unclear to him why I accepted to be an official. When someone said a “trade unionist”, it was derogatory.

Most respondents believe that women are interested in trade union membership and that one of the reasons is that “women workers feel safer when they are trade union members.”

7.2.3. Trade union activities and women Most respondents believe that women and men have an equal position in trade unions (71%), some respondents think that the position of women is better (6.5%), and 22.4% of respond- ents believe that the position of men in trade unions is better.

There are no statistically significant differences in the respondents’ attitudes about the po- sition of women and men in trade unions with respect to the respondents’ age or length of trade union membership. However, there is a statistically significant difference with respect to their level of education. The respondents with primary education (100%), secondary ed- ucation (74.1%), junior college education (60.5%), university education - faculty (79.8%) and a master’s degree (61.5%) believe that women and men have an equal position in their trade unions. The equal percentage of respondents with a master’s degree believe that women and men have an equal position in their trade unions and that the position of men is better in their

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trade unions (42.9% each), while half of respondents with a doctorate believe that the posi- tion of men is better in their trade unions.

6.5%

22.4%

71.0%

Position of women is better Position of men is better

Position of women and men is equal

Chart 10: Position of women and men in trade unions

Some focus group participants described the enthusiasm they had from the first day of their engagement in the trade union.

When I got employed, full of energy, the secretary asked me if I wanted to be a union member, I asked her what and how and of course I agreed, because I thought those were people fighting for justice, for truth, for rights at the employer.

However, some participants stressed that there was a difference between men and women in the trade union.

Women are neglected in trade unions. I was the first woman president since the foundation of the general hospital, in the competition with four men. So I encountered a really hostile welcome.

Most members of our trade union are women, which is why we are harassed by other trade unions, because predominantly male trade unions always have an advantage. Our trade union is smaller than other trade unions, but our struggle never stops, we fight and move on.

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The respondents most often participate in regular trade union meetings (31.2%), training courses organised by trade unions (14.1%), conferences and other events (13.7%), distribu- tion of aid and parcels (11.9%), protests and celebrating May 1 (10.4%), while 12.1% of re- spondents do not have time to participate in trade union activities.

On the other hand, about 6.5% of respondents mention some other activities, such as: sports games, purchase of goods and services at a discount, organisation of seminars, negotiations with social partners, advocacy activities, communication with members, expanding union network, organising celebrations, trips, humanitarian aid actions, taking care of redundan- cies, media presentation of trade unions, editing websites and the like. However, several re- spondents said that there were no activities in their trade unions. Only one respondent stated that she participated in the activities focused on the needs of women, such as medical ex- aminations or actions to improve the status of health and provide psychological assistance.

12.1%

6.5% 31.2%

10.4%

11.9% 14.1%

13.7%

Regular trade union meetings Conferences and other events Protests and 1st May celebrations Don’t have time for trade union activities Training courses organised by trade unions Distribution of aid and/or parcels Other activities

Chart 11: Participation in trade union activities

The focus group participants stated that the main trade union activities were supporting the fight for better rights of employees, organising education and seminars on various topics, col- lecting solidarity aid and providing financial assistance to sick workers, participating in pro- tests, organising March 8 gatherings and concluding various contracts that provide members with benefits in purchasing various goods.

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Sometimes in our firm we organise lectures about women’s diseases and a maximum of 20-30 women attend.

Some committees give loans to the members for health problems, we have established a solidarity fund where we set aside 0.2% and send workers on annual leave if they need it for health reasons.

Regarding the problems faced by the focus group participants in their trade union engage- ment, this year they have identified a lack of solidarity funds for helping members in case of a serious illness, not just COVID-19.

There have never been more requests for assisting workers suffering from severe oncological diseases. The increase in these diseases is enormous. By mid-year, a larger amount was paid than in any entire year before.

Some trade unions have organised teams for providing legal assistance to trade union mem- bers whose labour rights have been violated.

We try to listen to every colleague when needed, we have a solidarity fund established on the basis of membership fees, we have the possibility of paying in instalments for purchased goods, we also have the option of giving interest- free loans for 6 months. We also organise trips twice a year, our goal is to attract new members. It is good that there are more trade unions with the employer, it is important that people are active somewhere.

Most respondents state that they have not thought about the activities needed to protect women’s labour rights, which are not organised by the trade union (80%). Slightly more than 3% of respondents believe that there are no such activities, while 16.3% think that there are activities that the trade union should organise to protect women’s labour rights.

The activities mentioned by the respondents can be divided into several categories:

• Organising training courses for trade union members The respondents believe that it is necessary to organise more training courses for trade union members. They consider that the necessary training courses that have not been organised

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so far should address the following topics: discrimination; discrimination against women at work; mobbing; work-life balance, including unpaid women’s work; violence against women; the position of women in trade unions; awareness raising among male trade union members about the disadvantaged position of women at work; sexual harassment, etc. The activities of cooperation and networking with civil society organisations, as well as the establishment of “clubs of friends of the defenders of employee rights” can be included in this group.

• Greater activism of women in trade unions Organising activities to encourage women to become more involved in trade union activities and bodies; activating women to fight for justice, better conditions and improvement of their position; organised fight against mobbing and exploitation at work, while informing other women to join; organising legal protection of women; activities to strengthen women’s par- ticipation in all forms of trade union management; establishing the trade union women’s sec- tion; greater support for women’s sections in the trade unions in which they exist; respect for women and their contribution to trade unionism. The focus group participants pointed out that it was difficult to activate female members to engage more in trade unions.

All members receive information, but it is difficult to mobilise them for protests. Women must understand that nothing was given to them in the trade union, that nothing is just given, but we have to fight.

Also, women who are more active in trade unions and their governing bodies are, naturally, more active in representing women’s labour rights, but state that there is a problem with pas- sive trade union members, i.e. there is a sufficient number of women in trade unions, but they are neither active nor do they hold positions. This is why the motivation of women trade un- ion members to be more active is especially important.

It is important for us to be instructed by our senior colleagues who have experienced various forms and phases of trade union struggle in order to acquire formal and informal skills.

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• Equalising the position of women and men in laws, bylaws, collective agree- ments and employer’s general acts, as well as legislative changes that would contribute to improving the position of employed women Some respondents believe that it is necessary to focus more on the gender pay gap and on the efforts towards a higher appreciation of predominantly female jobs; more active partici- pation of trade unions in amending or adopting new laws, especially regarding the conditions for maternity leave and other types of leave related to parenting, women’s earnings, mob- bing, etc. In addition, some suggestions refer to a greater trade union participation in amend- ing the laws regulating the rights of parents, especially mothers of younger children, to use paid days off to take the child to the doctor; the right to 100% paid sick leave for the care of the child and other family members; regulating the issue of salary compensation during preg- nancy leave, maternity leave and childcare leave;

• Health and safety at work More activities related to the right to safety at work; organising regular preventive medical examinations, especially in connection with reproductive health; organising regular system- atic check-ups; activities related to the prevention and preservation of women’s physical and mental health.

The focus group participants have a similar opinion.

The workplace education of women about health protection is at a very low level, almost without any type of preventive screening, especially for breast or cervical cancer. 3.3% 16.3%

80.4%

No Yes

Don’t know/Didn’t think about it

Chart 12: Missing trade union activities

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All focus group participants mentioned the need for networking of women and their joint ac- tion in trade unions.

It is innate for us women to withdraw, but also to throw ourselves into all activities, because once we get going, we can do anything and everything. When women start doing something, they don’t stop until they finish it. We have to influence each other and unite. We have to find a common goal and try to unite and go shoulder to shoulder with men.

7.2.4. Respect for women’s rights at work and in connection with work

The vast majority of respondents believe that the trade union adequately protects the rights of workers (52.2%), while 19.2% fully agree with this statement. On the other hand, 18.4% of respondents are not sure/do not know whether the trade union adequately protects the rights of workers, while 10.2% of respondents disagree or absolutely disagree with the state- ment that the trade union adequately protects the rights of workers.

There are no statistically significant differences in the responses with respect to the respond- ents’ age, length of trade union membership and level of education. 2.4% 7.8% 19.2%

18.4%

52.2%

Fully agree

Agree

Don’t agree

Absolutely disagree

Not sure/don’t know

Chart 13: Protection of the rights of employees

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As regards the protection of the employed women’s rights, the answers differ slightly, al- though the trend is the same. The majority of respondents agree with the statement that the trade union adequately protects the rights of employed women (46.5%), while 20% fully agree with this statement. On the other hand, 20.4% of respondents are not sure/do not know whether the trade union adequately protects the rights of employed women, while 13.3% of respondents disagree or absolutely disagree with the statement that the trade union ade- quately protects the rights of employed women.

There are no statistically significant differences in the responses with respect to the respond- ents’ age, length of trade union membership and level of education. 3.3% 9.8% 20.0%

20.4%

46.5%

Fully agree

Agree

Don’t agree

Absolutely disagree

Not sure/don’t know

Chart 14: Protection of the rights of employed women

Most respondents state that they do not know/are not sure whether the women’s labour rights in Serbia are respected, and 27.5% of respondents agree or completely agree that they are respected. On the other hand, a large number of respondents believe that women’s la- bour rights in Serbia are not respected (36.8%).

There are no statistically significant differences in the responses with respect to the respond- ents’ age, length of trade union membership and level of education.

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3.3% 1.6%

24.1%

33.5%

37.6%

Fully agree

Agree

Don’t agree

Absolutely disagree

Not sure/don’t know

Chart 15: Respect for women’s labour rights

Different opinions on this topic were expressed in the focus groups. The participants stated, among other things, that women were often unaware that some of their rights had been violated.

I think that the women in the company I currently work for have no idea that they have a problem. The main function of women’s activism in my company is to organise the March 8 celebration. They didn’t do anything else, it was all that mattered. They suffer for a number of reasons, but they perceive them as normal, from ordinary nonsense to sexual harassment. It’s all normal for them. And they don’t consider the possibility of changing it. Men also think that it is normal.

The trade union has worked on the protection of workers’ rights, but I think that the rights of women workers have been violated here. I think that the state did not meet our needs, first of all in terms of retirement conditions, because we are moving towards equalising the pension age between men and women to 65. I find it inconceivable, especially in the context of maternity. I think that the trade union should deal with this issue as well.

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A large number of respondents (56.3%) agree with the statement that women in Serbia are discriminated against at work and/or exposed to mobbing, about one third state that they do not know/are not sure, while about 11% of respondents do not agree with this statement.

There are no statistically significant differences in the responses with respect to the respond- ents’ age, length of trade union membership and level of education.

11.0% 0.4% 9.8%

32.2%

46.5%

Fully agree

Agree

Don’t agree

Absolutely disagree

Not sure/don’t know

Chart 16: Discrimination and mobbing

Asked what forms of discrimination and violation at work are most often encountered by employed women, most respondents answer that these are: inability to advance in career (39.2%), unpaid daily allowance and unpaid overtime (18.4%), violations related to the use of maternity leave (17.1%) and sexual harassment (13.5%). One of the offered answers was “other”, and 11.8% of respondents opted for this answer, specifying as follows: mobbing/ harassment in the workplace; lower salary for a job with the same education; inability to ad- vance in career because men are given preference; intimidation and blackmail; transfer from one place of work to another; signing “blank dismissals” at the time of employment; being dismissed after using childcare leave; fixed-term contracts in kindergartens and schools, with constant threats that you are employed on a fixed-term basis and that you should “be careful about what you say and do”; denial of voting rights in decision-making, etc.

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11.8% 17.1%

13.5%

18.4%

39.2%

Transfer to a lower position after maternity leave and requesting to end the leave earlier Unpaid daily allowance, unpaid overtime and the like Inability to advance in career

Sexual harrasment

Other

Chart 17: Discrimination and other violations of rights

7.2.5. Attitudes about the position of women in trade unions The majority of respondents believe that women’s labour rights are adequately represented on the agenda of their trade union (58.4%), about one third do not know/are not sure, and 12.2% believe that they are not.

29.4%

58.4% 12.2%

Yes No

Don’t know/not sure

Chart 18: Representation of women’s labour rights on the trade union agenda

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The focus group participants state that their trade unions perform various activities concern- ing the respect for women’s labour rights, widely ranging from ensuring regular systematic check-ups and solidarity aid in case of illness to protection against mobbing or responding to domestic violence suffered by women. Women who are trade union members are aware that gender inequality is easily manifested in the workplace, which is why they direct their ac- tions towards the protection of women, both members and those who are not members but seek help.

A lot of my friends have a problem with gender inequality and I joined precisely because of these women, to help them.

They state that there are many examples of discrimination and mobbing, as well as cases where “a woman is harassed and discriminated against by another woman”. The focus group participants agree that women are generally less likely to have the opportunity to advance professionally, that they will not get the same salary as men with the same level of educa- tion, and that they will be offered a position “only after the list of male candidates has been exhausted”.

We have many women who are better than men and they are more numerous, but usually a man will be the chief.

Women have to fight for everything, and men get everything on a platter.

Most trade unions provide legal assistance in cases of mobbing or other form of rights viola- tion. Employees do not want to waste years in litigation and pay huge amounts of court ex- penses, which is why the trade union seems like a better option to solve the problem.

Here, they first address trade unions, even if they are not members. We seem to be a straw of salvation in that context. The procedure is such that we talk to both parties in the dispute trying to reach a compromise. If that doesn’t work, we write complaints with the help of our lawyers.

Some respondents state that employees often do not officially report mobbing, that is, they give up when they have to seek assistance in writing and present their case. In addition, the respondents point out that women often face sexual harassment in the workplace, but that in some cases women do not recognise it.

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You have to explain to women that sexual harassment is not just a sexual act but also many other things. Some women are not able to recognise to which extent they are harassed and discriminated against. Men also need to be educated about it.

One of the rights gained through the activity of trade unions is the protection of pregnant women who got employed under a fixed-term contract before pregnancy: their employment is extended, by virtue of law, for as long as the woman is on sick leave under maternity rights (maternity leave, childcare leave and special childcare leave).

Although this is not the main focus of the trade union activity, some focus group participants mentioned that in their work they met a woman who was a victim of domestic violence or heard that one of their colleagues had suffered violence.

A colleague, an assistant cook, was a victim of domestic violence. She would jump out the window to go to work. Her colleagues knew about it, they covered up for her when she was late or stood in for her when she was bruised and had to serve food. They thought they were helping her. Until her husband killed her. That’s when I learned about her problem. No one officially knew that she had a problem, she never addressed anyone. She had such a relationship and agreement with her colleagues to cover up for her when she was late so that she would not lose her job. All the time they thought they were protecting her. We called her colleagues when the murder happened, only then did we learn that she had been killed for seeking divorce. He killed her and ran away and they still haven’t found him. The trade union provided financial assistance to her children; we promised her daughter a job when she finished secondary school. Somehow we provided them with a livelihood. After this, I wanted to organise a panel discussion on that topic, but the secretariat did not allow me. There was no commemoration or any other event where domestic violence could be mentioned. I, as trade union representative, was not allowed to do anything because they said the company would do it, but they did nothing.

The focus group participants are aware that domestic violence is a huge problem in the lives of many women.

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There was a colleague who said that she did not want to join any lunch or trip because her husband did not allow it. We asked her if she wanted to talk about it, she said she didn’t...

On the other hand, they point out that a stable employment and adequate protection of their rights at work and in connection with work are preconditions for economic independence, which facilitates a way out of abusive relationships.

About 29% of respondents believe that trade unions should talk more about discrimination against women than before, publish reports on violations of women’s labour rights (23.5%) and conduct media campaigns on the position of women in the labour market (23.2%). About 15% of respondents believe that the trade union already performs all of these activities, and 3% of the respondents who answered “other” believe that the trade union should focus more on young employees; salary increase; improving the position of all employees; respecting safety measures at work and more adequate protection of employed women, which must be approached responsibly and systematically.

3.0% 6.3%

15.2%

23.5%

23.2%

28.8%

Organise March 8 rallies

Prepare reports on the violation of women’s labour rights

Speak up more about discrimination against women

Conduct media campaigns about the position of women in the labour market

Other

Already doing all the above

Chart 19: Necessary trade union activities

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The vast majority of respondents believe that the trade union has a sufficient number of women members (75.5%), while 14.3% consider that the number of women members is in- sufficient and that there should be more of them. There are no statistically significant differ- ences in the responses with respect to the respondents’ age, length of trade union member- ship and level of education. 10.2%

14.3%

75.5%

Yes, there is a sufficient number of women

No, there should be more women

Don’t know/not sure

Chart 20: Number of female trade union members

Most respondents (57.6%) think that there is a sufficient number of women in leadership positions in trade unions, and over a quarter believe that there is an insufficient number of women (25.3%). There are no statistically significant differences in the responses with re- spect to the respondents’ age, length of trade union membership and level of education. 17.1%

25.3% 57.6%

Yes, there is a sufficient number of women in leadership positions

No, there is not a sufficient number of women in leadership positions

Don’t know/not sure

Chart 21: Number of women in leadership positions in trade unions

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Depending on the branch in which they work, the focus group participants have different opinions about women’s participation in trade union leadership structures.

There are about 10 women in our main committee, almost half.

Although there are many of them in the branches, there is only one active woman, while the others are there only to distribute parcels... it’s high time for them to wake up.

This trade union has existed for 15 years, one of the two members of the supervisory board is a woman, the executive board has two female and four male members.

7.2.6. Impact of COVID-19 on women’s labour rights and the role of trade unions

The majority of respondents agree or fully agree with the statement that the COVID-19 ep- idemic significantly compromised the women’s labour rights (42.8%), a significant number of them do not know/are not sure (35.9%), while 21.3% disagree or absolutely disagree with this statement. 3.3% 11.4%

18.0%

31.4%

35.9%

Fully agree

Agree

Don’t agree

Absolutely disagree

Not sure/don’t know

Chart 22: Impact of COVID-19 on women’s labour rights

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The focus group participants state that women have complained of discrimination against private employers, such as owners of shops, stores and boutiques. The state provided these employers with funds to pay three minimum salaries, although they did not work during the state of emergency.

During the first wave of the pandemic, most complaints came from women whose employers asked them to return the money, but none of these women wanted to report it to the inspection. The majority of them (six of the eight women who addressed us) returned the minimum salary to the employer.

Most respondents do not know/are not sure whether the trade union took adequate meas- ures to protect the rights of employed women during the COVID-19 epidemic (37.6%), a large percentage of them believe that the trade union did take adequate measures (34.4% agree with this statement and 11.4% fully agree), while 16.7% of respondents do not agree or ab- solutely disagree with the statement that the trade union took adequate measures to protect the rights of employed women during the COVID-19 epidemic.

1.6% 11.4% 15.1%

34.3%

37.6%

Fully agree

Agree

Don’t agree

Absolutely disagree

Not sure/don’t know

Chart 23: Adequacy of measures for protection of the rights of employed women during COVID-19

The consequences of COVID-19 for women are yet to be seen, but trade unions certainly need to monitor what is happening to women in the labour market. Most trade union committees have set up their legal and economic teams, which deal with employee complaints against

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employers who have violated some of the labour rights. Such teams handle employee com- plaints only if they are submitted in writing.

The focus group participants spent most of the time talking about the attitude of employers towards the trade union and towards employees since the declaration of the state of emer- gency and during the COVID-19 pandemic. Many employers set up crisis response teams, and some of these teams included trade union members and representatives, who informed em- ployees about the measures and activities undertaken by the employer. However, some trade unions were not regularly informed about the implemented epidemiological measures, and some were not involved at all.

Then, after exactly two months, they received us and we had a meeting. We then found a discrepancy between the data provided by the directors and our data from the field. People had not received means of protection since September. After the meeting and a newspaper article, the distribution of protection and hygiene products began.

The trade unions were neither organised nor consulted during the COVID-19. The company did not suffer, people did not suffer, but the trade unions were not involved at all.

The focus group participants agree that the practice of state-owned employers and private- ly-owned employers differed. The treatment of employees during the state of emergency, in terms of the speed of response, i.e. the application of protective measures and meas- ures adopted in order to prevent COVID-19 infection, was better by some privately-owned employers.

The bank management strictly adheres to the Government’s recommendations. In the first wave of the epidemic, the management first allowed all chronic patients and then employees older than 60 to work from home, and finally, mothers with children up to 12 years old. We did not work until May 15, we received full salary - it was not reduced, and then there was a phased return to work. The last to return were the chronically ill, who could choose whether to return to work or to be on paid leave with 75% of salary. The employer offered

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the employees who worked from home to bring home their desktop computers and/or chairs that are good for the spine.

Most union committees initially helped with the purchase of protective equipment and disin- fectants when the state of emergency was declared. Some employers and trade unions, when it was needed, financed the testing of potentially infected employees. In addition, most trade unions provided some protective equipment and disinfectants, paid solidarity aid to employ- ees who got ill and needed financial assistance for treatment, as well as financial assistance to the families of employees who died of COVID-19.

Trade unions advocate for rewarding the employees who went to their workplace and worked all the time.

They came every day and no one can say that they were in the same position as us who worked from home, when none of us knew what exactly was going on.

Some committees did not hold membership meetings at all during the state of emergency and later during the epidemic, nor did they have any discussions with the employer.

Neither about current problems nor about new ones that obviously emerged in connection with this infectious disease. We had no contact with employees.

The respondents state that the biggest problem of employed women during the COVID-19 epidemic was working from home, while at the same time taking care of children and fam- ily (60.4%). About one-fifth of respondents say that the problems were overtime work, sal- ary cuts (6.5%) and dismissal (2.9%). More than 10% of respondents answered “other” and specified as follows: fear of infection; lack of protective equipment; lack of control of the im- plementation of protective measures at work; overtime work without adequate compensa- tion; accelerated shifts impossible to bear for a long period; unregulated work-life balance, left to mangers to decide, particularly affecting single parents or families in which both par- ents have to go to work.

In our society, in the state of emergency, it was understood that mothers of children under 3 years of age stayed at home with their children, while fathers were the ones who worked. Neither public nor private companies accepted the possibility of men being absent from work, while it was taken for granted in case

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of women, regardless of their position in a particular company, which again put in an unfavourable position women faced with the decision with whom to leave their children. How to make a decision? And there is a question of whether I am a good mother, precisely because of the pattern and pressure imposed by society and the system.

The focus group participants believe that all employers, together with trade unions, should adopt rulebooks on health and safety at work. In addition, it is now necessary to develop a programme for attracting women to join trade unions, since they have proven to be more ac- tive in situations of crisis. As regards the situation with employers, trade unions should take care and control whether disinfection measures have been intensified and whether protec- tion measures have been applied. In accordance with the bans on large gatherings, the trade union should hold membership meetings online, because the most important thing in situa- tions of crisis is the timely exchange of information. It would be desirable, particularly in the health sector, to organise psychological support for employees in the forefront of the fight against the epidemic and to ensure that COVID-19 sick leave is paid 100% everywhere.

10.6% 2.9%

19.6%

6.5%

60.4%

Dismissal

Overtime work

Salary cuts

Working from home, while at the same time taking care of children and family

Other

Chart 24: Problems of employed women during COVID-19

Finally, the respondents were asked to specify a few key topics that the trade union should address in relation to the rights of employed women.

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A large number of respondents believe that trade unions should address discrimination against women, gender equality, prevention and adequate protection from intimidation, mobbing and sexual harassment in the workplace. Furthermore, the respondents think that trade unions should attract more women, allow them to be in trade union leadership struc- tures, and jointly re-examine stereotypical attitudes about women in trade unions, where they are present. The next set of topics is related to pregnancy and maternity leave, labour rights of mothers and compensation for this leave, including better regulation of leave re- lated issues, especially in cases of sick children and/or children with disabilities; the position of single mothers and mothers with three or more children, and the encouragement of fa- thers to use childcare leave.

Some respondents believe that the trade union should deal with equalising pay for women and men; providing sufficient free time, in particular ensuring that employees do not work overtime; ensuring work-life balance; building kindergartens in factory areas; lowering the retirement age for women and/or reducing the penalty points for retirement with fewer than 45 years of service; employing workers under permanent contracts; increasing awareness of labour rights; encouraging women to become more involved in the leadership structures of both trade unions and employers; issues of accelerated retirement; and allowing part-time work. One set of suggestions referred to the provision of adequate health care and systematic check-ups, including additional examinations to protect the health of women older than 40.

The focus group participants agree that collective organisation and fight for workers’ rights are absolutely fundamental and at the core of trade unions. They believe that the trade un- ion should address the problem of a large number of women who work under contracts on temporary and occasional jobs due to employment bans, since their labour rights are very compromised.

Furthermore, women should be involved more in the workplace education about health pro- tection, while the number of preventive screenings, especially for breast or cervical cancer, should be increased. In addition, some participants believe that the trade union should fight against equalising the retirement age for women and men, taking into consideration that women bear multiple burdens during their lifetime.

Many participants believe that trade unions should connect with civil society organisations for the purpose of launching joint initiatives and activities. Establishing stronger ties with

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public authorities should also be considered to avoid situations where they ignore the trade union’s recommendations.

We, as a large structure, need to open up, to assimilate good practice, we need to have a body that will identify the biggest problems in each branch. If the trade union tries to engage the non-governmental sector, we’ll get a different situation.

Furthermore, the respondents consider that the trade union should focus more on the pro- tection of maternity, especially women with three or more children, single mothers, etc. The respondents point out that trade unions should initiate the adoption of better laws on labour, and be more active in advocating for the adoption and/or better implementation of interna- tional conventions prohibiting violence at work and documents that would encourage main- taining work-life balance.

If we talk about strengthening women in the labour market, we must change the labour market.

In this context, they stressed the need for women to be more active in trade unions, which is why it is necessary to take action to “motivate them and raise awareness of their labour rights.”

We have to lead women first. We must have a stronger secretariat and treat the rights of women and the women’s section as an essential issue, not a decoration. We are a society with a very low level of education, we have to work a lot to get little.

Women who are engaged in trade unions are not ordinary women, you have to be different to do it. You have to be righteous, to have the strength, courage and heart to carry it out, you must not be afraid that you will be fired. The moment you start being afraid of being fired, you stop being able to run a trade union. You have to be interested; you should know the company well. How else can we improve the position of women, except to give them a role model? We are their role models, they must have a role model and an example of how someone should look, what they say and how they behave and whether they live well, so that she would want it for herself. There is no alternative.

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They believe that women trade union members should attend various training courses to be able not only to acquire new knowledge, but also to get the opportunity to network, ex- change experiences and examples of good practice. All organised and performed activities should have proper media coverage, so that their success also contributes to encouraging a large number of women to join trade unions. In general, some respondents believe that the successes and activities of trade unions are not sufficiently visible, and that it is necessary to talk about them in public to raise awareness about the fact that “the trade union is not about selling meat halves with payment in instalments, but that it is a serious organisation that ad- vocates for better working conditions and better salaries.” In addition, education about the exercise of women’s rights should be a permanent activity of trade unions, based on best practice examples from different trade unions in the European Union, because they could be applied in the future.

7.2.7. Views of women trade union leaders

For the purpose of this research, we interviewed 18 women in different leadership posi- tions in trade unions. The respondents are members of trade unions Nezavisnost, the Con- federation of Autonomous Trade Unions of Serbia, Sloga, the Branch Trade Union of Energy and Mining Industry Novi Sad, the Independent Union of Postal Workers, the Trade Union of Teachers, the Trade Union of Justice of Serbia. It should be noted that the respondents from Nezavisnost and the Confederation of Autonomous Trade Unions of Serbia were women lead- ers from different branch trade unions.

The respondents have been in different positions in their trade unions: presidents and vice-presidents of the trade union, presidents of the women’s section, presidents of the youth section, general commissioners of the trade union, members of the trade union steering com- mittee, members of the trade union main committees, presidents of the trade union council and secretaries. Having in mind that these are women trade union leaders, and that they are located mainly in big cities, geographical representation has also been ensured, i.e. the re- spondents were from Belgrade, Niš, Novi Sad and Zrenjanin. Most of the respondents have about 20 years of trade union experience, but we also included the respondents with up to three years and those with over 30 years of trade union experience.

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We used the method of in-depth semi-structured interview with four major topics: trade un- ion membership and women in leadership positions; women’s sections in trade unions; advo- cacy for labour rights of employed women and situations related to the COVID-19 epidemic. The respondents were asked a set of questions under each topic. In addition, the respond- ents were allowed to talk also about other topics that they considered relevant to the posi- tion of women in trade unions.

Trade union membership

Most respondents believe that women join trade unions for the same reasons as men, and that no difference exists in that respect. The trade union is an interest organisation, among other things, which implies that everyone who joins has certain expectations, and the main expectation is that the trade union fulfils its role, which is the purpose of its existence. The re- spondents specify the following reasons for joining a trade union:

• Expectation to be able to fight for better working conditions and higher salaries;

• Free protection of labour rights, which is becoming increasingly necessary in the time of li- beral capitalism and the emergence of new companies;

• Benefits provided by trade unions for buying various things.

Some respondents mentioned the following reasons for joining trade unions by women:

• The trade union is an organisation that deals with the protection of workers’ rights and the improvement of the financial and social situation of employees through social dialogue; The trade union provides legal and financial assistance, operated exclusively in line with the principles of solidarity and reciprocity, which gives women some security and possibi- lity to turn to someone if they have a problem;

• Women have become aware and realised that they have to act;

• Protection provided by trade unions;

• Benefits provided by trade unions (purchase in instalments, traveling, loans, etc.);

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• Opportunity to fight for their labour and social rights, since they would probably not suc- ceed as individuals;

• Women want change and protection, especially in the new companies emerging in Serbia. For example, they want security because “there is a lot of ill-treatment in the company”, they work overtime, the cycle time is short, everything happens quickly and it is very dif- ficult and exhausting;

• Protection of their rights, especially protection against mobbing and discrimination.

Some respondents believe that today women rarely join trade unions and engage very little, that women do not join trade unions proactively, but it usually happens automatically at the time of employment and is not further considered.

The respondents point out that employees more often perceive their trade unions as a place where they get benefits for buying various things, and not as an organisation through which they can exercise their labour rights and fight to improve their position. They also point out that employed women are still not sufficiently aware of the importance and role of trade un- ions, and the fact that trade unions are there to protect women’s labour rights, “but many women are not aware of that”. On the other hand, expectations from trade unions are not al- ways realistic, especially nowadays “because employees have high expectations that trade unions will solve all their problems related to economic and labour legal status.”

Although there are differences in the respondents’ answers, depending on whether they work in predominantly female collectives (health, education, social protection) or predominantly male ones (metalworkers, automotive industry), most respondents believe that trade unions need to be more proactive to attract more women to membership. In this context, trade un- ions should motivate women to be more engaged in their work, primarily by informing em- ployed women about the role of trade unions in exercising labour rights and the advantages of trade union membership.

Women need to be informed, because many don’t know what position to take or how to behave when they have a problem.

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At the same time, the respondents point out to certain problems and challenges in informing women - many of them do not use e-mail, it is difficult to adequately communicate with some groups of women, which is why it is necessary to print materials and go to the field, because it is the only certain way to reach out to a large number of employed women. In addition, it is necessary to find a way to engage more young women in trade unions and their activities.

Awareness and education are key to a greater engagement of women in trade unions, more women’s activities in trade unions and their influence in decision-making.

One respondent points out that women join trade unions looking for job security, but the big problem is that employers perceive women trade union members as a “thorn in their side”. She believes that women cannot advance in career and be in a better position with the em- ployer if they are trade union members, even if they have university education.

Position of women and men in trade unions

Most respondents believe that women and men have equal position in trade unions, i.e. that it is the same to be a male or female trade unionist, while a smaller number of respondents think that the position of men in trade unions is better than the position of women. However, based on the attitudes of the respondents who believe that women and men have equal posi- tion and on the situations they describe, it can be concluded that the position of women and men in trade unions is not equal, except with respect to equal conditions for joining trade un- ions and the difficult position of employees in Serbia.

The interviews have revealed two essential differences in the position of women and men: various duties that prevent women from engaging more in the work of trade unions and par- ticipating more in trade union activities, and different gender prejudices that lead to fewer women in trade union leadership.

As regards women’s trade unionism, most respondents indicate that women are burdened with responsibilities related to children and family, i.e. balancing between private and profes- sional life, and trade union engagement requires a lot of time, which means “giving up their free time”. Some respondents state that insufficient engagement of women in trade unions

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is obvious, and that the reasons for that, apart from family obligations, are lack of interest, distrust in the trade union and insufficiently supportive climate. They say that women are ex- pected to care for their families, children and other members who need care and attention, and that men are more engaged because they have much more free time that can be used for trade unionism.

Women are desirable associates in trade unions. They know a lot; they are considered non-ambitious because they do not have too much time. And that’s good because they can’t threaten someone else’s position.

One respondent points out that women of certain ages, the best for trade unionism, can- not engage in trade union activities because they do not have any support with family obli- gations. Only towards the end of their professional careers do women have more free time for greater trade union engagement, which is one of the biggest obstacles for most women.

It seems that the golden years of women’s careers are after they turn 55, and that’s already too late. You don’t have the same energy as before, and you lack ideas or will.

Some respondents state that men are in a better position in trade unions and much more of- ten in leadership positions. They believe that gender prejudices affect the position of women, and that there are cases where men do not want women to lead the trade union, do not want a woman to organise their work and delegate tasks.

You know, if someone heads the trade union, she has to organise work. But if you tell him what his task is, he says he won’t do it now, but he will do it when it comes to his agenda. And then, I hear from some sources that he has a problem with me being in that position. He doesn’t want to have an obligation, but wants to decide.

The respondents point out that there is no problem with equality or access to rights at the most basic level, but that later, in moving towards the top and electing for leadership posi- tions, the traditional way of thinking prevails and men are expected to be leaders. Women are not given many opportunities to engage in the work of trade unions or to hold certain posi- tions. They are always welcome as members, but when it comes to leadership, men are given

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primacy. The respondents also point out that it is better and easier for men in leadership po- sitions, particularly because most of them do not have many obligations regarding childcare or housework, which is why they can set aside time for union activities. It allows them to par- ticipate in trade union training courses, congresses and the like, which also influences their competencies for trade union activities. “Meanwhile, women work in the background (paper- work, consultation, bookkeeping) and allow everything to function flawlessly.”

Several respondents mention that the attitude towards women in trade unions mirrors the relationship between women and men in the family and society, implying that the problem has not been originally created in trade unions, but in society. Consequently, it is harder for women to “break through” in trade unions, to have their work respected and valued, and to be elected to leadership positions.

At a training where we discussed gender equality and the division of roles in society, the lecturer stated that in our society a man was expected to chop wood and a woman to make lunch. The president of one of trade union branches said that “he would rather die hungry than make lunch.” And he is the one who holds a position and should promote equality. And how can women from that branch expect to be treated equally in the trade union or to replace him in that position?

Some respondents, mainly those coming from the branches in which women are more rep- resented, believe that women participate a lot in trade union activities. They think that there are enough persistent and ambitious women who are in all trade union structures, and that there are cases of women who have very successfully fought for better working conditions, in- cluding higher salaries. They believe that everyone is respected in their trade unions, regard- less of sex, that there is no “restraint or sabotage, and that every opinion is respected, regard- less of whether you are in the committee or just a member”.

It should also be noted that some respondents express certain stereotypes and prejudices re- garding women. For example, some respondents believe that “women are more agile and re- sponsible than men”, that they are “better fighters for human rights”, that they are “more per- sistent and ambitious than men”, and that “women are naturally gifted speakers and that this gift must be fully used.”

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Women in leadership positions in trade unions

As regards women in leadership positions in trade unions, it should first be reiterated that these interviews were conducted with women trade union leaders, including several women leaders from predominantly female sectors.

In that context, several respondents consider that women are ready to get more engaged in trade unions and advance, that is, that they are also interested in leadership positions. Two respondents believe that women are increasingly more engaged in trade unions and that their number is growing, including in leadership positions.

I know that there are some old beliefs and some old stereotypes that it is easier for men because of negotiations, agreements, communication... I have positive experiences, there are many women in management positions also in our company. I think that perhaps women even have an advantage in the trade union. Now, I can’t say what’s going on behind the scenes.

Most respondents know how many women are in leadership positions in their trade unions, but there are also those who do not know that information either for their unions or for Ser- bia in general. More than half of respondents state that there are not enough women in lead- ership positions in trade unions. Although they point out that it depends on the trade union branch and how the union is organised, they do mention that men are much more repre- sented in trade union leadership structures, as well as in society in general.

I don’t know if there is a trade union in Serbia in which a woman is the president. Women usually lead some sections or are secretaries.

Although the respondents agree that it is difficult for both women and men in trade un- ion leadership positions, most consider that it is more difficult for women to come to deci- sion-making positions in trade unions where “their voice can be heard”. Some respondents point out that it takes “a lot of luck and a combination of circumstances” for women to come to leadership positions, regardless of their knowledge, experience and education.

When I was first elected, 10 years ago, there were other candidates. The only objection was - OK, she’s good, but she’s a woman, is she going to be able to

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cope with it and work? No one said I was incompetent, lacked education or anything like that. The only objection was that I was a woman.

As in relation to union membership and women’s engagement, the respondents point out that family obligations and difficulties in maintaining a work-life balance contribute signifi- cantly to the small number of women in trade union leadership positions.

If you are an employed woman and have a family, it takes a lot of will and perseverance. You cook at night so that you can do something else the next day. There are very few women who engage deeply if they have family obligations. And among these few women in trade unionism, there are even fewer of those who have children and a family. We don’t really have fixed working hours; activities are performed also on weekends and it’s not easy to coordinate everything. That’s the reason for a small number of them in leadership positions.

Several respondents reiterate that the trade union reflects the general situation in society, and therefore it is no surprise that leadership positions in trade unions are perceived as re- served for men, that family support is important to women but they usually do not have it. They also point out that engagement in trade union activities, especially in leadership po- sitions, can be an obstacle in professional advancement, particularly in the public sector, which influences the women’s choice.

Women’s sections in trade unions

Most respondents state that there is a women’s section in their trade union, while a smaller number of them do not have a women’s section organised in their trade union. Some trade unions have a women’s section at the trade union level and within each branch, but one re- spondent states that she does not know whether women’s sections are sufficiently visible and whether all trade union members are aware of their existence.

The respondents believe that women’s sections in trade unions are active, in accordance with the current possibilities, while others think that women’s sections could be more active, and certainly more visible. They mention that their senior colleagues were more active earlier and more engaged in women’s sections. Several respondents consider that women’s sections

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should be more engaged and exert influence on trade unions to deal more with women’s la- bour rights and the specific problems faced by women at work and in connection with work. It is also a way to attract more women to membership, as it would also increase the women’s awareness of the fact that their rights will be more adequately protected if they are trade un- ion members.

Two respondents believe that women’s sections are not taken seriously enough, and that the problems to which they point out do not get high on the agenda of trade unions, employers or the state. In addition, some respondents do not know whether a women’s section exists in their trade unions, and one respondent thinks that it would be good to establish these sec- tions everywhere to jointly represent women’s labour rights. In addition, networking should be done both externally and internally, in order to improve the work of women’s sections through various exchanges of experiences and good practices.

Some respondents believe that the establishment of various sections in trade unions (women, youth) is a clear sign of trade unions being aware of the need to change, but also of the persis- tence of “very rigid structures” in trade union branches, and male domination in leadership. A number of respondents think that women’s sections exist only formally, that their work is not supported by trade unions, and that everything depends on the enthusiasm of their fe- male members.

Women’s sections are still an “ikebana” in the trade union structure that everyone is proud of and that keeps women’s sections in the background to embellish a photo. Essentially, women must be allowed to be in key decision- making positions.

In order to be active and do something, the trade union must allocate some funds and help the section’s work. If you aren’t able to finance these women to gather somewhere, then it’s a pure formality... I’ve tried to set an example and help the section get together, to agree and do something, but there was no understanding after that...

One respondent thinks that the women’s section in the trade union has never been given ad- equate importance, nor has it managed to impose itself on the trade union, as an important actor. She points out that the women’s section was created when the International Trade Un-

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ion Confederation requested national trade unions to establish women’s sections. She also states that there is a certain degree of resistance because the idea did not originally come from the membership, that some women do not want to participate because they believe women and men face the same problems, and do not want men to be excluded, and a par- ticular problem lies in the fact that women’s sections do not have their own financial sources, but they are financed from membership fees, which means that they have to request funds from the trade union budget. Trade unions usually do not have enough money, because the membership needs are huge and resources are insufficient, which can demotivate women to be active in women’s sections.

On the other hand, there are very successful examples of the activities of women’s sections. For example, organising various campaigns, including the campaign for the ratification of the International Labour Organization Convention C190193 on ending violence and harassment against women and men in the world of work.194 Earlier, an analysis of our legislation was con- ducted to support the ratification of this Convention, and it was financed by the International Labour Organization. The women’s section plans to continue lobbying and campaigning for ratification, after a pause due to the COVID-19 epidemic and the elections in Serbia.

Several respondents stress the necessity of redefining the role of women’s sections, espe- cially because they are usually perceived as dealing “exclusively” with issues that concern women, which leads the situation where the rest of the trade union does not address these issues. In addition, several respondents think that there is no need for women’s sections in trade unions because women and men should be equal in everything, as they are equal by law. Also, the work of women’s sections is often associated with some “remnants of the past”, and there are opinions that it is time for trade unions to become actively involved in achiev- ing genuine equality between women and men instead of supporting the “obsolete forms of organisation”.

193 https://www.ilo.org/dyn/normlex/en/f?p=NORMLEXPUB:12100:0::NO::P12100_ILO_CODE:C190 194 The representative of the trade union Nezavisnost says that our delegation voted “in tripartite” for the ratification of this Convention in 2019 in Geneva.

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Representation of employed women’s labour rights

One set of questions referred to the role of trade unions in representing women’s labour rights. The respondents had different opinions about this topic. A number of respondents consider that trade unions do not sufficiently recognise the specificity of the position of women in the labour market, including because trade unions are mainly headed by men who do not have the same problems as women. Some respondents believe that trade unions rec- ognise the specificity of the position of women in the labour market, but that the labour mar- ket does not recognise “women as work-capable individuals”. Furthermore, some respond- ents think that trade unions equally represent the rights and interests of women and men, and several respondents believe that trade unions largely represent the interests of women.

The respondents who consider that trade unions represent the rights and interests of women point out that there is always room for improvement and additional activities, because in some cases not much is being done to solve these problems, although they have been rec- ognised. In addition, gender equality is a very current topic at the international level, which is also one of the reasons why trade unions choose to address them. The problem lies in the fact that only employed women have the right to join a trade union, which affects the possi- bility of expanding the network.

Women who are unionised have much greater rights than women who are not.

The respondents believe that women should be more active in trade unions because that would prompt trade unions to deal more with topics important to women. They also point out that trade unions must have a much greater social role and a much more important po- sition in society. In fact, some respondents are dissatisfied with the commitment of trade unions in general, because they are insufficiently opposed to certain decisions adopted by the government, including laws that are unfavourable for employed women and men. Even when trade unions do oppose, when they perform certain activities in the attempt to influ- ence these decisions, it is not sufficiently visible either among the membership or in society in general.

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Our demands are not respected at all, which is why it is very difficult to achieve anything. They help us a lot from Belgrade, they are fighting, but it’s very difficult, perhaps not even one-tenth of their demands were successful. They have their goal, they stick to the law, they don’t give in... Now we are requesting amendments to the collective agreement, but I don’t think it will happen.

One respondent points out that there are not enough young women in trade unions, and that activities should be taken to address that issue, and that trade unions fail to attract young women, inter alia, due to insufficient success in fulfilling the demands of employees.

We are in a hurry to do as much as possible, just so that the line wouldn’t stop. If it stops, the director immediately punishes you, you lose efficiency as a team... We have breaks, a 15-minute break for breakfast, a 10-minute break and a 5-minute break. We are completely timed. If the trade union achieved to stop such a huge pressure on us, it would be stronger, more respected and with more members. Now employees see that we can’t do anything, so they don’t join... There are jobs where women have to stand. We don’t have a single chair in the whole factory. No one can sit down. You stand for eight hours; the spine is absolutely compromised. The trade union demanded the placing of chairs so that people could sit down. They didn’t allow it either. And then you wonder what the trade union can do at all if it cannot get an ordinary chair.

In addition, she says that women may suffer consequences at work for their trade unionism.

When they hear that you are in a trade union, they harass you even more. You cannot get promoted. No one from the trade union can get promoted, because we are seen as rebels, we are protesting against the company.

One respondent states that the specific position of women in the labour market is declara- tively recognised, but the issue has not been sufficiently addressed, because the trade un- ion still has a rigid patriarchal structure “which is not ready to leave things in the hands of women”, which implies a different pattern of running a trade union. The respondents have different opinions on how to achieve a larger number of women in the leadership of trade unions. Some respondents advocate a quota system, i.e. the mandatory representation of women and men in the trade union leadership in proportion to trade union membership,

98 The position of women in trade unions in Serbia | 7. Research on the position of women in trade unions

while other respondents think that it is “necessary to avoid defining a mere percentage”, but that women should fight for leadership positions with their knowledge and ability.

In addition, some respondents state that the trade union does not exist separately or isolated from the rest of society, but is one of the political actors, acting in the same space with the authorities, civil society, the media and other actors. Trade unions are influenced by society and should influence society. Among other things, changes are needed in the prevailing cul- tural patterns, especially now that there are “regressive streams in society and ideological ig- norance of a large part of the public”, all of which affects the position of women in society, and thus the position of women in trade unions. In this context, it is necessary for trade un- ions to establish better cooperation with many actors and to join forces to contribute to the improvement of the position of women both at work and in society. For example, it is neces- sary to cooperate with women’s organisations that fight to improve the position of women, organise training courses for trade unions, perform joint activities and the like. It should be understood that women’s organisations are not in competition with trade unions or other en- tities fighting for women’s economic and social rights, but they should be partners and work together to improve the position of women.

Trade unions have representativeness, which is something that organisations don’t have. On the other hand, women’s organisations have expertise, so we should complement each other. Civil dialogue does not replace social dialogue. Social dialogue is conducted by trade unions, employers, the state, and all of us should participate together in a wider civil dialogue where there is no competitiveness but only cooperation.

In addition, it is necessary to have better communication between trade unions and em- ployers, so that some employers stop “treating employees, especially employed women, as cheap labour that they pay minimally and exploit maximally.”

As regards the violations of the labour rights of employed women, the respondents mention that the current position of both men and women is difficult, but some respondents recog- nise the violations of rights that affect women to a greater extent than men, and stress that women themselves, trade union leaders and members, must influence trade unions to ad- dress more these topics because men should not be expected to “understand the position of women and what they need to protect their rights.”

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It is necessary to appreciate the work of women much more, to stop the gender pay gap, belittling, mobbing and all other problems that women encounter every day.

One respondent points out that in addition to the collective agreement and the improvement of safety and health at work, the current priority is the legal protection of women.

Our priority is to prevent the violation of employees’ rights, both those related to trade unionism and employment relationship, and if they are violated, protection should be provided. We provide legal assistance from counselling to in-court representation and since the situation tends to worsen rather than improve, the protection of rights is one of the most important topics.

The respondents state that there are many cases of mobbing, some of them believe that women are more affected, while others believe that there is no difference between women and men, i.e. that both groups are victims of mobbing. However, the respondents agree that women are much more exposed to sexual harassment in the workplace. They also mention that these behaviours are very difficult to prove in court, which creates additional problems and can cause additional victimisation of women, but still think positively about the adop- tion of the Law on Prevention of Abuse at Work (Mobbing) because many more women are now ready to report mobbing, including sexual harassment. One respondent states that the trade union’s legal service is mainly engaged in labour disputes related to unpaid salaries and unlawful termination of employment contracts, that these disputes are lengthy and with a successful outcome in most cases, but that they have no gender component. On the other hand, some respondents point out that it is unknown in these cases whether there is a differ- ence between women and men or any specificity, given that legal services do not disaggre- gate data by gender, although they have such data, and do not conduct gender analyses of their labour disputes.

Although trade unions do not deal with the issues of violence against women, it is a topic that significantly affects many women, which is why some respondents believe that trade unions could provide some support, at least to provide information. They gave an example of the SOS hotline that existed for years in the trade union Nezavisnost, and had very good results; many women, both trade union members and other employed women, called seeking ad- vice and help. However, it was a project supported by the Kvinna Till Kvinna Foundation, and

100 The position of women in trade unions in Serbia | 7. Research on the position of women in trade unions

when it ended, this activity was suspended because there were no financial resources for its continuation, since it was not among the trade union’s core activities.

Furthermore, the respondents believe that trade unions work to improve the position of women through their regular activities, such as participation in various working groups for drafting laws, bylaws and strategic documents, and through direct influence on the creation of labour legislation, but also through the trade union legal service, participation in working groups for social programmes for redundancies, organising training courses in trade unions, participating in social dialogue and collective bargaining and the like. However, it is very im- portant to raise the awareness of trade union members, both men and women, because it is not enough to “just pay the membership fee and expect the trade union leadership to solve all their problems.”

One respondent states that in addition to gender analyses, greater networking and greater cooperation with women’s organisations, as well as activities aimed at horizontal networking among trade union members, the next year, which is an election year in the trade union, elec- tion campaigns should be conducted at all levels, and some special measures for greater par- ticipation of women could be considered.

The respondents agree that trade unions should continue to implement measures and per- form activities aimed at achieving the core objectives of trade unions: equality of all employ- ees; ensuring labour, legal and social security for members; improving the financial situation of employees; protecting and improving the working and general environment; enhancing social dialogue; providing legal protection to employees, and protecting their economic and social status.

In addition, one of the topics was the financing of programmes and activities aimed at im- proving the position of women, both in trade unions and at work. The respondents state that there is a great need for financial support for treatment in general, due to which trade unions have focused on that issue. In some trade unions, financial resources are allocated annually for new programmes and activities, but these are usually small funds. Some respondents do not know whether there are financial resources for introducing new programmes and activi- ties intended for women.

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We need to think of an option, write it down, as a project, so that we can apply for funds. I do not know now if there are funds.

Some respondents state that there are no financial resources for introducing programmes and activities intended for women. In fact, the membership fee is 1%, around 600 dinars on average, so it is divided into the amount for solidarity fund and the amount for other needs, which means that very little money remains for other activities. On the other hand, although the financial resources are small, they can be used for the activities aimed at improving the position of women. It does not suffice that trade unions deal with women only on the occa- sion of March 8 - International Women’s Day. The respondents mainly agree that it is neces- sary to secure financial resources for various training courses that are necessary, round ta- bles, and for field work to examine the needs of employed women. After that, it would be possible to prioritise activities and plan to allocate funds from the trade union’s budget. In addition, trade unions can plan programmes and projects in cooperation with foreign do- nors, foreign trade union organisations and the civil sector. In doing so, they should take care about ensuring sustainability, i.e. the continuation of the activities that prove useful and nec- essary after the end of the project.

COVID-19 epidemic

Several respondents consider that the COVID-19 epidemic did not adversely affect women more than men. They state that all of us face the same problems, that there is a large num- ber of infected people in many collectives, and that in some cases, such as in production line work, it is difficult to maintain physical distancing.

However, most respondents agree that women have been in a much more unfavourable po- sition since the declaration of the epidemic. They have had more duties, both privately and professionally, and now work even more than before. They are also more exposed to domes- tic violence, since all household members are at home and there is “nervousness, fear of lack of money and job loss”. They state that during this epidemic the whole society saw the “strength of women, particularly women who have borne the greatest burden in health care, education, production and work from home.”

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Employees with chronic diseases work from home, and women who came to the workplace have worked without days off for months, even on Saturdays and Sundays. And somehow in that hectic schedule at work and at home, the rights of women have been forgotten.

During the epidemic, work moved online, i.e. people worked from home wherever it was pos- sible. However, women also encountered other problems: from insufficient digital and infor- mation literacy to the fact that some families did not perceive the woman’s work from home as work, but saw her “as being at home”, which meant that she had to take care of all house- hold duties. Consequently, women are much more burdened than men due to the impossi- bility of achieving a balance between their family and work, since all the burden of the “epi- demic fell on the shoulders of women”, especially if they are employed in the private sector. Women now have to take more care of their children, due to the closure of kindergartens and online schooling, and they also have more work in the household and in taking care of elderly family members.

Again, women are expected to do everything. Kindergarten and children and parents and work ...

On the other hand, most respondents think that trade unions undertook adequate measures during the epidemic aimed at protecting the labour rights of employees, i.e. that they were very active throughout the epidemic. For example, an annex to the special collective agree- ment for health institutions was signed, and now all employees who are infected in the work- place get a sick-leave compensation at 100 percent of their salary. In addition, trade unions have been very active in providing protective supplies, as well as in “putting a continuous pressure on employers” to provide adequate protective supplies for all employees. It is ob- vious that everything functioned better during the epidemic in places with strong trade un- ions, which participated in the work of crisis response teams and were able to directly influ- ence the measures.

Some respondents believe that the epidemic has not changed much, but that some existing problems have become more visible. Despite the implementation of protective measures, there are many infected employees in many collectives. An additional problem is the situa- tion where employees, especially women, do not want to go on sick leave because they lose money, if a sick-leave compensation at 100 percent of their salary is not provided. In addi-

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tion, since a negative test is no longer a requirement for returning to work, some employees returned to work prematurely, before being completely cured.

As regards women, many will work even if they are sick. A mother of three, even more if she’s single, will not report to be ill, but will go to work in that state.

The respondents also mention the problem with the government’s recommendation that parents can be absent from work if they have children under 12 and children with disabilities, which was interpreted differently by employers. Some have accepted it, while others did not, under the pretext that it was just a recommendation. On the other hand, although this op- tion was given to parents, in most cases it was used by women, in line with the general social context. There was a problem with the calculation of salaries, so that in some cases women received reduced salaries, while in other cases employers did not know how to treat it and “whether it was work from home or not; some treated it like a sick leave.”

104 8. Conclusions and recommendations At the international level, the social, cultural, regulatory and political role of trade unions de- pends on the country and varies a lot. Globally, the most frequently mentioned examples of good trade union practice refer to achieving changes concerning flexible working arrange- ments, fighting for economic incentives for workers, recognising the broader parental protec- tion rights, including the right to paid paternity leave, longer paid leave for special childcare, as well as the right to paid leave to care for a sick family member.195

Gender equality has been recognised as an integral part of better work-life balance, while many of the activities that have become examples of good practice are aimed at improving respect for gender equality, such as developing gender equality plans in Spain or a compre- hensive oversight of gender equality mechanisms in Portugal. Women’s sections in trade un- ions have been recognised as very important bodies that should be engaged in representa- tion and advocating for work-life balance for women, as well as in promoting the overall protection of women’s rights in the workplace.196

In the situation of weakened institutions and general social disintegration, a crisis of the po- litical system and the role of political parties, trade unions continue to be organisations that gather membership, and have their own structure that should be preserved and strength- ened. It requires cooperation and strengthening of trade unions, including women’s sections and women included in trade union decision-making processes, as well as the gathering of civil society organisations and local communities, in order to encourage cooperation with trade unions.

195 Helfferich, B. & Franklin, P., Syndicat European Trade Union Rebalance: Trade unions’ strategies and good practices to promote work-life balance, available at: https://www.researchgate.net/publication/337112143_Rebalance_ Trade_unions%27_strategies_and_good_practices_to_promote_work-life_balance, accessed on 18 October 2020 196 ETUC - Women in Trade Unions in Europe: Bridging the Gaps (2007), https://www.etuc.org/sites/default/files/ English_complet_1.pdf, accessed on 29 September 2020

105  The position of women in trade unions in Serbia | 8. Conclusions and recommendations

By aiming to combat gender discrimination, by promoting equal pay for men and women do- ing the same job and by encouraging an increase in the number of women in governing bod- ies and decision-making processes, trade unions can effectively contribute to bridging the gender gap in labour and social relations. The existing gap must be analysed more broadly in the context of gender inequality, by addressing the problems of lower paid jobs that are usu- ally available for women, underestimation of their abilities, knowledge and skills, unequal division of labour in the family in terms of care for household, children and elderly family members, hiring women more frequently under fixed-term contracts or as casual employees. Therefore, trade unions are advised to enhance capacity in terms of gender equality and gen- der discrimination, to be able to better identify and record such cases in the labour market.

Women are at a disadvantage in the labour market, representing a minority among employ- ees and a majority among the work-capable population. Severe consequences for the eco- nomic situation of women are yet to come, since it is already clear that there will be huge disruptions in many sectors, and layoffs will mostly affect vulnerable and at-risk groups, es- pecially women. The analysis of the sectors with women at the forefront clearly indicate the sensitivity of their position. These are women in health care, women in social protection in- stitutions, women in education, women in trade, women in food production, either directly in agriculture or in food processing industry, women in public administration, women support- ing household members, self-employed women, women from particularly vulnerable groups, often exposed to multiple discrimination, such as Roma women, older workers and infor- mally employed women.

Earlier global crises have shown that states are unable to overcome on their own all the chal- lenges imposed on them. Due to the very nature of the COVID-19 crisis, we need more than ever a creative and constructive social dialogue between governments, on the one hand, and representatives of workers and employers, on the other hand. Social dialogue implies all kinds of negotiations, consultations and exchange of information between representatives of public authorities, workers and employers, in order to achieve a common interest in the field of economy, labour and social policy.197 Considering the COVID-19 pandemic, it is necessary for trade unions to take into account the possible outcomes of the crisis and work towards

197 ILO Policy Brief on COVID-19, Pillar 4: Relying on social dialogue for solutions https://www.ilo.org/global/topics/coronavirus/impacts-and-responses/WCMS_739050/lang--en/index.htm, accessed on 2 October 2020

106 The position of women in trade unions in Serbia | 8. Conclusions and recommendations

preventing the effects of public sector salary cuts that will directly reduce women’s economic power, which is why a better organisation of trade unions in the public sector is necessary in the period of crisis.

Regarding Serbia, the findings of this research show that one of the key problems is the in- sufficient commitment of trade unions to topics that concern women or affect women more often. In this context, it is necessary to organise education and training courses on various topics that are of particular importance to women because they affect them (disproportion- ately) more, starting from the position of women in society, at work and in connection with work, treatment in the world of work, legally guaranteed rights, types of trade union activ- ity and the roots of women’s trade unionism, as well as the specific rights and provisions re- lated to gender-based discrimination and mobbing, sexual and other types of harassment in the workplace, and domestic violence whose effects are reflected in the workplace. In ad- dition, education should cover the difference between discrimination and mobbing in the workplace, because this research has shown that a large number of employed women do not know the difference between discrimination and mobbing in the workplace and other viola- tions of rights.

Another problem that has been identified is related to the rights concerning maternity pro- tection, in particular:

t protection of the labour legal status of women during pregnancy and maternity leave and/or childcare leave and/or special childcare leave;

t protection against discrimination in the process of employment and professional advancement of women on the basis of their parental status, and protection against threatening women with job loss if they do not make certain choices.

Most employed women have a problem with achieving the work-life balance, because what- ever they do for a living and whatever their occupation is, in addition to their career and pro- fessional work, they are most likely to perform also other, unpaid work, without fixed working hours, starting the moment they come home from work. Single mothers who have to work to provide a livelihood are in a particularly difficult position, since being the only parent, they

107  The position of women in trade unions in Serbia | 8. Conclusions and recommendations

are also expected to be available for all the child’s needs. It should be noted that a large num- ber of employers do not have enough understanding for these problems.

It is precisely due to the fact that they work “two shifts” their whole lives, one at work and an- other at home, that women trade unionists and workers are not satisfied with the legislative changes towards gradual equalisation of the retirement age for men and women (65 years of age).

Furthermore, the research has shown that employed women are not sufficiently satisfied with access to health care, organisation of systematic check-ups, etc. In order to preserve health in the situation where the number of employed women suffering from serious and incurable diseases has been growing, it is essential to introduce mandatory annual systematic check- ups, including gynaecological and oncological examinations, as well as continuous educa- tion of employees to achieve their compliance with occupational health and safety measures.

One of the problems is the lack of gender-disaggregated data in trade unions, which compli- cates the identification of problems at work and in connection with work that affect women disproportionately. It is therefore necessary to disaggregate data by gender and conduct gen- der analyses (for example, use of trade union legal services and the like).

Finally, the financing of trade union activities related to the improvement of the position of women and the promotion of gender equality is a particular problem. Women’s sections have not been established in all trade unions, and there is no consensus among the respondents as to whether women’s sections should exist at all. However, the women’s sections that do exist do not necessarily perform exclusively the activities intended for women and aimed at pro- moting their labour related rights. Therefore, trade unions should allocate funds to finance activities aimed at improving the position of women, either within women’s sections or at the level of the entire trade union.

Bearing all this in mind, the compliance with the following group of recommendations would contribute to improving the position of women at work and in connection with work, as well as improving the position of women in trade unions and promoting gender equality in trade unions.

108 The position of women in trade unions in Serbia | 8. Conclusions and recommendations

General recommendations

t Initiate better cooperation with the non-governmental sector, especially women’s rights organisations, and combine their expertise with the situational knowledge best provided by trade union representatives and employers;

t Initiate better networking of trade unions, given that jointly they can achieve common goals faster and easier;

t Ensure better information of employees about trade union activities, as well as their greater transparency and better media coverage;

t Provide professional assistance services to female union members, as possible (lawyers, psychologists, social workers, doctors);

t Insist that all employers adopt rulebooks on health and safety at work; t Develop a programme for attracting more women to trade union membership; t Work continuously on enhancing solidarity aid funding, providing assistance to employees suffering from serious and incurable diseases, as well as one-time financial assistance for the treatment and recovery of employees.

Recommendations for greater involvement of women in trade unions and populari- sation of trade union membership

t Work on the professionalization of female trade union leaders, facilitate continuous education, organisation of trade union academies and the like, ensuring that training courses include the topics of gender equality, non- discrimination, the position of women in the labour market and other topics of importance to employed women;

t Pay special attention to encouraging women to run for a trade union leadership position and/or engage in the work of trade union leadership;

109  The position of women in trade unions in Serbia | 8. Conclusions and recommendations

t Ensure that female trade union leaders actively and continuously fight to improve women’s labour rights;

t Organise activities to attract women to join trade unions; t Work actively on the promotion of trade unionism, the role of trade unions in general, and in particular the role of trade unions in improving the position of women and promoting gender equality.

Recommendations for improving the exercise of women’s rights

t Work more actively to achieve respect for women’s labour rights, in particular in relation to maternity protection;

t More active and continuous engagement in the fight for more favourable requirements for old-age pension for women;

t More active and continuous engagement in the fight for equal advancement conditions for men and women, and for equal pay for equal work with equal education;

t More active and continuous engagement in connection with amendments to labour laws, by initiating amendments, participating in working groups and organising and/or participating in protests;

t Organising joint March 8 rallies to make women’s activity in trade unions and their demands more visible;

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Recommendations concerning the prevention of mobbing, discrimination against women at work and sexual harassment in the workplace

t Continuously organise training courses, info-sessions, round tables and similar activities regarding these topics;

t Greater engagement of trade unions in demanding the inclusion of explicit provisions in collective agreements regarding the prevention of mobbing, discrimination at work and sexual harassment;

t Undertake activities aimed at promoting gender equality and non-discrimination, including incentives for employers to adopt internal acts thoroughly regulating the prevention and protection against discrimination at work, as well as the prevention and protection against sexual harassment in the workplace;

t Ensure greater involvement of trade unions as mediators and/or support in cases of mobbing and discrimination at work;

t Promote trade union activities aimed at preventing and protecting against mobbing, discrimination at work and sexual harassment at work, in order to send a clear message to employees that such behaviours are illegal and to encourage employees to report such behaviours;

t Based on good practices from other countries, develop activities/programmes of trade unions to support women victims of domestic violence: work on raising awareness among employed women about this topic, work on raising awareness among workers, provide support to women in situations of violence, in accordance with the possibilities.

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Recommendations regarding the COVID-19 epidemic

t Hold trade union meetings and perform other activities online during the epidemic;

t Organise activities related to monitoring the procurement of protective equipment (masks, gloves, visors, protective suits) and disinfectants;

t Advocate more actively for work in shifts to reduce the number of employees working on the premises at the same time, as much as possible, and advocate for work from home, wherever possible;

t Monitor actively the situation with the infection of employees and respond in a timely manner;

t Inemployees accordance with the possibilities, provide one-time financial assistance to suffering from COVID-19 or to the families of employees who died from the consequences of COVID-19;

t Advocate more actively for the payment of 100% for sick leave due to COVID-19.

112 Annex I

Recommendations from the European Commission’s Serbia 2020 Report Concerning Social Policy and Employment 198

6.19. Chapter 19: Social Policy and Employment

Serbia is moderately prepared in the area of social policy and employment. Serbia made lim- ited progress in further aligning its legislation in this area with the EU acquis. Regarding last year’s Commission recommendations, budget allocations for active labour market policies slightly increased in 2019 but decreased again in 2020. They are by far too low to cover the number of jobseekers. Other recommendations of last year remain valid. Therefore, in the coming period, Serbia should in particular:

t ensure adequate financial and institutional resources for employment and social policies to target more systematically the young, women and long-term unemployed, and improve the adequacy of social benefits for people below the poverty threshold;

t significantly strengthen the bipartite and tripartite social dialogue at all levels; t ensure consistent implementation of the labour and social welfare legislation throughout the country.

198 European Commission – COMMISSION STAFF WORKING DOCUMENT, Serbia 2020 Report, SWD(2020) 352 final, Brussels, 6.10.2020, Chapter 6 point 19: Social Policy and employment, pp. 94-97, https://ec.europa.eu/ neighbourhood-enlargement/sites/near/files/serbia_report_2020.pdf, accessed on 1 March 2021

113  The position of women in trade unions in Serbia | Annex I

The action plan for aligning with the EU acquis in social policy and employment in the context of chapter 19 of the accession negotiations was adopted in May 2020.

In the field of labour law, the law of 2014 is only partially aligned with the EU acquis. Serbia adopted a Law on Work through Temporary Employment Agencies in December 2019. A new law on the right to strike has yet to be adopted. The proportion of undeclared work stood at 18.2% at the end of 2019. Labour inspections have focused on tackling undeclared work, but do not yet have a significant impact. The law on inspection oversight needs to be amended to comply with the relevant International Labour Organisation Conventions that were ratified by Serbia, notably to ensure that labour inspectors are empowered to enter workplaces freely and without giving notice.

In the area of health and safety at work, a draft law on health and safety at work has yet to be adopted. Serbia adopted implementing legislation on health and safety measures for work on display screen equipment and work during exposure to noise and to vibrations. Af- ter a record number of fatalities in the workplace in 2018 (53), the number of fatal injuries in 2019 increased further to 54, with the majority of cases occurring again in the construction in- dustry. This was linked to a sharp increase in the number of construction sites, but also to the lack of enforcement of the health and safety legislation in place.

Social dialogue remains weak, in particular regarding the involvement of social partners in policy developments relevant to them. Serbia still needs to adjust the legal framework and strengthen the capacity of social partners to foster the use of collective bargaining. Sectoral collective agreements are typical in the public sector. However, they are hardly concluded in the private sector. No progress was made in tripartite dialogue. In the second half of 2019, the minimum hourly wage was increased by 11.1% by means of a government decision, as con- sensus could not be reached within Serbia’s Economic and Social Council.

On employment policy, labour market indicators continued to improve in 2019. The em- ployment rate for 15–64-year-olds increased from 58.8% in 2018 to 60.7% in 2019. Unem- ployment went down from 13.3% in 2018 to 10.9% in 2019, while the activity rate increased from 67.8% in 2018 to 68.1% in 2019. Youth unemployment decreased from 29.7% in 2018 to 27.5% in 2019 but remains high. Long-term unemployed people, women, young people and low-skilled workers still face severe challenges integrating into the labour market. Measures aimed at promoting the employment of Roma have yet to deliver results. Budget allocations

114 The position of women in trade unions in Serbia | Annex I

for active labour market policies slightly increased in 2019 compared to 2018 but decreased again in 2020. They are by far too low to cover the number of jobseekers. Only 28% of people who are registered as unemployed benefit from a measure, and most measures are one-off actions such as job-search training sessions and job fairs. The 2020 national employment ac- tion plan was adopted in December 2019.

In the context of the COVID-19 outbreak, aid instruments were introduced for preventing lay- offs and negative labour market trends, by means of direct grants for employee salaries and postponement of tax and social contributions. Workers engaged on a contract basis (tempo- rary or seasonal work contracts, service contracts, agency contracts, vocational training and advanced training contracts, supplementary work contracts) are not covered by these meas- ures. The impact of the pandemic on unemployment needs to be closely monitored and ad- equate measures implemented.

There were no developments as regards preparations for the European Social Fund, apart from a few awareness-raising events. In the area of social inclusion and social protection, in 2018, 7.1% of the population was considered to be living in absolute poverty (7.2% in 2017). According to the survey on income and living conditions (SILC), carried out for the sixth time in 2018, the at-risk-of-poverty rate was 24.3% (EU-28 17.1%) and the at-risk-of-poverty or so- cial exclusion rate was 34.3% (EU-28 21.8%). As in previous years, there is more poverty in ru- ral areas than in urban areas (10.4% vs. 4.8%). Some 10% of employed people are at risk of poverty, which means that they cannot fulfil their basic needs, despite working. Some 58.4% of the population is subjectively poor, i.e. they respond to the question on the possibility for a household to ‘make ends meet’ with ‘difficulty’ and ‘great difficulty’, positioning Ser- bia at the bottom of the list of European countries that conduct SILC surveys. The impact of the COVID-19 pandemic on vulnerable individuals needs to be closely monitored and ade- quate measures implemented. A new strategy for social protection in Serbia for 2019-2025 and amendments to the law on social welfare are still pending. Payments for maternity leave were reduced as a result of the 2018 amendments to the law on financial support for fami- lies with children, as women now need to have worked 18 consecutive months – instead of 12 months prior to the amendments – to be entitled to the full amount of maternity compensa- tion. No progress was made in local-level social care services or in the deinstitutionalisation process. The system of earmarked transfers introduced in 2016 by the social welfare law is still not implemented systematically and transparently. Budgetary allocations are now avail-

115  The position of women in trade unions in Serbia | Annex I

able annually, but without multi-annual commitments that would allow for the continuity of service provision at local level and for an evidence-based system of priority setting and mon- itoring of results.

In the field of non-discrimination in employment and social policy, the authorities need to step up their efforts on implementing recommendations from the Commissioner for the Protection of Equality on developing an anti-discrimination policy for employers in Serbia (‘Equality Code of Practice’). A new law on gender equality, as well as draft amendments to the law prohibiting discrimination, have yet to be adopted.

In the area of equal opportunities between women and men in employment and social pol- icy, the employment rate for men (15-64 years) is 12.8 percentage points higher and their ac- tivity rate 13.6 percentage points higher than those for women. Women’s inactivity reflects: unpaid work in the household, including care of children, sick and/or elderly people; inad- equate support in reconciling work and family responsibilities; employers’ discriminatory treatment of young women; the existing wage gap; lower statutory retirement age; and the existence of a statutory minimum base for social insurance contributions, which discourages formal part-time work. Although the legislation grants both maternity and paternity leaves, gender-based stereotypical preconceptions persist about childcare and household work be- ing a woman’s responsibility. The lack of state services for childcare in rural areas increases the amount of unpaid household work for women. Women have been at the frontline of the COVID-19 pandemic, as healthcare, shop and pharmacy workers. Closure of businesses is ex- pected to have a negative effect on women-dominated professions.

116 Annex 2

Recommendations on work-life balance for parents and carers 2019/1158 in 199

connection with EU Directive 2019/1152 200

Recommendations for the European Union

t Monitor and evaluate the implementation of the new Work-Life Balance Directive and ensure that appropriate sanctions are in place and imposed if the Directive is not properly implemented or not implemented at all;

t Develop a new gender equality strategy for the European Union and make it a priority, in line with the decision of the European Council;

t Propose and adopt new legislation on equal pay, e.g. by promoting the principle of employee pay transparency;

t Enhance the assessment of the efficiency of national care policies and structures that promote work-life balance;

t Revise the Barcelona Targets on childcare and ensure that they are timely met ; if necessary, provide the incentives/disincentives necessary to achieve these 201

targets;

199 See: Helfferich, B. & Franklin, P., Syndicat European Trade Union Rebalance: Trade unions’ strategies and good practices to promote work-life balance, https://www.researchgate.net/publication/337112143_Rebalance_Trade_ unions%27_strategies_and_good_practices_to_promote_work-life_balance, accessed on 18 October 2020 200 Directive (EU) 2019/1158 of the European Parliament and of the Council of 20 June 2019 on work-life balance for parents and carers and repealing Council Directive 2010/18/EU, https://eur-lex.europa.eu/legal-content/EN/ TXT/?uri=CELEX%3A32019L1158, accessed on 28 September 2020 201 Barcelona Targets on childcare, https://ec.europa.eu/commission/presscorner/detail/en/MEMO_08_592, accessed on 30 October 2020

117  The position of women in trade unions in Serbia | Annex 2

t Develop a new Lisbon target on elder care / care for dependents and support EU initiatives in this area in line with available financial resources, as elder care 202

should be treated as a universal human right;

t Introduce new binding provisions to impose an obligation on companies of all sizes to develop gender equality plans, including salary surveys, and monitor their application;

t Adopt measures to enhance national monitoring of the implementation of adopted measures based on appropriate indicators, benchmarks and other measurable variables aimed at improving the work-life balance of women and men;

t Encourage measures related to the use of appropriate tax incentives, as well as individualisation of taxes, which may have a significant positive impact on gender equality and on achieving better work-life balance;

t Support social dialogue and review sectoral documents and data related to the use of paid leave for family reasons and ensure that data are disaggregated by gender and socio-economic status;

t Ensure that the topic of work-life balance is discussed in the institutions of the European Union.

202 The Lisbon Strategy: Lisbon target on elder care/ care for dependents, https://portal.cor.europa.eu/europe2020/ Profiles/Pages/TheLisbonStrategyinshort.aspx#:~:text=The%20aim%20of%20the%20Lisbon,jobs%20and%20 greater%20social%20cohesion%22, accessed on 30 October 2020

118 The position of women in trade unions in Serbia | Annex 2

Recommendations for Member States

t Adoption of national legislation related to gender equality, which would include, inter alia, the principles of equal pay for equal work, work-life balance and gender parity leading to de facto gender equality;

t Fight for the payment of at least 66% of salary for the period of parental leave; t Ensure that the right to social security (pension/health insurance) does not depend on working life and that all people have a secure basis for fair retirement conditions;

t Seriously consider - in countries where it has not been regulated by law - the establishment of an independent agency responsible for monitoring the implementation of the principle of gender equality, including the control of collective agreements and authorising the application of appropriate punitive and corrective measures;

t Ensure the individualisation of rights, as the key policy measure for work-life balance;

t Improve the availability, accessibility, economic affordability and quality of state- funded care facilities and services;

t Guarantee the carer’s right to work; t Respect unpaid care work - role models in the workplace can demonstrate the value and possibility of combining unpaid care work and paid work; work and care should not be seen as mutually exclusive;

t Better provision of out-of-school care and bridging the gap between a school day and a typical working day.

119  The position of women in trade unions in Serbia | Annex 2

Recommendations for the European Trade Union Confederation (ETUC) to develop:

t Global framework for monitoring the assessment and impact of collective agreements at all levels on work-life balance;

t Toolkit for trade unions that negotiate agreements relating to respect for work- life balance;

t Toolkit for trade unions to help comply with the provisions of the Work-Life Balance Directive of the EU;

t Gender mainstreamed policies; t Collective agreement model aimed at establishing and respecting the work- life balance for different sectors, and formulate relevant provisions that can be included in these agreements;

t Other tools and training courses for collective bargaining on the issues of work- life balance;

t Training courses for members on gender equality and work-life balance. Recommendations for social partners at the national level to commit to:

t Understanding that investing in work-life balance leads to an increase in productivity, while improving the quality of life;

t Promoting collective bargaining as an efficient way to improve the work-life balance of workers;

t Ensuring equal pay for equal work or work of equal value; t Mainstreaming gender in all collective agreements, with regular monitoring and evaluation of their implementation;

120 The position of women in trade unions in Serbia | Annex 2

t Guaranteeing that external experts, engaged in negotiations, understand the meaning of gender mainstreaming and gender equality; supporting this by providing appropriate training courses;

t Establishing gender balance in negotiating teams; t Concluding agreements that recognise the diversity of families, such as single- parent families, adoptive families, but also the rights of same-sex parents, etc.;

t Dealing with stereotypes to enhance the use of paid paternity leave and to improve the work-life balance of women and men;

t Creating a policy that is oriented towards the needs of employees, e.g. younger workers have different expectations in terms of working hours and leave;

t Giving employees space to establish their own working hours arrangements, especially in certain sectors such as health care sector;

t Introducing balance; technologies that help create conditions for a better work-life

t Systematic collection of previous and current collective agreements, in order to assess their usefulness for achieving work-life balance and gender equality. The provisions related to the following issues should be addressed in particular: who uses family leave, length of leave, employee’s position in the work hierarchy at the time of taking leave, what happened to the employee after returning from leave (concerning professional status/salary/promotion), etc.

Recommendations for trade unions at the national level to engage in:

t Creating provisions to raise further awareness of work-life balance issues within trade unions, and thus strengthen collective bargaining on work-life balance;

t Determining a higher percentage of salary compensation for employees on 121  The position of women in trade unions in Serbia | Annex 2

parental sick leave and sick leave to care for a sick family member, as well as insisting on a higher level of social support;

t Respecting the unpaid work of caring for a sick family member; finding role models in the workplace that can support cultural change, thus showing the value and possibility of combining unpaid and paid care work;

t Initiating collective bargaining more successfully at the company and/or sectoral/ cross-sectoral levels;

t Lobbying for the adoption and/or improvement of legal regulations related to work-life balance, so that all the aforementioned measures can be sustainable.

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77. Poseban kolektivni ugovor za javna preduzeća u komunalnoj delatnosti na teritoriji Repub- like Srbije, „Sl. glasnik RS“, br. 27/2015, 36/2017 - Aneks I, 5/2018 - Aneks II i 94/2019 - Aneks III

78. Poseban kolektivni ugovor za policijske službenike, „Sl. glasnik RS“, br. 62/2019 i 62/2020

79. Poseban kolektivni ugovor za radno angažovanje estradno-muzičkih umetnika i izvođača u ugostiteljstvu, „Sl. glasnik RS“, br. 23/2015

80. Poseban kolektivni ugovor za socijalnu zaštitu u Republici Srbiji, „Sl. glasnik RS“, br. 29/2019 i 60/2020

81. Poseban kolektivni ugovor za ustanove kulture čiji je osnivač Republika Srbija, autonomna pokrajina i jedinica lokalne samouprave, „Sl. glasnik RS“, br. 106/2018

82. Poseban kolektivni ugovor za visoko obrazovanje, „Sl. glasnik RS“, br. 86/2019 i 93/2020

83. Poseban kolektivni ugovor za zaposlene u jedinicama lokalne samouprave, „Sl. glasnik RS“, br. 38/2019 i 55/2020

130 The position of women in trade unions in Serbia | References

84. Poseban kolektivni ugovor za zaposlene u osnovnim i srednjim školama i domovima učenika, „Sl. glasnik RS“, br. 21/2015 i 92/2020

85. Poseban kolektivni ugovor za zaposlene u ustanovama predškolskog vaspitanja i obra- zovanja čiji je osnivač Republika Srbija, autonomna pokrajina i jedinica lokalne samouprave, „Sl. glasnik RS“, br. 97/2020

86. Poseban kolektivni ugovor za zaposlene u ustanovama studentskog standarda čiji je osnivač Republika Srbija, „Sl. glasnik RS“, br. 1/2019 i 92/2020

87. Poseban kolektivni ugovor za zdravstvene ustanove čiji je osnivač Republika Srbija, au- tonomna pokrajina i jedinica lokalne samouprave, „Sl. glasnik RS“, br. 96/2019 i 58/2020 - Aneks I

88. Poverenica: Sindikati važni u zaštiti prava zaposlenih, 01/05/2018, http://rs.n1info.com/Vesti/ a384302/Poverenica-Sindikati-vazni-u-zastiti-prava-zaposlenih.html, accessed on 8 October 2020

89. Pravila o radu sekcije žena Saveza samostalnih sindikata Vojvodine, Savez samostal- nih sindikata Srbije - Savez samostalnih sindikata Vojvodine (2010), https://www.google. com/url?sa=t&rct=j&q=&esrc=s&source=web&cd=&ved=2ahUKEwj-kubekt_sAhXIyI- UKHR39AvUQFjAAegQIBRAC&url=http%3A%2F%2Fwww.sssv.rs%2Fsekcije%2Fzene%2Fdo- kumenta%2FPRAVILA%2520O%2520RADU%2520ZENE%25202010.pdf&usg=AOvVaw1iUVm- mhmkSlSgY_HHYtUn7, accessed on 10 October 2020

90. Protecting women’s rights during Covid-19, 09/04/2020, http://www.industriall-union.org/ protecting-women-rights-in-during-covid-19, accessed on 20 September 2020

91. Radnice na prvoj liniji - žene, sindikati i kriza, published on 17 July 2020, http://www.cen- taronline.org/sr/dogadjaj/12093/radnice-na-prvoj-liniji-zene-sindikati-i-kriza, accessed on 4 October 2020

92. Republički zavod za statistiku, Žene i muškarci u Srbiji, Beograd, 2008.

93. Republički zavod za statistiku, Žene i muškarci u Srbiji, Beograd, 2017.

94. Safe at home, safe at work, 12/06/2017, https://www.etuc.org/en/document/safe-home- safe-work-final-report-national-country-studies, accessed on 16 July 2020

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95. Saopštenje za javnost Sindikata lekara i farmaceuta Srbije, http://www.sindikatlfs.rs/saop- stenje-za-javnost-sidnikata-lekara-i-farmaceuta-srbije/, accessed on 4 October 2020

96. Savez samostalnih sindikata Srbije - dopis, https://www.sindikat.rs/aktuelno_files/vesti_pdf/ brnabic_30mart20.pdf, accessed on 29 September 2020

97. Spanish unions call time on trafficking, https://www.etuc.org/en/spanish-un- ions-call-time-trafficking, accessed on 19 October 2020

98. STOP nasilju nad ženama i muškarcima na radnom mestu, published on 8 September 2017, https://nezavisnost.org/stop-nasilju-nad-zenama-i-muskarcima-na-radnom-mestu/, ac- cessed on 9 July 2020

99. Taub, A., A New COVID-19 Crisis: Domestic Abuse Rises Worldwide , The New York Times, 06/04/2020, https://www.nytimes.com/2020/04/06/world/coronavirus-domestic-violence. html, accessed on 16 September 2020

100. The Lisbon Strategy: Lisbon target on elder care/ care for dependents, https://portal.cor. europa.eu/europe2020/Profiles/Pages/TheLisbonStrategyinshort.aspx#:~:text=The%20 aim%20of%20the%20Lisbon,jobs%20and%20greater%20social%20cohesion%22, accessed on 30 October 2020

101. UGS Nezavisnost - Pitali smo Ministarstvo za rad, 19/03/2020, https://nezavisnost.org-pita- li-smo-ministarstvo–za-rad, accessed on 2 October 2020

102. Union demands pregnant teachers be withdrawn from schools because of risks tied to COVID-19, 19/09/2020, available at: https://montreal.ctvnews.ca/union-demands-pregnant- teachers-be-withdrawn-from-schools-because-of-risks-tied-to-covid-19-1.5111870, accessed on 9 October 2020

103. Union plus – A brief history of Unions, https://www.unionplus.org/page/brief-history-unions, accessed on 29 September 2020

104. Union responses to gender-based violence and the COVID-19 pandemic, 22/06/2020, https:// www.ituc-csi.org/union-responses-to-gender-based, accessed on 22 September 2020

105. Unifor raises $134,000 to aid domestic violence victims, 19 September 2020, https://www. unifor.org/en/whats-new/press-room/unifor-raises-134000-aid-domestic-violence-victims, accessed on 17 October 2020

132 The position of women in trade unions in Serbia | References

106. UN Women - The Shadow Pandemic: Violence against women during COVID-19, https:// www.unwomen.org/en/news/in-focus/in-focus-gender-equality-in-covid-19-response/vio- lence-against-women-during-covid-19, accessed on 14 August 2020

107. Urban, B.Z. & Wagner, K.C. (2000) Union Responses to Domestic and Sexual Violence, and Stalking, San Francisco, CA: Futures Without Violence, https://www.workplacesrespond.org/ resource-library/can-unions-prevent-respond-workplace-violence/, accessed on 12 October 2020

108. Urdarević, B. i dr. (2019) Analiza stanja ekonomskih i socijalnih prava u Republici Srbiji – Iz- veštaj o primeni Međunarodnog pakta o ekonomskim, socijalnim i kulturnim pravima, Centar za dostojanstven rad, Beograd.

109. Uredba o merama u vreme vanrednog stanja, „Službeni glasnik RS“ br. 31/2020, 36/ 2020, 38/ 2020, 39/ 2020, 43/ 2020, 47/ 2020, 49/ 2020, 53/ 2020, 56/ 2020, 57/ 2020, 58/ 2020, 60/ 2020

110. Vidaković, D. (2019) Društvena uloga sindikata u vremenu postsocijalističke tranzicije, Arhiv za pravne i društvene nauke, Vol.1, Br. 1, str. 126-139

111. Wagtmann, M.A. (2010) Module 3, Maritime & Port Wages, Benefits, Labour Relations. Interna- tional Maritime Human Resource Management textbook modules. https://www.scribd.com/ document/239694587/Maritime-HR-Wage-and-benefit-creation-role-of-unions-and-employ- ers-organisations, accessed on 16 October 2020

112. We cannot let domestic violence accompany the spread of COVID-19, published on 17 April 2020, http://www.iuf.org/w/?q=node/7584, accessed on 21 May 2020

113. Webb, S. & Webb, B. (1920) History of Trade Unionism, Longmans and Co, London. ch. I, https://academic.oup.com/ej/article-abstract/30/118/219/5282250?redirectedFrom=fulltext, accessed on 8 October 2020

114. Women’s Rights - Breaking the Gender Barrier: A Woman’s Place is in Her Union, https:// www.lib.umd.edu/unions/social/womens-rights, accessed on 15 October 2020

115. Women and their unions are battling a double crisis: Covid-19 and domestic violence, pub- lished on 20 April 2020, https://www.uni-europa.org/2020/04/women-and-their-unions-are- battling-a-double-crisis-covid-19-and-domestic-violence/, accessed on 23 July 2020

133  The position of women in trade unions in Serbia | References

116. Zahtev za vrednovanje, uvažavanje i nagrađivanje zdravstvenih radnika, http://www.sindikat- lfs.rs/zahtev-za-vrednovanje-uvazavanje-i-nagradjivanje-zdravstvenih-radnika/, accessed on 4 October 2020

117. Zakon o radu Republike Srbije, „Sl. glasnik RS“, br. 24/2005, 61/2005, 54/2009, 32/2013, 75/2014, 13/2017 - odluka US, 113/2017 i 95/2018 - autentično tumačenje

118. Zakon o udruženom radu, „Službeni list SFRJ“, 1976.

119. Zorić, J., Dičić, N. & Petković, Н. (2008) Radna prava žena u Srbiji. Beogradski centar za ljud- ska prava, Beograd

134 The position of women in trade unions in Serbia | References

135 136

Položaj žena u sindikatima u Srbiji Dr Vida Vilić Dr Kosana Beker

Pančevo, 2021. godine Položaj žena u sindikatima u Srbiji

Za izdavača: Udruženje građanki FemPlatz uz podršku Misije OEBS-a u Srbiji

Autorke: Dr Vida Vilić i Dr Kosana Beker

Istraživačice: Maja Mirkov i Biljana Maletin

Štampa: Jovšić Printing Centar

Tiraž: 400

ISBN-978-86-81614-17-4

Napomena: Stavovi izrečeni u ovoj publikaciji pripadaju isključivo autorkama i njihovim saradnicama i ne predstavljaju nužno zvaničan stav Misije OEBS-a u Srbiji. Sadržaj 1. Uvod........................................................................................................................................................ 5

2. Šta su sindikati: pojam, razvoj i značaj................................................................................... 7

3. Sindikati i njihova aktivnost...................................................................................................... 12 3.1. Primeri dobre prakse............................................................................................................... 12 3.2. Aktivnost sindikata u vreme pandemije kovida-19......................................................... 16

4. Uticaj pokreta za ženska prava na sindikalnu aktivnost žena.................................... 22

5. Pravni okvir za delatnost sindikata........................................................................................ 32 5.1. Zakon o radu Republike Srbije.............................................................................................. 32 5.2. (Posebni) kolektivni ugovori ................................................................................................. 35 5.2.1. Odmori i odsustva.............................................................................................................. 37 5.2.2. Novčana i druga primanja zaposlenih............................................................................... 38 5.2.3. Prava na osnovu prekovremenog rada.............................................................................. 41 5.2.4. Bezbednost i zdravlje na radu............................................................................................ 41 5.2.5. Obavljanje poslova sa povećanim rizikom i posebna zaštita materinstva...................... 42 5.2.6. Zlostavljanje na radu (mobing).......................................................................................... 43 5.2.7. Utvrđivanje viška zaposlenih i premeštaj zaposlenog na drugo radno mesto................ 43 5.2.8. Specifičnosti ...................................................................................................................... 45

6. Angažovanost sindikata na suzbijanju rodno zasnovanog nasilja i nasilja u porodici u vreme pandemije kovida-19..................................................................................... 47

7. Istraživanje o položaju žena u sindikatima......................................................................... 54 7.1. Cilj, predmet i opis istraživanja............................................................................................. 54 7.2. Nalazi i interpretacija.............................................................................................................. 57 7.2.1. Demografske karakteristike uzorka................................................................................... 57  7.2.2. Članstvo u sindikatu .......................................................................................................... 58 7.2.3. Aktivnosti sindikata i žene.................................................................................................. 64 7.2.4. Poštovanje prava žena na radu i u vezi sa radom.............................................................. 70 7.2.5. Stavovi o položaju žena u sindikatima.............................................................................. 74 7.2.6. Uticaj kovida-19 na radna prava žena i uloga sindikata................................................... 79 7.2.7. Stavovi sindikalnih rukovoditeljki..................................................................................... 85

8. Zaključci i preporuke................................................................................................................... 102

Aneks 1. Preporuke iz Izveštaja Evropske komisije koje se odnose na Srbiju 2020. godine u oblasti socijalne politike i zapošljavanja .................................................................................... 110

Aneks 2. Preporuke 2019/1158 o ravnoteži poslovnog i privatnog života za roditelje u vezi sa Direktivom Evropske Unije 2019/1152 .............................................................................. 114

Literatura .............................................................................................................................................. 120 1. Uvod Položaj žena u oblasti rada i zapošljavanja u Srbiji je nepovoljan. Izražene su rodne nejedna- kosti na tržištu rada, a rodna dimenzija nedostaje u politikama zapošljavanja (Urdarević i dr, 2019: 22-23). Rodni jaz u stopi zaposlenosti je konstantan, a tržište rada karakteriše rodna se- gregacija po sektorima i zanimanjima (Urdarević i dr, 2019: 22). Postoji rodni jaz u zaradama, a zbog barijera za pomirenje profesionalnog i porodičnog života, kao i zbog nedostatka ade- kvatnih usluga, žene su mnogo neaktivnije na tržištu rada (Urdarević i dr, 2019: 23). Mere šted- nje uvedene 2014. godine nesrazmerno su pogodile žene.

Veća je verovatnoća da će žene raditi sa nepunim radnim vremenom nego muškarci, kako u privatnom, tako i u javnom sektoru. Od ukupnog broja zaposlenih koji su kao razlog za kraće radno vreme naveli brigu o deci ili bolesnim odraslim osobama, čak 87,4% su žene (Urdarević i dr, 2019: 29). Izveštaji raznih sindikata pokazuju da poslodavci vrlo često plaćaju doprinose za zaposlene žene, posebno u proizvodnom sektoru, kao da imaju završenu samo osnovnu školu, bez obzira na njihovo stvarno obrazovanje (Mitrović, 2019), da su žene izložene lošim uslovima rada, kao i da je u Srbiji posebno težak položaj tekstilnih radnica.1

Žene su suočene sa rodno zasnovanom diskriminacijom pri zapošljavanju, ali i na radnom mestu. Istraživanje o rodno zasnovanoj diskriminaciji prilikom zapošljavanja i rada pokazalo je da je 36% žena i 26% muškaraca prilikom razgovora za posao moralo da odgovori na pita- nja o deci, da li imaju ili planiraju da imaju decu, a od oko 7% žena je zatraženo da dostave le- karsko uverenje da nisu trudne (Đan i Vrbaški, 2019). Skoro trećina ispitanica smatra da im je uskraćeno pravo na plaćeno porodiljsko odsustvo, odnosno, da nisu dobile naknadu zarade ili druge beneficije, u skladu sa zakonom. Među ženama koje su uzimale porodiljsko odsustvo sa posla, 64% se vratilo na posao po isteku odsustva, a 16% navodi da su bile primorane da se vrate na posao ranije nego što je planirano. Takođe, 15% je prijavilo da im je po povratku sa porodiljskog odsustva smanjena plata, a 9% da moraju duže da rade (Đan i Vrbaški, 2019: 33).

1 Na primer, Clean Clothes Srbija, https://cpe.org.rs/clean-clothes-campaign/; Žene govore, ROZA Udruženje za radna prava žena https://rozaradnaprava.rs/zene-govore/

5  Položaj žena u sindikatima u Srbiji | 1. Uvod

Imajući u vidu ulogu sindikata u zaštiti radnih prava, cilj istraživanja jeste sagledavanje polo- žaja žena u sindikatima u Srbiji, kao i analiza programske orijentacije sindikata u kontekstu unapređenja prava žena i rodne ravnopravnosti, odnosno, šta sindikati rade u tom kontekstu, da li imaju specifične aktivnosti usmerene na poboljšanje položaja žena ili smanjivanje nejed- nakosti, da li obezbeđuju dovoljna finansijska sredstva za ove aktivnosti i slično.

6 2. Šta su sindikati: pojam, razvoj i značaj Sindikat je samostalna, demokratska i nezavisna organizacija zaposlenih u koju se oni dobro- voljno udružuju radi zastupanja, predstavljanja, unapređenja i zaštite svojih profesionalnih, radnih, ekonomskih, socijalnih, kulturnih i drugih pojedinačnih i kolektivnih interesa (Kosa- nović, 2010: 1). To je udruženje radnika koji se organizuju u posebnim industrijama, delatno- stima ili kompanijama, kako bi se borili za bolje plaćen rad, beneficije, uslove rada, društveni i politički status, a sve to putem kolektivnog pregovaranja.2 Sindikat se može definisati kao za- konski regulisana institucija koju osnivaju zaposleni kako bi ih predstavlјala u složenim eko- nomskim i zakonskim odnosima s poslodavcima i vladom (Vidaković, 2019: 216). Sama reč sindikat potiče od grčke reči syndikos (org. σύνδικος), koja se koristi za označavanje advokata, pravnog zastupnika, branioca na sudu u staroj Grčkoj.

Uloga sindikata u zaštiti prava zaposlenih se ogleda u zaštiti radnih, ekonomskih, socijalnih i profesionalnih interesa dobrovoljno učlanjenih radnika (Kosanović, 2010: 1), odnosno, da u svojstvu kolektivne organizacije radnika zastupaju, štite i povećavaju prava i interese zaposle- nih koji su njihovi članovi (Vidaković, 2019: 217). Kroz sindikalnu borbu, sindikat vrši pritisak na poslodavce i vlast, pod pretnjom regularnih zakonskih oblika sindikalne borbe. Sama ak- tivnost sindikata može biti organizovana na različitim nivoima: na nacionalnom nivou, na lo- kalnom nivou, kod određenog poslodavca ili u okviru određene profesionalne grane. U zavi- snosti od nivoa organizovanosti zavisi i doseg mogućnosti prava koje sindikat ima.

2 Britannica - Trade union - labour organization, objavljeno 24.09.2019, https://www.britannica.com/topic/trade- union, pretraženo 03.10.2020.

7  Položaj žena u sindikatima u Srbiji | 2. Šta su sindikati: pojam, razvoj i značaj

Sindikati mogu da pružaju radno-pravnu zaštitu u širem smislu (koja podrazumeva unapre- đenje i zaštitu interesa po osnovu rada) i u užem smislu (pružanje konkretne zaštite iz obla- sti radnog prava); na makro planu (sistemsko uređivanje položaja i prava radnika) i na mi- kro planu (radno-pravna zaštita kod konkretnog poslodavca); preventivnu (socijalni dijalog) i konkretnu radno-pravnu zaštitu (u slučaju povrede prava); kolektivnu (koja se odnosi na kon- kretnu zaštitu jedne grupe članova) i pojedinačnu zaštitu (pružanje neposredne radno-pravne pomoći konkretnom članu sindikata); kao i internu (kod poslodavca) i eksternu radno-pravnu zaštitu (pred državnim organima).

Sindikati su se dugi niz godina borili za pravičnost i pravdu na radnom mestu. Nastanak sin- dikata datira iz XVIII veka, tačnije od pojave industrijske revolucije u Evropi, kada je došlo do većeg zapošljavanja radnika u oblasti industrije, kojima je bio potreban neko da zastupa nji- hova prava iz radnog odnosa.3 Prvi sindikati su bili strukovnog karaktera, okupljali su isklju- čivo grupe radnika koji obavljaju istu vrstu specifičnih poslova i bili su uglavnom lokalnog tipa. Pojavljivanjem sindikalizma kao organizovanog pokreta, sindikati počinju da okupljaju radnike bez obzira na njihovu struku i kvalifkacije. Sindikati su vremenom postali deo kulture i angažovanja u svakom društvu.

Sindikalno organizovanje povezuje se sa industrijskom revolucijom u Evropi. Kao organizo- vani pokret, sindikalizam se najpre pojavio u XIX veku u Velikoj Britaniji, kontinentalnom delu Evrope i Sjedinjenim Američkim Državama.4 U mnogim zemljama sindikalizam se poistove- ćuje sa radničkim organizovanjem. Mala udruženja zanatlija koja su se okupljala kako bi se borila za poboljšanje svojih prava pojavila su se u Britaniji u XVIII veku, ali su bila sporadična i kratkog daha. Početak XX veka doneo je promene: u Velikoj Britaniji sindikati su počeli da se politički angažuju što je dovelo do formiranja Laburističke stranke 1906. godine, dok su sindi- kalci u Americi utemeljili kolektivno pregovaranje kao način za dobijanja ekonomskih benefi- cija za svoje članove.5

3 Union plus – A brief history of Unions, https://www.unionplus.org/page/brief-history-unions, pretraženo 29.09.2020. 4 Britannica - Trade union - labour organization, objavljeno 24.09.2019, https://www.britannica.com/topic/trade- union, pretraženo 03.10.2020. 5 Britannica - Trade union - labour organization, objavljeno 24.09.2019, https://www.britannica.com/topic/trade- union, pretraženo 03.10.2020.

8 Položaj žena u sindikatima u Srbiji | 2. Šta su sindikati: pojam, razvoj i značaj

Radnički pokret u Sjedinjenim Američkim Državama razvio se iz potrebe da se zaštiti zajed- nički interes svih radnika: da se povede organizovana borba za bolje zarade, razumno radno vreme, sigurnije uslove rada, sprečavanja dečijeg rada, obezbeđenja zdravstvenog osiguranja i pomoći radnicima koji su pretrpeli profesionalnu povredu ili su penzionisani. Smatra se da je prvi radnički štrajk organizovan 1768. godine u Njujorku, kada su krojači protestovali zbog smanjenja zarada, dok se formiranje federalnog udruženja obućara u Filadelfiji 1794. godine smatra početkom trajnijeg sindikalnog organizovanja američkih radniika.6 Žensko sindikalno angažovanje priznato je tek 1964-1965. godine, kada je pokrenuto pitanje promocije antidis- kriminatorne politike od sindikata.

Glavni zadatak sindikata bio je i ostao da predvode zaposlene u kolektivnom pregovaranju sa poslodavcima, u ime i u interesu zaposlenih radnika. Najčešći cilj vođenja pregovora je „očuva- nje nivoa postojećih uslova za rad ili poboljšanje uslova rada“ (Webb & Webb, 1920). Sindikate, pored zaposlenih radnika, čine profesionalci, radnici u penziji, studenti, nezaposlena lica.

Sindikalno pravo je različito od zemlje do zemlje, isto kao što su različiti i zadaci sindikata i metode pregovaranja. U Sjedinjenim Američkim Državama, najzastupljenije je kolektivno pre- govaranje sindikata direktno sa poslodavcima, dok na primer u Austriji, Danskoj, Nemačkoj i Švedskoj sindikati najčešće pregovaraju sa udruženjima poslodavaca.7

Gold (1993) i Hall (1994) su sva sindikalna delovanja, sindikalne propise i načine pregovara- nja grupisali u tri tipa:

• Evropski kontinentalni sistem sindikalnog aktivizma i zakonodavstva u kome vlada i država igraju bitnu ulogu, jer donoseći zakone i pravne akte uređuju prava radnika koja su osnova za pregovaranje između sindikata, sa jedne strane i poslodavaca ili udruženja po- slodavaca, sa druge strane. Ovakav model je zastupljen uglavnom u zemljama članicama Evropske Unije, npr. u Belgiji, Francuskoj, Nemačkoj, Holandiji i Italiji, ali i u zemljama Istočne Evrope;

6 History - Labor Movement, objavljeno 31.03.2020, https://www.history.com/topics/19th-century/labor, pretraženo 30.09.2020. 7 Videti: Eurofound – Freedom of Association/Trade Union Freedom, objavljeno 17.04.2011., https://www.eurofound. europa.eu/observatories/eurwork/industrial-relations-dictionary/freedom-of-association, pretraženo 02.10.2020. i Eurofound - ECHR rules against Danish closed-shop agreements, http://www.eurofound.europa.eu/eiro/2006/01/ feature/dk0601104f.htm, pretraženo 02.10.2020.

9  Položaj žena u sindikatima u Srbiji | 2. Šta su sindikati: pojam, razvoj i značaj

• Anglosaksonski sistem sindikalnog aktivizma i zakonodavstva u kome je uloga vlade i države znatno manja i ograničena, što dozvoljava poslodavcima i udruženjima posloda- vaca da takoreći zastupaju državu u procesima pregovaranja i odlučivanja. Ovaj model je primenjen u Irskoj i Velikoj Britaniji. Sve je izraženija tendencija da se sistemi zemalja Istočne Evrope koje su relativno skoro primljene u Evropsku Uniju, sve više približavaju upravo anglosaksonskom sistemu.

• Nordijski sistem sindikalnog aktivizma i zakonodavstva podrazumeva da je uloga vlade i države ograničena, kao u anglosaksonskom sistemu, ali postoji veliki broj umre- ženih udruženja poslodavaca koji „pokrivaju“ veliki broj industrijskih grana i preduzetnič- kih firmi. Ovakav model je primenjen u Danskoj, Finskoj, Norveškoj i Švedskoj (Wagtmann, 2010). Iako je sindikalni pokret rođen u Velikoj Britaniji, danas je njegova najveća aktivnost u nordijskim zemljama.8

Najveće sindikalno udruženje na svetu nalazi se u Briselu i naziva se Međunarodna konfede- racija sindikata (International Trade Union Confederation - ITUC), u svom sastavu ima 332 or- ganizacije u 163 zemlje sveta, a ukupno broji oko 166 miliona članova.9

Aktivnost sindikata danas varira od zemlje do zemlje.10 Navodi se da u Srbiji deluje oko 24.000 sindikata,11 a podatak Međunarodne organizacije rada iz 2010. godine pokazuje da je u Srbiji 27,9% zaposlenih bilo aktivno sindikalno organizovano.12

Značajniji razvoj sindikata u Jugoslaviji otpočeo je juna 1950. godine, kada je Narodna skup- ština FNRJ usvojila Osnovni zakon o upravljanju državnim i privrednim preduzećima i višim proizvodnim udruženjima od strane radnih kolektiva,13 popularno nazvan Zakon o samou- pravljanju. Osnovna ideja ovog zakona bila je da društvenom proizvodnjom upravljaju nepo-

8 International Labour Organisation - Industrial relations, objavljeno 09.10.2018., https://www.ilo.org/ilostat-files/ Documents/description_IR_EN.pdf, pretraženo 28.09.2020. 9 International Trade Union Confederation (ITUC) – List of affilates, https://www.ituc-csi.org/IMG/pdf/list_of_ affiliates_nov_2019.pdf, pretraženo 02.10.2020. 10 International Labour Organisation - Industrial relations, objavljeno 09.10.2018., https://www.ilo.org/ilostat-files/ Documents/description_IR_EN.pdf, pretraženo 28.09.2020. 11 N1 Info: Sindikati se ne bore za interese radnika, http://rs.n1info.com/Biznis/a314322/Sindikati-u-Srbiji.html, pretraženo 12.10.2020. 12 International Labour Organisation - Industrial relations, objavljeno 09.10.2018., https://www.ilo.org/ilostat-files/ Documents/description_IR_EN.pdf, pretraženo 28.09.2020. 13 "Službeni list FNRJ", 1951

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sredni proizvođači tj. radnici, pošto su ovim zakonom državna privredna preduzeća okarakte- risana kao imovina svih građana kojom, u ime društvene zajednice, upravljaju radni kolektivi (putem radničkih saveta). Na ovaj način, sindikati su dobili ulogu mobilizatora radničke klase u borbi za veća prava radnika i bolje uslove rada. Ustav SFRJ donet 1974. godine uticao je na do- nošenje Zakona o udruženom radu 1976. godine14 kojim je zaokružena samoupravna organi- zacija preduzeća i ustanova, a sindikat je angažovan u konstituisanju osnovnih, radnih i slože- nih organizacija udruženog rada, izboru samoupravnih organa i donošenju normativnih akata. Raspadom SFRJ prestaje da postoji i Savez sindikata.

14 "Službeni list SFRJ", 1976.

11  3. Sindikati i njihova aktivnost

3.1. Primeri dobre prakse U vezi sa aktivnostima sindikata, može se postaviti pitanje da li su i na koji način sindikati spremni da pomognu ženama, kao i na koji način se može sprečiti dalje ugrožavanje već ve- oma osetljivog položaja žena. Neki od primera dobrih praksi delovanja sindikalnih organiza- cija, u smislu unapređenja radnopravnih i socijalnih prava, možemo naći u sindikatima u Ita- liji, Hrvatskoj, Slovačkoj, Češkoj, Holandiji, Portugalu, Rumuniji i Irskoj.

Borba sindikata protiv nasilja i seksualnog zlostavljanja žena na radnom mestu je odavno počela, a zasnovana je na činjenici da su žene koje rade u obrazovanju, državnoj administra- ciji, delatnosti transporta i uslužnog sektora u povećanom riziku od ove vrste nasilja na rad- nom mestu (Montserrat, 2016). Francuska studija iz 2014. godine je pokazala da 30% žrtava seksualnog nasilja i uznemiravanja na radnom mestu postaje žrtva upravo zbog uslova u ko- jima rade i prirode njihovog radnog angažovanja, npr. imaju ugovore o radu na određeno vre- me.15 Tri sindikata u Italiji (CGIL-CISL-UIL) su se udružila i 15. oktobra 2019. godine potpisali prvi sporazum o sprečavanju nasilja na radnom mestu, koji je posebno važan za žene, jer su one najčešće meta zlostavljača na poslu (Loriol et al, 2020).16 Ovaj sporazum je bio direktno usmeren protiv seksualnog zlostavljanja žena na radnom mestu od menadžmenta vodovod- nog preduzeća iz Sijama, koji ima svoju poslovnicu u Sirakuzi na Siciliji.17 Osnova sporazuma

15 Montserrat Mir Roca, Trade Unions Take A Stand To End Violence Against Women, 25 Novembar 2016, https://www. socialeurope.eu/trade-unions-take-stand-end-violence-women 16 Videti i: Italy/Sicily: Agreement against Harrasment and Violence in the Workplace, objavljeno 22.10.2019., https:// news.industriall-europe.eu/Article/375, pretraženo 14.07.2020. 17 MarcLoriol, LilianaDassisti, IgnazioGrattagliano, Harassment at work in France and Italy first hypothesis for an international comparison, Aggression and Violent Behavior, Volume 53, July–August 2020, https://doi.org/10.1016/j. avb.2020.101427

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je Evropski okvirni sporazum o zlostavljanju i nasilju na radnom mestu,18 koji su Evropski soci- jalni partneri usvojili još 2007. godine. Predstavnici sindikata Međunarodne organizacije rada UN su juna 2019. godine postigli dogovor sa vladama i poslodavcima širom sveta o potrebi da se usvoji Konvencija o eliminaciji nasilja i zlostavljanja na radnom mestu, sa pratećim prepo- rukama, kojom bi se prvi put u istoriji ustanovilo pravo svih zaposlenih da rade u okruženju bez nasilja i zlostavljanja.19 Ova konvencija bi inicirala donošenje nacionalnih zakona koji bi sankcionisali nasilje i zlostavljanje na radnom mestu, ali takođe obavezala poslodavce da do- nesu sopstvene akte kojima bi sprečili i zaustavili nasilje i zlostavljanje na radnom mestu, na- kon konsultacije sa sindikatima i zaposlenima.

Sindikati u svetu su i pre pojave pandemije kovida-19 dugo insistirali da zaštita od nasilja u porodici bude obuhvaćena Konvencijom o nasilju i zlostavljanju br. 190 (ILO C190),20 koju je donela Međunarodna organizacija rada a koju nacionalna zakonodavstva moraju da ratifi- kuju i implementiraju u nacionalno pravo. Nakon proglašenja pandemije, sindikati su ponovo počeli da ukazuju na značaj ove konvencije, zbog velikog uticaja na bezbednost svih zaposle- nih žena u Evropi, gde se sa početkom ograničenja kretanja nasilje u porodici utrostručilo. 21

Australijska unija sindikata je još 2017. godine apelovala na vladu da u radnopravnu regula- tivu uvede kao mogućnost plaćeno odsustvo u trajanju od 10 dana zbog nasilja u porodici, kako bi žena imala mogućnost da se skloni iz situacije nasilja i pobegne od nasilnika.22 U obra- zloženju svog predloga, predstavnici sindikata su naveli da nasilje u porodici državu košta 12 milijardi dolara godišnje, a da bi plaćeno odsustvo zbog nasilja u porodici po radniku po danu odsustva koštalo 5 centi, što je mali trošak za spasavanje života. Sličnu inicijativu pokrenula je februara 2020. godine International Transport Workers’ Federation (ITF) u Brazilu, sa obra-

18 European Framework Agreement on Harassment and Violence at Work, https://drive.google.com/file/d/0B9RTV08- rjErYURTckhMZzFETEk/view, pretraženo 04.10.2020. 19 ILO Convention on Violence and Harassment: Five key questions, objavljeno 28.06.2019, https://www.ilo.org/ global/about-the-ilo/newsroom/news/WCMS_711891/lang--en/index.htm, pretraženo 17.10.2020. 20 International Labour Organisation - Violence and Harassment Convention No. 190, 2019, https://www.ilo.org/dyn/ normlex/en/f?p=NORMLEXPUB:12100:0::NO::P12100_ILO_CODE:C190, pretraženo 05.10.2020. 21 Women and their unions are battling a double crisis: Covid-19 and domestic violence, objavljeno 20.04.2020., https://www.uni-europa.org/2020/04/women-and-their-unions-are-battling-a-double-crisis-covid-19-and- domestic-violence/, pretraženo 23.07.2020. 22 ACTU demands Turnbull back 10 days paid domestic violence leave, objavljeno 28.11.2017., https://www.actu. org.au/actu-media/media-releases/2017/actu-demands-turnbull-back-10-days-paid-domestic-violence-leave, pretraženo 16.10.2020.

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zloženjem da je rodno zasnovano nasilje u Brazilu postalo prava epidemija na koju su sindi- kati ponudili bar neki odgovor.23

Sindikati u Španiji su 2018. godine pokrenuli inicijativu ka Vladi Španije za borbu protiv trgo- vine ljudima i seksualne eksploatacije žena, navodeći da „Prostitucija nije posao, već eksplo- atacija“24 čime su se usprotivili legalizaciji prostitucije i pretvaranjem ljudskih tela, uglavnom ženskih, u robu na kojoj bi se legalno zarađivalo.

Sindikati radnika zaposlenih u zdravstvu u Norveškoj uspeli su krajem 2019. godine da se iz- bore da se u prosek za penziju uračunavaju sva primanja koje je zaposleni ostvario, a ovo se odnosi po prvi put i na zaposlene koji rade na određeno vreme.25 Naime, predstavnici sindi- kata su naveli da će se na ovaj način ispraviti nepravda koja je učinjena prema skoro 4.000 za- poslenih koji su radili i prekovremeno ali im ta zarada nije ulazila u obračunavanje penzijskog osnova. Ovo će znatno uticati na povećanje penzija zaposlenih u zdravstvu.

Oktobra 2019. godine Evropska konfederacija sindikata (The European Trade Union Confe- deration - ETUC) je pokrenula pitanje kažnjavanja poslodavaca koji nejednako plaćaju muš- karce i žene za isti posao koji obavljaju.26 Razlika u zaradi muškaraca i žena u Evropi varira, ali u proseku iznosi 16% u korist muškaraca (npr. u Estoniji je to 27%, u Rumuniji 8%). 27 Kada bi žene bile plaćene isto koliko i muškarci, siromaštvo među zaposlenim ženama bi bilo prepo- lovljeno.28 ETUC je zauzela stav da Evropska komisija29 treba da donese Direktivu o transpa- rentnosti plaćanja zarada bez obzira na pol (engl. Gender Pay Transparency Directive) koja bi posebno obuhvatila:

23 Paid domestic violence leave and Women’s Advocate program go international, objavljeno 13.02.2020, https:// www.unifor.org/en/whats-new/news/paid-domestic-violence-leave-and-womens-advocate-program-go- international,, pretraženo 16.10.2020. 24 Spanish unions call time on trafficking, https://www.etuc.org/en/spanish-unions-call-time-trafficking, pretraženo 19.10.2020. 25 Norway: pensions and pay victory for health workers https://www.etuc.org/en/norway-pensions-and-pay-victory- health-workers, pretraženo 16.10.2020. 26 Fine companies who refuse gender pay transparency, unions tell Von der Leyen, https://www.etuc.org/en/ pressrelease/fine-companies-who-refuse-gender-pay-transparency-unions-tell-von-der-leyen, pretraženo 16.10.2020. 27 ETUC Resolution on Gender Pay Transparency Directive, https://www.etuc.org/en/document/etuc-resolution- gender-pay-transparency-directive, pretraženo 02.10.2020. 28 Ibid. 29 European Commission – Equal Pay, https://ec.europa.eu/info/policies/justice-and-fundamental-rights/gender- equality/equal-pay_en, pretraženo 04.10.2020.

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• Obavezne godišnje rodne revizije zarada, beneficija i bonusa za poslodavce koji imaju više od 10 zaposlenih;

• Novčane kazne za kompanije koji imaju više od 10 zaposlenih koje ne naprave izveštaj o vi- sini plata po polnoj strukturi zaposlenih;

• Pravo radnika da zahtevaju podatke o platama kolega, kao i informacije o visini plata po polnoj strukturi zaposlenih kod poslodavca gde su zaposleni;

• Zabrana klauzule o tajnosti iznosa ukupne zarade u ugovorima o radu i obaveza za poslo- davce da obezbede skale po kojima plaćaju zaposlene u samom oglasu za posao;

• Podrška kolektivnom pregovaranju, kao najboljem načinu za uklanjanje razlike u platama žena i muškaraca.

Ovakvom aktivnošću sindikata, 18. septembar 2020. godine prvi put je ustanovljen kao Me- đunarodni dan jednakih plata (engl. Equal Pay Day),30 čime je i zvanično odato priznanje više- vekovnoj borbi ženskih pokreta i sindikata da žene budu jednako plaćene kao i muškarci za iste poslove koje obavljaju. Na ovaj dan, prvi put je odata počast kondukterkama u autobu- sima i tramvajima koje su 1918. godine otpočele štrajk protiv nejednakih plata. Međunarodna organizacija rada je takođe doprinela popularizaciji ovog prava.31 Sindikati u Australiji su na- veli da je ove godine, zbog pandemije, situacija u pojedinim delatnostima još gora nego što je bila, npr. u zdravstvenom sistemu Australije razlika između zarada žena i muškaraca za iste poslove ove godine iznosi 21,3%.32

Sindikati su bili aktivni i na poboljšanju radnih i socijalnih prava očeva. Zaposleni očevi u Italiji, Hrvatskoj i Slovačkoj su na putu da prvi put dobiju pravo na plaćeno odsustvo u vreme kada

30 18 September 2020 marks the inaugural United Nations International Equal Pay Day, https://www.ituc-csi.org/ equal-pay-day-2020, pretraženo 16.10.2020. 31 ILO - COVID-19: Protecting workers in the workplace - Play fair for equal pay, objavljeno 14.09.2020., https://www. ilo.org/global/about-the-ilo/multimedia/video/institutional-videos/WCMS_755228/lang--en/index.htm, pretraženo 02.10.2020. 32 Equal pay day - Pandemic response must address the gender pay gap, objavljeno 28.08.2020, https://www.actu. org.au/actu-media/media-releases/2020/equal-pay-day-pandemic-response-must-address-the-gender-pay-gap, pretraženo 03.10.2020.

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treba da im se rodi dete, a sve po Direktivi (EU) 2019/115233 koju je juna 2019. godine usvo- jio Evropski Savet.34 Sindikati u Češkoj, Holandiji, Portugalu i Rumuniji su se izborili da se broj dana koji očevi dobijaju za plaćeno odsustvo za negu deteta, vremenski udvostruči.35 Naime, prema navedenoj direktivi, očevima sledi plaćeno odsustvo u trajanju od 10 radnih dana za negu deteta, a koje bi bilo plaćeno najmanje dve trećine od regularnog iznosa plate, čime bi bilo izjednačeno sa plaćanjem običnog bolovanja. Ipak, uspešnost svih ovih inicijativa zavisi od načina na koji će one biti implementirane u nacionalna zakonodavstva. Sličan predlog za plaćena odsustva za očeve dali su i sindikati u Irskoj, da svaki roditelj deteta mlađeg od godinu dana, bez obzira da li je u radnom odnosu ili samostalno ostvaruje prihode, ima pravo na pla- ćeno roditeljsko odsustvo najpre u trajanju od dve nedelje, a sada je delatnošću sindikata pro- duženo na sedam nedelja.36 Sindikati u Irskoj trenutno pregovaraju da svaki roditelj ima pravo na bar četiri meseca plaćenog roditeljskog odsustva za svako dete mlađe od osam godina.37

3.2. Aktivnost sindikata u vreme pandemije kovida-19 U vreme pandemije kovida-19, zajednički prioritet i predmet borbe sindikata jeste i kontrola da li se posao može obavljati bezbedno. Mere na kojima su sindikati insistirali bile su usme- rene ka smanjenju širenja virusa na radnom mestu, a obuhvatale su prilagođavanje radnih aranžmana (npr. promovisanje rada na daljinu, preraspodela radnog vremena i pauze u radu) i radnog okruženja (npr. poštovanje principa fizičkog distanciranja), promovisanje higijene na radnom mestu, pružanje radnicima pouzdanih i dostupnih informacija o zdravom ponašanju i identifikovanje i postupanje prilikom postojanja sumnje na infekciju koronavirusom. Vlade, u saradnji sa organizacijama poslodavaca i radnika, morale su da razmotre hitne i osnovne potrebe ranjivih grupa radnika.

33 Direktiva (EU) 2019/1152 Evropskog Parlamenta i veća od 20. juna 2019. o transparentnim i predvidivim radnim uslovima u Europskoj uniji (engl. Directive (EU) 2019/1152 of the European Parliament and of the Council of 20 June 2019 on transparent and predictable working conditions in the European Union), https://eur-lex.europa.eu/legal- content/EN/TXT/?uri=CELEX:32019L1152, pretraženo 04.10.2020. 34 Parents in 7 countries to get new rights to paid leave, https://www.etuc.org/en/pressrelease/parents-7-countries- get-new-rights-paid-leave, pretraženo 11.10.2020. 35 Ibid. 36 Additional rights for new parents in Ireland, https://www.etuc.org/en/additional-rights-new-parents-ireland, pretraženo 08.10.2020. 37 Ibid.

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Međunarodna organizacija rada je ukazala na neke od ključnih pitanja kojima sindikati treba posebno da se bave za vreme trajanja pandemije kovida-19: prevencijom diskriminacije, či- njenje dostupnim zdravstvenih usluga svim zaposlenima i proširivanje obima prava na pla- ćeno i roditeljsko odsustvo.38

Diskriminacija se tokom pandemije manifestovala na različite načine, otkrivajući postojeće pukotine u društvu: žene, osobe sa invaliditetom, osobe koje žive sa HIV-om, radnici migranti i oni koji rade u neformalnoj ekonomiji u riziku su da budu dodatno ugroženi. Zaposlene žene susrele su se sa još jednom krizom momentom zatvaranja škola, vrtića i ustanova za negu,39 a kriza je razotkrila nejednakosti u radu i socijalnoj zaštiti koje proističu iz ugovornog statusa radnika. Zaposleni na određeno vreme ili sa nepunim radnim vremenom, kao i samozapo- slene osobe, preduzetnici i radnici koji rade za njih, nemaju ista prava na plaćeno bolovanje ili osiguranje za slučaj nezaposlenosti, niti uživaju isti nivo zaštite od profesionalnih bolesti ili oboljevanja na poslu (Berg, 2020). Rodno osetljivi pristupi, prilagođeni različitim karakte- ristikama i okolnostima ovih radnika, neophodni su pri osmišljavanju načina za poboljšanje njihovog pristupa preventivnim zdravstvenim merama i zdravstvenim uslugama i osigurava- nje sredstava za život. U periodu krize zbog pandemije kovida-19 neophodno je da organiza- cije zaposlenih rade na povećanju dostupnosti zdravstvenih usluga svim zaposlenima jer skoro 40% svetske populacije, zbog svog radnopravnog statusa, nema pravo na zdravstvenu zaštitu, a poboljšanje uslova rada zdravstvenih radnika još je jedan od preduslova za pruža- nje kvalitetnih zdravstvenih usluga, koje su ključne za smanjenje širenja virusa i omogućava- nje brzog oporavka zaraženima. Proširivanje obima prava na plaćeno i roditeljsko odsustvo je neophodno jer gotovo 50% radne snage u svetu nema pravo na bolovanje pa moraju da bi- raju između boravka kod kuće kada su bolesni ili očuvanja zaposlenja radi egzistencije, čime rizikuju svoje zdravlje i zdravlje drugih.40 Plaćeno roditeljsko odsustvo takođe treba da bude široko dostupno, jer u vreme pandemije postoje i zaposleni koji ne mogu da rade na daljinu.

38 ILO Policy Brief on COVID-19, Pillar 3: Protecting workers in the workplace, https://www.ilo.org/global/topics/ coronavirus/impacts-and-responses/WCMS_739049/lang--en/index.htm, pretraženo 02.10.2020. 39 ILO - COVID-19 response: Getting gender equality right for a better future for women at work , objavljeno 11.05.2020., https://www.ilo.org/global/topics/coronavirus/WCMS_744685/lang--en/index.htm, pretraženo 02.10.2020. 40 ILO - Sickness benefits during sick leave and quarantine: Country responses and policy considerations in the context of COVID-19 , ILO policy brief, objavljeno 14.05.2020., https://www.ilo.org/secsoc/information-resources/ publications-and-tools/Brochures/WCMS_744510/lang--en/index.htm, pretraženo 06.10.2020.

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Vlade, u saradnji sa organizacijama poslodavaca i radnika, usvojile su vanredne mere čiji je cilj da pomognu preduzećima da sačuvaju radna mesta, osiguravajući odgovarajući nivo so- cijalne zaštite i stabilizujući kreditno i finansijsko tržište.41 Od 17. aprila 2020. godine, 108 ze- malja i teritorija su primenile mere socijalne zaštite kao deo svog odgovora na krizu kovid-19, a posebno u oblastima zdravstvene zaštite, zaštite od nezaposlenosti, naknade za bolovanje i socijalne pomoći.42

Konfederacija italijanskih sindikata (CGIL-CISL-UIL) potpisala je 25. marta 2020. godine spora- zum o bezbednosti zdravstvenih radnika sa Ministarstvom zdravlja. Ovaj sporazum se odnosi na poštovanje osnovnih preventivnih mera (korišćenje zaštitne opreme, stalno testiranje rad- nika koji su izloženi većem riziku od zaražavanja, dezinfekcija radnog prostora) kojima se štiti život i zdravlje zdravstvenih radnika, a i sami sindikati imaju ovlašćenja da kontrolišu pošto- vanje sprovođenja ovih mera.43 Ovakvim sporazumom sindikati su želeli da zaštite zaposlene u zdravstvu, kao borce protiv koronavirusa koji su u prvim redovima, kako bi se smanjio broj zaraženih i preminulih zdravstvenih radnika.

Pandemija kovida-19 doprinela je većoj vidljivosti poslova koje pretežno obavljaju žene, čiji je rad vekovima sistematski potcenjivan i nedovoljno plaćen. Više od 70% svetske radne snage u socijalnoj i zdravstvenoj zaštiti čine žene, dok procenat žena zaposlenih u uslužnim delatno- stima i obavljanju kućnih poslova, maloprodaji hrane, poslovima održavanja i čišćenja iznosi nešto više od 58%.44 Sindikat učitelja i nastavnika iz Kvebeka u Kanadi podneo je u julu 2020. godine inicijativu da se sve trudne učiteljice, nastavnice i predavačice povuku iz nastave u školama zbog opasnosti od zaražavanja.,45 jer je ustanovljeno da je među ženama koje su se zarazile virusom tokom prva tri meseca trudnoće, povećan broj porođaja carskim rezom ili

41 ILO - Country policy responses, https://www.ilo.org/global/topics/coronavirus/regional-country/country- responses/lang--en/index.htm, pretraženo 06.10.2020. 42 ILO Social Protection Monitor, https://www.ilo.org/secsoc/information-resources/publications-and-tools/ Brochures/WCMS_741212/lang--en/index.htm, pretraženo 06.10.2020. 43 COVID-19: Italian unions sign vital new agreement on safety of health workers, https://www.epsu.org/article/covid- 19-italian-unions-sign-vital-new-agreement-safety-health-workers, pretraženo 17.10.2020. 44 18 September 2020 marks the inaugural United Nations International Equal Pay Day, https://www.ituc-csi.org/ equal-pay-day-2020, pretraženo 16.10.2020. 45 Union demands pregnant teachers be withdrawn from schools because of risks tied to COVID-19, objavljeno 19.09.2020., https://montreal.ctvnews.ca/union-demands-pregnant-teachers-be-withdrawn-from-schools- because-of-risks-tied-to-covid-19-1.5111870, pretraženo 09.10.2020.

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prevremenih porođaja. Ovo su samo neke od brojnih inicijativa koje su pokrenuli sindikati ši- rom sveta od početka pandemije koronavirusa.46

Čak i pre krize, zapošljavanje žena obeležili su neformalni, nesigurni, slabo plaćeni, nekvali- tetni poslovi, sa malo ili nimalo socijalne zaštite. Prema najnovijim podacima iz Monitoring izveštaja o merama tokom vanrednog stanja u oblasti socijalne politike i zapošljavanja, javnog zdravlja i zaštite potrošača i obrazovanja Nacionalnog konventa o Evropskoj uniji (NKEU),47 pojedini veći sindikati su pomenuti kao inicijatori donošenja odluka u oblasti soci- jalne politike i zapošljavanja kojima se zaposlenima u doba vanrednog stanja proširuje krug radnih prava. U izveštaju je navedeno da su izrazitu većinu (86%) zaposlenih „na prvoj liniji fronta“ u borbi protiv kovida-19 činile žene.

Na osnovu zahteva koji je Savez samostalnih sindikata Srbije uputio Vladi Republike Srbi- je,48 poslodavcima je preporučeno da obezbede pravo na naknadu zarade u visini od 100% osnova za naknade zarade u slučaju odsustva s rada zbog potvrđene zaraze virusom SARS- CoV-2, samoizolacije ili izolacije.49

Čim je 15. marta 2020. godine uvedeno vanredno stanje,50 došlo je do prekida rada velikog broja privrednih subjekata i ustanova, što je ugrozilo položaj velikog broja radnika. Na inici- jativu i zahtev UGS Nezavisnost održana je vanredna sednica Socijalno-ekonomskog saveta. Ovaj sindikat je predložio uvođenje moratorijuma na radno pravni status za najmanje 90 dana koliko može trajati vanredno stanje, a 19. marta 2020. godine uputio je tzv. Deset pitanja Mi- nistarstvu za rad, zapošljavanje, boračka i socijalna pitanja, o načinu kako da poslodavci koji su nastavili sa radom premostite nedostatak zaštitne opreme i dezinficijenasa u početnoj fazi vanrednog stanja; insistiranje da se zaštitna oprema obezbedi za sve, a naročito za predu-

46 Brojne su aktivnosti sindikata koje su pokrenute u Australiji, Austriji, Belgiji, Kanadi, Danskoj, Estoniji, Finskoj, Francuskoj, Nemačkoj, Islsandu, Irskoj, Izraelu, Italiji, Koreji, Japanu, Luksemburgu, Novom Zelandu, Holandiji, Norveškoj, Španiji, Švedskoj, Švajcarskoj, Turskoj, Velikoj Britaniji i Sjedinjenim Američkim Državama. Videti više na: Covid19 crisis: Mapping out trade union and social partners’ responses, objavljeno 30.06.2020., https://tuac.org/ news/covid19-crisis-mapping-out-trade-union-and-social-partners-responses/, pretraženo 07.10.2020. 47 Monitoring izveštaj o merama tokom vanrednog stanja u oblasti socijalne politike i zapošljavanja, javnog zdravlja i zaštite potrošača i obrazovanja Nacionalnog konventa o Evropskoj uniji (NKEU), http://eukonvent.org/wp-content/ uploads/2020/08/Monitoring-izvestaj-SOCIJALNE-POLITIKE-I-ZAPOS%CC%8CLJAVANJA-JAVNOG-ZDRAVLJA-I- ZAS%CC%8CTITE-POTROS%CC%8CAC%CC%8CA-I-OBRAZOVANJA.pdf, pretraženo 09.10.2020. 48 Savez samostalnih sindikata Srbije - dopis, https://www.sindikat.rs/aktuelno_files/vesti_pdf/brnabic_30mart20. pdf, pretraženo 29.09.2020. 49 Zaključak Vlade br. 53-3008-2020-2 od 2. aprila 2020. godine 50 Uredba o merama u vreme vanrednog stanja, Službeni glasnik RS br. 31/2020, 36/ 2020, 38/ 2020, 39/ 2020, 43/ 2020, 47/ 2020, 49/ 2020, 53/ 2020, 56/ 2020, 57/ 2020, 58/ 2020, 60/ 2020

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zeća u kojima radi više stotina radnika; o mogućnosti da poslodavci upute zaposlene na go- dišnji odmor bez primene odredbe Zakona o radu kojom je za upućivanje na godišnji odmor potrebna najava od 15 dana. Još neka od važnih pitanja odnosila su se na omogućavanje ro- ditelju da radi od kuće ako ima dete do 12 godina; na status zaposlenih u samoizolaciji i na način obračuna njihove zarade; na način postupanja zaposlenih u slučaju izdavanja usmenih naloga za obavljanje rada; na potrebu uvođenja skraćenog radnog vremena zbog neusklađe- nosti radnog vremena prodavnica osnovnih životnih namirnica sa vremenom početka policij- skog časa; na pitanje organizacije prevoza zaposlenih, posebno onih koji rade u trećoj smeni, a imajući u vidu uvođenje policijskog časa, što je naročito postalo aktuelno nakon uvođenja zabrane javnog prevoza.51

Primena odredbi o radnoj obavezi lekara i drugih zdravstvenih radnika dovela je do brojnih problema, povrede radnih prava i osnovnih pravnih načela, kao što je načelo pravne sigurno- sti, na šta je tokom vanrednog stanja kontinuirano ukazivao Sindikat lekara i farmaceuta Sr- bije upućujući dopise nadležnim organima u cilju rešavanja pitanja usklađivanja rada kada su oba roditelja zdravstveni radnici sa predlozima za rešavanje ovog problema (poput rada od kuće jednog od roditelja, odsustvo sa rada, razdvajanje smena,52 kao i pitanje obezbeđi- vanje zaštite zdravlja i bezbednosti zdravstvenih radnika u vreme pandemije).53 Ovaj sindikat je takođe izdao i saopštenje za javnost kojim je tražio od nadležnih organa da sprovedu hitne mere protiv diskriminacije zdravstvenih radnika, navodeći da zdravstveni radnici nemaju mo- gućnost da budu masovnije testirani, da se od njih kriju informacije o zaraženim pacijentima sa kojima su bili u kontaktu, da postoje zdravstvene ustanove u kojima se zdravstvenim rad- nicima zabranjuje da koriste opremu za ličnu zaštitu54 i uputio zahtev Ministarstvu zdravlja da zaposlene koji rade u infektivnim odeljenjima, kovid bolnicama, prijemnim ambulantama, odeljenjima, zaposlenima koji su oboleli od kovida-19 ili morali da budu u izolaciji, kao i za- poslene koji su radili dežurstva i u smenama, isplate za ono što su i koliko radili.55 U saopšte-

51 Navedeno prema: UGS Nezavisnost - Pitali smo Ministarstvo za rad, objavljeno 19.03.2020., https://nezavisnost.org- pitali-smo -ministarstvo–za-rad, pretraženo 02.10.2020. 52 Obaveštenje o problemu u praksi sa zahtevom za rešavanje i predlogom mera, http://www.sindikatlfs.rs/ obavestenje-o-problemu-u-praksi-sa-zahtevom-za-resavanje-i-predlogom-mera/, pretraženo 02.10.2020. 53 Hitni zahtevi i preporuke za krizni štab za suzbijanje zarazne bolesti COVID-19, http://www.sindikatlfs.rs/hitni- zahtevi-i-preporuke-za-krizni-stab-za-suzbijanje-zarazne-bolesti-covid-19/, pretraženo 03.10.2020. 54 Saopštenje za javnost Sindikata lekara i farmaceuta Srbije, http://www.sindikatlfs.rs/saopstenje-za-javnost- sidnikata-lekara-i-farmaceuta-srbije/, pretraženo 04.10.2020. 55 Zahtev za vrednovanje, uvažavanje i nagrađivanje zdravstvenih radnika, http://www.sindikatlfs.rs/zahtev-za- vrednovanje-uvazavanje-i-nagradjivanje-zdravstvenih-radnika/, pretraženo 04.10.2020.

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nju od 10. maja 2020. godine, Sindikat lekara i farmaceuta naveo je da „ne postoje zvanični podaci koliko je zdravstvenih radnika preminulo tokom pandemije, ali da je, prema poda- cima do kojih je došao taj sindikat, u Srbiji od posledica koronavirusa preminulo 14 zdrav- stvenih radnika. Prema zvaničnim podacima, 450 medicinskih radnika trenutno je bolesno od korone, najviše njih zaraženo je na početku pandemije u Srbiji kada je veliki problem bila oprema.”56

U Izveštaju sa online radionice „Radnice na prvoj liniji – žene, sindikati i kriza“ održane 17. jula 2020. godine57 predočen je pregled mera relevantnih za oblast socijalne politike i za- pošljavanja, kao i primena mera i njihove posledice na tržište rada i radna i socijalna prava. Žene su posebno ranjiva kategoriji, što zbog vrste posla koje obavljaju, u uslovima u kojima se ne poštuju mere zaštite bezbednosti i zdravlja na radu, ali i zbog posebnih okolnosti koje su ograničile ili onemogućile dostupnost usluga brige o deci.58 Neka od osnovnih pitanja koja su razmatrana na radionici bila su šta je potrebno učiniti kako bi se veći broj žena sindikalno organizovao, koje nove i hitne mere je neophodno preduzeti kako bi se obezbedila prava žena na tržištu rada u uslovima krize, kako unaprediti zaštitu zdravlja na radu ženama koje su zaposlene „na prvoj liniji” i kako definisati pravni okvir za unapređenje rada van prosto- rija poslodavca.

56 Prema podacima navedenim u Monitoring izveštaj o merama tokom vanrednog stanja u oblasti socijalne politike i zapošljavanja, javnog zdravlja i zaštite potrošača i obrazovanja Nacionalnog konventa o Evropskoj uniji (NKEU), http://eukonvent.org/wp-content/uploads/2020/08/Monitoring-izvestaj-SOCIJALNE-POLITIKE- I-ZAPOS%CC%8CLJAVANJA-JAVNOG-ZDRAVLJA-I-ZAS%CC%8CTITE-POTROS%CC%8CAC%CC%8CA-I- OBRAZOVANJA.pdf, pretraženo 09.10.2020. 57 Radnice na prvoj liniji - žene, sindikati i kriza, objavljeno 17. 07. 2020. godine, http://www.centaronline.org/sr/ dogadjaj/12093/radnice-na-prvoj-liniji-zene-sindikati-i-kriza, pretraženo 04.10.2020. 58 Podaci prikupljeni u Monitoring izveštaju o merama tokom vanrednog stanja u oblasti socijalne politike i zapošljavanja, javnog zdravlja i zaštite potrošača i obrazovanja Nacionalnog konventa o Evropskoj uniji (NKEU) za period vanrednog stanja

21  4. Uticaj pokreta za ženska prava na sindikalnu aktivnost žena Od nastanka pokreta za ženska prava, žene koje su svoj život posvećivale reformskim proce- sima najčešće su pripadale srednjoj ili višoj klasi (Lange, 2015), jer su žene koje su se borile za egzistenciju svojih porodica imale manje vremena i sredstava da se posvete angažovanju u društvenim pokretima. Britanski sindikalizam vuče poreklo još iz XVII veka ali se brzo razvi- jao tokom Industrijske revolucije, kao reakcija na kapitalistički sistem u usponu koji je uti- cao na društvo u celini; on je doneo jasniju podelu poslova unutar porodica radničke klase i uveo novu paradigmu plaćenog rada nasuprot neplaćenom obavljanju kućnih poslova koje su žene obavljale kao domaćice (Djouimai, 2019).

Krajem XIX veka, žene su se masovno zapošljavale u fabrikama, gde su imale četrnaestoča- sovno radno vreme, šestodnevnu radnu nedelju, radile su na opasnim poslovima koji su bili slabo plaćeni. Iako produktivnost radnica nije zaostajala za produktivnošću radnika, razlika između muških i ženskih nadnica bila je značajna i kretala se od polovine do trećine iznosa koji su dobijali muškarci. Kao odgovor na ovakve uslove rada, mlade žene koje su bile zapo- slene u tekstilnoj industriji organizovale su prve industrijske proteste, štrajkove i reformske grupe u Sjedinjenim Američkim Državama, ali su uprkos tome bile izuzete iz sindikalnog de- lovanja.59 Stvaranje sindikata bio je odgovor na „ispravljanje“ socijalnih, političkih i ekonom- skih nepravdi, jer je sindikat bio kanal preko kojeg su zaposleni mogli da zahtevaju veće plate, poboljšanje uslova na radnom mestu i sticanje političkih prava.Nakon što je institucionalizo-

59 Women's Rights - Breaking the Gender Barrier: A Woman’s Place is in Her Union, https://www.lib.umd.edu/unions/ social/womens-rights, pretraženo 15.10.2020.

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van, radnički pokret se usredsredio na potrebe i brige „standardnog muškog radnika“; rad- nice su postale deo ženskog pokreta na koji se u početku nije gledalo kao na sastavni deo rad- ničkog pokreta. Praveći društveni kult da je ženino mesto u kući, sindikati su zastupali stav da je muškarac taj koji treba da nezavisno izdržava svoju porodicu dok je žena kod kuće. Sindika- lizam je karakterisao žene kao pasivne radnice, nevoljne da preduzmu industrijske akcije, ko- jima nedostaje posvećenost sindikalizmu, jer im je primarna briga porodica (Djouimai, 2019).

Da bi pronašle svoje mesto u sindikalnom pokretu, radnice su u XIX veku počele da formi- raju različita zanatska društva, preko kojih su mogle da obezbede više industrijskih prava, bolju pravnu zaštitu i radnopravni status. Na Međunarodnom radničkom kongresu u Parizu 1889. godine, politička radnica nemačkog i međunarodnog radničkog pokreta Clara Zet- kin,60 održala je značajan govor o odnosu ženskog rada i kapitala, sa posebnim naglaskom na specifičnosti cene ženskih nadnica u kapitalističkom sistemu, ukazavši da pitanje ženske emancipacije nije posebno pitanje već ga je neophodno sagledati u kontekstu šire društvene reprodukcije unutar koje i radnici i radnice dele zajednički interes i istog „neprijatelja“ pa je neophodno njihovo povezivanje u sindikate.

Početkom XX veka žene su kroz tzv. pokret sifražetkinja (engl. suffragette movement) počele sve više da se bore za svoja biračka prava, da se učlanjuju u sindikate, štrajkuju zbog niskih plata, protestuju zbog loših uslova rada i da zauzimaju aktivno svoje mesto u društvu. Harriot Stanton Blatch61 počela je da sarađuje sa Ženskom sindikalnom ligom (Women’s Trade Union League) koja je osnovana 1905. godine, kako bi pomogla ženama da formiraju sindikate i da se bore za zakonske reforme i reformisanje procesa rada, a 1907. godine je osnovala Ligu rav- nopravnosti samohranih žena (Equality League of Self-Supporting Women) koja je kasnije prerasla u Žensku političku uniju. Ubrzo nakon osnivanja Lige, uspostavljena su tri prioriteta: organizovanje žena u sindikate, donošenje zakona o radnim standardima i promovisanje in- dividualnog i socijalnog razvoja radnika kroz obrazovanje.

Iako nisu u potpunosti izbrisali ustaljena verovanja o polu i klasi unutar radničke klase, Prvi62 i Drugi svetski rat su ubrzali sindikalna udruživanja žena, koje su masovno regrutovane na radna mesta koja su napustili muškarci.

60 Koja je od 1890. upravljala ženskim proleterskim pokretom u Nemačkoj 61 Kćerka Elizabeth Cady Stanton koja je predvodila pokret sifražetkinja. 62 U vreme trajanja Prvog svetskog rata „žene koje nisu radile u industriji pamuka, po prvi put u istoriji su učile moć sindikalizma“ (Drake, 1984:99).

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Posle Drugog svetskog rata, žene su neumorno radile kako bi u sindikalna udruženja unele duh rodne ravnopravnosti. Milioni žena su se zaposlile u sektorima koji su se smatrali „žen- skim“, poput sektora prodaje, zdravstva, obrazovanja i uslužnih delatnosti. U ovim oblastima, radilo se veliki broj sati dnevno, žene su bile malo plaćene, nisu imale nikakve beneficije, a mogućnosti priključivanja sindikatima bile su veoma slabe, što je rezultiralo pokretanjem „drugog talasa feminizma“,63 koji je imao veliki uticaj na radnopravni položaj žena i njihovu sindikalnu angažovanost.

Početkom 1960-ih godina, nakon donošenja prvih antidiskriminacionih zakona u SAD,64 kom- binovanim akcijama feminističkog pokreta i sve većim uticajem koji su žene imale u radnim organizacijama i sindikatima, razbijeni su mnogi stereotipi o rodnoj prirodi određenih po- slova. Koalicija sindikata zaposlenih žena (Coalition of Labor Union Women – CLUW) je 1974. godine ujedinila članice različitih sindikata i pokrenula inicijativu za veće angažovanje i učla- njivanje žena u sindikate i veću zastupljenost žena u organima upravljanja. Ova koalicija se zalagala za poboljšanje radnopravnog statusa zaposlenih žena i to za: odsustvo diskrimina- cije prilikom zapošljavanja i napredovanja, jednaku zaradu, plaćeno roditeljsko odsustvo, za- štitu od seksualnog uznemiravanja i nasilja, zaštitu reproduktivnih prava i nege dece. Žene su počele da izlaze iz senke radničkih pokreta, a uključivanje žena u sindikate postalo je pitanje održavanja i očuvanja sindikata. Ipak, kada je reč o sindikalnom angažovanju žena, ključna pitanja bila su rodna nejednakost u pristupu sindikatima, rodna nejednakost u rukovodećim funkcijama u sindikatu i rodna nejednakost koja se ispoljavala kroz prioritete sindikalnog an- gažovanja i inicijativa.

Analiza podataka iz 39 zemalja i članstva u skoro 80% svetskih sindikata65 pokazala je da su žene činile većinu u jednoj trećini zemalja u sindikatima, dok je u trećini zemalja žena u sin- dikatima bilo manje od 40%, što se smatra nedovoljnom zastupljenošću žena (Cobble, 2016). Po zemljama to izgleda ovako:

63 Women's Rights - Breaking the Gender Barrier: A Woman’s Place is in Her Union, https://www.lib.umd.edu/unions/ social/womens-rights, pretraženo 15.10.2020. 64 Npr. Equal Pay Act iz 1963. godine i Civil Rights Act iz 1964. godine 65 Dorothy Sue Cobble, zajedno sa Anna Harewood (Cobble, 2012: 11-12)

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% članica sindikata, % članica Ukupna najskoriji sindikata, Procenat zastupljenost podatak početak 2000-ih zaposlenih žena žena u sindikatu

Letonija 68.0 (2008) 58.9 (2003) 48.4 (2009) 10-19 (2008)

Poljska 59.2 (2008) 45.0 (2009) 10-19 (2008)

Litvanija 56.3 (2008) 57.1 (2003) 49.0 (2009) 0-10 (2008)

Estonija 55.6 (2009) 64.0 (2003) 49.1 (2009) 10.7 (2009)

Finska 54.7 (2008) 53.1 (2003) 48.1 (2009) 90-100 (2008)

Velika Britanija 54.5 (2010) 47.3 (2000) 45.6 (2009) 20-29 (2008)

Irska 53.3 (2009) 43.5 (2001) 43.1 (2009) 32.1 (2008)

Norveška 52.1 (2008) 47.4 (2009) 70-79 (2008)

Ukrajina 52-48.2 (2011) 49.1 (2009) 47.2 (2011)

St. Vinsent i Grenadini 51.8 (2009) 56.5 (2001) 41.1 (2009)

Švedska 51.5 (2008) 52.0 (2003) 47.3 (2009) 80-89 (2008)

Danska 50.4 (2010) 49.2 (2003) 46.9 (2009) 80.5 (2008)

Kanada 50.0 (2005) 47.0 (2009) 27.5 (2010)

Slovenija 49.9 (2008) 49.7 (2003) 46.2 (2009) 30-39 (2008)

Tajvan 48.3 (2008) 36.1 (2008)

Luksemburg 48.1 (2008) 43.9 (2009) 50-59 (2008)

Australija 48.0 (2010) 42.4 (2000) 45.3 (2009) 20.3 (2006)

Bugarska 46.9 (2008) 49.7 (2003) 46.1 (2009) 20-29 (2008)

Mađarska 46.2 (2008) 45.1 (2009) 20-29 (2008)

SAD 45.7 (2010) 41.0 (2000) 46.0 (2009) 12.1 (2007)

Hong Kong 44.5 (2009) 46.3 (2009) 22.5 (2009)

Meksico 42.4 (2000) 36.1 (2009) 11.2 (2008)

Portugal 41.9 (2008) 41.5 (2003) 46.8 (2009) 20-29 (2008)

Slovačka 41.9 (2008) 42.1 (2003) 51.0 (2009) 10-19 (2008)

25  Položaj žena u sindikatima u Srbiji | 4. Uticaj pokreta za ženska prava na sindikalnu aktivnost žena

% članica sindikata, % članica Ukupna najskoriji sindikata, Procenat zastupljenost podatak početak 2000-ih zaposlenih žena žena u sindikatu

Namibija 40.7 (2004) 46.1 (2009)

Brazil 40.6 (2007) 40.1 (2005) 43.7 (2009) 17.8 (2007)

Malezija 39.5 (2010) 38.0 (2005) 35.5 (2009) 10.1 (2008)

Belgija 39.1 (2003) 44.9 (2009) 79.2 (2009)

Kipar 37.3 (2008) 36.3 (2003) 42.8 (2009) 50-59 (2008)

Kina 36.4 (2009) 37.8 (2000) 44.6 (2009) 90.3 (2000)

Nikaragva 35.6 (2009) 44.7 (2006) 38.7 (2009)

Austrija 33.3 (2008) 33.2 (2003) 45.5 (2009) 30-39 (2008)

Holandija 32.4 (2008) 28.1 (2001) 45.7 (2009) 20-29 (2008)

Nemačka 31.8 (2008) 45.6 (2009) 20-29 (2008)

Čile 30.6 (2009) 19.7 (2002) 37.2 (2009) 12.5 (2009)

Malta 30.5 (2008) 27.3 (2003) 32.4 (2009) 50-59 (2008)

Bangladeš 14.0 (2009) 24.0 (2009) 5.0 (2007)

El Salvador 13.2 (2009) 12.5 (2005) 41.5 (2009) 8.0 (2009)

Pakistan 3.2 (2007) 1.5 (2000) 19.7 (2009) 15.7 (2009)

Međunarodna organizacija rada smatra izuzetno važnim da se poveća poznavanje pravnih propisa u oblasti rodne ravnopravnosti u svetu radnih odnosa, jer još uvek postoji jaz između nacionalnih i međunarodnih dokumenata i njihove primene u konkretnim životnim situacija- ma.66 Međunarodna konfederacija sindikata pokrenula je kampanju da se okonča rodno za- snovano nasilje u radnopravnim odnosima, u skladu sa standardima Međunarodne organi- zacije rada (MOR), čiji je cilj da se izgradi kritična podrška za usvajanje Konvencije MOR-a i prateće preporuke o „Nasilju i uznemiravanju žena i muškaraca u svetu rada” sa jakim fo-

66 International Labour Office - ABC of women workers’ rights and gender equality, Second edition, International Labour Organization, 2007, https://www.google.com/url?sa=t&rct=j&q=&esrc=s&source=web&cd=&ved=2ahUKEwjL u83Hi_DsAhXSCRAIHYsXDHQQFjABegQIBhAC&url=https%3A%2F%2Fwww.ilo.org%2Fwcmsp5%2Fgroups%2Fpubl ic%2F---dgreports%2F---gender%2Fdocuments%2Fpublication%2Fwcms_087314.pdf&usg=AOvVaw1qDFf7013Shs H6qT4N6O0K, pretraženo 02.10.2020.

26 Položaj žena u sindikatima u Srbiji | 4. Uticaj pokreta za ženska prava na sindikalnu aktivnost žena

kusom na rodnu dimenziju nasilja, kao i mobilizacija i jačanje aktivnosti sindikata u iskorenji- vanju rodno zasnovanog nasilja iz sveta rada.67

Evropska konfederacija sindikata radi na promociji ženskih prava i jednakosti žena i muška- raca na tržištu rada i društvu uopšte, jer žene čine više od 50% evropskog stanovništva i oko 45% članova ETUC-a.68 Prioriteti ETUC navedeni su u Pariskom akcionom programu (2015- 2019)69 i Akcionom programu ETUC-a za rodnu ravnopravnost (2016-2019)70 i obuhvataju: uključivanje rodnih pitanja u sve politike ETUC; postizanje jednakih plata između žena i muš- karaca; otklanjanje rodnih razlika u telima koja donose odluke i suočavanje sa izazovom rav- noteže između poslovnog i privatnog života; olakšavanje obavljanja poslovnih obaveza, poro- dičnog i privatnog života i rešavanje veze između nasilja u porodici i prava na radnom mestu.

Godišnja anketa ETUC koja se sprovodi svakog osmog marta, prati rodnu ravnotežu u sindi- kalnim telima koja donose odluke, istovremeno lobirajući za veću ekonomsku nezavisnost žena, novo zakonodavstvo EU za poboljšanje ravnoteže između posla i privatnog života i di- rektivu koja se bavi rodnim neravnotežama u odborima organa upravljanja u kompanija- ma.71 Uvođenje roda u sindikate može biti dobar način za rešavanje pitanja rodnih nejedna- kosti. Međutim, feminizacija članstva u sindikatu nije garancija feminizacije liderstva (Cobble, 2016).

U novije vreme, položaj žena na radnom mestu, u svetu i u Srbiji, u velikoj meri se popravio, a najviše zahvaljujući aktivnosti međunarodnih organizacija i njihovim smernicama i obave- zama koje su države dužne da poštuju radi unapređenja zaštite žena.72 Međutim, ni Zakon o radu ni potpisani kolektivni ugovori, nisu mnogo doprineli smanjenju nezaposlenosti i siro-

67 STOP nasilju nad ženama i muškarcima na radnom mestu, objavljeno 08. 09.2017, https://nezavisnost.org/stop- nasilju-nad-zenama-i-muskarcima-na-radnom-mestu/, pretraženo 09.07.2020. 68 ETUC - Gender equality, https://www.etuc.org/en/issue/gender-equality, pretraženo 08.10.2020. 69 ETUC Action Programme 2015-2019, https://www.etuc.org/en/publication/etuc-action-programme-2015-2019, pretraženo 08.10.2020. 70 ETUC Action Programme on gender equality 2016-2019, https://www.etuc.org/en/document/etuc-action- programme-gender-equality-2016-2019, pretraženo 08.10.2020. 71 Ibid. 72 Od značaja su doneti dokumenti Ujedinjenih nacija o pravima žena, a posebno Pekinška deklaracija i Platforma za akciju iz 1996. godine, čije su odredbe ratifikovane 2002.godine od strane Srbije.

27  Položaj žena u sindikatima u Srbiji | 4. Uticaj pokreta za ženska prava na sindikalnu aktivnost žena

maštva žena.73 Čest vid diskriminacije žena je nepriznavanje i nevrednovanje njihovog rada u dovoljnoj meri, na primer, u Srbiji je veoma izražen tzv. efekat „staklenog plafona“, gde žene vide mogućnosti za unapređenje, ali ih od tog cilja deli naizgled nevidljiva barijera samo zbog njihovog pola, rase, invaliditeta i dr (Zorić et al, 2008).

Položaj žena na polju radnih odnosa i zaposlenosti u Srbiji nije najpovoljniji, a propisima koji se odnose na zapošljavanje nedostaje rodna dimenzija (Urdarević et al, 2019: 22-23). Tržište rada karakteriše rodna segregacija po oblastima i zanimanjima, postoje razlike u zaradama, a usled truda da usaglase svoj profesionalni i privatni život, žene postaju sve više neaktivne na tržištu rada (Urdarević et al, 2019: 23). Ženama se češće nego muškarcima, nudi da se zaposle na određeno vreme, izveštaji različitih sindikata pokazuju da se ženama koje rade u industriji, bez obzira na njihovu stručnu spremu, doprinosi na zaradu uplaćuju kao da su završile samo osnovnu školu (Mitrović, 2019), da se žene suočavaju sa rodno zasnovanom diskriminacijom, kako prilikom zapošljavanja tako i na samom radnom mestu (36% žena je prilikom zapošlja- vanja moralo da odgovori na pitanje da li planiraju da imaju decu, a od 7% žena je zatraženo da donesu potvrdu lekara da nisu u drugom stanju) (Đan & Vrbaški, 2019), trećini zaposlenih žena je uskraćeno pravo na plaćeno roditeljsko odsustvo ili su dobijale manju platu za taj pe- riod a 16% žena je navelo da su se na posao nakon porođaja vratile ranije nego što su plani- rale) (Đan & Vrbaški, 2019:33).

U istraživanju rodne diskriminacije u oblasti rada i zapošljavanja u Srbiji (Đan & Vrbaški, 2019:42-43), 42% ispitanika smatra da nijedan sindikat ne zastupa njihove interese, a 30% anketiranih nije znalo da li u Srbiji ima radničkih sindikata. Gotovo polovina (47%) navela je

73 Podaci Republičkog zavoda za statistiku pokazuju da 32% radno aktivnog stanovništva u Srbiji čine žene, dok je procenat muškaraca znatno viši – 49,3%. Sve više žena radilo je u momentu istraživanja u najslabije plaćenim privrednim granama i uslužnim delatnostima, dok je razlika u zaradama najprimetnija u prosveti, zdravstvu i socijali, gde radni najveći broj žena. Naročito su u nepovoljnom položaju majke sa decom, dok se žene još u većoj meri suočavaju sa starosnom diskriminacijom, a svaka treća žena strepi od gubitka posla. Mnoge žene rade bez ugovora o radu, neprijavljene, bez prava na odsustvo na radu i plaćenog godišnjeg odmora. Što se uloga sindikata u zaštiti prava žena u Srbiji tiče, podaci iz 2008. godine pokazuju da mali procenat žena smatra da se sindikati ozbiljno bave pravima i položajem radnika, a samo 11%, da se sindikati ozbiljno i posvećeno bave položajem žena i zaštitom njihovih prava. Samo 13% žena navelo da bi se obratilo sindikatu u slučaju uznemiravanja na poslu, a 8% žena bi odlučilo da mu se obrati u slučaju seksualnog uznemiravanja na poslu. Videti: Republički zavod za statistiku, Žene i muškarci u Srbiji, Beograd, 2008, dostupno na: https://publikacije.stat.gov.rs/G2008/Pdf/G20086028.pdf U poređenju sa ovim podacima iz 2008. godine, podaci iz 2017. godine pokazali su da stopa zaposlenosti žena iznosi 38,1% a stopa zaposlenosti muškaraca 52,8%. Najveći rodni jaz na tržištu rada, kada je reč o zaposlenosti, zabeležen je u kategoriji lica 55–64 godine starosti, gde je stopa zaposlenosti žena 32,5% a stopa zaposlenosti muškaraca 52,8%. Videti: Republički zavod za statistiku, Žene i muškarci u Srbiji, Beograd, 2017, dostupno na: https://www.stat.gov.rs/publikacije/publication/?p=10781

28 Položaj žena u sindikatima u Srbiji | 4. Uticaj pokreta za ženska prava na sindikalnu aktivnost žena

da je učlanjena u sindikat, ali 51% misli da sindikati loše ili veoma loše zastupaju njihove inte- rese. Značajnih razlika u odgovorima između ispitanika muškog i ženskog pola nije bilo. Raz- govori koji su vođeni sa predstavnicima sindikata pokazali su da sindikati ne vide rodnu dis- kriminaciju na tržištu rada kao pitanje kojim bi se trebalo ozbiljno baviti, pa čak ni ispitati. Istraživanje je pokazalo da su sindikati više usredsređeni na zaposlene na neodređeno vreme, da im radnici sa ugovorima na određeno vreme ili o obavljanju privremenih i povremenih po- slova nisu prioritet, pa ne pristupaju svim zaposlenima na isti način, gube članstvo, a samim tim i moć da kao značajan akter zaštite radnika utiču na donošenje i sprovođenje radnoprav- nih propisa.

Prema podacima Poverenika za zaštitu ravnopravnosti, najčešća diskriminacija na poslu je na osnovu pola i starosnog doba, a sve češće zbog zdravstvenog stanja i članstva u sindikalnim or- ganizacijama.74 P pritužbe o diskriminaciji na poslu češće podnose žene, pre svega zbog mate- rinstva i brige o članovima porodice, jer su neretke situacije da žena nakon povratka sa poro- diljskog bude vraćena na niže radno mesto ili radno mesto koje nije isto/adekvatno plaćeno.75 Teret diskriminacije trpe kako mladi ljudi, jer su poslodavci pod uticajem predrasuda i smatraju da mladi nemaju dovoljno volje da rade i da nemaju iskustva, tako i ljudi stariji od 55 godina, jer se smatra da su manje produktivni. Poverenik je zbog toga apelovalo na sindikate da budu va- žan činilac u zaštiti prava zaposlenih, jer treba razumeti strah i oklevanje radnika da sami pri- jave diskriminaciju i da će na taj način izgubiti posao. Takođe, diskriminacija na radnom mestu može lako da dovede do nasilja, koje ima štetne posledice i na zaposlene i na poslodavce, a dis- kriminaciji na radnom mestu češće su izložene žene i osobe sa invaliditetom.76 Saradnja sa sin- dikatima je od izuzetne važnosti, kako bi se zajedničkim delovanjem što bolje iskoristili posto- jeći mehanizmi za zaštitu radnika od nasilja, ali i drugih oblika diskriminacije na radnom mestu.

Diskriminacija žena u radnim odnosima najčešće se manifestuje kroz nejednake/manje za- rade žena u odnosu na muškarce koji rade sa istom stručnom spremom i na istim radnim me- stima, kroz nepoštovanje pravnih propisa vezanih za posebnu zaštitu trudnica i majčinstva, kao i kroz mobing i seksualno zlostavljanje na radnom mestu. Ujedno su ovo teme kojima

74 Poverenica: Sindikati važni u zaštiti prava zaposlenih, objavljeno 01.05.2018., http://rs.n1info.com/Vesti/a384302/ Poverenica-Sindikati-vazni-u-zastiti-prava-zaposlenih.html, pretraženo 08.10.2020. 75 Ibid. 76 Diskriminacija na radnom mestu lako vodi do nasilja, objavljeno 09. 09. 2017 https://nezavisnost.org/ diskriminacija-na-radnom-mestu-lako-vodi-do-nasilja/, pretraženo 08.10.2020.

29  Položaj žena u sindikatima u Srbiji | 4. Uticaj pokreta za ženska prava na sindikalnu aktivnost žena

sindikati, kao i sekcije žena u sindikatima treba temeljnije da se bave. Na primer, odredbom člana 4. Pravila o radu sekcije žena Saveza samostalnih sindikata Vojvodine (SSSV)77 propi- sano je da Sekcija žena, kao oblik delovanja SSSV, svoje aktivnosti usmerava na unapređe- nje ekonomskih i socijalnih interesa i prava žena, a posebno na podizanje svesti o postojanju rodne nejednakosti polova u društvenoj sredini i na realizaciji principa jednakih mogućno- sti za oba pola u svim oblastima života i rada, promociji doprinosa i značaja žene u ukupnom društvenom razvoju, doslednoj primeni konvencija i preporuka Međunarodne organizacije rada i drugih međunarodnih pravnih akata kojima se štiti položaj zaposlenih žena, ostvariva- nje i zaštitu svih prava žena iz rada i po osnovu rada, a posebno od nezakonitih otkaza, pra- ćenje propisa i predlaganje rešenja za poboljšanje položaja žena, stvaranje sistemskih uslova za punu zaposlenost žena, ostvarivanje sindikalnih prava zaposlenih žena - članica samostal- nih sindikata, obezbeđivanje ravnopravnosti polova u sastavu organa SSSV, odnosno, na re- alizaciji principa najmanje 30% žena u svakom organu SSSV, unapređivanje socijalne i zdrav- stvene zaštite žena, obezbeđivanje kvalitetnijih oblika zaštite žena, majki sa malom decom, samohranih majki i majki sa decom sa posebnim potrebama,78 druga pitanja od uticaja na društveni, ekonomski i socijalni položaj žena.

U cilju ostvarivanja ovih ciljeva, Sekcija žena je slobodna, između ostalog, da informiše i edu- kuje žene o pravima iz zakona i drugih propisa, kao i o pravima koja proističu iz međuna- rodnih pravnih akata, ali i da u organe SSSV unese stavove i predloge u funkciji poboljšanja pravnog, materijalnog i socijalnog položaja zaposlenih žena.79 Ovakav plan rada i ciljevi su svakako primer dobre prakse.

Sindikat „Nezavisnost“ tražio je da se diskriminacija zaposlenih i primoravanje na učestvova- nje u aktivnostima koje nisu sindikalne proglase krivičnim delom, kao i da im se dâ pravo da pravno zastupaju radnike koji nisu spremni da lično pokrenu sudske sporove.80

77 Pravila o radu sekcije žena Saveza samostalnih sindikata Vojvodine, Savez samostalnih sindikata Srbije - Savez samostalnih sindikata Vojvodine (2010), https://www.google.com/url?sa=t&rct=j&q=&esrc=s&source=web&cd=&v ed=2ahUKEwj-kubekt_sAhXIyIUKHR39AvUQFjAAegQIBRAC&url=http%3A%2F%2Fwww.sssv.rs%2Fsekcije%2Fzen e%2Fdokumenta%2FPRAVILA%2520O%2520RADU%2520ZENE%25202010.pdf&usg=AOvVaw1iUVmmhmkSlSgY_ HHYtUn7, pretraženo 10.10.2020. 78 Izraz „posebne potrebe“ citiran je iz navedenih pravila, uz napomenu da je u pitanju nekorektan i prevaziđen izraz koji više nije u upotrebi. 79 Član 5. Pravila o radu sekcije žena Saveza samostalnih sindikata Vojvodine 80 Na koje vidove diskriminacije se zaposleni najčešće žale, objavljeno 05.03. 2020, https://www.rts.rs/page/stories/sr/ story/13/ekonomija/3877609/diskriminacija-posao-zalbe-socio-ekonomski-savet.html, pretraženo 10.10.2020.

30 Položaj žena u sindikatima u Srbiji | 4. Uticaj pokreta za ženska prava na sindikalnu aktivnost žena

Udruženi sindikati Srbije „Sloga“ navode da u Srbiji danas, većina žena nema svoju ekonom- sku nezavisnost, što je jedan od glavnih uzroka izloženenosti žena svim oblicima zlostavlja- nja, od radnog, fizičkog, seksualnog, do porodičnog nasilja sa tragičnim posledicama. Ogro- mna većina žena radi na poslovima gde su zarade i do 40% manje od zarade muškaraca koji obavljaju isti posao ili čak i minimalne zarade, a najugroženije su zaposlene u takozvanoj „šrafciger industriji“, manuelnih poslova na lepljenju i sastavljanju kablova, industriji obuće i odeće.81

81 Danas Online - Sloga: U Srbiji se prava žena sve jače narušavaju, objavljeno 07.03.2019., https://www.danas.rs/ drustvo/sloga-u-srbiji-se-prava-zena-sve-jace-narusavaju/, pretraženo 08.10.2020.

31  5. Pravni okvir za delatnost sindikata Pojam i delatnost sindikata u Republici Srbiji određeni su Zakonom o radu (u daljem tekstu: ZOR),82 kao i posebnim kolektivnim ugovorima za svaku delatnost ili granu industrije koji su doneti na republičkom nivou (u daljem tekstu: PKU).

5.1. Zakon o radu Republike Srbije Prema Zakonu o radu, sindikatom83 se smatra samostalna, demokratska i nezavisna organi- zacija zaposlenih u koju se oni dobrovoljno udružuju radi zastupanja, predstavljanja, unapre- đenja i zaštite svojih profesionalnih, radnih, ekonomskih, socijalnih, kulturnih i drugih pojedi- načnih i kolektivnih interesa.84 Svim zaposlenima se jamči sloboda sindikalnog organizovanja i delovanja bez odobrenja, uz upis u registar,85 a član/članica sindikata se postaje potpisiva- njem pristupnice i plaćanjem sindikalne članarine.86

Pored toga što je poslodavac dužan da sindikatu obezbedi tehničko-prostorne uslove u skladu sa prostornim i finansijskim mogućnostima, kao i da mu omogući pristup podacima i informacijama neophodnim za obavljanje sindikalnih aktivnosti,87 jedno od osnovnih prava

82 Sl. glasnik RS, br. 24/2005, 61/2005, 54/2009, 32/2013, 75/2014, 13/2017 - odluka US, 113/2017 i 95/2018 - autentično tumačenje 83 Paralela sindikatu, kod privatnih poslodavaca tj. radnji i udruženja, moguće je osnovati udruženje poslodavaca, u skladu sa čl. 221. i 222. ZOR. 84 Čl. 6. ZOR 85 Čl.206 ZOR 86 Čl.207 ZOR 87 Čl.210 ZOR

32 Položaj žena u sindikatima u Srbiji | 5. Pravni okvir za delatnost sindikata

sindikata je da bude obavešten od poslodavca o ekonomskim i radno-socijalnim pitanjima od značaja za položaj zaposlenih, odnosno, članova sindikata.

Sindikat pomaže svojim članovima u ostvarivanju prava na zaradu i drugih novčanih prima- nja; obezbeđivanju bezbednih uslova rada i organizovanju rada radi bezbednosti i zaštite ži- vota i zdravlja na radu; pružanju obaveštenja o uslovima rada, organizaciji rada, pravima i obavezama koje proizlaze iz propisa o radu i propisa o bezbednosti i zaštiti života i zdravlja na radu; obezbeđivanju obavljanja poslova utvrđenih ugovorom o radu; poštovanju korišćenja godišnjih odmora, plaćenog i neplaćenog odsustva i solidarne pomoći, u slučajevima koji su predviđeni odgovarajućim posebnim kolektivnim ugovorom; dogovara preduzimanje mera u cilju ublažavanja socijalno-ekonomskih posledica na položaj zaposlenih u slučaju promene poslodavca. Poslodavac je dužan da od sindikata zatraži mišljenje o merama bezbednosti i zaštite života i zdravlja na radu zaposlenih koji rad obavljaju noću,88 kao i o radnom angažo- vanju zaposlenih sa nepunim radnim vremenom.89 U slučajevima donošenja programa reša- vanja viška zaposlenih kada usled tehnoloških, ekonomskih ili organizacionih promena treba da dođe do prestanka potrebe za radom zaposlenih na neodređeno vreme, poslodavac je u obavezi da sa sindikatom pre donošenja ovog programa, ukoliko je moguće, preduzme od- govarajuće mere za novo zapošljavanje viška zaposlenih.90 Sindikat je ovlašćen da u slučaju da poslodavac zaposlenog koji je učlanjen u sindikat pisanim putem upozori na postojanje razloga za otkaz ugovora o radu na koji zaposleni treba da se izjasni u roku od osam dana, zajedno sa tim izjašnjenjem dostavi i svoje mišljenje.91 Poslodavac ne sme kao razlog za ot- kaz ugovora o radu da navede obraćanje sindikatu radi zaštite prava iz radnog odnosa,92 niti može zaposlenom da otkaže ugovor o radu ili ga na drugi način da stavi u nepovoljan položaj zbog statusa ili aktivnosti u svojstvu predstavnika zaposlenih, članstva u sindikatu ili učešća u sindikalnim aktivnostima.93 Sindikat umesto svog člana a uz pisano ovlašćenje ili zajedno sa njim, može da pokrene spor pred nadležnim sudom protiv rešenja kojim je povređeno pravo zaposlenog ili kad je zaposleni saznao za povredu prava.94

88 Čl. 62 ZOR 89 Čl. 40 ZOR 90 Čl. 154 ZOR 91 Čl. 181 ZOR 92 Čl. 183 tač.6 ZOR 93 Čl. 188 ZOR 94 Čl. 195 ZOR

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Pored prava koja se garantuju zaposlenima i sindikalnom članstvu, predstavniku sindikata, radi obavljanja sindikalne funkcije, može se utvrditi pravo na plaćeno odsustvo95 koje može koristiti za vreme trajanja kolektivnog pregovaranja96 ili zastupanja zaposlenog u radnom sporu sa poslodavcem pred arbitrom ili sudom.97 Sindikalni predstavnik koji odsustvuje sa rada ima pravo na naknadu zarade,98 a zakonom su propisani prekršaji za poslodavca koji po- zove na odgovornost predstavnika zaposlenih koji postupa u skladu sa zakonom i kolektiv- nim ugovorom.99

Da bi sindikat mogao sa poslodavcem da pristupa zaključivanju posebnih kolektivnih ugo- vora i pojedinačnih kolektivnih ugovora, a samim tim i da bude pitan za mišljenje i da prav- novaljano zastupa interese zaposlenih, nepohodno je da ima reprezentativnost.100 Isto važi i za udruženje poslodavaca.101 Kada sindikatu i/ili udruženju poslodavca bude utvrđena re- prezentativnost, stiče pravo na učešće u kolektivnom pregovaranju i zaključivanju kolektiv- nog ugovora na odgovarajućem nivou; na učešće u rešavanju kolektivnih radnih sporova; na učešće u radu tripartitnih i multipartitnih tela na odgovarajućem nivou, kao i druga prava, u skladu sa zakonom.102

95 Čl. 211 ZOR propisuje da predstavnik sindikata ili lice ovlašćeno za zastupanje i predstavljanje reprezentativnog sindikata kod poslodavca za obavljanje sindikalne funkcije imaju pravo na 40 plaćenih časova rada mesečno ako sindikat ima najmanje 200 članova i po jedan čas mesečno za svakih sledećih 100 članova, odnosno na srazmerno manje plaćenih časova ako sindikat ima manje od 200 članova, dok, ukoliko kolektivni ugovor nije zaključen, predsednik podružnice i član organa sindikata imaju pravo na polovinu navedenih plaćenih časova rada za obavljanje sindikalne funkcije. 96 Čl. 212 ZOR 97 Čl. 213 ZOR 98 Koja ne može biti veća od njegove prosečne zarade u prethodnih 12 meseci u skladu sa opštim aktom i ugovorom o radu. Čl. 214. ZOR 99 Zakon predviđa prekršajno kažnjavanje novčanom kaznom u visini od 400.000 do 1.000.000 dinara za poslodavca sa svojstvom pravnog lica ukoliko pozove na odgovornost predstavnika zaposlenih koji postupa u skladu sa zakonom i kolektivnim ugovorom, dok za preduzetnika visina ove kazne se kreće u rasponu od 100.000 do 300.000 dinara. Član 275. ZOR; Predviđena je i novčana kazna za odgovorno lice u pravnom licu u rasponu od 20.000 do 40.000 dinara. Čl. 275. st. 3. ZOR 100 Prema čl. 218-220 ZOR, Sindikat se smatra reprezentativnim ako je osnovan i deluje na načelima slobode sindikalnog organizovanja i delovanja; ako je nezavisan od državnih organa i poslodavaca; ako se finansira pretežno iz članarine i drugih sopstvenih izvora; ako ima potreban broj članova na osnovu pristupnica tj. ako je u sindikat učlanjeno najmanje 15% zaposlenih od ukupnog broja zaposlenih kod poslodavca i ako je upisan u registar u skladu sa zakonom i drugim propisom. Reprezentativnim sindikatom za teritoriju Republike Srbije, odnosno jedinice teritorijalne autonomije ili lokalne samouprave, odnosno za granu, grupu, podgrupu ili delatnost, smatra se sindikat koji ispunjava sve navedene uslove i u koji je učlanjeno najmanje 10% zaposlenih od ukupnog broja zaposlenih u grani, grupi, podgrupi ili delatnosti, odnosno na teritoriji određene teritorijalne jedinice. 101 Prema čl. 221-222 ZOR, Udruženje poslodavaca ispunjava uslove za reprezentativnost ukoliko je upisano u registar u skladu sa zakonom i ukoliko je u njega učlanjeno 10% poslodavca od ukupnog broja poslodavaca u grani, grupi, podgrupi ili delatnosti, odnosno na teritoriji određene teritorijalne jedinice, pod uslovom da ti poslodavci zapošljavaju najmanje 15% od ukupnog broja zaposlenih u grani, grupi, podgrupi ili delatnosti, odnosno na teritoriji određene teritorijalne jedinice. 102 Čl. 239 ZOR

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Zakon o radu ne utvrđuje posebno prava žena, osim prava na posebnu zaštitu materinstva. Zaposlenoj ženi koja je započela korišćenje porodiljskog odsustva103 zagarantovano je da na- stavi da koristi pravo na porodiljsko odsustvo i odsustvo sa rada radi nege deteta,104 što je po- sebno važno za žene koje su zasnovale radni odnos na određeno vreme, jer garantuje da se zaposlenoj ne prekida radni odnos bez obzira na datum određen u ugovoru, već joj se radni odnos po sili zakona produžava sve dok ne iskoristi pravo na porodiljsko odsustvo i odsustvo sa rada radi nege deteta. Na ovaj način, zaposlena formalno ostaje u radnom odnosu i omo- gućava joj se sticanje radnog staža i nesmetano korišćenje naknade zarade za korišćenje po- rodiljskog bolovanja i bolovanja radi nege deteta i posebne nege deteta.105

Zakon o radu izričito zabranjuje neposrednu i posrednu diskriminaciju lica koja traže zapo- slenje, kao i zaposlenih, s obzirom na pol, rođenje, jezik, rasu, boju kože, starost, trudnoću, zdravstveno stanje, invaliditet, nacionalnu pripadnost, veroispovest, bračni status, poro- dične obaveze, seksualnu orijentaciju, političko ili drugo uverenje, socijalno poreklo, imovin- sko stanje, članstvo u političkim organizacijama, sindikatima ili neko drugo lično svojstvo.106

5.2. (Posebni) kolektivni ugovori Kolektivnim ugovorom uređuju se prava, obaveze i odgovornosti iz radnog odnosa, postu- pak izmena i dopuna kolektivnog ugovora, međusobni odnosi učesnika kolektivnog ugovora i druga pitanja od značaja za zaposlenog i poslodavca.107 Kolektivnim ugovorom, pravilnikom o radu i ugovorom o radu mogu da se utvrde veća prava i povoljniji uslovi rada od prava i uslova koji su utvrđeni zakonom, osim ako zakonom nije drugačije utvrđeno.

Kolektivni ugovor može da se zaključi kao opšti (zaključuju ga reprezentativno udruženje po- slodavaca i reprezentativni sindikat osnovani za teritoriju Republike Srbije),108 poseban (koji za granu, grupu, podgrupu ili delatnost zaključuju reprezentativno udruženje poslodavaca i

103 U skladu sa članom 94. ZOR 104 Samostalni članovi Zakona o izmenama i dopunama Zakona o radu ("Sl. glasnik RS", br. 61/2005): Čl. 11[s1] - 13[s1]. 105 Zakon predviđa i novčanu kaznu od 600.000 do 1.500.000 dinara za poslodavca sa svojstvom pravnog lica ako ne obezbedi zaštitu materinstva, kao i prava po osnovu nege deteta i posebne nege deteta ili druge osobe. Čl. 274. ZOR 106 Čl. 18 ZOR 107 Čl. 240 ZOR 108 Čl. 244 ZOR

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reprezentativni sindikat osnovani za granu, grupu, podgrupu ili delatnost,109 za javna predu- zeća i javne službe zaključuju osnivač, odnosno, organ koji on ovlasti i reprezentativni sindi- kat,110 za lica koja samostalno obavljaju delatnost u oblasti umetnosti ili kulture zaključuju reprezentativno udruženje poslodavaca i reprezentativni sindikat111 i sl) i kao kolektivni ugo- vor kod poslodavca (koji kod poslodavca za javna preduzeća, društva kapitala čiji je osnivač javno preduzeće i javne službe zaključuju osnivač, odnosno, organ koji on ovlasti, reprezen- tativni sindikat kod poslodavca i poslodavac,112 a kod poslodavca zaključuju poslodavac i re- prezentativni sindikat kod poslodavca).113

U Srbiji je, na republičkom nivou, doneto 14 posebnih kolektivnih ugovora.114 Kako su članovi svih sindikata radnici i zaposleni kod poslodavaca, osnovna svrha postojanja ovih kolektivnih ugovora je da se zaštite, očuvaju i poboljšaju uslovi rada na svim radnim mestima.

Kolektivnim ugovorima se konkretizuju i detaljno regulišu zakonom zagarantovana prava, od kojih su u fokusu interesovanja ovog istraživanja prava žena/roditelja na godišnji odmor, pla- ćeno i neplaćeno odsustvo,, specifična novčana i druga primanja, naknada plate za vreme trajanja pandemije kovida-19, prekovremeni rad, obavljanje poslova sa povećanim rizikom, naknada za vreme privremene sprečenosti za rad, bezbednost i zdravlje na radu, posebno na- glašena zaštita materinstva, zaštita od diskriminacije i zlostavljanja na radu i dr.

109 Čl. 245 ZOR 110 Čl. 246 st.1 ZOR 111 Čl. 246 st. 4 ZOR 112 Čl. 247 ZOR 113 Čl. 248 ZOR 114 Posebni kolektivni ugovori doneti su za sledeće delatnosti i grane: Poseban kolektivni ugovor za delatnost putne privrede Republike Srbije ("Sl. glasnik RS", br. 14/2018); Poseban kolektivni ugovor za državne organe ("Sl. glasnik RS", br. 38/2019 i 55/2020); Poseban kolektivni ugovor za elektroprivredu Srbije ("Sl. glasnik RS", br. 15/2015 i 38/2018); Poseban kolektivni ugovor za javna preduzeća u komunalnoj delatnosti na teritoriji Republike Srbije ("Sl. glasnik RS", br. 27/2015, 36/2017 - Aneks I, 5/2018 - Aneks II i 94/2019 - Aneks III); Poseban kolektivni ugovor za policijske službenike ("Sl. glasnik RS", br. 62/2019 i 62/2020); Poseban kolektivni ugovor za radno angažovanje estradno-muzičkih umetnika i izvođača u ugostiteljstvu ("Sl. glasnik RS", br. 23/2015); Poseban kolektivni ugovor za socijalnu zaštitu u Republici Srbiji ("Sl. glasnik RS", br. 29/2019 i 60/2020); Poseban kolektivni ugovor za ustanove kulture čiji je osnivač Republika Srbija, autonomna pokrajina i jedinica lokalne samouprave ("Sl. glasnik RS", br. 106/2018); Poseban kolektivni ugovor za visoko obrazovanje ("Sl. glasnik RS", br. 86/2019 i 93/2020); Poseban kolektivni ugovor za zaposlene u jedinicama lokalne samouprave ("Sl. glasnik RS", br. 38/2019 i 55/2020); Poseban kolektivni ugovor za zaposlene u osnovnim i srednjim školama i domovima učenika ("Sl. glasnik RS", br. 21/2015 i 92/2020); Poseban kolektivni ugovor za zaposlene u ustanovama predškolskog vaspitanja i obrazovanja čiji je osnivač Republika Srbija, autonomna pokrajina i jedinica lokalne samouprave ("Sl. glasnik RS", br. 97/2020); Poseban kolektivni ugovor za zaposlene u ustanovama studentskog standarda čiji je osnivač Republika Srbija ("Sl. glasnik RS", br. 1/2019 i 92/2020) i Poseban kolektivni ugovor za zdravstvene ustanove čiji je osnivač Republika Srbija, autonomna pokrajina i jedinica lokalne samouprave ("Sl. glasnik RS", br. 96/2019 i 58/2020 - Aneks I)

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5.2.1. Odmori i odsustva

Pravo roditelja iskazuje se kroz određeni broj dana godišnjeg odmora koji se sabira sa mini- malnim obaveznim brojem dana trajanja godišnjeg odmora (20 dana) i danima koji svaki za- posleni dobija na osnovu tačno određeinh kriterijuma (godine provedene u radnom odnosu, stručna sprema, uslovi rada i sl). Većina PKU ove dane je podvela pod dane koji se dobijaju na osnovu „socijalnog i zdravstvenog statusa zaposlenog“,115 „socijalnih uslova“116 ili „po osnovu brige o deci i članovima uže porodice“,117 dok neki PKU roditeljstvo u širem smislu podvode pod formulaciju „drugi kriterijumi“.118 Jedini PKU koji ne propisuje uvećanje zakonskog mini- muma od 20 dana godišnjeg odmora po navedenom osnovu je PKU za delatnost putne pri- vrede Republike Srbije.119

Zaposlenima, u skladu sa zaključenim PKU, sledi i određen broj dana plaćenog odsustva, po osnovu različitih životnih događaja. Svi PKU određuju da zaposlenom pripada određeni broj radnih dana za porođaj supruge (pet radnih dana), porođaj člana uže porodice (jedan radni dan) ili težu bolest člana uže porodice (pet120 do sedam121 radnih dana). Mali broj PKU propi- suje da pravo na dane plaćenog odsustva ima i usvojitelj deteta.122 PKU za ustanove kulture123 jedini propisuje da zaposlenom pripada pravo na plaćeno odsustvo u slučaju porođaja su- pruge ili vanbračnog partnera, koji živi u zajedničkom domaćinstvu sa zaposlenim, potencira- jući zakonsku jednakost bračnih i vanbračnih partnera i dece. Jedna od novijih odredbi koja je uneta u neke PKU odnosi se na korišćenje dva radna dana plaćenog odsustva radi polaska de- teta u prvi razred osnovne škole.124 PKU za zaposlene u jedinicama lokalne samouprave jedini

115 Na primer PKU za socijalnu zaštitu u Republici Srbiji (čl.26 st.1 tač.5) 116 Na primer PKU za zaposlene u osnovnim i srednjim školama i domovima učenika (čl. 14 st.1 trač.5) 117 Na primer PKU za državne organe (čl.12 st.1 tač. 6) 118 Na primer PKU za ustanove kulture čiji je osnivač Republika Srbija, autonomna pokrajina i jedinica lokalne samouprave (čl.17 st.1 tač. 5) 119 U čl.15 predviđa uvećanje samo po osnovu doprinosa u radu, uslova rada i radnog iskustva. 120 PKU za visoko obrazovanje (čl.14), PKU za zaposlene u ustanovama studentskog standarda čiji je osnivač Republika Srbija (čl.16 st.1 tač.3) i PKU za delatnost putne privrede Republike Srbije (čl.13 st.1 tač.3) 121 PKU za zaposlene u jedinicama lokalne samouprave (čl.21 st.1 tač.11), PKU za zdravstvene ustanove čiji je osnivač Republika Srbija, autonomna pokrajina i jedinica lokalne samouprave (čl.52 st.1 tač.7) i PKU za socijalnu zaštitu u Republici Srbiji (čl.29 st.1 tač. 6) 122 PKU za zdravstvene ustanove čiji je osnivač Republika Srbija, autonomna pokrajina i jedinica lokalne samouprave (čl.52 st.1 tač.5), PKU za zaposlene u jedinicama lokalne samouprave (čl.21 st.1 tač.1), PKU za socijalnu zaštitu u Republici Srbiji (čl.29 st.1 tač.5) i PKU za ustanove kulture čiji je osnivač Republika Srbija, autonomna pokrajina i jedinica lokalne samouprave (čl.19 st.1 tač.2) 123 U čl. 19. st. 1. tač. 2. 124 Ovo pravo nije predviđeno jedino u PKU za visoko obrazovanje (čl.14), PKU za delatnost putne privrede Republike Srbije (čl.16) i PKU za zaposlene u ustanovama studentskog standarda čiji je osnivač Republika Srbija (čl.13)

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sadrži odredbu da zaposlenom pripada dva radna dana plaćenog odsustva za ispraćaj deteta, odnosno pastorka, usvojenika ili hranjenika u vojsku.125.

PKU za zaposlene u ustanovama predškolskog vaspitanja i obrazovanja čiji je osnivač Repu- blika Srbija jedini propisuje pravo zaposlene na korišćenje neplaćenog odsustva radi leče- nja o sopstvenom trošku i vantelesne oplodnje, u trajanju do 30 radnih dana.126 PKU za zapo- slene u jedinicama lokalne samouprave,127 PKU za zaposlene u osnovnim i srednjim školama i domovima128, PKU za socijalnu zaštitu u Republici Srbiji129, PKU za policijske službenike130 i PKU za zaposlene u ustanovama studentskog standarda čiji je osnivač Republika Srbija,131 iz- među ostalih razloga, neplaćeno odsustvo omogućuju uz prethodnu saglasnost poslodavca, radi negovanja teže obolelog člana porodice, ali se trajanje ovog odsustva razlikuje: od nepro- pisivanja broja dana,132 preko 30 radnih dana133 do 90 radnih dana.134 PKU za visoko obrazo- vanje135 propisuje da poslodavac može zaposlenom na lični zahtev da odobri neplaćeno od- sustvo za lečenje člana uže porodice, ali samo van mesta boravka ili u inostranstvu, u trajanju do jedne godine, ukoliko to ne remeti proces rada.

5.2.2. Novčana i druga primanja zaposlenih

Zaposlenima se posebnim kolektivnim ugovorima mogu propisati uslovi pod kojima stiču pravo na solidarnu pomoć, kao i iznos ove pomoći. Uglavnom svi PKU predviđaju neki mi- nimum slučajeva u kojima se može odobriti isplata solidarne pomoći, na primer, da je poslo- davac dužan da zaposlenom isplati pomoć u slučaju smrti bračnog druga ili deteta (troškovi sahrane prema priloženim računima do neoporezivog iznosa), nastanka trajnog teškog inva- liditeta (u visini dve prosečne plate), bolovanja dužeg od tri meseca u kontinuitetu (u visini jedne prosečne plate jednom u kalendarskoj godini) i u slučaju nabavke medicinskih poma- gala ili lekova koja su definisana pravilnikom o medicinsko-tehničkim pomagalima koja se

125 Čl.21. st. 1. tač. 9. 126 Čl. 30. st. 1. tač. 6. 127 Čl.22 st.1 tač.2 i 3 128 Čl.17. st. 1. tač. 5. 129 Čl. 30. 130 Čl. 22. st. 1. tač.1. 131 Čl. 14. st. 1. tač. 5 132 PKU za zaposlene u osnovnim i srednjim školama i domovima učenika 133 PKU za policijske službenike 134 PKU za zaposlene u jedinicama lokalne samouprave 135 Čl. 15. st. 2.

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obezbeđuju iz sredstava osiguranja (u visini jedne prosečne plate).136 Jedna od skorije uve- denih novina u pojedinim PKU jeste da se zaposlenom može isplatiti solidarna pomoć za ro- đenje deteta, najčešće u visini prosečne mesečne zarade bez poreza i doprinosa u Republici Srbiji.137 Neki PKU propisuju pravo na solidarnu pomoći u slučajevima usvojenja deteta.138 U slučaju da oba roditelja rade kod istog poslodavca, pravo na solidarnu pomoć ostvaruje za- poslena majka. Neki kolektivni ugovori predviđaju dodeljivanje solidarne pomoći zaposlenoj u slučajevima vantelesne oplodnje nakon iskorišćenih mogućnosti finansiranih sredstvima Republičkog fonda za zdravstveno osiguranje, najviše do tri prosečne mesečne zarade u Re- publici Srbiji.139 PKU za zaposlene u ustanovama predškolskog vaspitanja i obrazovanja pro- pisuje da poslodavac može da solidarnu pomoć isplati zaposlenom radi ublažavanja nepo- voljnog materijalnog i socijalnog položaja zaposlenog, jednom godišnje do visine prosečne neto zarade bez poreza i doprinosa za Republiku Srbiju.140 PKU za policijske službenike propi- sano je da je dozvoljeno stipendiranja dece poginulog i dece ranjenog policijskog službenika i to za redovno školovanje, a najkasnije do navršene 26. godine života, nabavka udžbenika i školskog pribora u toku osnovnog i srednjeg obrazovanja i za boravak deteta u predškolskoj ustanovi141 i pomoć članu uže porodice poginulog policijskog službenika i to za zakupninu na ime stanarine ako nema rešeno stambeno pitanje ili za otplatu duga po stambenom kreditu i za izdržavanje ako nema drugih sredstava za život i nije sposoban za rad.142

136 Na primer, PKU za zaposlene u osnovnim i srednjim školama i domovima učenika (čl. 29) predviđa jedino ove slučajeve isplate solidarne pomoći. 137 PKU za zaposlene u jedinicama lokalne samouprave (čl.51 st.1 tač.9), PKU za socijalnu zaštitu u Republici Srbiji (čl.69 st.7 tač.1), PKU za elektroprivredu Srbije (čl., 53), PKU za zdravstvene ustanove čiji je osnivač Republika Srbija, autonomna pokrajina i jedinica lokalne samouprave (čl. 107st.4 tač.1), PKU za državne organe (čl.45) i PKU za zaposlene u ustanovama studentskog standarda čiji je osnivač Republika Srbija (čl. 37). 138 Kao što na primer propisuju čl. 45. st. 1. tač. 7. PKU za zaposlene u ustanovama predškolskog vaspitanja i obrazovanja i čl. 30. PKU za ustanove kulture čiji je osnivač Republika Srbija, autonomna pokrajina i jedinica lokalne samouprave. 139 PKU za socijalnu zaštitu u Republici Srbiji (čl.69 st.7 tač.2), PKU za zaposlene u jedinicama lokalne samouprave (čl.51 st.1 tač.9) i PKU za zdravstvene ustanove čiji je osnivač Republika Srbija, autonomna pokrajina i jedinica lokalne samouprave (čl.107). 140 Član 46. 141 Čl. 37. st. 1. tač. 11. 142 Čl. 37. st. 1. tač. 12.

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Posebnim kolektivnim ugovorima mogu se propisati i različita druga novčana primanja za- poslenih, osim onih koja su zakonom obavezna. Svi PKU propisuju da u dogovoru sa sindika- tima kod poslodavca, deci svojih zaposlenih treba da ili mogu da obezbede poklon za Novu godinu. Razlikuje se samo starosna granica do koje godine dete ima pravo na novogodišnji poklon, od 11143 do 15 godina starosti deteta.144 PKU za zaposlene u jedinicama lokalne samo- uprave ovo pravo proširuje, tako da se novogodišnji poklon, pored dece zaposlenih radnika, obezbeđuje i deci lica koje je radno angažovano po osnovu ugovora van radnog odnosa kod poslodavca najmanje tri meseca sa prekidima ili neprekidno u kalendarskoj godini u kojoj se obezbeđuje ovo pravo i ako je u ugovornom odnosu na dan ostvarivanja ovog prava,145 dok PKU za socijalnu zaštitu propisuje da poslodavac novčanu pomoć može dodeliti i samohra- nom roditelju sa detetom do 14 godina života.146 Pojedini PKU pored poklona deci zaposlenih za Novu godinu, predviđaju i godišnju nagradu zaposlenima za Božićne praznike u jednakom iznosu.147 Kolektivnim ugovorom poslodavac i sindikat u dogovoru mogu predvideti i poklon zaposlenim ženama za Međunarodni dan žena ili im isplatiti određeni novčani iznos.

U većini PKU148 izvršene su određene izmene u vezi sa epidemijom kovida-19 o naknadi plate za vreme privremenog odsustva sa rada zbog epidemije zarazne bolesti kovida-19. Pro- pisano je da zaposleni ima pravo na naknadu plate u visini od 100% osnovne plate za mesec u kome je privremeno odsustvovao sa rada zbog potvrđene zarazne bolesti koivd-19 ili zbog mere izolacije ili samoizolacije naložene u vezi sa tom bolešću, a koja je nastupila kao po- sledica neposrednog izlaganja riziku po osnovu obavljanja poslova i radnih zadataka, odno- sno, službenih dužnosti i kontakata sa licima kojima je potvrđena bolest kovid-19 ili naložena

143 Na primer čl. 32. PKU za zaposlene u osnovnim i srednjim školama i domovima učenika i čl. 24-25 PKU za visoko obrazovanje 144 Na primer čl. 49 PKU za zaposlene u jedinicama lokalne samouprave, čl. 60 PKU za elektroprivredu Srbije i čl. 36 PKU za zaposlene u ustanovama studentskog standarda čiji je osnivač Republika Srbija. 145 Čl. 49. st. 2. 146 Čl. 59. st. 1. tač. 6. 147 O čijem iznosu Vlada i reprezentativni sindikati pregovaraju svake godine u postupku donošenja predloga budžeta Republike Srbije, s tim da je iznos najmanje 10% prosečne mesečne zarade po zaposlenom u Republici Srbiji, prema poslednjem objavljenom podatku republičkog organa nadležnog za statistiku, koja prethodi isplati. Čl. 32. PKU za ustanove kulture čiji je osnivač Republika Srbija, autonomna pokrajina i jedinica lokalne samouprave 148 PKU za zaposlene u jedinicama lokalne samouprave (čl.43a), PKU za zaposlene u osnovnim i srednjim školama i domovima učenika (čl.24a), PKU zaposlene u ustanovama predškolskog vaspitanja i obrazovanja (čl.41a), PKU za visoko obrazovanje (čl.20a), PKU za socijalnu zaštitu u Republici Srbiji (čl.64a), PKU za zdravstvene ustanove (čl.101a), PKU za državne organe (čl.33a), PKU za policijske službenike (čl.30a) i PKU za zaposlene u ustanovama studentskog standarda čiji je osnivač Republika Srbija (čl.23a).

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mera izolacije ili samoizolacije.149 Obaveza zaposlenog je da odsustvo sa rada dokaže reše- njem nadležnog organa150 ili izveštajem lekara o privremenoj sprečenosti za rad (doznaka).151

PKU za policijske službenike, u navedenim situacijama, priznaje pravo na na naknadu zarade u visini od 100% osnovne plate, kao i pravo na doprinos za staž osiguranja sa uvećanim traja- njem za policijskog službenika koji radi na radnom mestu na kome se staž osiguranja računa sa uvećanim trajanjem.

Interesantno je da svi navedeni PKU zaposlenom obezbeđuju određena prava samo ukoliko je zaražavanje nastupilo kao posledica neposrednog izlaganja riziku po osnovu obavljanja poslova i radnih zadataka, odnosno, službenih dužnosti i kontakata sa licima kojima je potvr- đena bolest kovid-19 ili naložena mera izolacije ili samoizolacije.

5.2.3. Prava na osnovu prekovremenog rada

PKU za zdravstvene ustanove čiji je osnivač Republika Srbija, autonomna pokrajina i jedinica lokalne samouprave je jedini koji štiti zaposlene u vezi sa trudnoćom i roditeljstvom u po- gledu prekovremenog rada, tako što propisuje da se zaposlenoj za vreme trudnoće, jednom od roditelja sa detetom do tri godine života, samohranom roditelju deteta do sedme godina života ili deteta sa invaliditetom i umereno do teško ometenom u razvoju, pripravnost kao oblik prekovremenog rada, može odrediti samo uz njihovu pisanu saglasnost.152

5.2.4. Bezbednost i zdravlje na radu

Uglavnom svi PKU predviđaju postojanje predstavnika zaposlenih za bezbednost i zdrav- lje na radu kao i posebnih odbora za bezbednost i zdravlje na radu, ali samo PKU za elek-

149 U zavisnosti od dužine trajanja odsustva, razlikuje se izvor finansiranja naknade zaposlenom: za prvih 30 dana odsustva sa rada, isplata visine naknade plate vrši iz sredstava budžeta poslodavca, a počev od 31. dana odsustva sa rada, isplata visine naknade plate vrši iz sredstava obaveznog zdravstvenog osiguranja do zakonom propisane visine naknade plate za vreme bolovanja (65%), a iz sredstava budžeta poslodavca za preostali iznos razlike do visine od 100% osnovne plate. 150 Sanitarnog inspektora, organa nadležnog za kontrolu prelaženja državne granice, carinskog organa, izvodom iz evidencije Ministarstva unutrašnjih poslova i dr. 151 PKU za zdravstvene ustanove jedini sadrži odredbu da ovo pravo ostvaruje zaposleni koji je odsustvovao sa rada počev od 1. marta 2020. godine. 152 Član 46.

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troprivredu Srbijepropisuje da je odbor dužan da analizira stanje posebne zaštite zaposlenih mlađih od 18 godina života, žena i zaposlenih sa smanjenom ili izmenjenom radnom spo- sobnošću i predlaže mere za poboljšanje njihove zaštite153, a da je poslodavac u saradnji sa sindikatom obavezan da o svom trošku uputi na sistematski lekarski pregled sve zaposlene, u skladu sa programom zaštite zdravlja zaposlenih, i da svake godine organizuje i finansira sis- tematske preglede zaposlenih i specijalističke preglede za žene.154

5.2.5. Obavljanje poslova sa povećanim rizikom i posebna zaštita materinstva

Obavljanje poslova sa povećanim rizikom pominju PKU za socijalnu zaštitu u Republici Sr- biji155 i PKU za zdravstvene ustanove čiji je osnivač Republika Srbija, autonomna pokrajina i jedinica lokalne samouprave156, propisujući da zaposlena žena za vreme trudnoće i majka sa detetom do tri godine ne može da radi na poslovima sa povećanim rizikom bez njenog pri- stanka, kao i da poslodavac ne može zaposlenu ženu da rasporedi da obavlja poslove sa po- većanim rizikom koji bi mogli da joj ugroze ostvarivanje materinstva.  PKU za zdravstvene ustanove propisuje i dužnost poslodavca da obezbedi da zaposlena za vreme trudnoće bude u pisanoj formi obaveštena o rezultatima procene rizika na radnom mestu i o merama kojima se rizici otklanjaju.157

Jedini PKU koji propisuje slučajeve privremene sprečenosti za rad u kojima je obavezna naknada zarade u visini od 100% osnovice je PKU za elektroprivredu Srbije, ukoliko je reč o zaposlenoj koja je na odsustvu radi održavanja trudnoće i /ili radi posebne nege deteta do tri godine.158

153 Čl. 26. st. 1. tač. 6. 154 Čl.27. st. 2. i 3. 155 Član 40. 156 Član 66. 157 Čl. 66. st. 3. 158 Za svako ovakvo bolovanje koje traje duže od 30 dana, poslodavac refundira sredstva od nadležnog fonda kad se steknu uslovi. Čl. 43.

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5.2.6. Zlostavljanje na radu (mobing)

Zlostavljanje na radu (mobing) decidirano se pominje jedino u PKU za zaposlene u ustano- vama predškolskog vaspitanja i obrazovanja,159 kojim je propisana dužnost poslodavca da or- ganizuje rad na način kojim se sprečava pojava zlostavljanja na radu i zaposlenima obezbedi uslove rada u kojima neće biti izloženi zlostavljanju na radu od poslodavca, odnosno, odgo- vornog lica ili zaposlenih kod poslodavca. Zabranjen je svaki vid zlostavljanja zaposlenih na radu i u vezi sa radom, a poslodavac je dužan da preduzme sve mere u skladu sa zakonom ko- jim se uređuje sprečavanje zlostavljanja na radu, u cilju prepoznavanja, prevencije i sprečava- nja zlostavljanja zaposlenih na radu.160 Propisana je i zabrana diskriminacije, odnosno, da će se u slučaju diskriminatorskog ponašanja primenjivati odredbe zakona koji uređuje osnove sistema obrazovanja i vaspitanja, Zakona o radu i posebnih zakona. U ovom PKU posebno je navedeno da se zaštita materinstva, ostvarivanje prava na porodiljsko odsustvo i odsu- stvo sa rada radi nege deteta, odsustvo radi posebne nege deteta ili druge osobe, vrši se u skladu sa odredbama zakona, čime se specifično insistira na zaštiti i poštovanju navedenih prava.161 Ostali PKU ne sadrže ovakve odredbe.

5.2.7. Utvrđivanje viška zaposlenih i premeštaj zaposlenog na drugo radno mesto

Propisivanjem načina utvrđivanja viška zaposlenih bavi se osam od 14 PKU.162 Većina njih propisuje da je poslodavac dužan da pre donošenja programa racionalizacije, odnosno sma- njenja broja zaposlenih sa reprezentativnim sindikatom i Nacionalnom službom za zapošlja- vanje preduzme mere za zapošljavanje viška zaposlenih, odnosno, ukoliko to ne uspe, izvrši rangiranje zaposlenih na osnovu određenih parametara. Predviđena je apsolutna zaštita maj- činstva od otkaza za vreme trudnoće, porodiljskog odsustva, odsustva sa rada radi nege de- teta i odsustva sa rada radi posebne nege deteta, a zaposlenoj se rok do kada je zaključen ugovor o radu na određeno vreme produžava do isteka korišćenja prava na porodiljsko od-

159 Čl. 35. 160 Član 11. 161 Član 32. 162 PKU za zaposlene u jedinicama lokalne samouprave (čl.56-57), PKU za zaposlene u osnovnim i srednjim školama i domovima učenika (čl.34, čl.38), PKU zaposlene u ustanovama predškolskog vaspitanja i obrazovanja (čl.60-61), PKU za visoko obrazovanje (čl.30-31, čl.33), PKU za ustanove kulture čiji je osnivač Republika Srbija, autonomna pokrajina i jedinica lokalne samouprave (čl.39), PKU za državne organe (čl.53, čl.55), PKU za javna preduzeća u komunalnoj delatnosti na teritoriji Republike Srbije (čl.75) i PKU za zaposlene u ustanovama studentskog standarda čiji je osnivač Republika Srbija (čl.31-32, čl.34).

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sustvo, odsustvo sa rada radi nege deteta i odsustvo sa rada radi posebne nege deteta. Uko- liko poslodavac ipak donese rešenje o prestanku ugovora o radu, ono se smatra ništavim i ne proizvodi pravno dejstvo. Posebni kolektivni ugovori za oblast obrazovanja propisuju za- branu prestanka radnog odnosa zaposlenom/zaposlenoj bez njegove/njene saglasnosti, uko- liko je reč o zaposlenoj za vreme trudnoće ili sa detetom do dve godine starosti, zaposlenom samohranom roditelju, zaposlenom čije dete ima teški invaliditet, odnosno, jednom od brač- nih drugova ukoliko oba bračna druga rade u istoj ustanovi. PKU za visoko obrazovanje ovu zaštitu pruža i roditelju koji ima status „roditelj negovatelj“.163

Nasuprot tome, PKU za javna preduzeća u komunalnoj delatnostiovo pravo ograničava, navo- deći da poslodavac ne može doneti odluku o prestanku radnog odnosa zaposlenom po osnovu viška zaposlenih, bez njegove saglasnosti, ukoliko je reč o samohranom roditelju sa detetom do 15 godina života i roditelju sa detetom sa „posebnim potrebama“.164 Interesantno je da se kao samohrani roditelj u ovom PKU podrazumeva samo roditelj koji živi sa najmanje jednim detetom, nije u bračnoj ili vanbračnoj zajednici i koji nema pomoć u izdržavanju deteta od dru- gog bračnog druga ili je ta pomoć niža od 50% minimalne zarade u Republici utvrđene u skladu sa zakonom, za razliku od definicije PKU za zaposlene u ustanovama studentskog standarda kojim se kao samohrani roditelja smatra roditelj koji sam vrši roditeljsko pravo, kada je drugi roditelj nepoznat ili je umro ili sam vrši roditeljsko pravo na osnovu odluke suda ili kada samo on živi sa detetom, na osnovu potvrde nadležnog centra za socijalni rad kada sud još nije do- neo odluku o vršenju roditeljskog prava, kao i u slučaju kada je drugi roditelj potpuno ili trajno nesposoban za privređivanje, a nije stekao pravo na penziju ili kada se drugi roditelj nalazi na izdržavanju kazne zatvora duže od šest meseci.165

Sindikati su se izborili i da zaposleni sa detetom do 15 godine života čiji ukupan mesečni pri- hod po članu domaćinstva ne prelazi iznos minimalne zarade i zaposleni koji je jedini hrani- lac deteta „teže ometenog u razvoju“ i jedini hranilac maloletnog deteta, ima prednost da ostane u radnom odnosu u odnosu na druge zaposlene na radnom mestu na kojem se sma- njuje broj izvršilaca bez obzira na kriterijume za utvrđivanje viška zaposlenih. Jedan od krite- rijuma rangiranja u pojedinim oblastima (kao što je npr. oblast obrazovanja) jeste i broj dece predškolskog uzrasta, odnosno, dece na redovnom školovanju do 26 godina starosti.

163 Čl.33. st. 1. tač. 3. 164 Čl.75. st. 1. tač. 2. i 3. 165 Čl. 34. st. 2. i 3.

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U pojedinim PKU propisana je posebna zaštita određenih kategorija zaposlenih od izmena ugovorenih uslova rada, u slučajevima kada poslodavac, zbog potreba procesa i organiza- cije rada, zaposlenom može da ponudi aneks ugovora o radu i premeštaj na drugi odgovara- jući posao koji odgovara njegovoj stručnoj spremi i radnim sposobnostima. Na primer, PKU za zdravstvene ustanovepropisuje da zaposlena za vreme trudnoće, majka sa detetom predškol- skog uzrasta i majka deteta sa smetnjama u razvoju ili sa teškim urođenim ili stečenim obo- ljenjima i stanjima ne može da bude raspoređena na ovakav način,166 dok je PKU za ustanove kulture propisanoda se zaposleni ne može premestiti na rad iz jednog u drugo mesto rada, bez svoje saglasnosti, ukoliko je reč o zaposlenoj ženi za vreme trudnoće, samohranom rodi- telju deteta sa invaliditetom, po osnovu brige o deci starosti do 15 godina: roditelj, usvojitelj, staratelj ili hranitelj i zaposleni koji se stara o članu uže porodice sa intelektualnim invalidite- tom, koji ima teško telesno oštećenje ili bolest usled koje je potpuno ili vrlo slabo pokretan.167

PKU za elektroprivredu Srbije jedini zabranjuje poslodavcu da zaposlenu ženu za vreme trud- noće, samohranog roditelja ili staratelja sa detetom predškolskog uzrasta, kao i invalida rada premesti na rad kod drugog poslodavca, bez njihove saglasnosti.168

5.2.8. Specifičnosti

Interesantne su i jedinstvene odredbe PKU za policijske službenike kojima se definiše pravo policijskog službenika na zaštitu dostojanstva na radu i u vezi sa radom,169 Tako što se poslodavac obavezuje 1) da će razvijati vrednosti tolerancije, razumevanja i poštovanja po- licijskih službenika i da će svako neželjeno ponašanje i postupke kojim se takvi odnosi naru- šavaju putem diskriminacije, zlostavljanja ili seksualnog zlostavljanja prepoznati, zabeležiti, sprečiti i kazniti; 2) da će obezbediti bezbednu i zdravu radnu okolinu, tako što će proces or- ganizacije rada urediti na način koji sprečava pojavu zlostavljanja na radu i u vezi sa radom, uz obezbeđenje uslova rada koji ne narušavaju dostojanstvo policijskih službenika od poslo- davca, odnosno, odgovornog lica, zaposlenih ili drugih radno angažovanih lica kod poslo- davca; 3) da će u cilju prepoznavanja, prevencije i sprečavanja zlostavljanja, sprovoditi mere obaveštavanja i osposobljavanja zaposlenih i sindikalnih predstavnika, putem kurseva, se-

166 Čl. 22. st. 4. 167 Čl. 10. st. 1. 168 Čl.72. st. 2. 169 Čl. 39-46.

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minara i drugih vidova edukacije, u cilju lakšeg prepoznavanja ponašanja koja predstavljaju zlostavljanje, njihovih uzroka i posledica. Propisana je i zabrana svake diskriminacije ili zlo- stavljanja policijskog službenika zbog pripadnosti ili nepripadnosti sindikalnoj organizaciji, zaštita podataka o ličnosti kao i obaveza poslodavca da pokuša da slučajeve zlostavljanja na radu i u vezi sa radom najpre pokuša da reši mirnim putem.

Jedini PKU koji ne sadrži ništa od navedenih odredaba je PKU za radno angažovanje estrad- no-muzičkih umetnika i izvođača u ugostiteljstvu, koji se bavi jedino načinom angažovanja izvođača, ugovaranjem cene rada – honorara, definisanjem prava i obaveza poslodavaca, izvođača i posrednika (agencije), kao i načinom rešavanja sporova.

46 6. Angažovanost sindikata na suzbijanju rodno zasnovanog nasilja i nasilja u porodici u vreme pandemije kovida-19 Kovid-19 nije rodno neutralan, jer su žene širom sveta pretrpele više različitih posledica zatva- ranja i ograničenja kretanja zbog pandemije koronavirusa. Pandemija nanosi štetu zdravstve- nom, socijalnom i ekonomskom blagostanju širom sveta, a žene su u centru svih događanja. Žene čine gotovo 70% radne snage u zdravstvenoj zaštiti, što ih čini izloženijim većem riziku od infekcije. U isto vreme, žene takođe snose veliki deo tereta kod kuće, s obzirom na zatvaranje škola i ustanova za brigu o deci i dugotrajnu neravnopravnost kada je u pitanju neplaćeni rad. Žene se takođe suočavaju sa visokim rizicima od gubitka posla i zarade koja im je neophodna za život, a suočene su i sa povećanim rizicima od nasilja, eksploatacije, zlostavljanja ili uznemira- vanja tokom trajanja krize i zabrane/ograničenja kretanja.

Ujedinjene nacije su saopštile da korona virus tri puta pogađa žene: zbog zdravlja, zbog po- rodičnog nasilja i zbog brige o drugima. Restriktivne mere preduzete u svetu za borbu protiv kovida-19 povećavaju rizik od porodičnog nasilja i povećavaju radno opterećenje žene kod kuće. UN Women, entitet Ujedinjenih nacija posvećen rodnoj ravnopravnosti i osnaživanju

47  Položaj žena u sindikatima u Srbiji | 6. Angažovanost sindikata na suzbijanju rodno zasnovanog nasilja i nasilja u porodici u vreme pandemije kovida-19

žena, istakla je da u toku krize zbog pandemije kovid-19 raste nasilje u porodici, što predstav- lja „pandemiju iz senke“. Širom sveta aktivistkinje za ženska prava prijavljuju značajno pove- ćanje broja poziva zbog nasilja u porodici. Da bi se zaustavio ovaj nagli porast nasilja u po- rodici, potrebni su kolektivni napori i akcije na globalnom nivou. Opterećenost zdravstvenih usluga i prihvatilišta za žrtve nasilja u porodici je ogromna, a preopterećene su i linije za po- moć, zbog čega je pokrenuta kampanja o podizanju svesti o alarmantnom porastu nasilja u porodici tokom kovida-19 sa porukom da svi treba da podrže i pomognu ženama žrtvama na- silja ako znaju ili sumnjaju da su izložene nekom obliku nasilja.170

Potencijalne posledice kovida-19 poput veće nezaposlenosti (i za žene i za muškarce), izgu- bljenih zarada i nesigurnosti posla, posebno su opasne za žene u nasilnim vezama, jer je eko- nomska kontrola ključno sredstvo nasilnika.171 Finansijska nesigurnost može da prisili žrtve da ostanu sa zlostavljačima. Brzo rastuće oslanjanje na digitalnu tehnologiju tokom zabrane ili ograničenja kretanja takođe ima implikacije na rodno zasnovano nasilje: digitalni alati predstavljaju jedan od načina da žene izbegnu nasilje, ali takođe pružaju mogućnost zlostav- ljačima da povećaju svoju kontrolu nad njima i da svoje žrtve još više otuđe od spoljnog sveta, kontrolišući njihove digitalne alate, poput mobilnih telefona i računara.

I pre izbijanja pandemije, sindikati su ukazivali na neophodnost uključivanja u borbu protiv nasilja u porodici, u kontekstu radne angažovanosti žene, praveći vezu između zlostavljanja u porodici i na poslu. Evropska konfederacija sindikata već je bila veoma aktivna u ukaziva- nju na rodnu ravnopravnost na radnom mestu. Nakon što je 2017. godine objavila izveštaj „Si- gurne kod kuće, sigurne na poslu“172 u kome su po prvi put date smernice sindikatima kako da se ophode prema nasilju i zlostavljanju žena na radnom mestu i kako ih eliminišu, ove smer- nice su preuzete u 40 kolektivnih ugovora iz 11 zemalja članica Evropske Unije.173 U Danskoj, na primer, sindikati su organizovali seriju treninga koji su se odnosili na povezanost nasilja u

170 UN Women - The Shadow Pandemic: Violence against women during COVID-19, https://www.unwomen.org/ en/news/in-focus/in-focus-gender-equality-in-covid-19-response/violence-against-women-during-covid-19, pretraženo 14.08.2020. 171 OECD Policy Responses to Coronavirus (COVID-19) - Women at the core of the fight against COVID-19 crisis, objavljeno 1.04.2020, https://www.oecd.org/coronavirus/policy-responses/women-at-the-core-of-the-fight-against- covid-19-crisis-553a8269/, pretraženo 04.10.2020. str.14 172 Safe at home, safe at work, objavljeno 12.06.2017., https://www.etuc.org/en/document/safe-home-safe-work-final- report-national-country-studies, pretraženo 16.07.2020. 173 New ILO Convention gives right to work without violence and harassment, objavljeno 21.06.2019., https://www. etuc.org/en/pressrelease/new-ilo-convention-gives-right-work-without-violence-and-harassment, pretraženo 16.07.2020.

48 Položaj žena u sindikatima u Srbiji | 6. Angažovanost sindikata na suzbijanju rodno zasnovanog nasilja i nasilja u porodici u vreme pandemije kovida-19

porodici i nasilja na radnom mestu; u Francuskoj su regulisani slučajevi porodičnog nasilja,174 a brojni sindikati širom Evrope su se udružili sa nevladinim organizacijama kako bi zajednič- kim delovanjem podigli svest o obimu i ozbiljnosti nasilja u porodici prema ženama i kako bi se borili sa svim oblicima nasilja prema ženama (Mir Roca, 2016).

Sindikati u Sjedinjenim Američkim Državama već decenijama se bore protiv nasilja u porodici i nasilja na radnom mestu: neki sindikati su nasilje u porodici i seksualno nasilje stavile visoko na svoju društvenu, pravnu i političku agendu, dok su drugi sindikati počeli da osmišljavaju inovativne edukativne materijale i treninge za članstvo u sindikatima, ali i načine kako da po- drže svoje članice koje se suočavaju sa nasiljem u porodici (Urban & Wagner, 2000).

Porast porodičnog nasilja koji je primećen od početka pandemije takođe je izvor javne zabri- nutosti (Taub, 2020). U nedostatku mreža socijalne sigurnosti i adekvatne podrške u smislu sigurnosti prihoda, mnogi radnice zaposlene u neformalnim sektorima, posebno u zemljama u razvoju, jedva da imaju drugog izbora već da nastave da rade uprkos ograničenjima u kre- tanju i smanjenju socijalnih kontakata.175 Nacionalna linija za pomoć žrtvama nasilja u poro- dici (The National Domestic Abuse helpline) u Velikoj Britaniji prijavila je porast broja poziva od 25% od kada je počelo ograničavanje kretanja zbog koronavirusa, kao i povećanje broj po- seta njihovom sajtu za 150% (Elliott, 2020). Zbog pandemije, veliki broj žena radi od kuće, izo- lovane suod kolektiva, koji u slučajevima nasilja u porodici, može da bude značajna podrška i pomoć za žrtvu. Od Španije do Poljske, prijavljen je porast brojeva nasilja u porodici za 30%, dok je broj femicida u Velikoj Britaniji više nego udvostručen.176

Širom sveta, sindikati su duboko zabrinuti zbog sve većeg broja slučajeva nasilja u porodici zbog koronavirusa i pokušavaju da razviju nove mehanizme kojima bi zaštitili žene od nasi- lja i diskriminacije, jednako kao i od samog virusa. Brojni sindikati imaju dobro uspostavljene ženske mreže za borbu protiv diskriminacije, koje su se pokazale ključnim u identifikovanju i rešavanju alarmantnog povećanja slučajeva porodičnog nasilja.

174 Kolektivnim ugovorom između poslodavaca La Poste, Carrefour supermarketa i Peugeot-Citroën 175 ILO Policy Brief on COVID-19, Pillar 3: Protecting workers in the workplace, https://www.ilo.org/global/topics/ coronavirus/impacts-and-responses/WCMS_739049/lang--en/index.htm, pretraženo 02.10.2020. 176 Women and their unions are battling a double crisis: Covid-19 and domestic violence, objavljeno 20.04.2020., https://www.uni-europa.org/2020/04/women-and-their-unions-are-battling-a-double-crisis-covid-19-and- domestic-violence/, pretraženo 23.07.2020.

49  Položaj žena u sindikatima u Srbiji | 6. Angažovanost sindikata na suzbijanju rodno zasnovanog nasilja i nasilja u porodici u vreme pandemije kovida-19

Sindikati u Italiji su se među prvima otpočeli borbu za zaštitu zdravlja zdravstvenih radnika odmah po početku pandemije,177 ali su se aktivirali i u borbi protiv nasilja u porodici, tražeći da se tokom trajanja pandemije, učinilac a ne žrtva smesti u sklonište (Ghoshal, 2020:195- 199). U Belgiji, sindikat Femmes CSC izneo je vladi listu najboljih praksi, u kome se potencira na uključivanju i jačanju postojećih usluga usmerenih na pružanje podrške žrtvama, otvara- nje 24-časovnih telefonskih linija za pomoć, korišćenje apoteka kao službi preko kojih bi se prijavljivalo nasilje i policijska kontrola domaćinstava sa prethodno zabeleženim slučajevima nasilja i porodici.178 U Španiji, sindikati FSC-CCOO su pokrenuli kampanju za podizanje sve- sti o dostupnim načinima za borbu protiv nasilja u porodici.179 U Turskoj, gde je samo u toku marta 2020. godine bilo 29 femicida, sindikati su zajedno sa ženskim nevladinim organizaci- jama apelovali na donošenje posebnog hitnog akcionog plana i organizovanje posebnog tre- ninga za zaposlene u sudstvu i policiji.180 U Francuskoj, CGT Unilever sindikat je pozvao vladu da žrtve nasilja u porodici za vreme trajanja zabrane kretanja počne da smešta u napuštene prazne kuće umesto u popunjene sigurne kuće, kao i da im obezbedi besplatne osnovne ži- votne namirnice.181

U Velikoj Britaniji, Kongres sindikata je napravio interaktivni vodič za sindikate koji sadrži ko- risne praktične savete o tome kako uočiti znake nasilja među koleginicama i na radnom me- stu i na koji način se može pomoći žrtvi i rešiti problem.182 Slične mere žele da preduzmu i drugi sindikati širom sveta, kako bi svoje članice organizovano zaštitili od partnerskog nasi- lja i nasilja u porodici. Zbog slabe dostupnosti zdravstvenog sistema koji je zagušen borbom protiv koronavirusa, interesantan je predlog sindikata da se u Južnoafričkoj Republici uvedu posebne mobilne klinike koje bi se bavile žrtvama rodno zasnovanog nasilja dok traje pande- mija kovida-19.183

177 COVID-19: Italian unions sign vital new agreement on safety of health workers, https://www.epsu.org/article/covid- 19-italian-unions-sign-vital-new-agreement-safety-health-workers, pretraženo 17.10.2020. 178 Women and their unions are battling a double crisis: Covid-19 and domestic violence, objavljeno 20.04.2020., https://www.uni-europa.org/2020/04/women-and-their-unions-are-battling-a-double-crisis-covid-19-and- domestic-violence/, pretraženo 23.07.2020. 179 Ibid. 180 Ibid. 181 Ibid. 182 Domestic and Intimate Partner Violence and COVID-19, https://aflcio.org/covid-19/domestic-and-intimate-partner- violence-and-covid-19, pretraženo 16.08.2020. 183 Ibid.

50 Položaj žena u sindikatima u Srbiji | 6. Angažovanost sindikata na suzbijanju rodno zasnovanog nasilja i nasilja u porodici u vreme pandemije kovida-19

U Kanadi, sindikati od početka pandemije ukazuju na porast rizika od nasilja u porodici, usled opasnosti od koronavirusa i primene nekih preventivnih zdravstvenih mera. Preporuka da što više ljudi ostane u svojim kućama, zajedno sa rastućim pritiskom o neizvesnosti očuva- nja radnog mesta i finansijske stabilnosti, može da poveća rizik od nasilja u porodici koje je u slučajevima izolacije veoma opasno po žrtvu. Širom Kanade osposobljene su sigurne kuće za smeštaj žena kao i privremeni smeštaji za žrtve nasilja u porodici, a federalne i lokalne vlasti u Kanadi su najavile da će se i u situaciji pandemije truditi da obezbede dovoljno finansijskih sredstava za ovu namenu.184 Muškarci članovi kanadskog Unifora, sindikata koji čini više od 315.000 zaposlenih, organizovali su u septembru 2020. godine šetnju kroz Toronto obuveni u pink cipele na štiklu, sa ciljem da prikupe novac za fondove pomoći ženama i deci žrtvama nasilja u porodici.185 Osim poruke da treba pružiti podršku ženama i deci koji su preživeli po- rodično nasilje, druga važna poruka je da i muškarci treba da preuzmu odgovornost za borbu protiv rodno zasnovanog nasilja.

U nadi da će valjano odgovoriti na povećani broj slučajeva rodno zasnovanog nasilja tokom pandemije korona virusa, unija sindikata u Latinskoj Americi i Karipskoj regiji otpočela je u Brazilu projekat „Sindikalnim aktivizmom protiv rodno zasnovanog nasilja“.186 Izraelska unija sindikata (Histadrut) u junu 2020. godine osmislila je televizijsku kampanju kojom je pozvala na prestanak nasilja prema ženama, kako kod kuće, tako i na poslu i kojom je apelovala na žene da prijave sve slučajeve nasilja i zlostavljanja.187 Nasilje u porodici bilo je veliki problem i pre izbijanja pandemije kovida-19, a ograničenje i zabrana kretanja još više je pogoršalo pro- blem, pa je pokret radnica i volonterki ovog sindikata preduzeo praktične korake u direktnoj pomoći ženama koje doživljavaju porodično nasilje, tako što su osnovale sklonište i telefon-

184 Home is not safe for everyone: Domestic violence during a pandemic, objavljeno 26.03.2020., https:// canadianlabour.ca/home-is-not-safe-for-everyone-domestic-violence-during-a-pandemic/, pretraženo 15.07.2020. 185 Njihovom šetnjom uspeli su da prikupe 134.000 kanadskih dolara koji će biti uplaćeni organizaciji Halton Women's Place, koja obezbeđuje smeštaj i pružanje osnovnih usluga ženama koje su preživele fizičko, psihičko i seksualno nasilje i njihovoj deci.Members of Unifor walk in pink high heels downtown to raise money for women's shelter, objavljeno 19.09.2020., https://www.cbc.ca/news/canada/toronto/unifor-hope-in-high-heels-walk-toronto-halton- womens-place-domestic-violence-1.5731400, pretraženo 02.10.2020. Videti i: Unifor raises $134,000 to aid domestic violence victims, objavljeno 19.09.2020., https://www.unifor.org/en/whats-new/press-room/unifor-raises-134000- aid-domestic-violence-victims, pretraženo 17.10.2020. 186 Projekat je osmišljen kao vebinar koji je išao uživo preko društvene mreže Facebook, pratilo ga je 1448 posetilaca među kojima su bile članice 66 sindikata iz Brazila, Perua, Ekvadora, Argentine, Hondurasa, Kostarike, Gvatemale, Kolumbije, Meksika, Paname, Urugvaja i Jamajke. Brazil Trade union activism vs. gender-based violence pushed, objavljeno 15.09.2020., https://www.bwint.org/cms/brazil-trade-union-activism-vs-gender-based-violence- pushed-2010, pretraženo 04.10.2020. 187 Israeli unions launch TV ad on violence against women, objavljeno 08.06.2020., https://www.bwint.org/cms/news- 72/israeli-unions-launch-tv-ad-on-violence-against-women-1886, pretraženo 18.09.2020.

51  Položaj žena u sindikatima u Srbiji | 6. Angažovanost sindikata na suzbijanju rodno zasnovanog nasilja i nasilja u porodici u vreme pandemije kovida-19

sku liniju za pomoć. Sindikat je istakao kako su žene u Izraelu najteže pogođene pandemijom zbog velike nezaposlenosti (od 792.000 prijavljenih nezaposlenih tokom marta i aprila 2020. godine, 55,7% su žene),188 neplaćenog rada i porasta nasilja u porodici.

Međunarodna unija zaposlenih u delatnosti ishrane, poljoprivrede, hotelijerstva, restorana, keteringa, duvana i sličnih delatnosti (The International Union of Food, Agricultural, Hotel, Restaurant, Catering, Tobacco and Allied Workers’ Associations - IUF)189 sastavljena je od 425 sindikata iz 127 država i njeno članstvo broji oko 10 miliona zaposlenih. Ova Unija je kao svoje primarne ciljeve od početka pandemije postavila očuvanje radnih mesta i očuvanje zdravlja radnika koji idu na posao uprkos pandemiji i ograničenju kretanja. Zdravlje i bezbednost za- vise od života bez seksualnog nasilja, nasilja u porodici i različitih vrsta uznemiravanja.190 Kao što je već navedeno, sindikati širom sveta vrše pritisak na vlade svojih zemalja da deluju kako bi sprečili nasilje u porodici i ratifikovali Konvencijom o nasilju i zlostavljanju i preporukom MOR-a br. 206,191 dva međunarodna instrumenta koja predstavljaju nasilje u porodici kao ele- ment koji utiče na zaposlenost, zdravlje i bezbednost zaposlene žene. Zaposlena se od nasilja u porodici štiti kroz svoje radno mesto, bez obzira da li je to radno mesto u prostorijama po- slodavca ili u dnevnoj sobi, kakav je slučaj sa radom od kuće.192

Situacija u Srbiji sa evidencijom slučajeva nasilja u porodici prema ženama ne razlikuje mnogo od one u svetu. Vanredno stanje u Srbiji uvedeno je 15. marta 2020. godine, a ukinuto 6. maja 2020. godine, a za to vreme su primenjivanje različite mere - fizička izolacija, distan-

188 Ibid. 189 Međunarodna unija sindikata koji predstavljaju radnike koji se bave zemljoradnjom i proizvodnjom bilja, pripremom i proizvodnjom hrane i jela, hotelijerstvom, rade u ugostiteljstvu i služenju hrane ili u bilo kojoj od faza prerade duvana. 190 International Labour Organisation - Violence and Harassment Convention No. 190, 2019, https://www.ilo.org/dyn/ normlex/en/f?p=NORMLEXPUB:12100:0::NO::P12100_ILO_CODE:C190, pretraženo 05.10.2020; International Labour Organisation - Violence and Harassment Recommendation No. 206, 2019, https://www.ilo.org/dyn/normlex/en/f? p=NORMLEXPUB:12100:0::NO::P12100_ILO_CODE:R206, pretraženo 05.10.2020; We cannot let domestic violence accompany the spread of COVID-19, objavljeno 17.04.2020., http://www.iuf.org/w/?q=node/7584, pretraženo 21.10.2020. 191 Sindikalni pokret je veoma jak i istrajan u borbi protiv nasilja u porodici širom sveta za vreme pandemije. Za više informacija videti: Connell, T., Women & Their Unions Stand Strong during COVID-19, objavljeno 21.04.2020, dostupno na: https://www.solidaritycenter.org/women-their-unions-stand-strong-during-covid-19/, pretraženo 20.09.2020, Union responses to gender-based violence and the COVID-19 pandemic, objavljeno 22.06.2020., https:// www.ituc-csi.org/union-responses-to-gender-based, pretraženo 22.09.2020. i Protecting women's rights during Covid-19, objavljeno 09.04. 2020, dostupno na: http://www.industriall-union.org/protecting-women-rights-in- during-covid-19, pretraženo 20.09.2020. 192 Domestic violence invades the workplace: Why ILO C190 is needed in the time of Covid-19, objavljeno 06.09.2020, dostupno na: https://uniglobalunion.org/news/domestic-violence-invades-workplace-why-ilo-c190-needed-time- covid-19, pretraženo 28.09.2020.

52 Položaj žena u sindikatima u Srbiji | 6. Angažovanost sindikata na suzbijanju rodno zasnovanog nasilja i nasilja u porodici u vreme pandemije kovida-19

ciranje i zabrana/ograničavanje kretanja. Nema javno dostupnih podataka o broju krivičnih i prekršajnih predmeta koji se odnose na nasilje u porodici koji su pokrenuti u toku vanred- nog stanja, kao ni o aktivnosti sindikata u Srbiji na suzbijanju i podnošenju inicijativa držav- nim nadležnim telima o mehanizmima borbe protiv ove vrste nasilja.

53  7. Istraživanje o položaju žena u sindikatima

7.1. Cilj, predmet i opis istraživanja Cilj istraživanja bio je utvrđivanje položaja žena u sindikatima i analiza rada sindikata u kon- tekstu bavljenja pravima žena i rodnom ravnopravnošću, uključujući programsku orijentaciju sindikata i specifične aktivnosti usmerene na poboljšanje položaja žena i unapređenje rodne ravnopravnosti.

Predmet istraživanja bili su stavovi i informisanost članica sindikata o položaju žena u sin- dikatima u Srbiji i o položaju žena na radu i u vezi sa radom. Analizom prikupljenih podataka sagledani su stavovi članica sindikata, kao i sindikalnih rukovoditeljki u vezi sa nekoliko tema povezanih sa položajem žena u sindikatima – aktivnosti sindikata i žene; poštovanje prava žena na radu i u vezi sa radom; uticaj kovida-19 na radna prava žena i uloga sindikata.

Istraživanje o položaju žena u sindikatima u Srbiji sprovedeno je kroz četiri faze, u periodu od početka septembra do kraja decembra 2020. godine. U prvoj fazi (desk istraživanje) najpre je dat pregled začetka sindikalnog pokreta, kao i pregled uticaja pokreta za ženska prava na sindikalno organizovanje i aktivizam žena u sindikatima. Proučeni su postojeći izveštaji me- đunarodnih institucija i organizacija u vezi sa položajem žena u sindikatima, kao i o aktivno- stima sindikata tokom pandemije kovida-19, posebno u vezi sa zaštitom zaposlenih žena od nasilja. Takođe, prikupljeni su i analizirani posebni kolektivni ugovori u Srbiji, ukupno 14, sa aspekta prava zaposlenih žena i rodne ravnopravnosti. U drugoj fazi istraživanja upućeni su upiti sindikatima sa pozivom za saradnju i to: sindikatu Nezavisnost; Sloga; Savezu samostal- nih sindikata Srbije i Asocijaciji slobodnih i nezavisnih sindikata. U ovoj fazi izrađen je upit-

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nik za članice sindikata, koji je prosleđen sindikatima sa molbom da ih članice popune. Po- red toga, upitnik za članice sindikata bio je dostupan online, a poziv članicama sindikata bio je upućen i nekoliko puta ponovljen putem društvenih mreža. Takođe, u ovoj fazi istraživanja izrađen je vodič za fokus grupe sa članicama sindikata i vodič za dubinske polustrukturirane intervjue sa sindikalnim rukovoditeljkama.

U trećoj fazi istraživanja sistematizovani su, obrađeni i analizirani podaci dobijeni kroz fokus grupne diskusije sa članicama sindikata, dubinske polustrukturirane intervje sa sindikalnim rukovoditeljkama i putem upitnika koji su popunjavale članice sindikata. U četvrtoj fazi istra- živanja interpretirani su svi prikuplje­ni, obrađeni i sistematizovani podaci i pripremljen tekst analize sa glavnim nalazima i preporukama za unapređenje položaja žena u sindikatima.

Istraživački uzorak ovog istraživanja sastoji se od 245 članica sindikata koje su učestvovale u kvantitativnom istraživanju. Pored toga, u istraživanju je učestvovalo 39 članica sindikata u šest grupnih razgovora (fokus grupne diskusije) i 18 sindikalnih rukovoditeljki kroz dubinske polustrukturirane intervjue.

Prilikom dizajniranja istraživanja, fokus je stavljen na četiri velika sindikata koja rade u Srbiji i to: Nezavisnost, Sloga, Savez samostalnih sindikata Srbije i Asocijacija slobodnih i nezavisnih sindikata. Međutim, od planirana četiri sindikata, saradnja je ostvarena sa tri, a nije uspostav- ljena sa Asocijacijom slobodnih i nezavisnih sindikata. Zbog toga su fokus grupne diskusije i dubinski intervjui održane sa članicama i predstavnicama sindikata Nezavisnost, Sloga i Sa- vez samostalnih sindikata Srbije. Održano je ukupno šest fokus grupnih diskusija, po dve sa članicama svakog od tri navedena sindikata. Fokus grupe su održane tokom decembra 2020. godine. Dve su održane uživo, uz poštovanje svih epidemioloških mera i mera uvedenih za sprečavanje širenja kovida-19, dok su ostale fokus grupne diskusije održane preko Zoom apli- kacije. Učesnice fokus grupnih diskusija bile su članice ova tri sindikata, a dolazile su iz ra- zličitih granskih sindikata, čime je bila obezbeđena raznovrsnost i uključenost većeg broja sektora. Na fokus grupnim diskusijama bile su zastupljene učesnice iz zdravstvenog sektora; sektora socijalne zaštite; obrazovanja (predškolskog i osnovnoškolskog); medija i kulture; uprave, pravosuđa i odbrane; komunalnog sektora; namenske industrije; poljoprivrede i dru- gih sektora. Po pitanju godina radnog staža i godina sindikalnog staža, bile su zastupljene i učesnice koje imaju mali broj godina staža, od dve do pet godina, kao i učesnice sa preko 30

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godina radnog i sindikalnog staža. Većina učesnica fokus grupa imala je između 10-20 godina radnog i sindikalnog staža.

U kvantitativnom istraživanju su učestvovale članice mnogih sindikata jer učešće nije bilo ogra- ničeno samo na četiri sindikata koja su inicijalno bila u fokusu istraživanja. Jedini uslov za uče- stvovanje u istraživanju bio je da je ispitanica članica sindikata ili da je bila članica sindikata.

Ograničenja ovog istraživanja ogledaju se najpre u veoma kratkom vremenskom periodu u kome se istraživanje sprovodilo (septembar-decembar 2020). Pored toga, u ovom periodu je bila veoma loša epidemiološka situacija, što je veoma otežalo sprovođenje fokus grupnih dis- kusija uživo i dubinskih intervjua. Dve fokus grupne diskusije održane su uživo tokom novem- bra, uz poštovanje svih epidemioloških mera i mera o dozvoljenom broju osoba u zatvore- nom prostoru, a nakon toga, preostale četiri fokus grupne diskusije održane su preko Zoom aplikacije, dok su dubinski intervjui sprovođeni telefonom i korišćenjem drugih online apli- kacija (Viber, Skype, Zoom). To je uticalo posebno na broj žena koje su učestvovale na fo- kus grupnim diskusijama, zbog mera ograničenja (uživo), kao i zbog nedovoljne informatič- ko-tehničke opremljenosti i informisanosti (online). Pored toga, jedno od ograničenja ovog istraživanja je nemogućnost dublje analize praksi sindikata u vezi sa položajem žena i rod- nom ravnopravnošću, u kratkom vremenskom periodu u kome je istraživanje sprovedeno.

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7.2. Nalazi i interpretacija

7.2.1. Demografske karakteristike uzorka

U kvantitativnom istraživanju je učestvovalo ukupno 245 članica sindikata. Najveći broj ispi- tanica bio je u starosnoj grupi 36-45 (35,1%) i u starosnoj grupi 46-55 (32,7%), slede ispitanice starosti 56-55 (23,7%), dok je u uzorku bilo manje ispitanica mlađeg životnog doba – 8,5% iz starosne grupe 15-35. 1.2% 7.3%

23.7%

35.1%

32.7%

15-25 26-35 36-45 46-55 56-65

Grafikon br. 1: Starosno doba ispitanica

U uzorku je bilo najviše žena sa fakultetom (42,4%) i žena sa srednjom stručnom spremom (22%), slede žene sa višom stručnom spremom (17,6%) i masterom (10,6%), kao i manji pro- cenat žena sa doktoratom i osnovnom školom. 2.9% 1.2% 3.3%

10.6% 22.0%

17.6%

42.4%

Osnovna škola Srednja škola Viša škola Fakultet Master Magistratura Doktorat

Grafikon br. 2: Stepen obrazovanja

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U uzorku su zastupljene žene iz svih krajeva Srbije, najviše iz Beograda, Niša, Novog Sada i Kragujevca, ali su u znatnoj meri učestvovale i žene iz drugih krajeva Srbije, uključujući i žene koje žive u selima.

Po pitanju godina radnog staža, najviše je bilo žena sa 16-20 godina radnog staža (22%), za- tim od 21-25 (18%), slede žene sa 11-15 godina radnog staža (13,5) i 26-30 (13,1%). U uzorku je bilo najmanje žena koje imaju do pet godina radnog staža (4,9%).

9.4% 4.9% 9.8% 9.4%

13.5%

13.1%

22.0% 18.0%

Do 5 godina 6-10 11-15 16-20 21-25 26-30 31-35 Preko 35 godina

Grafikon br. 3: Godine radnog staža

7.2.2. Članstvo u sindikatu

Kao što je navedeno u delu koji se odnosi na metodologiju istraživanja, u fokusu su bila če- tiri najveća sindikata u Srbiji – Nezavisnost, Sloga, Savez samostalnih sindikata Srbije i Asoci- jacija slobodnih i nezavisnih sindikata Srbije. Osim slanja upitnika ovim sindikatima, upitnik je bio postavljen online i preko društvenih mreža su pozivane članice sindikata da učestvuju u istraživanju. Najveći broj ispitanica (46,9%) je iz sindikata Nezavisnost, zatim iz Saveza sa- mostalnih sindikata Srbije (24,1%), sindikata Sloga (5,7%) i Asocijacije slobodnih i nezavisnih sindikata Srbije (1,6%).

Drugim sindikatima pripada 21,6% ispitanica, a zastupljeni su sledeći sindikati: Sindikat pra- vosuđa, Sindikat Rafinerije nafte Pančevo, Konfederacija sindikata Vojvodine, Sindikat za- poslenih u zdravstvu i socijalnoj zaštiti, Sindikat prosvetnih radnika, Sindikat radnika Elek-

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troprivrede Srbije, Sindikat novinara Srbije, Industrijski sindikat Srbije, Nezavisni sindikat prosvetnih radnika Vojvodine, Sindikat solidarnosti, Policijski sindikat Srbije i dr.

21.6%

1.6% 46.9%

24.1%

5.7%

Nezavisnost Sloga Savez samostalnih sindikata Srbije Asocijacija samostalnih i nezavisnih sindikata

Drugi sindikat

Grafikon br. 4: Pripadnost sindikatu

U uzorku je bio skoro podjednak broj ispitanica koje su članice sindikata od 16 do 20 godina (22%) i do pet godina (21,2%), slede ispitanice sa od 5-10 godina (17,6%) i podjednak broj is- pitanica sa sindikalnim stažom 11-15 i 21-25 godina (po 11,8%).

4.5% 5.3% 5.7% 21.2%

11.8%

17.6%

22.0% 11.8%

Do 5 godina 6-10 11-15 16-20 21-25 26-30 31-35 Preko 35 godina

Grafikon br. 5: Dužina članstva u sindikatu

Učesnice fokus grupa, kao što je navedeno, imaju različitu dužinu sindikalnog staža: od skoro učlanjenih do aktivnih članica koje su u sindikatu više od 20 godina i koje su dugi niz godina

59  Položaj žena u sindikatima u Srbiji | 7. Istraživanje o položaju žena u sindikatima

posvećene sindikalnom aktivizmu, a većina se učlanila u sindikat odmah prilikom zapošljava- nja. Ima ispitanica koje su promenile sindikat tokom svog radnog veka.

Članica sam sindikata Nezavisnost negde oko 20 godina, a pre toga sam bila članica drugog sindikata, tamo nisam bila zadovoljna predstavljanjem, tako da sam onda prešla u ovaj sindikat i mogu da vam kažem da je tu bio drugačiji tretman.

Najveći broj ispitanica nema trenutno nikakvu funkciju u sindikatu (63,6%), od toga je 6,9% onih koje su nekada imale funkciju u sindikatu, ali je više nemaju. S druge strane, neke od učesnica fokus grupa su sindikalne poverenice, članice sindikalnih odbora, predsednice i/ili članice sekcija žena u sindikatu. 6.9%

36.3%

56.7%

Da Ne Nekada sam imala

Grafikon br. 6: Funkcija u sindikatu

U uzorku je najveći broj ispitanica koje nisu članice ženske sekcije sindikata (80,8%), od čega 26,1% navodi da ne postoji ženska sekcija u njihovom sindikatu. 19.2% 26.1%

54.7%

Da Ne

Ne postoji ženska sekcija u mom sindikatu

Grafikon br. 7: Članstvo u ženskoj sekciji sindikata

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Učesnice fokus grupa navode da u nekim sindikatima postoji formirana sekcija žena, u ne- kima ne postoji, u pojedinim odborima nije formirana sekcija, ali ona postoji pri granskom sindikatu.

Mi nemamo izdvojenu sekciju žena, ali smo ili glavna poverenica ili ja te koje uglavnom okupljaju članove za sve aktivnosti. Ništa se ne podrazumeva, za sve moramo da se borimo.

Same sindikalne imaju podeljena mišljenja o aktovnosti žena u sindikatu u okviru sekcija žena, tamo gde ove sekcije postoje.

Nisam nezadovoljna aktivnošću žena, ali smatram da bi moglo da bude malo bolje. Teško je ženi da dođe na bilo kakvu poziciju, zato što je pretežno muški kolektiv. Kod nas su pre 7-8 godina sprovedeni izbori za sekciju žena i ja sam tada izabrana za moj grad. Tada ste sa te pozicije mogli da raširite saradnju sa mnogima. Po isteku mandata je naredna predsednica izabrana, ali mi nije poznato da li je nekada napravila neki sastanak ili skup. To ne funkcionište koliko znam. Funkcioniše samo u Vojvodini.

Sekcije su osnovane ali veoma malo rade, neki moj predlog je bio da bi i pisanje radova i predavanja mogla da budu u okviru sekcija žena, da to budu neke mini edukacije za koje bi se dobijali bodovi koji u zdravstvu moraju da se prikupljaju.

Jedna od najčešće spominjanih aktivnosti sekcije žena je organizacija osmomartovskih pro- testa i putovanja, kao i obezbeđivanje sredstava za fond solidarnosti.

Sekcije žena bave se temama vezanim za žene i probleme žena, za razliku od povereništva ili grane. Ja mislim da se tek sad malo ta sekcija buni, do sada smo uglavnom imale osmomartovske akcije, različite preformanse.

Postoje predlozi za druge aktivnosti koje mogu da se realizuju u okviru sekcije žena, a jedna učesnica fokus grupne diskusije navodi da je pokrenula inicijativu da se sa učenicima trećeg i četvrtog razreda srednje škole proučava delatnost sindikata, radna prava i sindikalna prava.

Na pitanje o razlozima za članstvo u sindikatu, bili su mogući višestruki odgovori. Najveći broj ispitanica je u sindikatu jer sindikat štiti radna prava zaposlenih (46,2%), zato što se to podra-

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zumevalo kada se ispitanica zaposlila (18,9%), zato što sindikat štiti radna prava zaposlenih žena (14,4%), dok oko 9% ispitanica navodi određene povlastice (letovanja, pozajmice, na- bavka ogreva) kao razlog za članstvo u sindikatu.

Oko 4% ispitanica navodi druge razloge za članstvo u sindikatu, kao što su: mogućnost druš- tvenog angažovanja nevezana za političke partije; vera da učešćem u radu sindikata, status radnika zavisi od toga koliko sam lično uključena u borbu za svoja prava i prava ostalih rad- nika; smatram da član sindikata mora biti pošten, častan, pravedan i hrabar te će se za to i bo- riti; zato što volim pravdu, a do nje se dolazi borbom; zato što je sindikat jedina organizacija koja štiti radnike; zato što mogu da menjam stvari nabolje. Bilo je i odgovora da lični anga- žman omogućuje adekvatnu borbu za prava zaposlenih, s obzirom da sindikati ne štite u do- voljnoj meri ova prava. 3.9% 7.6% 18.9%

14.4%

9.0%

46.2%

Podrazumevalo se kad sam se zaposlila Zato što imam određene koristi (letovanje, pozajmice, nabavka ogreva...)

Zato što sindikat štiti prava zaposlenih žena

Zato što sindikat štiti radna prava zaposlenih

Zato što je većina mojih kolega/koleginica u sindikatu Nešto drugo

Grafikon br. 8: Razlozi za članstvo u sindikatu

Učesnice fokus grupa su se iz različitih razloga učlanjivale u sindikate. Pored onih koje su se učlanjivale po automatizmu, prilikom zasnivanja radnog odnosa, većina njih se u sindi- kat učlanila najpre zbog pogodnosti prilikom različitih kupovina, dok su tek kasnije spoznale kolika je zapravo moć sindikalnog aktivizma. Pojedine učesnice su od samog početka svog angažovanja u sindikatu bile svesne da pored povlastica koje imaju kao članice sindikata,

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žene mogu da imaju korist od članstva u sindikatu kada je u pitanju borba za njihov bolji rad- nopravni status, kod poslodavca i u društvu.

Ženama želim da objasnim da moraju da se bore za svoj prostor i svoja prava. Država se 90-ih povukla iz sektora socijalne zaštite i sada je taj teret na ženama. Žene rade sa starijima, osobama sa invaliditetom, nemoćnima, sve je to sad njihov teret. Prve su gubile posao u tranziciji, meni su ti problem jako važni i to je razlog zašto sam ja tamo gde jesam. Naučila sam da tiha voda breg roni, da se sve to nameće polako u muškim diskursima u sindikatu.

Ispitanice smatraju da su druge žene iz kolektiva zainteresovane i veoma zainteresovane da budu članice sindikata (65,7%), dok 18,8% ne zna da li su druge žene zainteresovane. 7.3% 18.8%

2.0%

13.5%

58.4%

Veoma su zainteresovane Zainteresovane su Nisu zainteresovane Potpuno su nezainteresovane Ne znam

Grafikon br. 9: Zainteresovanost žena za članstvo u sindikatu

Glavni utisak među učesnicama fokus grupa bio je da ima sve više žena koje se učlanjuju u sindikate, bilo zbog povlastica koje imaju prilikom kupovina, primanja bonusa ili organizacije putovanja, bilo zbog aktivnijeg delovanja i uticanja na radnopravni status žena.

Generalno, naša grana je bila više „muška“ grana do skoro, tek u poslednje 3-4 godine došlo je do učlanjenja većeg broja žena, a sada je taj odnos otprilike 50:50.

Jedan deo rukovodilaca kod poslodavaca nije u potpunosti uspeo da shvati zbog čega se žene sve više uključuju u sindikalnu aktivnost.

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Pitali su me kada me je direktor pozvao, šta ćeš u sindikatu kada si ti realizovama žena, udata, imaš dve ćerke... Nije mu bilo jasno zašto sam prihvatila da budem funkcioner. Kada se kaže sindikalac, to je bio pežorativ.

Većina ispitanica smatra da interesovanje žena za članstvo u sindikatima postoji i da je jedan od razloga to što se „radnice osećaju sigurnije kad su članice sindikata“.

7.2.3. Aktivnosti sindikata i žene

Najveći broj ispitanica smatra da je položaj žena i muškaraca u sindikatu isti (71%), ima ispi- tanica koje smatraju da je položaj žena bolji (6,5%), a 22,4% ispitanica smatra da je položaj muškaraca u sindikatu bolji.

Ne postoje statistički značajne razlike u stavovima ispitanica o položaju žena i muškaraca u sin- dikatu u odnosu na njihovo starosno doba, niti u odnosu na dužinu članstva u sindikatu. Među- tim, postoji statistički značajna razlika u odnosu na obrazovanje ispitanica. Ispitanice sa osnov- nom (100%), srednjom (74,1%), višom školom (60,5%), fakultetom (79,8%) i masterom (61,5%) smatraju da je položaj žena i muškaraca isti u njihovom sindikatu. Ispitanice sa magistraturom u podjednakoj meri smatraju da je položaj žena i muškaraca isti, odnosno, položaj muškaraca bolji u njihovom sindikatu (po 42,9%), dok polovina ispitanica sa doktoratom smatra da je po- ložaj muškaraca bolji u njihovom sindikatu.

6.5%

22.4%

71.0%

Položaj žena je bolji Položaj muškaraca je bolji

Položaj žena i muškaraca je isti

Grafikon br. 10: Položaj žena i muškaraca u sindikatima

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Pojedine učesnice fokus grupa su opisivale entuzijazam koji su imale od prvog dana angažo- vanja u sindikatu.

Kada sam se zaposlila, puna energije, sekretarka me je pitala da li želim da budem članica sindikata, ja sam je pitala šta i kako i naravno pristala sam, jer sam smatrala da su to ljudi koji se bore za pravdu, za istinu, za prava kod poslodavca.

Međutim, neke učesnice su istakle da ipak postoji razlika između muškaraca i žena u sindikatu.

Žene jesu zapostavljene u sindikatima. Ja sam bila prva predsednica u postojanju opšte bolnice, uz konkurenciju četiri muškarca, predsednika. Tako da sam dočekana kao na vile.

Kod nas u sindikatu je najviše ženska populacija, pa nas šikaniraju drugi sindikati, jer više muški sindikati uvek imaju prednost. Naš sindikat je manji u odnosu na ostale sindikate, ali borba nikada ne prestaje, mi se borimo i nastavljamo dalje.

Ispitanice najčešće učestvuju u redovnim sindikalnim sastancima (31,2%), na obukama koje sindikat organizuje (14,1%), na konferencijama i drugim događajima (13,7%), podela pomoći i paketa (11,9%), protesti i obeležavanje 1. maja (10,4%), dok 12,1% ispitanica nema vremena za učešće u sindikalnim aktivnostima.

S druge strane, oko 6,5% ispitanica navodi neke druge aktivnosti, kao što su: sportske igre, na- bavka roba i usluga sa popustom, organizacija seminara, pregovori sa socijalnim partnerima, zagovaračke aktivnosti, komunikacija sa članstvom, širenje sindikalne mreže, organizova- nje proslava, izleta, akcija humanitarne pomoći, zbrinjavanje tehnoloških viškova, medijsko predstavljanje sindikata, uređivanje sajta i slično. I u ovom slučaju bilo je nekoliko ispitanica koje su ukazale da nema nikakvih aktivnosti u njihovom sindikatu. Samo jedna ispitanica je navela da učestvuje u aktivnostima koje su usmerene na potrebe žena, poput zdravstvenih pregleda ili akcija za unapređenje zdravstvenog stanja i obezbeđivanja psihološke pomoći.

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12.1%

6.5% 31.2%

10.4%

11.9% 14.1%

13.7%

Redovni sindikalni sastanci Konferencije i drugi događaji Protesti i obeležavanje 1. maja Nemam vremena za aktivnosti u sindikatu Obuke/treninzi koje sindikat organizuje Podela pomoći i/ili paketa Neke druge aktivnosti

Grafikon br. 11: Učešće u sindikalnim aktivnostima

Kao glavne aktivnosti u sindikatima, učesnice fokus grupnih diskusija navele su podršku u borbi za bolja prava zaposlenih, organizovanje edukacija i seminara na različite teme, saku- pljanje solidarnih pomoći i davanja finansijskih pomoći radnicima koji su oboleli, učestvova- nje u protestima, organizovanje osmomartovskih skupova i sklapanje različitih ugovora ko- jima se članovima omogućavaju povlastice prilikom kupovine različitih dobara.

Nekada u firmi organizujemo predavanja vezano za ženske bolesti i tu bude 20- 30 žena maksimum.

Pojedini odbori daju članovima pozajmice za zdravstvene probleme, osnovali smo i solidarnu kasu gde odvajamo po 0,2% i šaljemo radnike na odmor ako im je iz zdravstvenih razloga potreban.

Prilikom sagledavanja problema sa kojima se učesnice fokus grupa u svom sindikalnom angažo- vanju susreću, ove godine se izdvojio nedostatak sredstava iz solidarne pomoći za pomoć člano- vima u slučaju teže bolesti, ne samo kovida.

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Nikada više nego sada nije bilo zahteva po osnovu onkoloških bolesti, sa jako teškim slučajevima. Enorman je porast ovih bolesti. Sredinom godine je već bilo isplaćeno više nego što je ikada isplaćeno za celu godinu.

Pojedini sindikati imaju organizovane timove za pružanje pravne pomoći članovima sindi- kata čija su radna prava narušena.

Trudimo se da svakog kolegu saslušamo kada treba, imamo fond solidarne pomoći iz članarina, imamo mogućnost kupovanja na rate, takođe imamo i mogućnost davanja beskamatnih pozajmica na 6 meseci. Dva puta godišnje pravimo i izlete, cilj nam je da tako privučemo nove članove. Dobro je da postoji više sindikata kod poslodavca, bitno je da ljudi negde budu angažovani.

Najveći broj ispitanica navodi da nisu razmišljale o aktivnostima koje su potrebne u cilju za- štite radnih prava žena, a koje sindikat ne organizuje (80%). Nešto preko 3% smatra da nema takvih aktivnosti, dok 16,3% smatra da postoje aktivnosti koje bi sindikat trebalo da orga- nizuje u cilju zaštite radnih prava žena.

Aktivnosti koje su navedene mogu se podeliti na nekoliko kategorija:

• Organizovanje obuka za članove i članice sindikata Ispitanice smatraju da je neophodno organizovanje više obuka za članice i članove sindikata. Obuke za koje smatraju da su neophodne, a da nisu zastupljene su: diskriminacija; diskrimi- nacija žena na radu; mobing; balans privatnog i profesionalnog života, uključujući i neplaćen ženski rad; nasilje prema ženama; položaj žena u sindikatima; podizanje svesti muškaraca koji su članovi sindikata o lošijem položaju žena na radu; seksualnom uznemiravanju i slično. Ovde se mogu svrstati i aktivnosti saradnje i umrežavanja sa organizacijama civilnog društva, kao i stvaranje „klubova prijatelja zaštitnika prava zaposlenih“.

• Veći aktivizam žena u sindikatima Organizovanje aktivnosti kojima će se žene ohrabriti da se više uključe u aktivnosti i organe sindikata; aktivacija žena za pravdu, bolje uslove i poboljšanje svog položaja; organizovana borba protiv mobinga i izrabljivanja na radu, uz informisanje drugih žena da se priključe; or-

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ganizovanje pravne zaštite žena; aktivnosti osnaživanja učešća žena u svim oblicima uprav- ljanja sindikatom; osnivanje ženske sekcije sindikata; veća podrška sekcijama žena u sindika- tima u kojima postoje; uvažavanje žena i njihovog doprinosa sindikalizmu. Na fokus grupama je istaknuto da je članice teško aktivirati da se malo više angažuju u sindikatima.

Svi članovi dobijaju informacije, ali teško ih je animirati kada su protesti u pitanju. Moraju žene da imaju percepciju da im ništa nije dato u sindikatu, da se ništa ne dobija, već da ima borbe.

Takođe, sindikalke koje su aktivnije i koje se nalaze u organima upravljanja, po prirodi stvari, aktivnije su u zastupanju radnih prava kako žena, ali navode da u u sindikatima postoji pro- blem sa pasivnim članova, ima dovoljan broj žena u sindikatima, ali one nisu aktivne niti su na funkcijama. Zbog toga je posebno važna motivacija članica sindikata da budu aktivnije.

Važno je da nas podučavaju starije koleginice koje su iskusile razne formate i faze sindikalne borbe, u formalnim i neformalnim veštinama.

• Izjednačavanje položaja žena i muškaraca u zakonima, podzakonskim aktima, ko- lektivnim ugovorima i opštim aktima poslodavca, kao i izmene zakona koje bi do- prinele poboljšanju položaja zaposlenih žena Neke ispitanice smatraju da je potrebno staviti veći fokus na razliku u zaradama između žena i muškaraca, kao i na zalaganja da se više vrednuju poslovi koje u najvećem procentu obavljaju žene; aktivnije učešće sindikata prilikom izmena ili usvajanja novih zakona, posebno po pita- nju uslova za porodiljsko odsustvo i druga odsustva povezana sa roditeljstvom, po pitanju za- rada žena, mobinga i slično. Pored toga, neki predlozi su se odnosili na veće učešće sindikata u izmenama zakona u vezi sa pravima roditelja, a posebno majki mlađe dece na plaćene dane za odlazak kod lekara sa detetom; pravo na 100% plaćeno bolovanje za negu deteta i drugih članova porodice; regulisanje pitanja naknade zarade za vreme trudničkog, porodiljskog i od- sustva sa rada radi nege deteta;

68 Položaj žena u sindikatima u Srbiji | 7. Istraživanje o položaju žena u sindikatima

• Zdravstvena zaštita i zaštita na radu Više aktivnosti u vezi sa pravom na zaštitu na radu; organizovanje redovnih zdravstveno-pre- ventivnih pregleda, posebno u vezi sa reproduktivnim zdravljem; organizovanje redovnih sis- tematskih pregleda; aktivnosti oko prevencije i očuvanja fizičkog i mentalnog zdravlja žena.

Sličan stav imaju i učesnice fokus grupnih diskusija.

Uključivanje žena u edukacije o zaštiti zdravlja na radnom mestu je veoma nizak, skoro da nema preventivnih zaštitnih pregleda, pogotovo kada je reč o raku dojke ili grlića materice. 3.3% 16.3%

80.4%

Ne Da

Ne znam/nisam o tome razmišljala

Grafikon br. 12: Nedostajuće aktivnosti sindikata

Sve učesnice fokus grupa navele su potrebu umrežavanja žena i zajedničkog delovanja žena u sindikatima.

Urođeno nam je da se povlačimo kao žene ali i da se bacamo na sve frontove jer kad se pokrenemo, mi sve možemo i sve umemo. Žene su takve da kada krenu nešto da rade, rade to do kraja. Moramo da utičemo jedne na druge i da se ujedinimo. Moramo da nađemo zajednički cilj i da probamo da se ujedinimo i idemo zajedno barabar sa muškarcima.

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7.2.4. Poštovanje prava žena na radu i u vezi sa radom

Velika većina ispitanica smatra da sindikat adekvatno štiti prava radnika (52,2%), a još 19,2% u potpunosti se slaže sa ovom tvrdnjom. S druge strane, 18,4% ispitanica nije sigurno/ne zna da li sindikat adekvatno štiti prava radnika, dok se 10,2% ne slaže, odnosno, apsolutno ne slaže sa tvrdnjom da sindikat adekvatno štiti prava radnika.

Nema statistički značajnih razlika u odgovorima ispitanica u odnosu na starosno doba, du- žinu članstva u sindikatu i stepen obrazovanja.

2.4% 7.8% 19.2%

18.4%

52.2%

Potpuno se slažem

Slažem se

Ne slažem se

Apsolutno se ne slažem

Nisam sigurna/ne znam

Grafikon br. 13: Zaštita prava zaposlenih

U pogledu zaštite prava zaposlenih žena, odgovori se malo razlikuju, iako postoji isti trend. Ve- ćina ispitanica se slaže sa tvrdnjom da sindikat adekvatno štiti prava zaposlenih žena (46,5%), a još 20% se u potpunosti slaže sa ovom tvrdnjom. S druge strane, 20,4% ispitanica nije si- gurno/ne zna da li sindikat adekvatno štiti prava zaposlenih žena, dok se 13,3% ne slaže, od- nosno, apsolutno ne slaže sa tvrdnjom da sindikat adekvatno štiti prava zaposlenih žena.

Nema statistički značajnih razlika u odgovorima ispitanica u odnosu na starosno doba, du- žinu članstva u sindikatu i stepen obrazovanja.

70 Položaj žena u sindikatima u Srbiji | 7. Istraživanje o položaju žena u sindikatima

3.3% 9.8% 20.0%

20.4%

46.5%

Potpuno se slažem

Slažem se

Ne slažem se

Apsolutno se ne slažem

Nisam sigurna/ne znam

Grafikon br. 14: Zaštita prava zaposlenih žena

Najveći broj ispitanica navodi da ne zna/nije sigurna da li se radna prava žena u Srbiji poštuju, a 27,5% ispitanica se slaže, odnosno, slaže u potpunosti. S druge strane, veliki broj ispitanica smatra da se radna prava žena u Srbiji ne poštuju (36,8%).

Nema statistički značajnih razlika u odgovorima ispitanica u odnosu na starosno doba, du- žinu članstva u sindikatu i stepen obrazovanja. 3.3% 1.6%

24.1%

33.5%

37.6%

Potpuno se slažem

Slažem se

Ne slažem se

Apsolutno se ne slažem

Nisam sigurna/ne znam

Grafikon br. 15: Poštovanje radnih prava žena

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Različita su mišljenja u vezi sa ovom temom izneta na fokus grupnim diskusijama. Između osta- log, izneto je i da žene često nisu svesne da su im određena prava povređena.

Mislim da žene u firmi u kojoj ja radim nemaju predstavu da imaju neki problem. Osnovna funkcija aktivizma kod žena kod mene je da organizuje osmomartovsku proslavu. Ničim drugim se nisu bavile, samo je to bilo važno. One trpe toliko stvari, doživljavaju ih kao normalne, od običnih gluposti do seksualnog uznemiravanja. Sve im je to normalno. I ne razmišljaju o tome da to može da se promeni. I muškarci misle da je to normalno.

Sindikat se bavio zaštitom prava radnika, ali mislim da su kod nas narušena prava žena – radnica. Mislim da nam država, prvo po uslovima za odlazak u penziju, nije izašla u susret jer se ide ka tome da se godina starosti za muškarce i žene izjednači na 65 godina. Meni je to nepojmljivo, pogotovo u kontekstu materinstva. Mislim da i tu treba da se uključi sindikat.

Sa tvrdnjom da su žene u Srbiji diskriminisane na radnom mestu i/ili izložene mobingu slaže se i potpuno se slaže veliki broj ispitanica (56,3%), oko jedne trećine navodi da ne zna/nije si- gurna, dok se oko 11% ispitanica ne slaže sa ovom tvrdnjom.

Nema statistički značajnih razlika u odgovorima ispitanica u odnosu na starosno doba, du- žinu članstva u sindikatu i stepen obrazovanja.

11.0% 0.4% 9.8%

32.2%

46.5%

Potpuno se slažem

Slažem se

Ne slažem se

Apsolutno se ne slažem

Nisam sigurna/ne znam

Grafikon br. 16: Diskriminacija i mobing

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Na pitanje sa kojim se vidom diskriminacije i povreda na radu zaposlene žene najčešće su- sreću, većina ispitanica smatra da je to nemogućnost napredovanja (39,2%), zatim neispla- ćene dnevnice i neplaćeni prekovremeni rad (18,4%), povrede u vezi sa korišćenjem porodilj- skog odsustva (17,1%) i seksualno uznemiravanje (13,5%). Jedan od ponuđenih odgovora bio je i „nešto drugo“, pa je 11,8% ispitanica navelo ovu opciju i to: mobing, odnosno, zlostav- ljanje na radu; manja zarada za posao sa istom stručnom spremom; nemogućnost napredo- vanja jer se prednost daje muškarcima; zastrašivanje i ucenjivanje; premeštaj u drugo mesto rada; potpisivanje „blanko otkaza“ prilikom zapošljavanja; dobijanje otkaza posle korišćenja odsustva sa rada radi nege deteta; ugovori na određeno u vrtićima i školama, uz stalne pret- nje da ste zaposleni na određeno i da „vodite računa šta pričate i radite“; uskraćivanje u prava glasa u odlučivanju i slično. 11.8% 17.1%

13.5%

18.4%

39.2%

Premeštaj na niže radno mesto posle porodiljskog odsustva ili uslovljavanje da se prekine ranije korišćenje odsustva Neisplaćene dnevnice, neplaćeni prekovremeni rad i slično Nemogućnost napredovanja

Seksualno uznemiravanje

Nešto drugo

Grafikon br. 17: Diskriminacija i druge povrede prava

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7.2.5. Stavovi o položaju žena u sindikatima

Većina ispitanica smatra da su radna prava žena adekvatno zastupljena na agendi sindikata kome pripadaju (58,4%), oko jedne trećine ne zna/nisu sigurne, a 12,2% smatra da nisu.

29.4%

58.4% 12.2%

Jesu Nisu

Ne znam/nisam sigurna

Grafikon br. 18: Zastupljenost radnih prava žena na sindikalnoj agendi

Učesnice fokus grupnih diskusija navode da su aktivnosti sindikata u segmentu poštovanja radnopravnih prava žena veoma različite, te da se kreću u najširem mogućem spektru: od obezbeđivanja redovnih sistematskih pregleda i solidarnih pomoći za slučaj bolesti, do za- štite od mobinga ili regovanja na nasilje u porodici koju žena trpi. Sindikalke su svesne da je radno mesto pogodno za iskazivanje rodne neravnopravnosti i zbog toga usmeravaju svoje delovanje ka zaštiti žena, kako članica, tako i onih koje to nisu ali se obrate za pomoć.

Puno mojih prijateljica ima problem sa rodnom neravnopravnošću i ja sam se učlanila upravo zbog tih žena da bi im pomogla.

Navode da ima dosta primera diskriminacije i mobinga, kao i da ima slučajeva kada „ženu ši- kanira i diskriminiše upravo žena”. Učesnice focus grupa su se složile sa da žene uglavnom ređe imaju priliku da profesionalno napreduju, da za istu stručnu spremu neće imati istu platu kao muškarci, te da će njima funkcija biti ponuđena „tek kada se izlistaju svi muškarci kandidati.“

Mnogo je kvalitetnijih žena nego muškaraca kod nas i brojnije su ali uglavnom će muškarac biti načelnik.

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Žene za sve moraju da se izbore, a muškarci sve dobiju na tanjiru.

Najveći broj sindikata pruža pravnu pomoć, ukoliko dođe do slučajeva mobinga ili drugih po- vreda prava. Zaposleni ne žele da na spor izgube godine parničenja i da skupo plate sudske troškove, zato se sindikat čini kao bolja varijanta za rešavanje problema.

Kod nas se prvo obraćaju sindikatima, čak iako nisu članovi. Mi dođemo kao slamka spasa u tom kontekstu. Takva je procedura, pričamo sa obe strane u sporu ako može da dođe do kompromisa. Ako to ne uspe, uz pomoć naših advokata, pišemo tužbe.

Pojedine sagovornice navode da zaposleni često ne prijavljuju zvanično mobing, odnosno, da odustaju kada treba pisano da se obrate i izlože svoj slučaj. Pored toga, sagovornice ukazuju da se žene u radnoj sredini često susreću sa seksualnim uznemiravanjem, ali da se dešava da žene ovo ne prepoznaju.

Morate da objasite ženi da seksualno uzmeniravanje nije samo sam seksualni čin već mnogo toga. Neke žene ne umeju da prepoznaju koliko su uznemiravane i diskriminisane. I muškarci moraju o tome da se edukuju.

Jedno od prava dobijenih aktivnošću sindikata jeste zaštita trudnica koje su radni odnos za- snovale na određeno vreme pre nego su ostale trudne: radni odnos im se po sili zakona pro- dužava dok god je žena na bolovanju po osnovu prava iz oblasti materinstva (porodiljsko bo- lovanje, bolovanje radi nege deteta, bolovanje radi posebne nege deteta).

Iako to nije u glavnom fokusu rada sindikata, poneka učesnica fokus grupa rekla je da se u praktičnom radu susrela sa ženom koja je žrtva nasilja u porodici ili da je čula da je neka od koleginica pretrpela nasilje.

Koleginica, pomoćna kuvarica, bila je žrtva porodičnog nasilja. Iskakala je kroz prozor da bi išla na posao. Koleginice su znale, pokrivale je kada zakasni ili su je menjale da ne iznosi hranu kada je bila modra. One su smatrale da joj tako tako pomažu. Sve dok je muž nije ubio. Ja sam tada čula da je imala problem. Niko zvanično nije znao da ona ima problem, nikada se nikome nije obratila. Sa kolegama je imala takav odnos i dogovor da je pokrivaju kada kasni da ne bi ona ostala bez posla. Sve vreme su mislili da je štite. Mi smo zvali kolege kada

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se ubistvo desilo, tek tada smo saznali da je ubijena zato što je tražila razvod. On ju je ubio i pobegao i još ga nisu našli. Sindikat je pružio finansijsku pomoć deci, obećali smo ćerki posao kad završi srednju školu. Nekako smo im obezbedili egzistenciju. Htela sam posle ovoga da organizujem tribinu na tu temu, ali mi stručna služba to nije dozvolila. Nije bilo ni komemoracije niti išta gde bi se pomenulo nasilje u porodici. Meni kao predstavnici sindikata nisu dozvolili ništa jer će kao to uraditi firma, a nisu uradili ništa.

Učesnice fokus grupa su svesne da je nasilje u porodici veliki problem u životima mnogih žena.

Bila je koleginica koja je rekla da ne želi da bude ni na kakvom ručku ni putovanju jer joj muž ne dozvoljava. Mi smo je pitali da li želi da priča o tome, ona je rekla da ne želi...

S druge strane, ukazuju da je stabilan radni odnos i adekvatna zaštita prava na radu u i vezi sa radom preduslov ekonomske nezavisnosti, čime se omogućava i izlazak iz nasilnih veza.

Oko 29% ispitanica smatra da bi sindikati trebalo da govore o diskriminaciji žena više nego do sada, da objavljuju izveštaje o kršenju radnih prava žena (23,5%) i sprovodi medijske kam- panje o položaju žena na tržištu rada (23,2%). Oko 15% ispitanica smatra da sindikat sve na- vedene aktivnosti već radi, a 3% ispitanica koje su navele „nešto drugo“, smatra da sindikat treba više da se brine o mladim zaposlenima; povećanju zarada; poboljšanju položaja svih za- poslenih; poštovanjem mera zaštite na radu i adekvatnijom zaštitom zaposlenih žena, čemu se mora pristupiti odgovorno i sistematično.

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3.0% 6.3%

15.2%

23.5%

23.2%

28.8%

Organizuje proteste za 8. mart

Pravi izveštaje o kršenju radnih prava žena

Više nego do sada govori o diskriminaciji žena

Pravi medijske kampanje o položaju žena na tržištu rada

Nešto drugo

Sve navedeno već radi

Grafikon br. 19: Potrebne aktivnosti sindikata

Velika većina ispitanica smatra da u sindikatu ima dovoljno žena članica sindikata (75,5%), a 14,3% smatra da ih nema dovoljno, odnosno, da treba da ih bude više. Nema statistički zna- čajnih razlika u odgovorima ispitanica u odnosu na starosno doba, dužinu članstva u sindi- katu i stepen obrazovanja. 10.2%

14.3%

75.5%

Da, ima dovoljan broj žena

Ne, treba da ih bude više

Ne znam/nisam sigurna

Grafikon br. 20: Broj članica sindikata

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Većina ispitanica (57,6%) smatra da ima dovoljno žena na rukovodećim položajima u sindika- tima, a preko četvrtine smatra da ih nema u dovoljnom broju (25,3%). Nema statistički zna- čajnih razlika u odgovorima ispitanica u odnosu na starosno doba, dužinu članstva u sindi- katu i stepen obrazovanja. 17.1%

25.3% 57.6%

Da, ima dovoljan broj žena na rukovodećim mestima

Ne, nema dovoljno žena na rukovodećim mestima u sindikatu

Ne znam/nisam sigurna

Grafikon br. 21: Broj žena na rukovodećim položajima u sindikatu

U zavisnosti od grane iz koje dolaze, učesnice fokus grupa su se različito izjašnjavale o učešću žena u rukovodećim strukturama sindikata.

U našem glavnom odboru ima oko 10 žena, skoro polovina.

U podružnicama iako ih ima mnogo, ali ima samo jedna aktivna žena, a ostale su tu samo da podele pakete… krajnje je vreme da se probude.

Ovaj sindikat postoji 15 godina, od dva člana nadzornog odbora jedno je žena, u izvršnom odboru su dve članice i četiri člana.

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7.2.6. Uticaj kovida-19 na radna prava žena i uloga sindikata

Većina ispitanica se slaže, odnosno, slaže se u potpunosti sa tvrdnjom da je epidemija ko- vida-19 bitno narušila radna prava žena (42,8%), znatan broj njih ne zna/nije sigurna (35,9%), dok se 21,3% ne slaže, odnosno, apsolutno se ne slaže sa ovom tvrdnjom.

3.3% 11.4%

18.0%

31.4%

35.9%

Potpuno se slažem

Slažem se

Ne slažem se

Apsolutno se ne slažem

Nisam sigurna/ne znam

Grafikon br. 22: Uticaj kovida-19 na radna prava žena

Učesnice fokus grupa navode da su zabeležene pritužbe žena na diskriminaciju koje rade kod privatnih poslodavaca, poput trgovinskih radnji, prodavnica i butika. Država je ovim poslo- davcima obezbedila novac za isplatu tri minimalne zarade, iako za vreme vanrednog stanja nisu radili.

U vreme prvog talasa pandemije, bilo je najviše pritužbi žena da su poslodavci tražili od njih da im vrate taj novac, pri čemu nijedna žena nije htela da kontaktira inspekciju. Većina (šest od osam žena koje su nam se obratile), vratila je taj minimalac poslodavcu.

Najveći broj ispitanica ne zna/nije sigurno da li je sindikat preduzeo adekvatne mere zaštite prava zaposlenih žena tokom epidemije kovida-19 (37,6%), veliki broj smatra da sindikat je- ste preduzeo adekvatne mere (34,4% koje se slažu sa ovom tvrdnjom i 11,4% koje se u pot- punosti slažu sa ovom tvrdnjom), dok se 16,7% ispitanica ne slaže, odnosno, apsolutno se ne

79  Položaj žena u sindikatima u Srbiji | 7. Istraživanje o položaju žena u sindikatima

slaže sa tvrdnjom da je sindikat preduzeo adekvatne mere zaštite prava zaposlenih žena to- kom epidemije kovida-19. 1.6% 11.4% 15.1%

34.3%

37.6%

Potpuno se slažem

Slažem se

Ne slažem se

Apsolutno se ne slažem

Nisam sigurna/ne znam

Grafikon br. 23: Adekvatnost mera zaštite prava zaposlenih žena tokom kovida-19

Posledice kovida na žena će se tek videti, ali sindikati svakako moraju da prate šta se dešava sa ženama na tržištu rada.Većina sindikalnih odbora ima oformljen svoj pravno-ekonom- ski tim, koji se bavi pritužbama zaposlenih na poslodavce koji su narušili neko radno pravo. Ovakvi timovi postupaju po prijavama zaposlenih, samo ukoliko se zaposleni pisanim putem obrati sindikatu.

Učesnice fokus grupa su najveći deo vremena pričale o odnosu poslodavaca prema sindikatu i prema zaposlenima od proglašenja vanrednog stanja i tokom trajanja pandemije kovida. Poslodavci su u velikoj meri formirali krizne štabove, a u nekim od kriznim štabovima bili su članovi i predstavnici sindikata, koji su informisali zaposlene o merama i aktivnostima koje primenjuje poslodavac. Međutim, bilo je i sindikata koji nisu redovno obaveštavani o sprove- denim epidemiološkim merama, kao i onih koji nisu uopšte bili uključeni.

Onda su nas, posle tačno dva meseca, primili na sastanak. Tada smo ustanovili da se ne slažu podaci koje su direktori dostavili i oni koje smo mi imali sa terena. Ljudi od septembra nisu dobijali sredstva za zaštitu. Nakon sastanka i objave u novinama, počela je distribucija sredstava za zaštitu i higijenu.

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Sindikati nisu bili organizovani niti pitani za vreme kovida. Firma nije trpela, ljudi nisu trpeli, ali sindikati nisu imali udela uopšte.

Učesnice u fokus grupnim diskusijama saglasne su da je postojala drugačija praksa posloda- vaca koji su u vlasništvu države i poslodavaca kojima rukovodi privatni kapital. Tretman zapo- slenih u vreme vanrednog stanja, u smislu brzine reagovanja, bio je povoljniji kod nekih pri- vatnih poslodavaca, u vezi sa poštovanjem zaštitnih mera i mera donetih u cilju sprečavanja zaraze kovidom-19.

Rukovodstvo banke se strogo drži preporuka Vlade. U prvom talasu epidemije, rukovodstvo je najpre pustilo sve hronične bolesnike a zatim i zaposlene starije od 60 godina da rade od kuće i na kraju su pustili i majke sa decom do 12 godina. Nismo radili do 15. maja, plata je bila 100% tj. nije bila umanjena, a kasnije smo se sukcesivno vraćali. Poslednji su se vratili hronični bolesnici, koji su mogli da biraju da li hoće da se vrate na posao ili da budu na plaćenom odsustvu po režimu 75% od plate. Zaposlenima koji su radili od kuće, poslodavac je ponudio da ponesu kući svoje desktop računare i/ili stolice koje su dobre za kičmu.

Većina sindkalnih odbora pomagala je prilikom nabavke zaštitne opreme i dezinficijenata u početku, kada je proglašeno vanredno stanje. Pojedini poslodavci i sindikati, kada je posto- jala potreba, finansirali su testiranja za potencijalno zaražene zaposlene. Takođe, većina sin- dikata je obezbedila neku zaštitnu opremu i dezinfekciona sredstva, isplaćivali su solidarne pomoći zaposlenima koji su se razboleli a kojima je bila potrebna materijalna pomoća za le- čenje, kao i novčane pomoći porodicama zaposlenih koji su preminuli od kovida-19.

Sindikati se zalažu da zaposleni koji su sve vreme odlazili na posao i radili, budu nagrađeni.

Oni su svakodnevno dolazili i ne mogu da se poistovete sa nama koji smo radili od kuće, kada niko od nas nije znao šta nam se dogodilo.

Inače, pojedini odbori za vreme vanrednog stanja i nastavka epidemije nisu uopšte imali sa- stanke članstva niti su vodili bilo kakve razgovore sa poslodavcem.

Ni oko tekućih problema a ni oko novih koji su se evidentno pojavili u vezi ove zarazne bolesti. Nikakav kontakt sa zaposlenima nismo imali.

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Kao najveći problem zaposlenih žena tokom trajanja epidemije kovida-19, ispitanice navode da je bilo teško raditi od kuće i istovremeno se brinuti o deci i porodici (60,4%). Oko jedne pe- tine ispitanica navodi prekovremeni rad kao problem, a slede smanjenje plate (6,5%) i ot- kaz (2,9%). Preko 10% ispitanica navodi „nešto drugo“ i to: strah od zaraze; nedostatak za- štitne opreme; nedostatak kontrole poštovanja zaštitnih mera na poslu; prekovremeni rad bez adekvatne naknade; ubrzane smene koje ne mogu da se izdrže na duži period; nereguli- sano usklađivanje privatnih i poslovnih obaveza, ostavljeno na odlučivanje rukovodiocima, a poseban problem je za samohrane roditelje ili porodice u kojima oba roditelja moraju da idu na posao;

U vanrednom stanju u našem društvu podrazumevalo se da majke dece do 3 godine ostaju sa decom kod kuće, dok su očevi ti koji rade. I kako državne tako i privatne firme nisu prihvatale mogućnost da muškarci izostaju sa posla, dok se za žene to podrazumevalo, nezavisno od pozicije koju ona ima u određenoj kompaniji, što opet u nepovoljan položaj stavlja žene koje se susreću se pitanjem kome ostaviti decu na čuvanje? Kako doneti odluku? I pitanje da li sam dobra majka, upravo zbog obrasca i pritiska koje društvo i sistem nameće.

Učesnice fokus grupa smatraju da svi poslodavci, zajedno sa sindikatima, treba da donesu pravilnike o zdravlju i bezbedosti na radu. Takođe, sada je neophodno napraviti program za privlačenje žena u sindikalno članstvo, jer su se žene pokazale kao aktivnije u akcijama u kri- znim situacijama. Što se situacije kod poslodavaca tiče, sindikati treba da vode računa i da kontrolišu da li su pojačane mere dezinfekcije i da li se primenjuju mere zaštite. U skladu sa zabranama okupljanja velikog broja ljudi, sindikat bi trebao da sastanke članstva održava on- line, jer je u kriznim situacijama ipak najbitnija pravovremena razmena informacija. Poželjno bi bilo, posebno u sektoru zdravstva, organizovati psihološku podršku za zaposlene u prvim redovima borbe sa epidemijom i izboriti se da kovid bolovanje bude svuda 100% plaćeno.

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10.6% 2.9%

19.6%

6.5%

60.4%

Dobile su otkaz

Radile su prekovremeno

Smanjena im je plata

Teško je bilo raditi od kuće i brinuti se o deci i porodici u isto vreme

Nešto drugo

Grafikon br. 24: Problemi zaposlenih žena tokom kovida-19

Na kraju, ispitanice su zamoljene da navedu nekoliko ključnih tema kojima bi sindikat trebalo da se bavi u vezi sa pravima zaposlenih žena.

Veliki broj ispitanica smatra da sindikati treba da se bave diskriminacijom žena, rodnom rav- nopravnošću, prevencijom i adekvatnom zaštitom od zastrašivanja, mobinga i seksualnog uznemiravanja na radnom mestu. Nadalje, ispitanice smatraju da sindikati treba da privuku više žena, da im omoguće da budu u rukovodećim sindikalnim strukturama, te da zajednički preispitaju stereotipne stavove o ženama u sindikatima, tamo gde su prisutni. Sledeći set tema povezan je sa trudničkim i porodiljskim odsustvom, radnim pravima majki i naknadama za ova odsustva, uključujući bolje regulisanje pitanja u vezi sa odsustvima, posebno ukoliko su u pitanju bolesna deca i/ili deca sa invaliditetom; položajem samohranih majki i majki sa troje ili više dece, kao i podsticanjem očeva da koriste odsustvo sa rada radi nege deteta.

Određeni broj ispitanica smatra da sindikat treba da se bavi izjednačavanjem plata žena i muškaraca; obezbeđivanjem dovoljno slobodnog vremena, posebno osiguravanjem da se ne radi prekovremeno; obezbeđivanjem ravnoteže između poslovnog i privatnog života; izgrad- njom vrtića u krugu fabrika; smanjenjem godina za odlazak u penziju za žene i/ili smanjenje kaznenih poena za odlazak u penziju sa manje od 45 godina staža; primanjem zaposlenih u stalni radni odnos; povećanjem informisanosti o radnim pravima; ohrabrivanjem žena da se

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više uključe u rukovodeće strukture i u sindikatu i kod poslodavaca; pitanjima beneficiranog radnog staža, kao i omogućavanjem rada sa nepunim radnim vremenom. Jedan set predloga odnosio se na obezbeđivanje adekvatne zdravstvene zaštite i sistematskih pregleda, uključu- jući i dodatne preglede u cilju zaštite zdravlja žena nakon 40. godine.

Učesnice fokus grupnih diskusija su saglasne da je kolektivno organizovanje i borba za prava radnika u osnovi svega, odnosno, u osnovi postojanja sindikata. Smatraju da sindikat treba da rešavanja problem velikog broja žena koje su angažovane na osnovu ugovora o privreme- nim i povremenim poslovima zbog zabrana zapošljavanja, jer su njihova radna prava veoma ugrožena.

Nadalje, žene treba više uključivati u edukacije o zaštiti zdravlja na radnom mestu, a treba i povećati broj preventivnih zaštitnih pregleda, pogotovo kada je reč o raku dojke ili grlića ma- terice. Takođe, pojedine učesnice smatraju da sindikat treba da se bori da se ne izjednače go- dine za starosnu penziju za žene i muškarce, imajući u vidu višestruku opterećenost žena to- kom života.

Mnoge sagovornice smatraju da sindikati treba da se povežu sa organizacijama civilnog druš- tva, radi zajedničkih inicijativa i pokretanja zajedničkih aktivnosti. Takođe, treba razmišljati i o stvaranju jačih veza sa državnim organima, kako se ne bi oglušivali o preporuke sindikata.

Mi kao velika struktura treba da se otvorimo, da asimilujemo dobru praksu, moramo imati neko telo da lokalizuje najveće problem po granama. Ako sindikat proba da angažuje nevladin sektor, dobiće se drugačija slika.

Nadalje, sagovornice smatraju da sindikat treba da se više bavi pitanjima zaštite majčinstva, posebno žena sa troje i više dece, samohranih majki i slično. Sagovornice ukazuju da sindi- kati treba da iniciraju donošenje boljih zakona o radu, te da budu aktivniji u zagovaranju za usvajanje i/ili bolju implementaciju međunarodnih konvencija koje se odnose na zabranu na- silja na poslu i dokumenata kojima bi se podstaklo očuvanje balansa između privatnog i pro- fesionalnog života.

Ako govorimo o jačanju žena na tržištu rada moramo da promenimo tržište rada.

S tim u vezi, istakle su i potrebu da se žene više aktiviraju u sindikatima, zbog čega je neophodno preduzeti aktivnosti kako bi se „motivisale i osvestile o njihovim radnim pravima“.

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Moramo prvo da povedemo žene. Da bude snažnija stručna služba i da prava žena i sekcija žena bude suštinsko pitanje, a ne dekor. Mi smo jako neobrazovano društvo, moramo da radimo mnogo, a da dobijemo malo.

Žene koje se bave sindikatom, to nisu obične žene, moraš da budeš drugačiji da bi se bavio sindikatom. Moraš da si pravdoljubiv, da imaš snage i hrabrost i srce da sprovedeš to, ne smeš da se plašiš da ćeš da dobiješ otkaz. Čim se plašiš da ćeš da dobiješ otkaz, nećeš moći da vodiš sindikat. Da si zaintresovan, da dobro poznaješ firmu. Kako drugačije poboljšati položaj žena, osim da one imaju uzor. Mi smo im uzor, one moraju da imaju uzor i primer kako treba neko da izgleda, šta taj neko govori i kako se ponaša i da li dobro živi, da bi i ona to poželela. Nema treće.

Smatraju da članice sindikata treba da pohađaju različite obuke, da im se na taj način omo- gući ne samo sticanje novih znanja, nego i mogućnost umrežavanja, razmene iskustava i pri- mera dobre prakse. Sve organizovane i preduzete aktivnosti treba da budu dobro medijski propraćene, kako bi i njihov uspeh doprineo podsticanju žena da masovnije pristupaju sindi- katima. Uopšte, pojedine sagovornice smatraju da uspesi i aktivnosti sindikata nisu dovoljno vidljive, te da je o tome potrebno pričati u javnosti, da se podigne svest o tome da „sindikat nije prodavanje polutki na rate, već ozbiljna organizacija koja se zalaže za bolje uslove rada i bolje plate.“ Takođe, treba uključiti i edukaciju o ostvarivanju ženskih prava u stalnu aktivnost sindikata, koja bi se zasnivala na dobrim primerima iz praksi sindikata Evropske unije, jer su to primeri koji bi mogli da se primene u budućnosti.

7.2.7. Stavovi sindikalnih rukovoditeljki

Za potrebe ovog istraživanja, intervjuisano je 18 sindikalnih rukovoditeljki, žena na različitim rukovodećim položajima u sindikatima. Ispitanice su iz sindikata Nezavisnost, Saveza samo- stalnih sindikata Srbije, Sloge, GS industrije energije i rudarstva iz Novog Sada, Samostalnog sindikata poštanskih radnika, Sindikata prosvetnih radnika, Sindikata pravosuđa Srbije, pri čemu treba imati u vidu da su iz sindikata Nezavisnost i SSSS učestvovale sindikalne rukovo- diteljke iz različitih granskih sindikata.

Ispitanice su na različitim položajima u svojim sindikatima, bile su uključene predsednice i potpredsednice sindikata, predsednice sekcije žena, predsednice sekcije mladih, glavne poverenice sindikata, članice upravnih odbora sindikata, članice glavnih odbora sindikata,

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predsednice veća sindikata i sekretarke. Imajući u vidu da su u pitanju sindikalne rukovodi- teljke, te da su uglavnom u velikim gradovima, obezbeđena je i geografska zastupljenost, od- nosno, ispitanice su bile iz Beograda, Niša, Novog Sada i Zrenjanina. Najviše je bilo ispitanica koje imaju oko 20 godina sindikalnog staža, ali su bile uključene i ispitanice koje su imale do tri godine sindikalnog staža, kao i one sa preko 30 godina članstva u sindikatu.

Sa ispitanicama je korišćena metoda dubinskog polustrukturiranog intervjua, postavljene su četiri velike teme i to: članstvo u sindikatu i žene na rukovodećim pozicijama; ženske sekcije u okviru sindikata; zastupanje radnih prava zaposlenih žena i situacija u vezi sa epidemijom kovida-19, a u okviru svake teme ispitanicama je postavljan set pitanja. Pored toga, ispitanice su mogle da govore i o drugim temama, za koje smatraju da su bitne u vezi sa položajem žena u sindikatima.

Članstvo u sindikatu

Većina sagovornica smatra da se žene učlanjuju u sindikate iz istih razloga kao i muškarci, te da u tom pogledu nema nikakve razlike. Sindikat je interesna organizacija, između ostalog, pa svako ko se učlani ima određena očekivanja, a osnovno očekivanje jeste da sindikat ostvari svoju ulogu zbog koje i postoji. Kao razloge učlanjenja u sindikat navode:

• očekuju da će uspeti da se izbore za bolje uslove rada i veće plate;

• zbog besplatne zaštite radnih prava, koja postaje sve neophodnija u vreme liberalnog ka- pitalizma i otvaranja novih preduzeća;

• pogodnosti koje obezbeđuje sindikat prilikom kupovine različitih stvari.

Bilo je sagovornica koje su navele razloge zašto se žene učlanjuju u sindikate:

• sindikat je organizacija koja se bavi zaštitom prava radnika i poboljšanjem materijalno-so- cijalnog položaja zaposlenih kroz socijalni dijalog. Sindikat pruža pravnu i finansijsku po- moć, deluje isključivo na načelima solidarnosti i uzajamnosti, pa to ženama daje neku si- gurnost i mogućnost da imaju kome da se obrate ukoliko imaju problem;

• žene su se osvestile i shvatile da moraju da se pokrenu;

86 Položaj žena u sindikatima u Srbiji | 7. Istraživanje o položaju žena u sindikatima

• zbog zaštite koju pruža sindikat;

• zbog pogodnosti koje sindikat obezbeđuje (kupovina na rate, putovanja, pozajmice i sl);

• da bi se borile za svoja radna i socijalna prava, s obzirom da kao pojedinke to verovatno ne bi uspele;

• žene žele promenu i zaštitu, pogotovo u novim firmama koje se otvaraju u Srbiji. Na primer, žele sigurnost jer „u firmi ima dosta malteretiranja“, radi se prekovremeno, ciklusno vreme rada je kratko, sve se odvija brzo i veoma je teško i naporno;

• zbog zaštite svojih prava, posebno zaštite od mobinga i diskriminacije.

Pojedine sagovornice smatraju da se danas žene retko učlanjuju u sindikate i da se vrlo malo angažuju, da nema proaktivnog učlanjivanja žena u sindikat, te da se uglavnom pristupa sin- dikatu prilikom zapošljavanja i da se to dalje uglavnom ni ne promišlja.

Sagovornice ukazuju da zaposleni svoje sindikate češće doživljavaju kao mesto gde dobijaju pogodnosti pri kupovini različitih stvari, a ne kao organizaciju kroz koju mogu ostvariti svoja radna prava i boriti se za poboljšanje svog položaja. Takođe, ukazuju da kod zaposlenih žena još uvek nije dovoljno razvijena svest o važnosti i ulozi sindikata, da je sindikat tu da štiti radna prava žena, „ali dosta žena nije toga svesno“. S druge strane, očekivanja od sindikata nisu uvek realna, posebno u današnje vreme „jer zaposleni imaju visoka očekivanja da će sin- dikat rešiti sve njihove probleme u vezi sa ekonomskim i radnopravnim statusom.“

Iako postoje razlike u odgovorima među ispitanicama, u zavisnosti od toga da li rade u većin- sko ženskim (zdravstvo, obrazovanje, socijalna zaštita) ili većinsko muškim kolektivima (me- talci, auto-industrija), većina smatra da je potrebno da sindikati budu proaktivniji, kako bi privukli više žena u članstvo. U tom kontekstu, potrebno je motivisati žene da se više uključe u sindikate, najpre tako što će sindikati informisati zaposlene žene o ulozi sindikata u ostvari- vanju radnih prava i o prednostima članstva u sindikatu.

Potrebno je žene informisati, jer mnoge ne znaju kako da se postave ili ponašaju kada imaju neki problem.

Ujedno, sagovornice ukazuju i na određene probleme i izazove u informisanju žena – mnoge ne koriste elektronsku poštu, teško je adekvatno komunicirati sa nekim grupama žena, pa je

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neophodno štampati materijale i ići na teren, jer je to jedini siguran način da će se dopreti do velikog broja zaposlenih žena. Pored toga, potrebno je pronaći način da se mlađe žene više uključe u sindikate i sindikalne aktivnosti.

Informisanost i edukacije ključne su za veće uključivanje žena u sindikate, za više aktivnosti žena u sindikatima i za uticanje na donošenje odluka.

Jedna sagovornica ukazuje da se žene učlanjuju u sindikate tražeći sigurnost za svoje radno mesto, ali da je veliki problem što poslodavci gledaju na članice sindikata kao na „trn u oku“. Smatra da žene ne mogu da napreduju i da budu na boljem položaju kod poslodavca ukoliko su u sindikatu, čak i ako su fakultetski obrazovane.

Položaj žena i muškarca u sindikatu

Najveći broj sagovornica smatra da je položaj žena i muškaraca isti u sindikatima, odnosno, da je isto biti sindikalac i sindikalka, dok manji broj sagovornica ukazuje da je položaj muš- karaca u sindikatima bolji u poređenju sa položajem žena. Međutim, sagovornice koje sma- traju da je položaj žena i muškaraca isti, u razgovoru navode stavove i opisuju situacije iz ko- jih se može zaključiti da položaj žena i muškaraca nije isti u sindikatima, osim u delu da mogu pod jednakim uslovima da se učlane u sindikate i u delu koji se odnosi na težak položaj zapo- slenih u Srbiji.

Dve su suštinske razlike u položaju žena i muškaraca proizašle iz intervjua, a to su različite obaveze koje sprečavaju žene da se više angažuju u sindikatima i da više učestvuju u sindikal- nim aktivnostima, kao i različite rodne predrasude koje utiču na manji broj žena u sindikal- nom rukovodstvu.

Po pitanju sindikalnog angažovanja žena, većina ispitanica ukazuje na su žene opterećene obavezama koje imaju u vezi sa decom i porodicom, odnosno, balansom između privatnog i poslovnog života, a sindikalno angažovanje zahteva dosta vremena, što znači „odricanje od svog slobodnog vremena.“ Neke ispitanice navode da je nedovoljno angažovanje žena u sin- dikatima evidentno, a da je uzrok tome, pored porodičnih obaveza, još i nezainteresovanost, nepoverenje u sindikat i nedovoljno podržavajuća atmosfera. Navode da se od žena očekuje da budu angažovane oko porodice, dece i drugih članova kojima je potrebna nega i briga, a

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da su muškarci angažovaniji jer imaju mnogo više slobodnog vremena koje mogu da iskori- ste za sindikalni aktivizam.

Žene su u sindikatu poželjne za saradnice. Dosta znaju, smatra se da nisu ambiciozne jer nemaju previše vremena. I to je onda dobro, jer ne mogu da ugroze nečiji funkciju.

Jedna sagovornica ukazuje da žene u određenim godinama, kada bi bilo najbolje vreme da se angažuju u sindikatu, to ne mogu da učine jer nemaju nikakvu podršku u vezi sa porodičnim obavezama. Tek pred kraj radne karijere žene imaju više slobodnog vremena za neko veće sindikalno angažovanje, što je jedna od najvećih prepreka za većinu žena.

Ispada da su ženama zlatne godine karijere posle 55. godine, a to je već kasno. Nemate energiju kao ranije, a nemati ni ideje, ni volje.

Pojedine sagovornice ukazuju da su muškarci u boljem položaju u sindikatima i da su mnogo češće na rukovodećim pozicijama. Smatraju da rodne predrasude utiču na položaj žena, te da ima slučajeva da muškarci ne žele žene na čelu sindikata, ne žele da im žena organizuje po- sao i delegira zadatke.

Znate, ako je neko na čelu sindikata mora i da organizuje posao. I sad, ako mu kažeš da je njegov posao to i to, on kaže da neće to da uradi sad nego će uraditi kad njemu bude na dnevnom redu. I onda, iz nekih priča, čujem da on ima problem što sam ja na tom mestu. Neće obavezu, ali hoće da odlučuje.

Sagovornice ukazuju da nije problem u jednakom položaju i dostupnosti prava u najosnovni- jem smislu, ali da kasnije, kako se ide prema vrhu i izboru ljudi na rukovodeće pozicije, pre- ovladava tradicionalni način razmišljanja i očekuje se da muškarci budu ti koji upravljaju. Ženama se ne daje puno mogućnosti za angažovanje u radu sindikata, kao ni da vrše neke funkcije. Kao članice uvek su dobrodošle, ali kada je u pitanju liderstvo, veći primat imaju muškarci. Ujedno ukazuju da je muškarcima i bolje i lakše na rukovodećim položajima, po- sebno jer većina nema mnogo obaveza oko dece ili u kući, zbog čega mogu da odvoje vreme za sindikalne aktivnosti. To im omogućava da učestvuju na sindikalnim obukama, kongre- sima i slično, a to utiče i na kompetencije za bavljenje sindikalnim aktovnostima. „A za to

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vreme, žene rade u pozadini (papirologiju, dogovaranje, vođenje knjiga) i omogućavaju da sve besprekorno funkcioniše“.

Nekoliko sagovornica je ukazalo da je odnos prema ženama u sindikatu samo preslikani od- nos žena i muškaraca u porodici i društvu, odnosno, da nije problem u samom sindikatu, već u društvu. To dovodi do posledica da je ženama teže da se „probiju“ u sindikatima, da njihov rad bude poštovan i vrednovan, kao i da budu birane na rukovodeće položaje.

Na obuci na kojoj se razgovaralo o rodnoj ravnopravnosti i podeli uloga u društvu, predavačica je navela da se u našem društvu očekuje da muškarac cepa drva, a da žena kuva ručak. Predsednik jedne grane sindikata je izjavio „da bi pre crkao gladan nego da skuva ručak.“ A on je na funkciji i trebalo bi da promoviše ravnopravnost. I kako žene iz te grane mogu uopšte da očekuju da budu ravnopravne tretirane u sindikatu ili da ga zamene na toj poziciji.

Bilo je sagovornica koje smatraju da žene dosta učestvuju u sindikalnim aktivnostima, uglav- nom sagovornice koje dolaze iz grana u kojima su žene zastupljenije. Smatraju da ima do- voljno upornih i ambicioznih žena, koje se nalaze u svim sindikalnim strukturama, kao i da ima veoma uspešnih slučajeva kada su se žene izborile za bolje uslove rada, uključujući i po- većanje plata. Smatraju da u njihovim sindikatima postoji poštovanje prema svima, nevezano do pola, da nema „sputavanja ni sabotiranja, te da se uvažava svako mišljenje, bez obzira da li ste u odboru ili ste samo član sindikata“.

Treba ukazati i da su pojedine sagovornice ispoljile određene stereotipe i predrasude u vezi sa ženama. Na primer, neke sagovornice smatraju da su „žene agilnije i odgovornije od muš- karaca“, da su „veći borci za ljudska prava“, da su „upornije i ambicioznije od muškaraca“, kao i da su „žene po prirodi nadarene da vešto pričaju i da se taj dar mora iskoristi do kraja.“

Žene na rukovodećim pozicijama u sindikatu

Po pitanju žena na rukovodećim položajima u sindikatima, najpre treba ponoviti da su ovi in- tervjui vođeni sa sindikalnim rukovoditeljkama, kao i da je među njima bilo nekoliko rukovo- diteljki koje dolaze iz sektora u kojima su žene većinski zastupljene.

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U tom smislu, nekoliko sagovornica smatra da su žene spremne da se više angažuju u sindi- katu i da napreduju, odnosno, da su zainteresovane i za rukovodeće položaje. Dve sagovor- nice smatraju da se žene sve više angažuju u sindikatu i da ih ima sve više, uključujući i na ru- kovodećim položajima.

Znam da postoje neka stara uverenja i neki stari stereotipi vezano za to da je lakše muškarcima zbog pregovora, dogovora, komunikacije... Moja su iskustva pozitivna, mi imamo i u firmi na rukovodećim položajima u dosta žena. Mislim da su čak možda žene u prednosti u sindikatu. Sad, šta se dešava iza kulisa, to već ne mogu da procenim.

Većina ispitanica zna koliko ima žena na rukovodećim položajima u njihovim sindikatima, ali ima i onih koje ne znaju ni za svoje sindikate niti generalno u Srbiji. Više od polovine sagovor- nica ukazuje da nema dovoljno žena na rukovodećim mestima u sindikatima. Iako ukazuju da to zavisi od grane sindikata, kao i od načina na koji je sindikat organizovan, ipak navode da su muškarci mnogo više zastupljeni u rukovodećim strukturama sindikata, kao i u druš- tvu uopšte.

Ne znam da li uopšte postoji u Srbiji sindikat u kom je žena predsednica. Žene uglavnom vode neke sekcije ili su na mestima sekretarki.

Iako se sagovornice slažu da je i ženama i muškarcima teško na rukovodećim položajima u sindikatima, većina smatra da je ženama teže da dođu na pozicije u sindikatima na kojima se odlučuje i gde „može da se čuje i njihov glas“. Neke ukazuju da je potrebno „mnogo sreće i spleta okolnosti“ da se žene nađu na rukovodećim položajima, bez obzira na znanje, isku- stvo i obrazovanje.

Ja kad sam prvi put bila izabrana, pre 10 godina, bilo je još kandidata. Jedini prigovor je bio – u redu, ona je dobra, ali da li će to moći da nosi i radi, ona je žena. Niko nije rekao da sam nesposobna, nebrazovana ili tako nešto. Jedini prigovor je bio što sam žena.

Kao i u vezi sa članstvom u sindikatu i angažmanom žena, ukazano je da porodične obaveze i teškoće u vezi sa održavanjem ravnoteže između profesionalnog i privatnog života veoma do- prinose malom broju žena na rukovodećim položajima u sindikatima.

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Ako ste zaposlena žena i imate porodicu, treba mnogo volje i upornosti. Noću kuvate da biste mogli sutradan da se bavite nečim drugim. Vrlo je malo žena koje ulaze u celu priču, a da imaju i porodične obaveze. I to malo žena što se bavi sindikatom, još je manje onih koje imaju decu i porodicu. Naš posao nije baš vezan za radno vreme, aktivnosti su i vikendima i to nije lako uklopiti. To je razlog što ih ima malo na rukovodećim funkcijama.

Nekoliko sagovornica je ponovilo da sindikat oslikava opšte stanje u društvu, pa nije iznena- đujuće da se rukovodeća mesta u sindikati percipiraju kao rezervisana za muškarce, da je že- nama važna podrška porodice a da se češće dešava da je nemaju. Ukazano je i da angažman u sindikatu, posebno na rukovodećem mestu, može da bude prepreka u profesionalnom na- predovanju, pa žene prave takav izbor, posebno u javnom sektoru.

Sekcije žena u okviru sindikata

Većina sagovornica navodi da u njihovom sindikatu postoji ženska sekcija, dok manji broj njih nema organizovanu sekciju žena u okviru sindikata. U nekim sindikatima postoji sekcija žena na nivou celog sindikata i u okviru svake grane, iako sagovornica ukazuje da ne zna da li su ženske sekcije dovoljno vidljive i da li sve članice sindikata znaju za postojanje ženskih sekcija.

Sagovornice smatraju da su sekcije žena u sindikatima aktivne, u skladu sa trenutnim moguć- nostima, a neke smatraju da bi sekcije žena mogle da budu aktivnije, a svakako i vidljivije. Na- vode da su starije koleginice ranije bile aktivnije i više se angažovale u ženskim sekcijama. Ne- koliko sagovornica smatra da sekcije žena treba više da se angažuju i da utiču da se sindikati u većoj meri bave radnim pravima žena, kao i specifičnim problemima koje žene imaju na radu i u vezi sa radom. To je ujedno i način za privlačenje više žena u članstvo, s obzirom da bi se tako uticalo i na povećanje informisanosti žena o tome da će im prava biti adekvatnije zašti- ćena, kao članicama sindikata.

Dve ispitanice smatraju da se sekcije žena ne shvataju dovoljno ozbiljno, kao i da problemi na koje ukazuju ne dospevaju visoko na agendu sindikata, poslodavaca i države. Pored toga, bilo je sagovornica koje nisu znale da li u njihovim sindikatima postoji sekcija žena, a jedna sago- vornica smatra da bi bilo dobro da se svuda uspostave ove sekcije, koje bi združeno zastupale

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radna prava žena. Pored toga, treba raditi na umrežavanju i spolja i iznutra, kako bi se kroz ra- zličite razmene iskustava i dobre prakse, poboljšao rad sekcija žena.

Pojedine sagovornice smatraju da je formiranje različitih sekcija u okviru sindikata (žene, mladi) jasan znak da su sindikati svesni da su neophodne promene u sindikatu, ali da i dalje postoje „vrlo tvrde strukture“ u granama sindikata, te da dominiraju muškarci u rukovodstvu. Takođe, ima mišljenja da sekcije žena postoje samo formalno, ali da nemaju podršku sindi- kata za svoj rad, već sve zavisi od entuzijazma članica.

Sekcije žena su još uvek ikebana u toj sindikalnoj strukturi sa kojom se svi ponose i drže iza sebe da ulepša fotografiju. Suštinski, mora se dozvoliti ženama da budu na ključnim pozicijama gde se donose odluke.

Da biste bili aktivni i nešto radili, mora sindikat da odvoji neka sredstva i pomogne rad sekcije. Ako ne možete da finansirate da se te žene negde okupe, to je onda samo formalno... Ja sam pokušala da dam primer i da probam da pomognem da se sekcija okupi, da nešto dogovorimo i radimo, ali posle toga nije bilo razumevanja...

Jedna sagovornica smatra da sekcija žena u sindikatu nikada nije dobila adekvatan značaj, niti je uspela da se sama nametne sindikatu, kao važan akter. Ukazuje da je sekcija žena na- stala tako što je Međunarodna konfederacija sindikata tražila da nacionalni sindikati formi- raju sekcije žena. Navodi i da postoje određeni otpori jer ideja nije izvorno potekla od član- stva, da pojedine žene ne žele da učestvuju jer smatraju da su problemi isti i kod žena i kod muškaraca, te ne žele da muškarci budu isključeni, a posebno je problematično to što sek- cije žena nemaju svoje izvore finansiranja, već to sve ide iz članarina, odnosno, moraju da traže sredstva iz budžeta sindikata. Sindikati uglavnom nemaju dovoljno novca, jer su po- trebe članstva velike a sredstva nedovoljna, pa to može da utiče demotivišuće na žene da budu aktivne u sekcijama žena.

S druge strane, ima veoma uspešnih primera aktivnosti sekcija žena. Na primer, organizova- nje različitih kampanja, između ostalog, kampanje za ratifikaciju Konvencije C190193 Međuna-

193 https://www.ilo.org/dyn/normlex/en/f?p=NORMLEXPUB:12100:0::NO::P12100_ILO_CODE:C190

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rodne organizacije rada u vezi sa sprečavanjem nasilja na radnom mestu,194 a prethodno je uz podršku Međunarodne organizacije rada urađena analiza našeg zakonodavstva u cilju po- drške ratifikaciji ove konvencije. Sekcija žena planira da nastavi sa lobiranjem i kampanjom za ratifikaciju, nakon pauze koju je uslovila epidemija kovida-19 i izbori u Srbiji.

Nekoliko sagovornica je ukazalo da je neophodno redefinisati ulogu sekcije žena, posebno zbog toga što se postojanje sekcije uglavnom povezuje sa „postojanjem ekskluziviteta“ za bavljenje pitanjima koja se tiču žena, što nadalje dovodi do toga da se tim pitanjima ne bavi ostatak sindikata. Pored toga, nekoliko sagovornica smatra da nisu potrebne sekcije žena u okviru sindikata jer žene i muškarci treba da budu ravnopravni u svemu, kao što su po zako- nima jednaki. Pored toga, rad ženskih sekcija se često povezuje sa nekim „ostacima prošlo- sti“, te da je vreme da se umesto podržavanja „prevaziđene forme organizovanja“, sindikati aktivno uključe u postizanje suštinske ravnopravnosti žena i muškaraca.

Zastupanje radnih prava zaposlenih žena

Jedan set pitanja odnosio se na ulogu sindikata u zastupanju radnih prava žena. U vezi sa ovom temom, sagovornice su bile podeljenog mišljenja. Jedan broj sagovornica smatra da sindikati ne prepoznaju u dovoljnoj meri specifičnost položaja žena na tražištu rada, iz- među ostalog i zbog toga što sindikate uglavnom vode muškarci koji nemaju iste probleme kao žene. Pojedine sagovornice smatraju da sindikati prepoznaju specifičnost žena na tržištu rada, ali da tržište rada ne prepoznaje „ženu kao radno sposobnu jedinku“. Nadalje, pojedine sagovornice smatraju da sindikati podjednako zastupaju prava i interese žena i muškaraca, a nekoliko sagovornica smatra da sindikati u velikoj meri zastupaju interese žena.

Sagovornice koje smatraju da sindikati zastupaju prava i interese žena, ukazuju da uvek ima mesta za poboljšanje i dodatne aktivnosti, jer se u nekim slučajevima ne radi mnogo na reša- vanju ovih problema, iako su prepoznati. Pored toga, rodna ravnopravnost je veoma aktuelna tema na međunarodnom nivou, pa i to utiče na sindikate da se ovim temama posvete. Ono što je problem jeste to što pravo na pristupanje sindikatu imaju samo žene koje su u radnom odnosu, što utiče na mogućnost širenja sindikalne mreže.

194 Predstavnica sindikata Nezavisnost navodi da je naša delegacija tripartitno glasala za ratifikaciju ove konvencije 2019. godine u Ženevi.

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Žene koje su sindikalno organizovane imaju mnogo veća prava nego žene koje to nisu.

Sagovornice smatraju da žene treba više da se sindikalno aktiviraju jer bi to doprinelo da se sindikat više bavi temama koje su ženama važne. Ujedno ukazuju da sindikati moraju da imaju mnogo veću društvenu ulogu i mnogo značajniji položaj u društvu. Naime, neke sago- vornice nisu zadovoljne zalaganjem sindikata generalno, jer se nedovoljno protive pojedinim odlukama koje država donosi, uključujući i zakone koji nisu povoljni za zaposlene žene i muš- karce. Čak i kada se sindikati protive, kada imaju aktivnosti kojima pokušavaju da utiču na ove odluke, to nije dovoljno vidljivo niti među članstvom niti u društvu generalno.

Uopšte se ne poštuju naši zahtevi, pa je jako teško ostvariti bilo šta. Pomažu nam dosta iz Beograda, bore se, ali jako je teško, ne znam da li su deseti deo ostvarili. Imaju svoj cilj, drže se zakona, ne popuštaju... Sad tražimo izmene kolektivnog ugovora, ali mislim da od toga neće biti ništa.

Jedna sagovornica ukazuje da u sindikatima nema dovoljno mladih žena, te da bi u tom pravcu trebalo preduzimati aktivnosti, ali da sindikati ne uspevaju da privuku mlade žene, iz- među ostalog, zbog nedovoljne uspešnosti u ostvarivanju zahteva zaposlenih.

Mi žurimo da što više uradimo, samo da linija ne bi stala. Ako stane, odmah te direktor kažnjava, gubiš efikasnost kao tim... Imamo pauze, jedna je 15 minuta, za doručak, onda jednu od 10 i jednu od pet minuta. Mi smo totalno tempirani. Kad bi sindikat uspeo da nas ne lome toliko, bio bi jači, više bi se poštovao i više bi ljudi bilo u sindikatu. Ovako zaposleni vide da mi ništa ne možemo, pa neće da se uključuju... Ima pozicija gde žene stoje. Mi nemamo nijednu stolicu u celoj fabrici. Niko ne može da sedne. Osam sati stojiš, kičma strada maksimalno. Sindikat je tražio da se postave stolice na mestima na kojima može da se sedi. Ni to nisu dali. I onda kad pogledate, šta uopšte taj sindikat može da uradi, kad ne može jednu običnu stolicu da dobije?

Pored toga, navodi da žene mogu da trpe posledice na poslu zbog sindikalnog angažovanja.

Kad čuju da si u sindikatu, još više te šikaniraju. Ne možeš da napreduješ. Niko iz sindikata ne može da napreduje, kao mi smo buntovnici, bunimo se protiv firme.

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Jedna sagovornica ukazuje da se specifičnosti položaja žena na tržištu rada deklarativno pre- poznaju, ali da se ne radi dovoljno na tome jer u sindikatu postoji još uvek tvrda patrijarhalna struktura „koja nije spremna da prepusti stvari ženama“, što podrazumeva jedan drugačiji obrazac vođenja sindikata. Sagovornice su podeljenog mišljenja u vezi sa pitanjem načina ostvarivanja većeg broja žena u sindikalnom rukovodstvu. Neke sagovornice zagovaraju si- stem kvota, odnosno, da u rukovodstvu sindikata bude propisana obavezna zastupljenost žena i muškaraca proporcionalno članstvu u sindikatu, dok druge sagovornice smatraju da je „neophodno izbeći definisanje pukim procentom“, već da je neophodno da se žene, znanjem i sposobnošću, izbore za svoja mesta u rukovodstvu.

Pored toga, pojedine sagovornice ukazuju da sindikat ne postoji zasebno, izolovano od ostatka društva, već je jedan od političkih aktera, koji deluje u istom prostoru sa vlastima, ci- vilnim društvom, medijima i drugim akterima. Na sindikat utiče društvo i sindikat bi trebalo da utiče na društvo. Između ostalog, potrebne su i promene preovlađujućih kulturnih obra- zaca, posebno sada kada postoje „retrogradne struje u društvu i ideološka neosvešćenost do- brog dela javnosti“, što sve utiče na položaj žena u društvu, a samim tim i na položaj žena u sindikatima. S tim u vezi, neophodno je da sindikati uspostave bolju saradnju sa mnogim ak- terima i da udruže snage kako bi zajednički doprineli poboljšanju položaja žena i na radu i u društvu. Na primer, potrebno je ostvarivati saradnju sa ženskim organizacijama koje se bore za poboljšanje položaja žena, organizacija obuka za sindikate, zajedničke aktivnosti i slično. Treba razumeti da ženske organizacije nisu konkurencija sindikatima, ni one koje se bore za ekonomska i socijalna prava žena, već da treba da budu partneri i da zajednički rade na po- boljšanju položaja žena.

Sindikati imaju reprezentativnost, to je ono što nemaju organizacije. S druge strane, ženske organizacije imaju ekspertizu, pa tu treba da se nadopunjujemo. Civilni dijalog nije zamena za socijalni dijalog. Socijalni dijalog vode sindikati, poslodavci, država, a u širem civilnom dijalogu treba da učestvujemo zajedno i tu nem kompetitivnosti nego samo saradnje.

Pored toga, neophodna je bolja komunikacija između sindikata i poslodavaca, kako bi poje- dini poslodavci prestali da zaposlene, a posebno zaposlene žene, „tretiraju kao jeftinu radnu snagu koju minimalno plaćaju, a maksimalno eksploatišu“.

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U vezi sa povredama radnih prava zaposlenih žena, sagovornice ukazuju da je trenutno te- žak položaj i muškaraca i žena, ali neke prepoznaju povrede prava koje u većoj meri pogađaju žene i ujedno ukazuju da same žene, sindikalne rukovoditeljke i članice sindikata, moraju da utiču na sindikat da se više bavi ovim temama jer ne treba očekivati od muškaraca da „razu- meju kakav je položaj žena i šta im je potrebno da zaštite svoja prava“.

Neophodno je da se mnogo više ceni rad žena, da se prestane sa različitim iznosom nakadne za istu vrstu posla, omalovažavanjem, mobingom i svim ostalim problemima sa kojima se žene svakodnevno suočavaju.

Jedna sagovornica ukazuje da je pored kolektivnog ugovora i poboljšanja bezbednosti i zdravlja na radu, trenutno prioritet i pravna zaštita žena.

Naš prioritet je da se ne krše prava zaposlenih, ni sindikalna ni iz radnog odnosa, a ako se krše treba obezbediti zaštitu. Mi pružamo pravnu pomoć od konsultovanja do zastupanja na sudovima i trend je samo pogoršanja, a ne poboljšanja, pa je zaštita prava jedna od najvažnijih tema.

Sagovornice ukazuju da ima dosta slučajeva mobinga, neke smatraju da su žene više pogo- đene, dok neke smatraju da nemam razlike između žena i muškaraca, odnosno, da su i jedni i drugi žrtve mobinga. Međutim, sagovornice su saglasne da su seksualnom uznemiravanju na radu žene izložene u mnogo većoj meri. Ukazuju i da su ovo ponašanja koja su veoma teško dokaziva na sudu, što stvara dodatne probleme i može da izazove dodatnu viktimizaciju žena, ali ipak pozitivno ocenjuju usvajanje Zakona o sprečavanju zlostavljanja na radu jer je sada mnogo više žena spremno da prijavi mobing, uključujući i seksualno uznemiravanje. Jedna sagovornica navodi da je pravna služba sinidkata najviše angažovana na radnim sporovima u vezi sa neisplaćenim zaradama i nezakonitim otkazima ugovora o radu, da su u pitanju spo- rovi koji dugo traju i u kojima na kraju uspeju, u najvećem broju slučajeva, ali da ovi sporovi nemaju rodnu komponentu. S druge strane, neke sagovornice ukazuju da se u ovim slučaje- vima ne zna da li postoji razlika između žena i muškaraca ili bilo kakve specifičnosti, s obzi- rom da pravne službe ne vode podatke razvrstane po polu, iako ih imaju, niti rade rodne ana- lize radnih sporova koje vode.

Iako se sindikat ne bavi pitanjima nasilja prema ženama, u pitanju je tema koja veoma utiče na mnoge žene, zbog čega pojedine sagovornice smatraju da bi sindikat mogao da pruža

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određenu podršku, makar u smislu informisanja. Kao primer, naveden je SOS telefon koji je godinama postojao u okviru sindikata Nezavisnost, koji je imao jako dobre rezultate i dosta žena se javljalo da potraži savet i pomoć, kako članice sindikata, tako i druge zaposlene žene. Međutim, u pitanju je bio projekat koji je podržavala Fondacija Kvinna Till Kvinna, te se nakon završetka projekta ova aktivnost obustavila jer nije bilo finansijskih mogućnosti za nastavak, s obzirom da nije bila u pitanju osnovna aktivnost sindikata.

Nadalje, sagovornice smatraju da sindikati rade na poboljšanju položaja žena kroz svoje re- dovne aktivnosti, kao što su učešće u različitim radnim grupama za izradu zakona, podzakon- skih akata i strateških dokumenata, odnosno, kroz direktan uticaj na kreiranje radnopravnog zakonodavstva, zatim kroz pravnu službu sindikata, učešće u radnim grupama za socijalne programe za viškove zaposlenih, organizovanjem obuka u okviru sindikata, učešće u socijal- nom dijalogu i kolektivnom pregovaranju i slično. Međutim, veoma je važno podizanje svesti članova i članica sindikata, jer nije dovoljno da „samo plaćaju članarinu i da očekuju da će ru- kovodstvo sindikata rešiti sve njihove probleme.“

Jedna sagovornica ukazuje da pored rodnih analiza, većeg umrežavanja i veće saradnje sa ženskim organizacijama, kao i aktivnosti na horizontalnom povezivanju članica sindikata, treba iskoristiti sledeću godinu, koja je izborna godina u sindikatu i uraditi kampanje za iz- bore na svim nivoima, kao i da bi se moglo razmišljati o nekim posebnim merama za veće učešće žena.

Sagovornice su saglasne da sindikati treba da nastave da preduzimaju mere i aktivnosti ko- jima se ostvaruje sam cilj postojanja sindikata: ravnopravnost svih zaposlenih, obezbeđiva- nje radne, pravne i socijalne sigurnosti članstva, poboljšanje materijalnog položaja zaposle- nih, zaštita i unapređenje radne i životne sredine, unapređivanje socijalnog dijaloga, pravna zaštita zaposlenih i zaštita ekonomsko socijalnog položaja zaposlenih.

Pored toga, jedna od tema se odnosila na finansiranje programa i aktivnosti koje bi bile name- njene poboljšanju položaja žena, kako u sindikatima, tako i na radu. Sagovornice ukazuju da su svuda velike potrebe za finansijskom podrškom zbog lečenja, pa su se sindikati na to usmerili. U nekim sindikatima se odvajaju finansijska sredstva na godišnjem nivou za nove programe i ak- tivnosti, ali su to uglavnom mala sredstva. Ima sagovornica koje ne znaju da li postoje finansij- ska sredstva za uvođenje novih programa i aktivnosti koje bi bile namenjene ženama.

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Mi treba da osmislimo i da napišemo neku varijantu, kao projekat, da bismo mogli da konkurišemo za sredstva. Da li postoje sredstva, to sad ne znam.

Neke sagovornice navode da ne postoje finansijska sredstva za uvođenje programa i aktiv- nosti namenjenih ženama. Naime, članarina iznosi 1%, u proseku je to oko 600 dinara, pa se to deli na fond solidarnosti i druge potrebe, tako da veoma malo novca ostaje za druge aktiv- nosti. S druge strane, iako su sredstva mala, ona se mogu iskoristiti za aktivnosti koje bi bile namenjene poboljšanju položaja žena. Nije dovoljno da se sindikati bave ženama samo po- vodom 8. marta – Međunarodnog dana žena. Sagovornice su uglavnom saglasne da je ne- ophodno obezbediti finansijska sredstva kako bi se organizovale različite obuke koje su ne- ophodne, okrugli stolovi, kao i za rad na terenu u cilju ispitivanja potreba zaposlenih žena. Nakon toga, može se utvrditi koje su aktivnosti prioritetne i u tom smislu planirati sredstva fi- nansijskim planom sindikata. Takođe, sindikat ima mogućnost da planira programe i projekte u saradnji sa stranim donatorima, inostranim sindikalnim organizacijama, kao i sa civilnim sektorom. Pri tome, treba voditi računa da se obezbedi održivost, odnosno, da se aktivnosti koje se pokažu kao korisne i potrebne, nastave i nakon završetka projekta.

Epidemija kovida-19

Nekoliko sagovornica smatra da se epidemija kovida-19 nije negativnije odrazila na žene u poređenju sa muškarcima. Navode da se svi susrećemo sa istim problemima, da je veliki broj zaraženih u mnogim kolektivima, pa da se u nekim slučajevima, kao što je na primer, rad na proizvodnim linijama, teško održava fizička distanca.

Međutim, većina sagovornica je saglasna da su od proglašenja epidemije žene u mnogo ne- povoljnijem položaju. Imaju više obaveza i privatno i poslovno i sada rade još više nego ra- nije. Izloženije su i nasilju u porodici s obzirom da su svi ukućani kod kuće i javlja se „nervoza, strah od besparice i ostajanja bez posla“. Ukazuju da je celo društvo tokom ove epidemije uvi- delo „snagu žena, naročito žena koje su najveći teret podnele u zdravstvu, prosveti, proizvod- nji i radu od kuće“.

Zaposleni koji imaju hronične bolesti rade od kuće, a žene koje su dolazile na posao, mesecima su radile bez slobodnih dana, čak i subotom i nedeljom. I tu se negde od tog pretrpanog rasporeda na poslu i kod kuće zaboravi na prava žena.

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Tokom epidemije je rad prebačen online, odnosno, na rad od kuće gde god je to bilo moguće, ali su se tu pojavili drugi problemi za žene – od nedovoljne digitalne i informacione pismenosti do toga da se u nekim porodicama rad žene od kuće nije percipirao kao rad, već se na to gledalo „kao da je ona kod kuće“, što znači da su sve obaveze na ženi. Zbog toga su žene mnogo opte- rećenije od muškaraca, zbog nemogućnosti balansiranja između porodičnog i poslovnog života jer sve što je „epidemija donela sa sobom, ženama je palo na teret“, posebno ukoliko su zapo- slene u privatnom sektoru. Žene sada pojačano brinu o deci, zbog zatvaranja vrtića i online ško- lovanja, a imaju i više posla u domaćinstvu i oko starijih članova porodice.

Opet se očekuje da će sve žena da reši. I vrtić i decu i roditelje i posao...

S druge strane, većina ispitanica smatra da su sindikati preduzimali adekvatne mere tokom epidemije, u cilju zaštite radnih prava zaposlenih, odnosno, da su sindikati bili veoma aktivni sve vreme epidemije. Na primer, urađen je aneks posebnog kolektivnog ugovora za zdrav- stvene ustanove, pa sada svi zaposleni koji su inficirani na radnom mestu, imaju 100% na- doknadu za bolovanje. Pored toga, sindikati su bili veoma aktivni u vezi sa obezbeđivanjem sredstava zaštite, kao i u kontinuiranom „pritisku na poslodavce“ da obezbede adektvatna sredstva zaštite za sve zaposlene. Tamo gde je postojao jak sindikat, evidentno je da je sve bolje funkcionisalo tokom epidemije, sindikat je bio deo kriznih štabova, pa je mogao direk- tno da utiče na mere.

Ima sagovornica koje smatraju da epidemija nije puno toga promenila, već da su neki posto- jeći problemi postali vidljiviji. Uprkos preduzimanja zaštitnih mera, u mnogim kolektivima je mnogo zaraženih. Problem predstavlja i to zaposleni, posebno žene, ne žele da idu na bolo- vanje jer tako gube novac, tamo gde nije obezbeđeno 100% naknade za bolovanje. Takođe, zbog toga što je ukinuta obaveza kontrolnog testiranja, odnosno, nije više uslov negativan test za povratak na posao, ima zaposlenih koji su se prerano vratili na posao, dok još uvek nisu bili izlečeni.

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A što se tiče žena, mnoge će i bolesne raditi. Jedna majka troje dece, još ako je i samohrana, neće javiti da je bolesna, dolaziće tako na posao.

Sagovornice ukazuju i na problem sa preporukom države da roditelji mogu da odsustvuju s posla ukoliko imaju decu do 12 godina i decu sa invaliditetom, što su poslodavci različito tu- mačili. Neki su prihvatili, a neki nisu jer je to samo preporuka. S druge strane, iako je ova mo- gućnost data roditeljima, u najvećem broju slučajeva su je koristile žene, u skladu sa opštim društvenim kontekstom. Pojavio se problem sa obračunom zarada, neke su zbog toga dobi- jale umanjene zarade, nekima poslodavac nije znao kako da to vodi, „da li je to rad od kuće ili nije rad od kuće, neki su vodili kao bolovanje.“

101  8. Zaključci i preporuke Na međunarodnom nivou, društvena, kulturna, regulatorna i politička uloga sindikata zavisi od države do države i prilično je različita. Globalno posmatrano, najčešće pominjani primeri dobre prakse delovanja sindikata u svetu odnose se na postizanje promena kada su u pitanju fleksibilni ugovori o radu, borba za ekonomske podsticaje radnicima, priznavanje šireg prava na zaštitu roditeljstva, uključujujći priznavanje prava na plaćeno odsustvo očevima radi nege deteta, duže plaćeno odsustvo sa posla radi posebne nege deteta, kao i pravo na plaćeno od- sustvo radi nege bolesnog člana porodice.195

Rodna ravnopravnost je prepoznata kao sastavni deo boljeg balansiranja porodičnog i pro- fesionalog života, a cilj mnogih aktivnosti koje su postale primeri dobre prakse bili su po- boljšanje poštovanja principa rodne ravnopravnosti, poput sačinjavanja planova rodne rav- nopravnosti u Španiji ili sveobuhvatnog nadzora nad mehanizmima za poštovanje rodne ravnopravnosti u Portugalu. Sekcije žena u sindikatima su prepoznate kao veoma bitna tela preko kojih treba da ide zastupanje i zagovaranje balansa porodičnog i profesionalonog ži- vota žene, kao i promovisanje sveukupne zaštite prava žena na radnom mestu.196

U situaciji oslabljenih institucija i opšte socijalne dezintegracije, krize političkog sistema i uloge političkih partija, sindikati su i dalje organizacije koje okupljaju članstvo, imaju svoju strukturu koju treba očuvati i ojačati. Zbog toga je neophodna saradnja i osnaživanje sindi- kata, uključujući i sekcije žena i žene koje učestvuju u procesima odlučivanja u sindikatima, kao i okupljanje organizacija civilnog društva i lokalnih zajednica, kako bi se podstakla sarad- nja sa sindikatima.

195 Helfferich, B. & Franklin, P., Syndicat European Trade Union Rebalance: Trade unions’ strategies and good practices to promote work-life balance, dostupno na: https://www.researchgate.net/publication/337112143_Rebalance_ Trade_unions%27_strategies_and_good_practices_to_promote_work-life_balance, pretraženo 18.10.2020. 196 ETUC - Women in Trade Unions in Europe: Bridging the Gaps (2007), https://www.etuc.org/sites/default/files/ English_complet_1.pdf, pretraženo 29.09.2020.

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Ciljajući na suzbijanje rodne diskriminacije, promovisanjem jednakih zarada za muškarce i žene koji obavljaju iste poslove i podsticanjem povećanja broja žena u organima upravlja- nja i u procesu donošenja odluka, sindikati mogu da efektivno doprinesu prevazilaženju rod- nog jaza u radnopravnim i socijalnim odnosima u društvu. Postojeći jaz mora šire da se sa- gleda u kontekstu rodne neravnopravnosti, kroz rešavanje problema dostupnosti uglavnom slabije plaćenih poslova ženama, potcenjivanju njihovih sposobnosti, znanja i veština, nejed- nake podele rada u okviru porodice u smislu brige o domaćinstvu, deci i starijim članovima porodice, češće zapošljavanja žena na određeno vreme ili radno angažovanje kroz rad van radnog odnosa. Samim tim, sindikatima se savetuje jačanje kapaciteta u pogledu rodne rav- nopravnosti i rodne diskriminacije, u cilju boljeg prepoznavanja i evidentiranja ovakvih slu- čajeva na tržištu rada.

Žene su u lošijem položaju na tržištu rada, predstavljaju manjinu među zaposlenima a ve- ćinu među radno sposobnim stanovništvom. Teške posledice na ekonomski položaj žena tek će nastupiti, jer je već vidljivo da će doći do ogromnih potresa u brojnim sektorima, a otpu- štanja će najviše pogoditi ranjive i ugrožene grupe, posebno žene. Sagledavanje sektora u ko- jima se žene nalaze na prvoj liniji, jasno ukazuju osetljivost njihovog položaja, a to su žene u zdravstvu, žene u ustanovama socijalne zaštite, žene u obrazovanju, žene u trgovini, žene u proizvodnji hrane, bilo neposredno u poljoprivredi, bilo u prerađivačkoj prehrambenoj in- dustriji, žene u državnoj upravi, žene kao podrška članovima domaćinstva, samozaposlene žene, žene koje pripadaju posebno osetljivim grupama, često izložene diskriminaciji po više osnova, kao što su Romkinje, starije radnice i neformalno zaposlene žene.

Ranije svetske krize pokazale su da države ne mogu same da prevaziđu sve izazove koji su im nametnuti. Zbog same prirode krize koju je izazvala pandemija kovida-19, više nego ikada je neophodan kreativan i konstruktivan socijalni dijalog između vlada, sa jedne strane i pred- stavnika radnika i poslodavaca, sa druge strane. Socijalni dijalog podrazumeva sve vrste pre- govaranja, konsultacija i razmene informacija između predstavnika državnih vlasti, radnika i poslodavaca, kako bi se postigao zajednički interes u oblasti ekonomije, rada i socijalne po- litike.197 Imajući u vidu pandemiju kovida-19, neophodno je da sindikati deluju u okviru mo- gućih ishoda krize, odnosno, da se spreče efekti smanjenja zarada u javnom sektoru koje će

197 ILO Policy Brief on COVID-19, Pillar 4: Relying on social dialogue for solutions: https://www.ilo.org/global/topics/ coronavirus/impacts-and-responses/WCMS_739050/lang--en/index.htm, pretraženo 02.10.2020.

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dovesti do direktnog smanjenja ekonomske moći žena, zbog čega je upravo u periodu krize neophodno bolje sindikalno organizovanje u javnom sektoru.

Po pitanju Srbije, rezultati ovog istraživanja pokazuju da je jedan od ključnih problema nedo- voljna posvećenost sindikata temama koje se tiču žena, odnosno, temama koje češće poga- đaju žene. U ovom kontekstu, prepoznata je potreba za organizacijom edukacija i obuka na različite teme koje su od posebne važnosti za žene jer ih više (nesrazmerno) pogađaju, počev od položaja žena u društvu, na radu i u vezi sa radom, tretmana u radnoj sredini, sadržaja za- konom garantovanih prava, vidovima sindikalnog delovanja i korenima ženskog sindikalizma, pa sve do specifičnih prava i odredaba koje se odnose na rodno zasnovanu diskriminaciju i mobing, seksualno i drugo uznemiravanje na radnom mestu, kao i na nasilje u porodici čiji se efekti odražavaju i na radnu sredinu. Takođe, edukacijom treba obuhvatiti razliku između dis- kriminacije i mobinga na radnom mestu, jer je istraživanje pokazalo da veliki broj zaposlenih žena ne zna razliku između diskriminacije na radu i mobinga, kao i drugih povreda prava.

Još jedan od problema koji je prepoznat odnosi se na prava koja proizlaze iz zaštite materin- stva, a koja se posebno tiču:

t zaštite radnopravnog statusa žene dok se nalazi na trudničkom, porodiljskom odsustvu i/ili odsustvu sa rada radi nege deteta i/ili odsustvu sa rada radi posebne nege deteta;

t zaštite od diskriminacije prilikom zapošljavanja i napredovanja žene u zavisnosti od njenog roditeljskog statusa ili uslovljavanje njenog izbora gubitkom radnog mesta.

Većini zaposlenih žena problem predstavlja balans između privatnog i profesionalnog života, jer šta god da zaposlena žena radi i čime god da se bavi, nju pored karijere i rada na poslu, u najvećem broju slučajeva očekuje i onaj drugi, neplaćeni rad, rad bez radnog vremena, koji za nju počinje onog momenta kada dođe sa posla. U posebno teškom položaju su samohrane majke koje moraju da rade kako bi obezbedile egzistenciju, dok su s druge strane jedini rodi- telj, koji treba da budu dostupan za sve detetove potrebe. Treba imati u vidu da veliki broj po- slodavaca nema dovoljno razumevanja za ove probleme.

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Upravo zbog toga što ceo život provode u „duplom“ radu, kako na radnom mestu tako i kod kuće, sindikalke i zaposlene žene nisu zadovoljne zakonskim izmenama kojima se poste- peno izjednačavanju godine života muškaraca i žena za odlazak u starosnu penziju (65 go- dina života).

Nadalje, istraživanje je pokazalo da zaposlene žene nisu u dovoljnoj meri zadovoljne pristu- pom zdravstvenoj zaštiti, organizovanju sistematskih pregleda i sl. U cilju očuvanja zdravlja i sve većeg povećanja broja zaposlenih žena koje imaju teške i neizlečive bolesti, kao impe- rativ se nameće uvođenje obaveznih godišnjih sistematskih pregleda, uključujući gineko- loške i onkološke preglede, kao i konstantna edukacija zaposlenih za poštovanje bezbedno- sti i zdravlja na radu.

Jedan od problema je nepostojanje podataka razvrstanih po polu u sindikatima, zbog čega je teško utvrditi probleme koji dispropocionalno pogađaju žene na radu i u vezi sa radom, zbog čega je neophodno razvrstavati podatke po polu i raditi rodne analize (npr. korišćenja usluga pravne službe sindikata i slično).

Na kraju, poseban problem predstavlja finansiranje aktivnosti unutar sindikata koji se od- nose na poboljšanje položaja žena i unapređivanje rodne ravnopravnosti. Sekcije žena nisu formirane u svim sindikatima, a među ispitanicama ne postoji saglasnost oko toga da li sek- cije žena treba uopšte da postoje. Međutim, tamo gde su osnovane sekcije žena, ne znači da se ove sekcije bave isključivo aktivnostima koje su namenjene ženama i unapređivanjem nji- hovih prava iz radnog odnosa. Zbog toga bi trebalo obezbediti sredstva u sindikatima za fi- nansiranje aktivnosti namenjenih poboljšanju položaja žena, unutar sekcija žena ili na nivou celog sindikata.

Imajući sve ovo u vidu, ispunjenje sledećeg seta preporuka doprinelo bi poboljšanju položaja žena na radu i u vezi sa radom, kao i poboljšanju položaja žena u sindikatima i unapređenju rodne ravnopravnosti u sindikatima.

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Opšte preporuke

t Inicirati bolju saradnju sa nevladinim sektorom, posebno sa organizacijama koje se bore za ženska prava i udružiti njihovu ekspertizu sa poznavanjem situacije na terenu, koju najbolje poznaju predstavnici sindikata i poslodavci;

t Inicirati bolje međusobno umrežavanje sindikata, s obzirom da udruženi mogu brže i lakše da postignu zajedničke ciljeve;

t Obezbediti bolje informisanje zaposlenih o aktivnostima sindikata, osigurati veću transparentnost i bolju medijsku pokrivenost aktivnosti;

t Obezbediti usluge stručne pomoći članicama sindikata, shodno mogućnostima (pravnici, psiholozi, socijalni radnici, lekari);

t Insistirati poslodavaca; na usvajanju pravilnika o bezbednosti i zaštiti zdravlja na radu kod svih

t Napraviti program za privlačenje većeg broja žena u sindikalno članstvo; t Kontinuirano raditi na ojačavanju fondova solidarne pomoći, omogućiti pomoć zaposlenima obolelih od teških i neizlečivih bolesti, kao i jednokratne novčane pomoći za lečenje i oporavak zaposlenih.

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Preporuke za veće angažovanje žena u sindikatima i popularizaciji učlanjenja u sindikat

t Raditi na profesionalizaciji sindikalnih rukovoditeljki, omogućiti stalne edukacije, organizaciju sindikalnih akademija i slično, pri čemu je neophodno da obuke uključuju rodnu ravnopravnost, zabranu diskriminacije, položaj žena na tržištu rada i druge teme od značaja za zaposlene žene;

t Posebnu pažnju posvetiti podsticanju žena da se kandiduju i/ili angažuju u rukovodstvu sindikata;

t Osigurati da se sindikalne rukovoditeljke aktivno i kontinuirano bore za poboljšanje radnih prava žena;

t Organizovati aktivnosti kojima će se privući žene da se učlane u sindikate; t Aktivno raditi na promovisanju sindikalizma, ulozi sindikata uopšte, a posebno ulozi sindikata u poboljšanju položaja žena i unapređenju rodne ravnopravnosti.

Preporuke za poboljšanje ostvarivanja prava žena

t Aktivnije raditi na ostvarivanju poštovanja radnih prava žena, posebno u vezi sa zaštitom materinstva;

t Aktivnije i kontinuirano angažovanje u borbi za povoljnije uslove za odlazak žena u starosnu penziju;

t Aktivnije i kontinuirano angažovanje u borbi za jednake uslove za napredovanje muškaraca i žena, kao i za jednake plate za isti rad sa istom stručnom spremom;

t Aktivnije i kontinuirano angažovanje u vezi sa izmenama radnopravnih propisa, kroz iniciranje izmena, učešće u radnim grupama, kao i kroz organizaciju i/ili učešće na protestima;

t Organizovanje zajedničkih osmomartovskih skupova kako bi se aktivnost žena u sindikatima učinila vidiljivijom, kao i njihovi zahtevi;

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Preporuke u vezi sa sprečavanjem mobinga, diskriminacijom žena na radu i seksual- nim uznemiravanjem na radnom mestu

t Kontinuirano organizovati edukacije, info-sesije, okrugle stolove i slične aktivnosti na navedene teme;

t Veće angažovanje sindikata da se u kolektivne ugovore unesu eksplicitne odredbe o sprečavanju mobinga, diskriminacije na radu i seksualnom uznemiravanju;

t Preduzimati aktivnosti kojima će se promovisati rodna ravnopravnost i zabrana diskriminacije, uključujući i podsticaje poslodavcima da donesu interne akte kojima će se detaljno regulisati prevencija i zaštita od diskriminacije na radu, kao i prevencija i zaštita od seksualnog uznemiravanja na radnom mestu;

t Osigurati veće angažovanje sindikata kao posrednika i/ili podrške u slučajevima mobinga i diskriminacije na radu;

t Promovisati aktivnosti sindikata na prevenciji i zaštiti od mobinga, diskriminacije na radu i seksualnog uznemiravanja na radu, kako bi se poslala jasna poruka zaposlenima da su u pitanju nedozvoljena ponašanja i kako bi se zaposlene ohrabrile da ovakva ponašanja prijave;

t Nasindikata osnovu dobrih praksi iz drugih država, osmisliti aktivnosti/program u vezi sa podrškom ženama koje trpe nasilje u porodici – raditi na podizanju svesti zaposlenih žena na ovu temu, raditi na podizanju svesti u radnom kolektivu, pružiti podršku ženi koja je u situaciji nasilja, u skladu sa mogućnostima.

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Preporuke u vezi sa epidemijom kovida-19

t Održavati sindikalne sastanke i druge aktivnosti online dok traje epidemija; t Ogranizovati aktivnosti u vezi sa praćenjem nabavke zaštitne opreme (maske, rukavice, viziri, zaštitna odela) i dezinficijenasa;

t Aktivnije se zalagati za rad u smenama, kako bi što manje zaposlenih bilo u isto vreme na poslu, kao i za rad od kuće, gde god je to moguće;

t Aktivno pratiti situaciju sa zaražavanjem zaposlenih i reagovati blagovremeno; t Uobolele skladu sa mogućnostima, obezbediti jednokratnu novčanu pomoć za zaposlene od kovida-19 ili za porodice zaposlenih preminulih od posledica kovida;

t Aktivnije se zalagati da bolovanje zbog kovida-19 bude plaćeno 100%.

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Preporuke iz Izveštaja Evropske komisije koje se odnose na Srbiju 2020. godine u oblasti socijalne politike i zapošljavanja 198

6.19. Poglavlje 19: Socijalna politika i zapošljavanje

Srbija je delimično pripremljena u oblasti socijalne politike i zapošljavanja. Ostvarila je ogra- ničen napredak u daljem usklađivanju zakonodavstva u ovoj oblasti sa pravnim tekovinama EU. U odnosu na prošlogodišnje preporuke Evropske komisije, budžetska izdvajanja za ak- tivne politike tržišta rada neznatno su se povećala tokom 2019. godine, ali su se ponovo sma- njila u toku 2020. godine. Ovi iznosi su daleko niži od potrebnih kako bi se pokrio broj osoba koje traže posao. Ostale preporuke iz prošle godine ostaju na snazi. U narednom periodu Sr- bija bi posebno trebalo da:

t obezbedi odgovarajuće finansijske i institucionalne resurse za politike zapošljavanja i socijalne politike, kako bi sistematičnije sagledale kategorije mladih, žena i dugoročno nezaposlenih i poboljšala adekvatnost socijalnih naknada za osobe koji žive ispod granice siromaštva;

t značajno ojača bipartitni i tripartitni socijalni dijalog na svim nivoima; t obezbedi doslednu primenu zakona o radu i socijalnoj zaštiti u celoj zemlji.

198 European Commission – COMMISSION STAFF WORKING DOCUMENT, Serbia 2020 Report, SWD(2020) 352 final, Brussels, 6.10.2020, Poglavlje 6 tačka 19: Socijalna politika i zapošljavanje, str. 94-97, https://ec.europa.eu/ neighbourhood-enlargement/sites/near/files/serbia_report_2020.pdf, pretraženo 01.03.2021.

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Akcioni plan za usklađivanje sa pravnim tekovinama EU u socijalnoj politici i zapošljavanju u kontekstu poglavlja 19 u okviru pristupnih pregovora usvojen je u maju 2020. godine.

U oblasti radnog prava, zakon iz 2014. godine samo je delimično usklađen sa pravnom te- kovinom EU. Srbija je usvojila Zakon o agencijskom zapošljavanju u decembru 2019. godine. Novi zakon o štrajku tek treba da bude usvojen. Udeo neprijavljenih radnika je na kraju 2019. godine iznosio 18,2%. Inspekcije rada su se usredsredile na borbu protiv rada na crno, ali još uvek nemaju značajan uticaj. Zakon o inspekcijskom nadzoru treba izmeniti kako bi bio u skladu sa konvencijama Međunarodne organizacije rada koje je Srbija ratifikovala, posebno kako bi se osiguralo da inspektori rada imaju pravo da slobodno ulaze na radna mesta i bez prethodnog obaveštenja.

U oblasti zdravlja i zaštite na radu, nacrt zakona o bezbednosti i zdravlju na radu tek treba da bude usvojen. Srbija je usvojila podzakonske akte o zdravstvenim i bezbednosnim me- rama za rad na opremi sa ekranima i rad tokom izloženosti buci i vibracijama. Nakon zabele- ženog rekordnog broja smrtnih slučajeva na radnom mestu u 2018. godini (53), broj smrtnih povreda u 2019. godini povećao se na 54, pri čemu se većina slučajeva ponovo dogodila u gra- đevinskoj industriji. To je bilo povezano sa naglim povećanjem broja gradilišta, ali i sa nedo- statkom sprovođenja propisa o zdravlju i bezbednosti na radu.

Socijalni dijalog je i dalje slab, posebno u pogledu uključivanja socijalnih partnera u razvoj relevantnih politika. Srbija treba da prilagodi zakonski okvir i ojača kapacitete socijalnih par- tnera za podsticanje upotrebe kolektivnog pregovaranja. Sektorski kolektivni ugovori su ti- pični za javni sektor, ali se slabo zaključuju u privatnom sektoru. Nije postignut napredak u tripartitnom dijalogu. U drugoj polovini 2019. godine minimalna zarada po satu povećana je za 11,1% odlukom Vlade, jer u Ekonomskom i socijalnom savetu Srbije nije mogao da se po- stigne konsenzus.

Kada je u pitanju politika zapošljavanja, pokazatelji tržišta rada nastavili su da se pobolj- šavaju u 2019. godini. Stopa zaposlenosti za uzrast od 15 do 64 godine porasla je sa 58,8% u 2018. godini na 60,7% u 2019. godini, a nezaposlenost je smanjena sa 13,3% (2018) na 10,9% (2019), dok je stopa aktivnosti porasla je sa 67,8% (2018) na 68,1% (2019). Nezaposlenost mladih smanjila se sa 29,7% u 2018. na 27,5% u 2019, ali je i dalje visoka. Dugoročno nezapo- slene osobe, žene, mladi i nekvalifikovani radnici i dalje se suočavaju sa ozbiljnim izazovima u pokušaju da se integrišu na tržište rada. Mere usmerene na promociju zapošljavanja Roma

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tek treba da donesu rezultate. Budžetska izdvajanja za aktivne politike tržišta rada su se ne- znatno povećala u 2019. godini u poređenju sa 2018. godinom, ali su ponovo smanjena 2020. godine. Ova sredstva su daleko manja od potrebnih da se pokrije broj osoba koje traže posao. Tek 28% ljudi koji su registrovani kao nezaposleni imaju koristi od ovih mera, a većina mera su jednokratne, poput obuke za traženje posla i sajmova zapošljavanja. Nacionalni akcioni plan za zapošljavanje za 2020. usvojen je u decembru 2019. godine.

U kontekstu izbijanja pandemije kovida-19, uvedeni su instrumenti pomoći za sprečavanje otpuštanja i negativnih kretanja na tržištu rada, direktnim grantovima za zarade zaposlenih i odlaganjem plaćanja poreza i doprinosa. Radnici angažovani na osnovu ugovora (privremeni ili sezonski poslovi, ugovori o uslugama, ugovori o zastupanju, ugovori o stručnom osposo- bljavanju i usavršavanju, dopunski ugovori o radu) nisu obuhvaćeni ovim merama. Sa poseb- nom pažnjom treba pratiti uticaj pandemije na nezaposlenost i primeniti odgovarajuće mere.

Nije bilo pomaka u pogledu priprema za Evropski socijalni fond, osim nekoliko događaja usmerenih na podizanje svesti. U oblasti socijalne inkluzije i socijalne zaštite, podaci iz 2018. godine pokazali su da 7,1% stanovništva živi u apsolutnom siromaštvu (7,2% u 2017. godini). Prema istraživanju o prihodima i uslovima života (SILC) sprovedenom šesti put u 2018. go- dini, stopa rizika od siromaštva iznosila je 24,3% (EU-28 17,1%), a rizik od siromaštva i soci- jalne isključenosti iznosio je 34,3% (EU-28 21,8%). Kao i prethodnih godina, siromaštva ima više u ruralnim nego u urbanim sredinama (10,4% prema 4,8%). Oko 10% zaposlenih je u ri- ziku od siromaštva, što znači da uprkos svom radnom angažovanju ne mogu da ispune svoje osnovne potrebe. Oko 58,4% stanovništva je subjektivno siromašno, odnosno, na pitanje o mogućnosti domaćinstva da „sastavlja kraj s krajem“ odgovara da to čini sa „poteškoćama“ i „velikim poteškoćama“, što svrstava Srbiju na dno liste evropskih zemalja koje sprovode SILC ankete. Uticaj pandemije kovida-19 na ranjive pojedince treba pažljivo pratiti i primeniti od- govarajuće mere. Nova strategija socijalne zaštite u Srbiji za 2019-2025 i izmene zakona o so- cijalnoj zaštiti još uvek su na čekanju. Naknade za porodiljsko odsustvo smanjene su kao re- zultat izmena Zakona o finansijskoj podršci porodicama sa decom iz 2018. godine, jer žene sada treba da rade 18 uzastopnih meseci, umesto 12 meseci pre izmena, da bi imale pravo na pun iznos naknade. Nije postignut napredak u uslugama socijalne zaštite na lokalnom nivou, niti u procesu deinstitucionalizacije. Sistem namenskih transfera uveden Zakonom o socijal- noj zaštiti 2016. godine još uvek se ne primenjuje sistematski i transparentno. Budžetska iz- dvajanja su sada dostupna godišnje, ali bez višegodišnjih obaveza koje bi omogućile konti-

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nuitet pružanja usluga na lokalnom nivou i sistem utvrđivanja prioriteta i praćenja rezultata zasnovan na dokazima.

Na polju zabrane diskriminacije u zapošljavanju i socijalnoj politici, vlasti treba da poja- čaju napore na sprovođenju preporuka Poverenika za zaštitu ravnopravnosti o razvoju anti- diskriminacione politike za poslodavce u Srbiji (Kodeks ravnopravnosti). Zakon o rodnoj rav- nopravnosti, kao i nacrt izmena i dopuna Zakona o zabrani diskriminacije tek treba da budu usvojeni.

U oblasti jednakih mogućnosti žena i muškaraca u zapošljavanju i socijalnoj politici, stopa zaposlenosti muškaraca (15-64) veća je za 12,8%, a stopa aktivnosti za 13,6% u odnosu na žene. Na neaktivnost žena utiče: neplaćeni rad u domaćinstvu, uključujući brigu o deci, bole- snim i/ili starijim osobama; neadekvatna podrška u usklađivanju radnih i porodičnih obaveza; diskriminatorski tretman poslodavaca prema mladim ženama; postojeći jaz u platama; niža zakonska starosna granica za odlazak u penziju i postojanje zakonske minimalne osnovice za doprinose za socijalno osiguranje, koja obeshrabruje formalni rad sa skraćenim radnim vre- menom. Iako je zakonom garantovano pravo na odsustvo sa rada radi nege deteta i za očeve i dalje postoje stereotipne rodno zasnovane predrasude da su briga o deci i rad u domaćinstvu odgovornost žene. Nedostatak državnih službi za brigu o deci u ruralnim oblastima povećava obim neplaćenog kućnog rada za žene. Žene su bile u prvim borbenim redovima kada je reč o pandemiji kovida-19, kao radnice u zdravstvu, u prodavnicama i apotekama. Očekuje se da će zatvaranje preduzeća negativno uticati na profesije kojima dominiraju žene.

113  Aneks 2.

Preporuke 2019/1158 o ravnoteži poslovnog i privatnog života za roditelje 199

u vezi sa Direktivom Evropske Unije 2019/1152 200

Preporuke Evropskoj uniji

t Nadgledati i procenjivati primenu nove Direktive o ravnoteži poslovnog i privatnog života i osigurati postojanje odgovarajućih sankcija ukoliko se Direktiva ne sprovodi pravilno ili se ne primenjuje;

t Razviti novu strategiju za rodnu ravnopravnost za Evropsku uniju i učiniti je prioritetom, u skladu sa odlukom Evropskog saveta;

t Predložiti i usvojiti nove zakononske propise o jednakim platama, npr. promovisanjem principa transparentnosti plaćanja zaposlenima;

t Povećati procenu efikasnosti nacionalnih politika i struktura nege koje promovišu ravnotežu između poslovnog i privatnog života;

199 Videti: Helfferich, B. & Franklin, P., Syndicat European Trade Union Rebalance: Trade unions’ strategies and good practices to promote work-life balance, https://www.researchgate.net/publication/337112143_Rebalance_Trade_ unions%27_strategies_and_good_practices_to_promote_work-life_balance, pretraženo 18.10.2020. 200 Directive (EU) 2019/1158 of the European Parliament and of the Council of 20 June 2019 on work-life balance for parents and carers and repealing Council Directive 2010/18/EU, https://eur-lex.europa.eu/legal-content/EN/ TXT/?uri=CELEX%3A32019L1158, pretraženo 28.09.2020.

114 Položaj žena u sindikatima u Srbiji | Aneks 2.

t ispunjavaju; Revidirati Barselonske ciljeve o nezi dece i obezbediti da se oni blagovremeno 201

ako je potrebno, obezbediti i podsticaje / destimulacije neophodne za postizanje ovog cilja;

t Razviti novi Lisabonski cilj o nezi starijih / nezi izdržavanih lica i podržati inicijative EU u ovoj oblasti u skladu sa dostupnim finansijskim sredstvima, jer se 202

briga o starijima treba tretirati kao univerzalno ljudsko pravo;

t Uvesti nove obavezujuće odredbe kojima će se kompanije svih veličina razviti planove za ravnopravnost polova, koji bi podrazumevali ankete o platama, i nadgledati njihovu primenu;

t Usvojiti mere koje jačaju nacionalno praćenje prihvaćenih mera sa odgovarajućim pokazateljima, merilima i drugim merljivim varijablama usmerenim na poboljšanje ravnoteže između posla i privatnog života žena i muškaraca;

t Podsticati mere koje se odnose na upotrebu odgovarajućih poreskih podsticaja, kao i individualizaciju poreza, što može imati značajan pozitivan uticaj na rodnu ravnopravnost i bolju ravnotežu između poslovnog i privatnog života;

t Podržati društveni dijalog i nadgledati sektorska dokumenta i podatke koji se odnose na korišćenje plaćenih odsustva iz porodičnih razloga i obezbediti da podaci budu razvrstani prema polu i socijalno-ekonomskom statusu;

t Postarati se da se o ravnoteži između poslovnog i privatnog života kao temi govori u institucijama Evropske Unije.

201 Barcelona Targets on childcare, https://ec.europa.eu/commission/presscorner/detail/en/MEMO_08_592, pretraženo 30.10.2020. 202 The Lisbon Strategy: Lisbon target on elder care/ care for dependents, https://portal.cor.europa.eu/europe2020/ Profiles/Pages/TheLisbonStrategyinshort.aspx#:~:text=The%20aim%20of%20the%20Lisbon,jobs%20and%20 greater%20social%20cohesion%22, pretraženo 30.10.2020.

115  Položaj žena u sindikatima u Srbiji | Aneks 2.

Preporuke državama članicama:

t Donošenje nacionalnih zakonskih propisa koji se odnose na rodnu ravnopravnost, koji bi između ostalog, podrazumevali i principe jednake plate za isti rad, ravnoteže između privatnog i profesionalnog života i paritet u cilju uspostavljanja faktičke rodne jednakosti;

t Borbu da se vreme provedeno na roditeljskom odsustvu obračunava u iznosu od najmanje 66% zarade;

t Osigurati da pravo na socijalnu sigurnost (penzija / zdravstveno osiguranje) bude odvojeno od radnog veka i da svi ljudi imaju obezbeđenu sigurnu osnovu za pravične uslove za odlazak u penziju;

t Ozbiljno razmotriti – u zemljama u kojima to zakonom već nije propisano - osnivanje nezavisne agencije zadužene za nadgledanje sprovođenja principa rodne ravnopravnosti, uključujući i kontrolu kolektivnih ugovora i davanje ovlašćenja za primenu odgovarajućih kaznenih i popravnih mera;

t Osigurati individualizaciju prava, kao ključnu meru politike u odnosu na ravnotežu između poslovnog i privatnog života;

t Poboljšati dostupnost, pristupačnost, ekonomsku priuštivost i kvalitet ustanova i usluga nege koje finansira država;

t Garantovati pravo negovatelja na rad; t Vrednovati neplaćenu negu – uzori na radnom mestu mogu demonstrirati vrednost i mogućnost kombinovanja neplaćene nege i plaćenog zaposlenja, rad i nega ne bi trebalo da se posmatraju kao međusobno isključivi;

t Bolje pružanje vanškolske zaštite i premošćavanje jaza između vremena koje je rezervisano za školu i redovnog radnog vremena.

116 Položaj žena u sindikatima u Srbiji | Aneks 2.

Preporuke Evropskoj konfederaciji sindikata (ETUC) da razvije:

t Globalni okvir praćenja procene i uticaja svih nivoa kolektivnih ugovora na ravnotežu između poslovnog i privatnog života;

t Set alata za sindikate koji pregovaraju o sporazumima koji se odnose na poštovanje ravnoteže između poslovnog i privatnog života;

t Set alata za sindikate kako bi lakše poštovali odredbe Direktive EU o ravnoteži poslovnog i privatnog života;

t Uključivanje roda u politike ETUC-a; t Model kolektivnog ugovora za stvaranje i poštovanje ravnoteže između poslovnog i privatnog života za različite sektore i formulisati odredbe na ovu temu koje se mogu uključiti u sporazume;

t Ostale alate i obuke za kolektivno pregovaranje o pitanjima ravnoteže između poslovnog i privatnog života;

t Treninge za članove o rodnoj ravnopravnosti i ravnoteži između poslovnog i privatnog života.

Preporuke socijalnim partnerima na nacionalnom nivou da se obavežu na:

t Shvatanje da ravnoteža između poslovnog i privatnog života takođe predstavljanje ulaganja u produktivnost, jer pruža veći kvalitet života;

t Promovisanje kolektivnog pregovaranja kao efikasnog načina za poboljšanje ravnoteže između poslovnog i privatnog života radnika;

t Osigurati jednaku platu za jednak rad ili rad jednake vrednosti; t Uključivanje roda u sve kolektivne ugovore, uz redovno praćenje i evaluaciju njihove primene;

117  Položaj žena u sindikatima u Srbiji | Aneks 2.

t Garanciju da spoljni stručnjaci, angažovani u pregovorima, razumeju šta podrazumeva urodnjavanje i rodna ravnopravnost; podržati ovo pružanjem odgovarajućih obuka;

t Uspostavljanje rodnog balansa u pregovaračkim timovima; t Sklapanje sporazuma koji priznaju različitost porodica, kao što su jednoroditeljske porodice, usvojiteljske porodice ali i prava istopolnih roditelja itd;

t Suočavanje sa stereotipima radi poboljšanja korišćenja plaćenog odsustva oca radi nege deteta i poboljšanja ravnoteže između poslovnog i privatnog života žena i muškaraca;

t Kreiranje politike koja je usmerene prema potrebama zaposlenih, npr. mlađi radnici imaju različita očekivanja u pogledu radnog vremena i odsustva;

t Davanje prostora zaposlenima da pronađu sopstvena rešenja oko radnog vremena, posebno u sektorima kao što je zdravstvo;

t Uvođenje tehnologije koje pomažu u stvaranju uslova za bolju ravnotežu između poslovnog i privatnog života;

t Sistematsko prikupljanje ranije važećih i sadašnjih aktuelnih kolektivnih ugovora, kako bi se procenila njihova korisnost u pogledu ostvarivanja ravnoteže između poslovnog i privatnog života i rodne ravnopravnosti. Ovde treba voditi računa posebno o odredbama koje se tiču pitanja: ko koristi porodično odsustvo, dužina odsustva, položaj u radnoj hijerarhiji koji zaposleni/zaposlena ima u momentu uzimanja odsustva, šta se dogodilo sa osobom na odsustvu (profesionalno/plata/ unapređenje) nakon što se vratilo sa odsustva i slično.

118 Položaj žena u sindikatima u Srbiji | Aneks 2.

Preporuke sindikatima na nacionalnom nivou da se angažuju na:

t Stvaranju odredaba za podizanje dalje svesti o pitanjima ravnoteže između poslovnog i privatnog života unutar samih sindikata, kako bi se ojačalo kolektivno pregovaranje o ravnoteži između poslovnog i privatnog života;

t Ustanovljavanju većeg procenta plaćanja zaposlenih za vreme provedeno na roditeljskom bolovanju i bolovanju zbog nege bolesnog člana porodice, kao i na većem nivou pružanja socijalne podrške;

t Vrednovanju neplaćenog rada koji se odnosi na negu bolesnog člana porodice; pronalaženju uzora na radnom mestu koji mogu podržati kulturne promene čime će ukazati na vrednost i mogućnost kombinovanja neplaćene nege i plaćanja ovakvog vida nege;

t Uspešnijim pokretanjima kolektivnih pregovora na nivou preduzeća i/ili sektorskih/međusektorskih nivoa;

t Lobiranju za donošenje i/ili poboljšanje pravnih propisa koji se odnose na ravnotežu poslovnog i privatnog života, kako bi sve navedene mere mogle da budu održive.

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ВИЛИЋ, Вида, 1979- Položaj žena u sindikatima u Srbiji / Vida Vilić, Kosana Beker. - Pančevo : Udruženje građanki FemPlatz uz podršku Misije OEBS-a u Srbiji, 2021 (Beograd : Jovšić printing centar). - 132 str. : ilustr. ; 25 cm

Tiraž 400. - Napomene i bibliografske reference uz tekst. - Bibliografija.

ISBN 978-86-81614-17-4

1. Бекер, Косана, 1972- [аутор] а) Жене -- Положај -- Синдикати -- Србија б) Женска права -- Србија

COBISS.SR-ID 44381449