European code of conduct signed in private security sector
In July 2003, the European-level social partners in the
private security sector signed a code of conduct, aimed at raising standards and
guaranteeing a high level of professional ethics in the industry's firms. The
code will also apply to companies in the new Member States joining the EU from
2004.
There are currently almost 10,000 private security companies employing some
600,000 people within the existing borders of the EU, and these figures will be
roughly doubled when the Union is enlarged. A European-level social dialogue
process has been underway in the sector for around a decade ( EU9906179F),
with a formal sectoral dialogue committee in place since 1999, resulting in the
conclusion of a number of joint texts by the
Confederation of European Security Services (CoESS), representing
employers in the industry, and UNI-Europa, the
European regional organisation of Union Network
International (UNI), representing trade unions. On 18 July 2003, the two
organisations signed a
code of conduct, reflecting a belief that the rules governing their sector
need to be harmonised across the EU and that this will be particularly important
when 10 new Member States join the EU in May 2004. At the moment, national
regulations and practices vary widely between Member States and are sometimes,
in the social partners' view, inadequate or even non-existent, with the result
that there are huge variations in the quality of service provided and that the
sector is unable to take full advantage of European integration.
The code of conduct
The code contains a set of basic standards of professionalism and quality,
which should be applied by all employers and employees in the sector. All firms
should meet the basic conditions imposed by national legislation, complying
strictly with both the spirit and the letter. According to the code, where there
are gaps in national rules, employers and employees should work to improve them.
The code covers a wide range of areas, ranging from the selection and
recruitment of workers and vocational training to health and safety at work, and
it includes non-discrimination and relations with clients, the police and other
security firms.
Licensing and authorisation
A transparent and fair licensing system should be applied throughout the
sector, regardless of the size of the individual companies concerned.
Selection and recruitment
Employee selection and recruitment should be carried out according to
objective criteria that should be applied to all candidates, and it is of
crucial importance that the employer ensures that new employees have the
necessary skills to enable them to carry out their tasks.
Training
The code acknowledges the importance of training at all levels, underlining
that basic training for new recruits is crucial. Where possible, this should
fall within the framework of national or European regulations. Otherwise, the
employer should undertake to provide it, and should also undertake to provide
more specialised training as required. Once employees have mastered basic
skills, employers should provide training on a continuous basis, allowing
employees to update their competences and develop their careers, utilising the
opportunities provided by new technologies. Employee representatives should be
consulted on the development and assessment of continuing training programmes
where possible.
Social dialogue
Both parties stress the key role of social dialogue at all levels in ensuring
the professionalism of the sector, and the code recommends that the social
partners work together to establish the appropriate structures.
Working conditions
The code acknowledges the crucial importance of maintaining good and humane
working conditions. Employers should operate according to national laws and
regulatory standards, and improvements to working conditions should be
negotiated at national and at company level.
Pay and remuneration
According to the code, good standards of work should be remunerated
appropriately and good standards of pay will attract good workers, contributing
in turn to increased productivity and high standards of service. Rates of pay
should, however, also allow the company to maintain competitiveness.
Health and safety
Some tasks within the sector bring with them a degree of risk. All companies
should ensure that minimum standards of health and safety are maintained and
that risk prevention is of the highest level possible. Norms and regulations in
this area should be adhered to and should be regularly reviewed by the
authorities and the social partners.
Equal opportunities and non-discrimination
The social partners affirm their support for the principles of equality and
non-discrimination. Companies in the sector should apply these principles and
guarantee that each employee is fully integrated and not discriminated against
on grounds of ethnicity or social background, skin colour, union affiliation,
sex, religion, political opinion, nationality, sexual orientation or any other
distinctive characteristic.
Organisation of work
The codes notes that the social partners consider that the right balance
should be found between two key areas: security of employment and ensuring the
quality of the employees private life; and fulfilling the needs of the client.
Thus, at enterprise level, the parties should cooperate to optimise the
organisation of work, in particular as regards overtime, night work and weekend
work.
Relationships with customers
Employers organisations representing private security firms should encourage
their clients, whether in the private or public sector, to use companies that
offer good value for money but also work within the principles laid down in the
code, such as equal opportunities and non-discrimination and working conditions.
Relationship with the police
All private security companies should cooperate with national authorities, in
particular with the police, while ensuring that that their employees do not
divulge confidential information.
Relationship with other companies in the sector
Firms should operate fairly in relation to other companies in the sector and
should not compete against each other on the basis of unfair cost-cutting
practices.
Implementation and monitoring
The parties agree to ensure the regular follow-up of the code, including
monitoring and evaluation at company, national and EU level. They stress that
national employers' and trade union organisations must promote the code and its
application as widely and as fully as possible.
Commentary
This is a ground-breaking new code of conduct for a burgeoning sector and is
the fruit of a constructive dialogue between the social partners. It also sets
out a framework for companies in this sector which operate in the Member States
set to join the EU in 2004. The fact that the parties have jointly agreed to
follow up the code, including the monitoring of its implementation at company,
national and EU level, will doubtless strengthen its effectiveness. It was
welcomed by Bernhard Jansen of the European
Commissions Directorate General for
Employment and Social Affairs, who said: 'This is a clear sign that
sector social partners are willing to address the challenges in a proactive way,
in particular with a view to EU enlargement.' According to Bernadette
Tesch-Sigol, the UNI-Europa regional secretary, 'the code will promote
responsible behaviour and quality employment in the sector' , while Marc Pissens,
the COESS president, added: 'This code is breaking new ground. We must apply it
in EU and accession countries, at all levels. Our sector should be cleaned up.'
(Beatrice Harper, IRS) |
RoDI
ISOC
IWA
ARTT
RTS
WQC 2003
ISAQ 2005