Employment issues: The University of Malta and the Centre for Labour Studies

As a representative of Forum Unions Maltin, I recently attended an evening celebration organised by the Centre for Labour Studies to mark the 40th anniversary from its inception

It was a double commemoration, as the Centre rightly celebrated the extensive work, which has been carried out by Professor Edward Zammit as the founder and director of the Centre for two decades and who has been involved in the Centre ever since.

The following is my analysis of some themes in the field of employment in the context of the role of the Centre, which I have presented in the panel discussion facilitated by Prof. Godfrey Baldacchino, with the participation of Josef Bugeja from the General Workers’ Union (GWU) and Diane Vella Muscat from the Department of Industrial and Employment Relations (Dier).

Comparing the 40 years of the Centre to the age of an employee, one would say that the person would have considerable experience, but many years left. I believe that the same can be said about the Centre, which has now acquired decades of experience in the employment field through extensive work carried out and still has a lot to contribute, including in the following areas related to employment.

Participation – Unions at the centre of industrial democracy

The processes adopted by most unions reflect a democratic society, which seeks participation as one of the major decision-making exercises. The structures within most unions enable participation, both at the workplace through the models of shop stewards/delegates or representatives and inside trade union structures through sections, working groups and committees. Trade unions, which are based on statutes and include elections of representatives, voting structures for decision-making and ongoing consultation processes, are surely implementing that element of participation which strengthens democratic principles.

Challenges – Individualism and militancy

The trade union movement and the field of employment are facing many challenges. It was already facing challenges before the pandemic, let alone during this period and the one which shall follow.

One of these challenges is individualism. We are seeing this in most areas within society, where most of us are becoming satellites “connected” with ourselves but “disconnected” to the outside world. This is a major challenge, as it eradicates the collegial aspect synonymous with trade unions. The instant gratification expected by some in the field of employment is leading to situations, like the one which we are currently facing as a union, of having negotiations on a new collective agreement of a small group of employees with the complication that most of them have been given individual contracts. Management has a central role in this, as this is the result of them negotiating with individual employees rather than having a collective vision for the group.

Another challenge is militancy. The way most unions operate in terms of militancy has changed during the years, favouring dialogue instead of confrontation. However, I strongly believe that this is a cycle. While there is room for dialogue, there is also room for militancy at some stages to ensure that what has been achieved by employees is not lost or in terms of new achievements, which would otherwise not be reachable.

Changes – work practices

The employment field, and hence its collective representation through unions, is facing continuous changes. Some are brought about by technology, while others are the result of a changing economy. In just a year since the pandemic started, we have seen employees adapting to new conditions and work practices and surely some of these changes will remain with us following the end of the pandemic. Unions will then need to cater for them in their respective negotiations and agreements. The normality in the field of employment in all sectors after the pandemic shall not be the normality experienced in 2019 and this will bring about further challenges considering the economic impact of the pandemic. The Dier, together with unions, will have a central role in this.

Employment – new forms

When mentioning challenges, we need to take into consideration new forms of employment, which have emerged during the past years and during the pandemic. The “contract for services” type of employment, which is being experienced in some sectors, is one of the abusive practices as employees are being denied their basic rights through a “legal” employment mode, which favours the employer but not the employee.

Recently, and I give credit to the GWU that raised the issue nationally, we are seeing many young foreigners providing deliveries, some with bicycles swerving cars on main roads. Even if we do not go into their respective employment contracts, it is evident that the situation must be addressed, particularly in view of reports that there are either no contracts or precarious ones.

I also must mention the definite contract practice, which is again being abused in some situations; when an employee holds all qualifications and prerequisites to gain an indefinite contract, there is a real vacancy and yet a definite contract is issued. I must mention it here, with a heavy heart and utter disappointment, that the University of Malta as an employer has, since last week, introduced this practice for all lecturing grades who shall be employed at TalQroqq. Citing the principle of tenure adopted by some foreign universities, the University of Malta shall now employ academics on a definite contract only. This shall be terminated, or changed, to an indefinite contract after four years, based on the decision of a tenure Board that shall assess the employee for the four years of the contract. This is surely detrimental to employees and I condemn it.

Role of the centre

Going through the Centre’s biennial reports, one notices the flexibility of the Centre not only in courses offered during the years, but also in research and contributions in the employment field. I concur with a suggestion, mentioned by the rector Prof. Vella during the evening that the Centre must continue to explore new modes of training. For instance, there are currently no training opportunities for personnel involved in trade unions, specifically no opportunities for Continuous Professional Development, which is tailored to the needs of trade union leaders, representatives and those seeking to take such roles. The Centre, as a neutral point of reference and as a source of expertise, can address this gap. Given the initiation of the process to revise the employment law as announced by government, I also suggested that the Centre should take an active role in this process. Minister Carmelo Abela, who was in attendance, confirmed that Prof. Zammit shall be part of the Board entrusted to carry out this process. This is most welcome.

My best wishes to the Centre of Labour Studies, ably led by Dr Luke Fiorini and the academic team, for more years of contribution to the employment field.