EU social partners in hotels and restaurants sign joint CSR statement

In December 2004, the EU-level social partners in the hotels and restaurants sector signed a joint document on corporate social responsibility (CSR), covering areas such as equality, working conditions, pay, training, health and safety and restructuring.

On 10 December 2004, the European Federation of Food, Agriculture and Tourism Trade Unions (EFFAT) and the Confederation of National Associations of Hotels, Restaurants, Cafés and Similar Establishments in the EU and EEA (HOTREC), for employers, signed a joint document entitled [An initiative to improve corporate social responsibility (CSR) in the hospitality sector](http://www.effat.org/5/5_3/5_3_4/Files EN/HOTREC/CSR Initiative 2004 final EN.pdf).

The signatory parties state that enterprises in the hospitality sector should 'contribute to sustainable development by managing their operations in a way that enhances their positive contribution to society whiles minimising negative impact on people and the environment'. They also note that 95% of enterprises in the sector across the EU have fewer than 10 employees and that this needs to be taken into account when looking at corporate social responsibility (CSR). Nevertheless, they aim to identify the 'drivers', obstacles and critical success factors for integrating CSR into the day-to-day management of the sectors’ enterprises. The parties stress that all the actions in the document, many of which go beyond statutory requirements, are voluntary, although they encourage enterprises to undertake them.

The document covers the following areas:

• equal opportunities and non-discrimination. Enterprises should develop policies to cover recruitment, pay, promotion, training and termination of contract;

• working conditions and work organisation. Practices such as 'job-splitting', flexitime and other forms of work-life balance should be encouraged. Further, enterprises should seek to re-employ seasonal employees from one season to the next in order to ensure stability and continuity;

• fair pay. The principle of non-discrimination should apply to pay at all levels, and non-financial incentives that have a financial and 'family-friendly' impact, such as the organisation of day care for children, should be considered;

• vocational and continuous training and life-long learning. Training should enhance the 'professionalisation' and employability of employees. Enterprises should offer more apprenticeships and traineeships where this is economically and socially feasible;

• health and safety. Policies in this area should be drawn up by enterprises, in discussion with employees, and specific programmes aimed at tackling health and safety problems that are specific to the sector should be developed;

• restructuring. Employees and their representatives should be kept aware on a regular basis of the situation of their company and be informed and consulted on planned restructuring exercises in good time, so as to avoid or at least limit any negative consequences for employment; and

• the relationship between the social partners in the hotels and restaurant sector. The signatory parties note that there has been a social dialogue at EU level in this sector since 1987, resulting in a range of texts (EU0407202N). They state that they hope to continue and develop this dialogue.

The joint document also provides for implementation, monitoring and revision measures. It states that it should be disseminated widely and that it should be followed up by the collection of dissemination of best practices in the area of CSR.

EFFAT and HOTREC make a commitment to conduct regular reviews of the progress made in the areas covered by the agreement, in collaboration with their member organisations. They will then update their joint document as they see necessary.

Harald Wiedenhofer, the general secretary of EFFAT, has welcomed the joint document, stating that: 'The most important thing about this joint paper is that the employers have taken up this initiative in collaboration with the trade unions and that they have committed themselves to work with us on this issue on an ongoing basis.'