Hartmut Seifert

Atypical Employment and Flexicurity

Hitherto, discussion of flexicurity has focused on normal employment (Normalarbeitsverh„ltnis), with atypical work receiving only cursory attention. This paper attempts to remedy this conceptual oversight by identifying strategies for reducing the social risks. We begin by analysing the two components that make up flexicurity. Therefore, we draw on the conceptual framework of forms of flexibilization. As far as social security is concerned, we propose a set of criteria that take into account shortterm and long-term effects. We then describe the different forms of atypical work and their development since the 1980s. It is necessary to establish which individuals are particularly affected. Then we discuss the extent to which the individual forms are not just atypical but also precarious. Finally, we offer further reflections on the concept of flexicurity.

Atypical employment in Germany. Forms, development, patterns1

This article deals with recent developments of atypical employment in Germany, its present extent and current patterns. In its introductory remarks it differentiates between standard employment and atypical forms. It then describes the development and structures, enabling an analysis of the long-term consequences. It goes on to introduce a crucial distinction between atypical and precarious employment on the basis of explicitly defined criteria. The article ends by presenting certain explanations to a large extent missing in existing research.

Working time policy in Germany: searching for new ways

This contribution looks back over the process of working time reduction since the mid-eighties. It emerges from an examination of developments that the gradual reductions in collectively agreed working time have made a significant contribution to the preservation and creation of jobs and that they have been, moreover, compatible with economic growth. The second part of the article examines how the process of working time reduction, currently not much in favour, can be revived. Strategic variations on this theme are public incentives to shorter working time, such as those experimented with in France, or the use of shorter working time for further training purposes.

Atypical Forms of Employment in the Public Sector - Are There Any?

The paper deals with various forms of atypical employment in the public sector that are widely neglected in existing research; its specific focus is on their development, scope, distribution and structural features. In the first part we break down the purely statistical category and differentiate between the disparate forms (part-time, marginal employment or minijobs, midijobs, fixed-term, agency work). In the second part we address the question if these forms are not only atypical, but also have to be classified as precarious. We distinguish various risks operative in the short, medium and long term (income, stability of employment and employability, pensions). Finally, we differentiate between employment in the private as well as the public sector and draw parallels and indicate specific differences in their development and situation. Our basic finding is that atypical forms of employment are also widespread in the public sector but are all in all less precarious than in the private sector. The distribution of individual forms shows major differences between both sectors whereas the overall percentages are similar.