Local view for "http://purl.org/linkedpolitics/eu/plenary/1999-11-15-Speech-1-086"
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"en.19991115.7.1-086"2
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"Mr President, Commissioner, in April 1999, the European Parliament adopted at first reading its legislative resolution on the Commission proposal establishing a general framework for informing and consulting employees in the European Union. The proposal for a directive establishes a framework which aims to remedy the gaps and counter the shortcomings of the national and Community legislation currently in force.
The objectives of this proposal are the following: to ensure that the right to regular information and consultation of employees on economic and strategic developments in the firm and on the decisions which affect them exists in all Member States of the European Community; to consolidate social dialogue and relations of trust within the firm in order to assist risk anticipation, develop the flexibility of work organisation within a framework of security and enhance employees’ awareness of the need to adapt, encouraging this; to include the situation and anticipated development of employment within the firm among the subjects of information and consultation; to ensure that workers are informed and consulted prior to decisions which are likely to lead to substantial changes in work organisation or in contractual relations; ensure the effectiveness of these procedures by introducing specific penalties for those who seriously violate their obligations in this field. In this regard, we have seen recently – judging by some debates held in this Chamber – how important it is to lay down a precise reference framework for information and consultation.
This proposal will ensure minimum standards for information and consultation to be applied throughout the Community, by harmonising the fundamental rights of employees – these are already in place in many Member States – and helping to strengthen the European social dimension, which is what we are all aiming for.
The European Parliament has adopted a series of amendments, aiming, in particular, to specify procedures and definitions for information and consultation, in particular as regards the moment at which information should be transmitted. We believe, however, that it is important for this to be carried out during the planning stage so as to allow employees to anticipate change, extending the Directive’s field of application and ensuring that it contains minimum provisions at Community level, derogations from which may be allowed only if they are more favourable to employees, as well as extending the content to the areas which directly affect the workers and their future.
The Commission reacted positively to some amendments to our report and voiced reservations about others. Nevertheless – and here is the reason for this oral question – it still has not tabled a revised proposal that clearly states its position on Parliament’s amendments, and also – and I must say this with regret, in that we had expected the Finnish Presidency to take this issue into account – the Finnish Presidency has not shown the political will to continue with this dossier. The reason for this question is, in fact, to ask the Commission not just to express its position on Parliament’s proposals clearly, but, above all, to ask it for the procedures and time periods for the tabling of its own revised version on Parliament’s position.
On behalf of the Committee on Employment and Social Affairs, the question I would like to ask the Commissioner – who moreover, has displayed great sensitivity on these subjects in other circumstances – is the following: can you tell us what the conflicting aspects of the matter are and the reasons why a revised proposal has not yet been tabled? Moreover, can you anticipate the proposal to be tabled before the end of the year? But above all, what measures do you intend to adopt to facilitate a political agreement on the issue, an agreement which is of prime importance for the Commission, Council and Parliament to be able to take a final decision on this matter? We consider this to be especially important, and besides, it is part of a more wide-ranging issue which is concerned with preparing and accompanying the changes underway in the labour market, so that they do not produce negative results, especially as far as employees’ job security is concerned."@en1
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