Littérature scientifique sur le sujet « European Union – Officials and employees »
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Articles de revues sur le sujet "European Union – Officials and employees"
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Furåker, Bengt. « European trade union cooperation, union density and employee attitudes to unions ». Transfer : European Review of Labour and Research 26, no 3 (9 juillet 2020) : 345–58. http://dx.doi.org/10.1177/1024258920933118.
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European trade unions have much to gain from cooperating with each other. Such cooperation does exist, but it is still fairly limited and many obstacles need to be overcome if cooperation is to be improved. According to our survey data, higher-level union officials regard differences concerning financial resources and national labour market regulations to be particularly substantial barriers to cooperation. The enormously varying union density across Europe, and its general decrease, also creates barriers. Therefore, employee attitudes to unions are examined using data from the International Social Survey Programme. As expected, union members tend to be more positive about trade unions than non-members. The most interesting finding, however, is that employees in some countries with low union density exhibit fairly positive views or at least views that are not less positive than what we find among employees in many countries with higher density rates. This suggests that there is potential for recruiting members.
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HOOGHE, LIESBET. « Supranational Activists or Intergovernmental Agents ? » Comparative Political Studies 32, no 4 (juin 1999) : 435–63. http://dx.doi.org/10.1177/0010414099032004002.
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Since the inception of the European Community (EC)/European Union (EU), the European Commission has been the engine of European integration, but studies have failed to account for how office holders in the commission conceive authority in the EU. The author explains variation in supranationalist and intergovernmentalist views among top commission officials using 140 interviews and 106 mail questionnaires undertaken between July 1995 and May 1997. Officials' views are greatly influenced by prior state career and previous political socialization, with former state employees and nationals of large, unitary states leaning to intergovernmentalism and those without former state experience and from federal systems to supranationalism. Partial confirmation of a principal-agent logic is found in that officials in powerful commission services favor supranationalism only if prior socialization predisposes them to such views. Thus, the results support socialization theory, but they are inconclusive for principal-agent arguments.
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Kulicki, Jacek. « Opodatkowanie podatkiem dochodowym wynagrodzenia i innych świadczeń otrzymywanych przez posłów wybranych w Polsce do Parlamentu Europejskiego oraz świadczeń otrzymywanych przez posłów i senatorów wybranych do parlamentu krajowego ». Zeszyty Prawnicze Biura Analiz Sejmowych 3, no 71 (2021) : 170–76. http://dx.doi.org/10.31268/zpbas.2021.50.
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The salary of a Member of European Parliament is taxed on the same terms as salaries of officials and other employees of the European Union. Benefits related to exercising of a MEP mandate are tax free (exempt from EU tax). MEPs’ salaries, parliamentary allowances and other incomes are exempt from Polish income tax. The Polish domestic MPs’ salaries are taxed with a personal income tax as an income from employment. The parliamentary allowance and certain other benefits are exempt from the income tax.
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Williams, Colin C. « Evaluating the Extent and Nature of ‘Envelope Wages’ in the European Union : A Geographical Analysis ». European Spatial Research and Policy 16, no 1 (29 septembre 2009) : 115–29. http://dx.doi.org/10.2478/v10105-009-0007-3.
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To evaluate the spatialities of the illegal wage practice where employers pay their declared employees both an official declared wage and an undeclared ‘envelope’ wage so as to avoid tax liabilities, a 2007 survey conducted in 27 European Union (EU) member states is reported. The finding is that 5% of employees received envelope wages which amount on average to some two-fifths of their wage packet. Revealing how, although heavily concentrated in a small group of East-Central European nations, this wage practice is nonetheless ubiquitous, the paper concludes by discussing how this practice might be tackled.
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Habro, Irina, et Mykhailo Solomko. « Development of environmental diplomacy of the European Union ». European Historical Studies, no 18 (2021) : 6–13. http://dx.doi.org/10.17721/2524-048x.2021.18.01.
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The article is devoted to the analysis of the development of environmental diplomacy of the European Union. Today environmental diplomacy has become an important way for states to promote their course of environmental diplomacy, to protect their environmental rights and interests, to promote their own economic and environmental development. The most striking example of the application of green diplomacy on a regional and global scale is the environmental policy implemented by EU member states. Within the EU there is a huge number of environmental programs for the development of renewable energy sources, protection of flora and fauna, as well as combating pollution of water and land resources. To implement its own environmental diplomacy, the EU has adopted a number of important regulations, which are analyzed in the article. The most thorough legal act in the field of environmental diplomacy was Council Directive 85/337 / EEC of 1985 on the assessment of the effects of public and private projects on the environment. This directive reflects the EU’s desire to draw the attention of government agencies and the public to environmental issues and to encourage their collective solution. EU environmental diplomacy is carried out through diplomatic missions, missions, delegations, as well as at the individual level. It involves European politicians and officials who are able to influence international public opinion, employees of foreign ministries and diplomatic missions. The EU also involves third countries as partners to discuss the most pressing environmental issues and their future solutions: climate change, biodiversity conservation, soil depletion, forest and water resources, and renewable energy. Environmental protection is one of the priority areas for European integration. States wishing to join the EU must meet its environmental standards and implement key principles of environmental legislation. It is noted that the EU countries are trying to transfer the economy to clean technologies and diplomatically encourage others to take measures to improve the environmental situation.
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Williams, Colin C., et Jo Padmore. « Evaluating the Prevalence and Distribution of Quasi-formal Employment in Europe ». Articles 68, no 1 (11 mars 2013) : 71–94. http://dx.doi.org/10.7202/1014742ar.
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SummaryTo show how formal and informal jobs are not always discrete, this paper uncovers how many formal employees in the European Union are paid two wages by their formal employers, an official declared salary and an additional undeclared wage, thus allowing employers to evade their full social insurance and tax liabilities. Analyzing a 2007 Eurobarometer survey involving 26,659 face-to-face interviews in the 27 member states of the European Union (EU-27), one in 18 formal employees are found to engage in such quasi-formal employment, receiving on average one-quarter of their gross salary on an undeclared basis. Multi-level logistic regression analysis reveals that quasi-formal employment is significantly more prevalent in East-Central Europe, in smaller businesses and the construction sector, and amongst men, younger persons and the lower paid. The dichotomous depiction of employment as either formal or informal therefore needs to be transcended and a finer-grained continuum of types of employment depicted from wholly formal to wholly informal with many varieties in-between. The paper then briefly reviews what might be done to tackle this illegitimate wage practice. This clearly displays that this quasi-formal form of employment needs to be more fully integrated into discussions when discussing how to tackle undeclared work, since some measures that tackle wholly undeclared work, such as reducing the minimum wage, might simply allow formal employers to pay a larger portion of their formal employees’ earnings as an additional undeclared wage, rather than facilitate the creation of fully formal employment.
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Lopuschnyak, Halyna, Yurii Marshavin, Taras Kytsak, Оlena Iastremska et Yurii Nikitin. « Modernization of social dialogue as an imperative for developing social responsibility by business organizations in Ukraine ». Problems and Perspectives in Management 19, no 1 (5 avril 2021) : 487–98. http://dx.doi.org/10.21511/ppm.19(1).2021.41.
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The relevance of the paper is determined by the need to modernize social dialogue in Ukraine as a means of increasing the social responsibility of business organizations and a prerequisite for the country’s sustainable socio-economic development. The paper is aimed at reviewing and systematizing effective practices of modernization of social dialogue, which are revealed in the publications of foreign and Ukrainian scientists, high-ranking officials and public figures. These practices are considered from the standpoint of their expediency and the possibility of their implementation in the processes of social interaction of organizations of employees, employers and public authorities in Ukraine.A review of the foreign experience in organizing social dialogue convincingly demonstrates a fairly high level of efficiency in the European Union, which contributes to achieving a balance of interests of major economic actors, increasing their social responsibility. For Ukraine, it is expedient to introduce the European practice of the so-called broad approach to the organization of social dialogue, which provides for the expansion of its subjects at the expense of representatives of territorial entities, environmental, women’s, youth, cultural and other public organizations. The involvement of local governments, public and NGOs in solving the most important socio-economic problems will contribute to the spread of the practice of differentiating between social and public dialogue. In Ukraine, employee participation in corporate governance should be strengthened, access to shareholder income should be expanded, and institutional tools for regulating the collective bargaining process should be improved.
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Zbořil, Martin, et Vlasta Svatá. « COMPARISON OF CLOUD SERVICE CONSUMPTION IN THE CZECH REPUBLIC, VISEGRÁD GROUP AND EUROPEAN UNION ». E+M Ekonomie a Management 25, no 3 (septembre 2022) : 158–73. http://dx.doi.org/10.15240/tul/001/2022-3-010.
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Adoption of cloud services has an increasing trend for many years already and no indication that it should change in close future has occurred. Moreover, cloud consumption has been further enhanced due to the COVID-19 situation since a great number of employees started to work from home and therefore, they need to access resources over the internet. This article describes the performed analysis of official data provided by the European Union on the consumption of cloud services in the member countries. The analysis particularly focused on comparing the cloud consumption in the Czech Republic, Visegrád Group and European Union in total. The consumption was compared based on multiple criteria – primarily on cloud service types, organization types, consumption trends. The analysis was conducted over sets of biannual data (2014, 2016, 2018, and 2020) that are available on the Eurostat site for all the European Union countries. The comparison showed that the level of cloud consumption differs across and that the average consumption for the European Union is higher than in the Czech Republic and in Visegrád Group. Besides, the comparison revealed that consumption in the Czech Republic is slightly higher than in Visegrád Group. Such pattern in the comparison between the three subjects was present in the majority of comparisons and therefore it might be stated that the Czech Republic and Visegrád Group are behind the average cloud consumption in European Union. This article is closely related to the Information Management as one of the aims of the E&M Economics and Management journal.
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Bestvina Bukvić, Ivana, Kristina Bjelić et Marija Šain. « USPJEŠNOST PROGRAMA EUROPSKE UNIJE U POTICANJU I FINANCIRANJU KULTURNOG I KREATIVNOG SEKTORA U REPUBLICI HRVATSKOJ ». Pravni vjesnik 36, no 3-4 (2020) : 201–28. http://dx.doi.org/10.25234/pv/10187.
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The cultural and creative sectors are highly ranked by the number of employees at the European Union (EU) level and they represent an economic force that proved its resilience to economic changes due to rapid and easy adaptations to market and innovation trends. In order to achieve the objectives of the Europe 2020 Strategy, in 2013 the Regulation (EU) No 1295/2013 was passed by the European Parliament and the Council to establish the Creative Europe Programme (2014–2020) for support to cultural and creative sectors. However, it was found that the Republic of Croatia lacked systematic monitoring of the cultural and creative sectors (including the IT sector) as they are not sufficiently and well positioned in national policies and strategies. The research has been conducted into the level of success of the EU and its regulatory framework in stimulating cultural and creative sectors in developing countries. The paper analyzes the extent to which the Republic of Croatia adopted and applied the opportunities offered by the European Union programmes in financing the projects in cultural and creative sectors based on the results of the Creative Europe Programme, the Culture Sub-programme. The authors conducted the comparative analysis into the official programme results achieved in the Republic of Croatia, Slovenia and other EU member states. The research results show the position of the Republic of Croatia in relation to other countries, the influence of EU membership length and the level of innovation on the total number of positive applications evaluations in this field.
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MAVRODIN, Cristina. « THE EVOLUTION OF THE WORKFORCE IN AGRICULTURE IN ROMANIA ». Management of Sustainable Development 13, no 1 (1 juin 2021) : 55–60. http://dx.doi.org/10.54989/msd-2021-0009.
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The labor force in agriculture, especially in a considerably rural society and economy, as is the case of Romania, constitutes an important subject of study, based on the measurement and analysis of the main indicators. The purpose of the present paper is to analyze the main indicators revealing the employment in agriculture, the evolution of this sector in the last decades and the potential problems created by the decrease of the labor force in agriculture. Data analyzed in this paper are extracted mainly from the European Union Open Data Portal and from the World Bank, covering a long period of time, more precisely 1991-2018. The data refer to the main indicators regarding the employment in agriculture in Romania in absolute figures and as a percent of the total employment, as well as to other variables relevant for the current research. Employment in agriculture is an important indicator for acknowledging the trend of the work force in this sector. The statistical processing of the raw data clearly indicates that the employment in agriculture has decreased constantly and considerably since 1991, both in absolute figures and as a percent of total employment, although Romania remains the country of the European Union with the biggest number of employees involved in agricultural or agriculture-related productive activities. The size of the decrease varies from year to year, yet it clearly indicates a significant decline, requiring a comprehensive investigation and proper measures taken by the responsible official authorities.
Thèses sur le sujet "European Union – Officials and employees"
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Moyo, Charles [Verfasser], et Ivo [Akademischer Betreuer] Ritzer. « Icons of Zimbabwe’s Crisis and their Interpretation by European Union Officials / Charles Moyo ; Betreuer : Ivo Ritzer ». Bayreuth : Universität Bayreuth, 2021. http://d-nb.info/1228432309/34.
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Ojo, Stella Ibiyinka. « Work-life balance policies and practices in Nigeria : experiences from managerial and non-managerial employees in the banking sector ». Thesis, Brunel University, 2016. http://bura.brunel.ac.uk/handle/2438/13048.
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Work design and content is changing. Accompanying this change has been an increasing demand by workers for policy makers to factor the issue of managing workers’ work and life. Work–life balance as a concept has attracted attention for several years as a result of individuals attempting to juggle multiple demands from both work and outside the workplace. The number of multiple demands on individuals usually vary from one person to the other and can increase or decrease at different stages of the person’s life. Essentially, this study reviewed work–life balance literature as espoused from the UK and US schools of thought. The purpose of this research is to explore the extent to which work–life balance policies and practices are a reality for employees and managers in the Nigerian banking sector; to investigate the adoption and use of policies/practices in Nigerian banks and finally to examine the barriers to and reasons for their muted adoption and utilisation of work–life balance policies and practices in Nigerian banks. This research is exploratory in nature and it adopted a mixed-method research technique which allowed for in-depth information from the respondents. The methodological approach used in this study is a qualitative dominant mixed method. A mixed-method approach was used in this study following the traditions of McCarthy, Darcy and Grady (2010); Kalliath and Brough (2008); Halford, (2006) and Beauregard and Henry (2009) to ensure the validity and reliability of the study and also to offer different insights in order to make the final result of the research more robust. A questionnaire and semi structured interview technique was utilised. The study was based on 20 of the 24 banks in the Nigerian banking sector. The total sample size was three hundred and sixty nine (369), of which two hundred and fifteen (215) questionnaires were completed and one hundred and thirty four (134) semi-structured interviews conducted for the bankers while (20) semi structured interviews were conducted for the trade union officials. In order to ensure that the cross-section of relevant respondents was as representative as possible, interviewees were divided into three categories: employees, managers and trade union officials. SPSS was used to analysis the quantitative data, while qualitative data was analysed using NVivo software through the coding of the large quantity of data collected. The themes that emerged from the analysis were used to discuss the research issues in the light of prior research findings from various empirical researches. The quantitative contribution of the study revealed that age was not significant to the bankers as regards issues relating to work life balance. The qualitative findings on the other hand revealed that there is diversity in terms of how both managerial and non-managerial employees understood and experienced WLB initiatives in the Nigerian banking sector. In addition, the study showed that cultural sensitivity affects how WLB is appreciated and utilised. The research also contributes to the spill-over theory by adding age, gender, implementation and benefits of work–life balance. This research has contributed to the body of knowledge on work–life balance issues in the Nigerian banking industry. This study also contributes to the existing literature on connotations of work–life balance by utilising a mixed method approach to explore and explain the different notions of work–life balance and usage of work–life balance initiatives.
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Lyman, Scott R. « Union leaders' views of employee assistance programs ». Diss., This resource online, 1992. http://scholar.lib.vt.edu/theses/available/etd-08032007-102237/.
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Trabergas, Vadimas. « Laisvo darbo jėgos judėjimo ES principo įgyvendinimas ». Master's thesis, Lithuanian Academic Libraries Network (LABT), 2008. http://vddb.library.lt/obj/LT-eLABa-0001:E.02~2008~D_20080625_140902-20260.
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Magistriniame darbe, naudojant mokslinės literatūros, aprašomąjį analitinį, teisės aktų ir dokumentų analizės metodus, analizuojamas ES Laisvo darbo jėgos judėjimo principo įgyvendinimas, apibrėžiama laisvo darbo jėgos judėjimo sąvoka, jos taikymo sritis, išskiriami pagrindiniai trukdžiai laisvam asmenų judėjimui ir įsteigimo laisvės įgyvendinimui.
Siekiant atsakyti į iškeltus uždavinius pirmoje darbo dalyje pristatomos Europos integracijos teorijos: neofunkcionalizmas, liberalusis ir realistinis tarpvyriausybiškumas, taip pat paaiškinamos viršvalstybiškumo ir tarpvyriausybiškumo sąvokos.
Antroje darbo dalyje supažindinama su sąvokos “darbuotojas” taikymo sritimi, jos apibrėžimu ir apžvelgiama kaip laisvas darbo jėgos principas apibrėžtas Europos Sąjungos teisės aktuose. Šioje darbo dalyje taip pat plačiau pristatoma Bosmano byla, kuri panaikino visas kliūtis profesionalių sportininkų iš Europos Sąjungos narių valstybių judėjimui bei taip pakeitė profesionalų sportą.
Trečioje darbo dalyje apžvelgiami Europos Teisingumo Teismo sprendimai bylose, kuriose buvo įvardinamos pagrindines laisvės veikimo sritį pažeidžiančios, diskriminuojamosios priemonės, neutralios priemonės, apskritai trukdančios patekti į rinką, pristatomos problemos, kylančios iš valstybių teisės skirtybių.
Ketvirtoje darbo dalyje apžvelgiamos socialinės apsaugos nuostatos, jų taikymas ir veikimo sritys. Pristatomi pereinamieji laikotarpiai naujoms Europos Sąjungos valstybėms narėms, jų taikymo sąlygos, taip... [toliau žr. visą tekstą]The master thesis, using the scientific literature, descriptive analytical and document analysis methods analyses the implementation of the principle of free movement of workers in the EU, describes „free movement“ notion, its fields of action, excepts the most important disturbances for its implementation. Seeking to fulfill the set tasks, in the first part of the theoretical part are presented theories of European integration: neofunctionalism, liberal and realistic intergovernmental theories. In the second part is discribed „employee“ notion and its use, also is presented legislation of the EU, which controls the implementation of the principle of free movement of workers. In this part also is presented Bosman case. This case changed football transfer markets, because football players from the EU members are allowed play where they want without any limitation. In the third part are presented verdicts of the European Court of Justice which related with discrimination of workers from others members of the EU. In the fourth part are discribed social policy of the EU, its use and fields of action. In this part also are presented the National measures to new members of the EU, its fields of action and mechanism how contries can instal the National measures, its terms. Regulation of free movement of workers in the EU is very specific, because are important verdicts of the European Court of Justice, Treaty of Rome and other legislation of the EU.
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Mikulandová, Lucie. « Analýza systému získávání a výběru zaměstnanců do institucí EU ». Master's thesis, Vysoká škola ekonomická v Praze, 2012. http://www.nusl.cz/ntk/nusl-162706.
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The goal of my thesis is an analysis of selection and recruitment procedure for the institutions of the European Union. It will be achieved by description of basic rules and methods that are used during this process. The main part of my thesis represents a questionnaire survey that was conducted among the group of current employees of the European Union institutions. The survey aimed at confirming the two working hypothesis that have been set. In case of finding any weak points of the procedure, I will suggest appropriate measures for improvement.
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Marguerite, Magali. « Le droit à la représentation des salariés dans la négociation collective ». Thesis, Paris 2, 2011. http://www.theses.fr/2011PA020047.
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La négociation collective est au coeur de la production normative en droit du travail. Le droit à la négociation collective proclamé au niveau constitutionnel, européen et international appartient au salarié ; ce dernier ne l’exerce que par ses représentants. Son droit individuel à la négociation se résout donc dans un droit à être représenté qui se déduit de la lecture de l’alinéa 8 du Préambule de la Constitution et des textes internationaux et européens. Il est paré des qualités d’un droit « justiciable ». Droit subjectif, il peut être invoqué par le salarié. Droit-créance, celui-ci peut revendiquer la mise en place d’une représentation légitime. La légitimité, concept sociologique, doit trouver traduction juridique à travers le droit des représentés de choisir librement leur représentants, et le droit de ceux-ci d’être protégés dans leur mission de négociation. Le vecteur de légitimité est trouvé dans l’expression de la volonté des salariés en vue de la désignation de leurs représentants. Cette expression peut prendre la forme d’un mandat ou de l’élection. Au regard des caractéristiques de l’acte conclu à l’issue de la négociation (l’effet erga omnes des conventions et accords) et de l’intérêt défendu (l’intérêt collectif), l’élection doit être privilégiée. Le législateur s’attache à réaliser la condition de légitimité. Preuve en est la promotion de l’audience électorale par la loi du 20 août 2008. Dans le cadre international et européen, la réalisation d’un droit à la représentation n’est encore que partielleCollective bargaining has a key-role in employment law’s construction. French Constitution, European and International laws acknowledge a right to collective bargaining which belongs to employees : employees exercise this right through their representatives. Actually, employee’s right to collective bargaining is reduced to a right to be represented as state both, paragraph 8 of 1946 French Constitution Preamble and European and International laws. This right may find its efficiency before Courts. As a subjective right, it can be put forward by an employee. This makes the employee creditor of the right to claim for the implementation of legitimate representatives. “Legitimacy” as a sociologic notion, must be legally translated through the right of represented employees to design freely their representatives, and the right for these representatives to be protected as long as they exercise their mission of bargaining. Legitimacy is translated through the expression of employees’ will to design their representatives. This expression may be formalized through a mandate or through an election. With consideration to the significance of collective bargaining (“erga omnes” effect of collective bargaining agreements) and of the interest at stake (collective interest), election shall be favoured. Law works at providing the condition of this legitimacy. For example, August 20, 2008 law promotes election results. At a European and International level, the realization of a right to be represented remains unachieved
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BOUCHER, Simon. « Exploring leader effectiveness : the presidency of the European Commission ». Doctoral thesis, 2006. http://hdl.handle.net/1814/6914.
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Defence date: 18 December 2006Examining Board: Prof. Brigid Laffan (University College Dublin) ; Prof. Christopher Lord (The University of Reading) ; Prof. Stefano Bartolini (European University Institute)(Supervisor)
PDF of thesis uploaded from the Library digitised archive of EUI PhD theses completed between 2013 and 2017
Despite the European Commission President’s importance as an agent of supranational integration, the presidency has attracted relatively little academic attention. This thesis examines the phenomenon of leader effectiveness in the context of the presidency by asking "how can the President's effectiveness be explained?” Two branches of theory - institutionalism and charisma theory - drive this research. By examining leadership from these contrasting perspectives a broad understanding is attained. Two independent variables - political / institutional context and leader charisma - are proposed as the core determinants of leader effectiveness. Human resource management theory is used to develop a job description for the President and a set of metrics is proposed to measure presidential effectiveness. Seven case studies are undertaken. Each examines the leadership of a Commission President. Firstly, the nature of their political / institutional context is established and the effect it had upon their leadership is estimated. Secondly the President’s character, behaviour and impact upon others are examined. Finally their effectiveness is assessed. Each case is based upon data derived from eighty one interviews with political actors and a questionnaire completed by thirty academics and journalists. The cross-case analysis strongly supports the research hypotheses - presidential effectiveness consistently relates to the nature of the political / institutional context and the leader’s charisma. Furthermore both independent variables relate positively to effectiveness- i.e. when charisma is high and the political / institutional context is empowering, leadership is typically effective, and vice versa. Although both independent variables are important, charisma is found to exert greater influence over effectiveness.
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WOLFFBERG, Rebecca. « Bridge over troubled voters ? : coordination between EU governments and European parliamentarians ». Doctoral thesis, 2016. http://hdl.handle.net/1814/40944.
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Defence date: 12 February 2016Examining Board: Professor Adrienne Héritier, EUI (Supervisor); Professor Alexander H. Trechsel, EUI; Professor Dorte Sindbjerg Martinsen, Copenhagen University; Professor Michael Shackleton, Maastricht University.
The project explores, maps and analyzes the coordination that takes place between national governments of the EU member states and Members of the European Parliament (MEPs) in parallel with the legislative processes of the EU. Starting from a descriptive section depicting coordination in a broad selection of member states, France, Germany, the UK, Spain, Denmark, Slovakia, and Poland, and their MEPs, the questions are posed: 1) Why do EU member states' governments coordinate with their MEPs in the EU legislative process? 2) Why does coordination vary between the member state governments? 3) How do MEPs perceive and receive the coordination efforts by the governments? The project assesses the extent to which the efforts by the national governments to coordinate with the MEPs are a direct function of the institutional changes to the EU legislative process that have shifted the balance of power between the Council and the European Parliament. The project then proceeds to seek out the main factors influencing the extent and mode of coordination between the actors, and the reasons member states differ in their approach to coordination. The analysis focuses, in particular, on the sizes and political systems of the member states, as well as on the duration of their EU membership. Finally, MEPs' receptiveness to coordination is investigated, and the effect of national and political affiliation on MEPs' openness to the input they receive from the national governments is analyzed. Through a qualitative analysis of empirical data gathered from semi-structured interviews with government officials, MEPs and MEP assistants from the selected countries, the project finds that while governments have reacted to the increased relative influence of the European Parliament by seeking to influence legislative negotiations via the MEPs, the development, in several countries, has been less than linear. The duration of states' EU membership and the overall amount of resources the governments allocate to influencing EU negotiations are among the main factors found to affect the governments' level of coordination. The political system of the member states is fund to have little influence on the extent or manner of coordination efforts by the governments. In general, MEPs have a positive view of engaging with, and receiving, input of both a political and technical nature from the governments. This positive view largely cuts across the domestic party political divide and, albeit to a lesser extent, across national lines. It is even found that, among some MEPs, an increased effort by the national governments to engage bilaterally with the MEPs, simultaneously with the formal legislative negotiations between the Council and the European Parliament, would be welcomed.
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FUSACCHIA, Alessandro. « Selection, appointment and redeployment of senior commission officials ». Doctoral thesis, 2009. http://hdl.handle.net/1814/12012.
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Defence date: 2 February 2009Examining Board: Prof. Adrienne Héritier (Supervisor, EUI/RSCAS); Prof. Michelle Cini (University of Bristol); Prof. Bruno De Witte (EUI); Prof. Morten Egeberg (University of Oslo)
PDF of thesis uploaded from the Library digital archive of EUI PhD theses
After the fall of the Santer Commission in 1999, the new college undertook an in-depth internal administrative reform under the political leadership of Romano Prodi and Neil Kinnock. One big chapter of this reform dealt with senior personnel policy. New procedures were implemented, merit was upgraded as the main criteria for senior appointments, and compulsory redeployment was introduced. Against this background, the research was conducted in order to assess the extent to which these new measures have changed the way senior appointments take place inside the Commission, particularly in terms of influence coming from national governments. By assessing several hundred appointments and redeployments of director generals, deputy director generals and directors - and through interviews with 37 top Commission officials - the thesis revealed what substantive and systemic changes have progressively taken place since the early years of the Prodi Commission, as compared to the pre-reform situation (i.e. Santer Commission). Principal-agent theory was used to frame the research and derive the main hypotheses on the possible development in the relation between EU member states and the Commission. Among the main overall findings of the research, the empirical assessment revealed that 1) the role played by nationality in senior Commission appointments has undoubtedly decreased with the implementation of the reform; 2) the role of member states in senior appointments has changed little from Santer to Prodi, due to the complementary finding that this role was already rather limited prior to the reform (a finding which runs against the mainstream literature on this issue); 3) mobility was a senior management tool that certainly helped the Commission to bring forward change to the administrative culture, but did not come to represent a tool used to resist member states’ pressures; and 4) unfit candidates have no longer a chance to be promoted to the upper echelons of the Commission administration.
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JOHNSTON, Andrew. « Theories of the company, employees and takeover regulation ». Doctoral thesis, 2004. http://hdl.handle.net/1814/4666.
Texte intégralLivres sur le sujet "European Union – Officials and employees"
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People who run Europe. Oxford [England] : Clarendon Press, 1997.
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F, Elliott R., Lucifora Claudio et Meurs Dominique, dir. Public sector pay determination in the European Union. New York : St. Martin's Press, 1999.
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Gruyter, Caroline de. De Europeanen : Leven en werken in de hoofdstad van Europa. Amsterdam : De Bezige Bij, 2006.
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Polska w Europie, Europa w Polsce : Rozmowy na kwiatowym dywanie. Wrocław : ATUT, 2011.
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Martynov, A. I︠U︡. (Andriĭ I︠U︡riĭovych), dir. Ob'i︠e︡dnana I︠E︡vropa--vid mriï do realʹnosti : Istorychni narysy pro batʹkiv-zasnovnykiv I︠E︡vropeĭsʹkoho Soi︠u︡zu. Kyïv : Instytut istoriï Ukraïny NAN Ukraïny, 2011.
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Auf der Suche nach Deutschland : Erlebnisse und Begegnungen eines deutschen Diplomaten und Europäers. Berlin : BWV, Berliner Wissenschafts-Verlag, 2009.
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I͡A za evropeĭskui͡u Latvii͡u. Riga : Averti-R, 2009.
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Inge, Govaere, et Vandersanden G, dir. La fonction publique communautaire : Nouvelles règles et développements contentieux. Bruxelles : Bruylant, 2008.
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Inge, Govaere, et Vandersanden G, dir. La fonction publique communautaire : Nouvelles règles et développements contentieux. Bruxelles : Bruylant, 2008.
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Dvořák, Pavel. Evropský valčík pod rakouskou taktovkou ? : Analýza rakouského předsednictví v Radě EU v letech 1998 a 2006. Praha : Univerzita Karlova v Praze, Fakulta sociálních věd, 2012.
Trouver le texte intégralChapitres de livres sur le sujet "European Union – Officials and employees"
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Carew, Anthony. « Full-Time Union Officials ». Dans Democracy and Government in European Trade Unions, 130–56. London : Routledge, 2022. http://dx.doi.org/10.4324/9781003347880-6.
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Verney, Susannah, et Dimitris Katsikas. « Eurozone Crisis Management and the Growth of Opposition to European Integration ». Dans Financial Crisis Management and Democracy, 251–64. Cham : Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-54895-7_16.
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AbstractThe crisis that started in Greece in 2010 gradually spread to other Eurozone member states. Things were worse for the crisis-hit countries of the Eurozone periphery, some of which implemented harsh adjustment programmes in the context of financial assistance agreements, while others adopted similar policies even though they had not officially entered a bailout agreement (e.g. Spain and to a lesser degree Italy). In this environment of deteriorating material conditions, Euroscepticism reached new heights. This chapter examines the impact of the crisis, and the way it was handled, on regionalism in Europe, through its effects on Euroscepticism. The authors compare Eurobarometer data from European Union (EU) member states, in order to develop a comparative outlook on attitudes towards European integration during the crisis. The analysis employs data at discreet time intervals, in order to capture the evolution of attitudes from the pre-crisis environment in 2008, to the peak of the crisis in 2012, its gradual resolution in 2016 and its official ending (with the exit of Greece from its third bailout programme) in 2018. This analysis is complemented by an overview of the political developments in crisis-hit countries with the objective of documenting and analysing the emergence and, in some cases, dominance of Eurosceptic parties. The objective is to present a comprehensive overview of political developments and the public attitudes that shaped them, vis a vis the EU, during the crisis and offer a tentative conclusion on their impact on the European integration process.
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Högenauer, Anna-Lena, Christine Neuhold et Thomas Christiansen. « Transnational Bureaucratic Networks in the EU : The Role of Parliamentary Officials in Inter-Parliamentary Coordination and Control ». Dans Parliamentary Administrations in the European Union, 51–68. London : Palgrave Macmillan UK, 2016. http://dx.doi.org/10.1057/9781137596260_4.
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Bartenbach, Kurt, Franz-Eugen Volz et Markus J. Goetzmann. « Effects of the German Law on Employees' Inventions when Posting Employees Within the European Union ». Dans Patents and Technological Progress in a Globalized World, 307–27. Berlin, Heidelberg : Springer Berlin Heidelberg, 2009. http://dx.doi.org/10.1007/978-3-540-88743-0_22.
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Ambrazevičiūtė, Kristina. « Protection of Elderly Employees in the Ageing Society : Experience of Lithuania and Estonia ». Dans European Union and its Neighbours in a Globalized World, 137–55. Cham : Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-031-06998-7_6.
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Tarasiuk, Anna, et Bartosz Wojno. « The Notion of “Employee” in the IDD : A Harmonized Interpretation Based on the EU Law ». Dans AIDA Europe Research Series on Insurance Law and Regulation, 139–59. Cham : Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-52738-9_6.
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AbstractThe issue of the interpretation of the concept of an “employee of insurance undertaking”, which was used in the Directive on insurance distribution may cause issues from the point of view of the definition of the “employee” in terms of the type of legal relationship and the scope of activities that are allowed to be performed only by such employees. The authors demonstrate that, in accordance with the previous case law of the European Court of Justice/Court of Justice of the European Union, the concepts contained in EU directives should be interpreted in accordance with EU law, taking into account its autonomy and its aim (harmonization of legal systems of Member States). This should be applied even if a simple translation of a particular term used in an EU directive into the language of a Member State may give rise to an incentive for that term to be interpreted in the context of a local legal system.
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Büttner, Tilmann. « The Administrative Committee ». Dans Unified Patent Protection in Europe : A Commentary. Oxford University Press, 2018. http://dx.doi.org/10.1093/oso/9780198755463.003.0050.
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The Administrative Committee is the central body guiding the Court. It decides, for example, on the appointment of judges (Art 16(2) UPCA), changes to the Statute (Art 40(2) UPCA), and possible extensions to the transitional period during which an opt-out from the jurisdiction of the Court to decide on a classical European patent may be declared (Art 83(5) UPCA). When amending the Statute, the Administrative Committee may not contradict the provisions of the Agreement (Art 40(2) cll 2 and 3 UPCA). The Administrative Committee is entitled to adopt most of the implementing regulations for the activity of the Court, notably the Rules of Procedure (Art 41(2) UPCA), subject to the advisory opinion of the European Commission on the compatibility of the Rules of Procedures with Union law, the Staff Regulations for officials and other employees of the Court (Art 16(2) UPC Statute), and the Financial Regulations of the Court (Art 33(1) UPC Statute). However, the Administrative Committee is not entitled to adopt the budget; that competence rests with the Budgetary Committee (Art 26(1) UPC Statute).
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Feher, Michel. « Disposing of the Discredited : A European Project ». Dans Mutant Neoliberalism, 146–76. Fordham University Press, 2019. http://dx.doi.org/10.5422/fordham/9780823285716.003.0006.
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In a world where financial markets are hegemonic, credit is synonymous with value. Corporations, but also states, and even human beings, can be perceived as projects looking for investors. Within this global context, the European Union comes with two distinctive features: a rapidly aging population combined with a growing reluctance to open its borders to migrants. This means that, far from staking their credit on the restoration of some demographic dynamism, European nations continuously seek to raise the ratio of capital to labor. They do whatever is necessary to attract investments but also to prevent people deprived of favorably rated resources from coming in and to weed out the segments of their population that are the most likely to diminish their overall credit. Disposing of the discredited can thus be analyzed as a multidimensional European project rich in public-private partnerships: it involves letting migrants drown in the Mediterranean sea, making life unbearable for allegedly undesirable populations such as the Roma, pushing an increasing number of insufficiently malleable employees to suicide, erasing all traces of a large proportion of the unemployed from official registers, and, in countries like Greece, Portugal and Ireland, pushing more and more young nationals to migrate.
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Lewis, Jeffrey. « 11. The European Council and the Council of the European Union ». Dans European Union Politics, 155–74. Oxford University Press, 2022. http://dx.doi.org/10.1093/hepl/9780198862239.003.0011.
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This chapter examines the components that constitute the Council system: the European Council and the Council of the EU. Together, these institutions form the part of the Union that unabashedly represents national interests in the European integration process. The EU Council is a site of intense negotiation, compromise-building, and at times acrimonious disagreement among the member states. The EU Council is not a single body, but a composite of national officials working at different levels of political seniority and policy specialization. From the heads of state and government to the ministers, down to the expert-level fonctionnaires (officials), the EU Council and the European Council embed governments of the EU into a networked club of collective decision-making that penetrates into the national capitals and domestic politics of the member states. In authority, scope, and procedural methods, the Council system represents the most advanced, intensive forum of international cooperation between sovereign nation states in the modern world.
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Lewis, Jeffrey. « 11. The European Council and the Council of the European Union ». Dans European Union Politics, 157–75. Oxford University Press, 2019. http://dx.doi.org/10.1093/hepl/9780198806530.003.0011.
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This chapter examines the components that constitute the Council system: the European Council and the Council of the EU (henceforth ‘the EU Council’ or simply ‘the Council’). Together, these institutions (the European Council and EU Council) form the part of the Union that unabashedly represents national interests in the European integration process. The EU Council is thus a site of intense negotiation, compromise-building, and at times acrimonious disagreement among the member states. Confusing to many academics and observers alike, the EU Council is not a single body, but rather a composite of national officials working at different levels of political seniority and policy specialization. From the heads of state and government, to the ministers, and all the way down the ladder to the expert-level fonctionnaires (officials), the EU Council and the European Council embed governments of the EU into a networked club of collective decision-making that deeply penetrates into the national capitals and domestic politics of the member states. In authority, scope, and procedural methods the Council system represents the most advanced, intensive forum of international cooperation between sovereign nation states in the modern world.
Actes de conférences sur le sujet "European Union – Officials and employees"
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Julià, Mireia, Francesc Belvis, Alejandra Vives, Gemma Tarafa et Joan Benach. « O03-2 Informal employees in the european union : working conditions, employment precariousness, and health ». Dans Occupational Health : Think Globally, Act Locally, EPICOH 2016, September 4–7, 2016, Barcelona, Spain. BMJ Publishing Group Ltd, 2016. http://dx.doi.org/10.1136/oemed-2016-103951.13.
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Urbane, Marta. « The Future of the Employee’s Right to Disconnect in the European Union and Latvia ». Dans 13th International Conference on Applied Human Factors and Ergonomics (AHFE 2022). AHFE International, 2022. http://dx.doi.org/10.54941/ahfe1002285.
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The right to disconnect refers to a worker's right to be able to disconnect from work and refrain from engaging in work-related electronic communication, like emails and other messages, during non-work hours and holidays. The Latvian Labor Law does not directly determine the right to disconnect from digital devices, however, such rights arise from certain legal norms. Examples of the provisions of the Labor Law relate to the general rules on rest periods and breaks in work. The recent research results of remote work during Covid-19 pandemic conducted by the author show that for 69.3% of respondents working remotely possibility to disconnect from digital devices outside working hours (when the assigned work tasks have been completed) is extremely crucial. If the rights to disconnect are not explicitly regulated, the risk of disbalance between work and private life is at stake. The increase in workload during the emergency caused by COVID-19 was indicated by 42.7% of respondents in Latvia. That shows that another problem of lack of regulation of rights to disconnect could be unpaid overtime. The research shows that 14.7% of respondents were not paid for overtime work when working from home. The practice shows a critical need for sustainable and predictable changes in the legal system to protect employees’ rights and thus ensure stable employment in general in Latvia. It was also recently decided by Employment Committee MEPs that EU countries must ensure that workers are able to exercise the right to disconnect effectively. Some of the member states in the European Union have recently implemented the right into their legal system (Portugal, Spain, France), but each member state takes a different approach. That means that discussion is no longer if there is a need to implement the “right to disconnect” in national legal acts, but how to implement the right efficiently not only at a national level but at the EU level as well.The goal of the research is to provide an in-depth analysis of the legal status of the “right to disconnect” in the legal system of the European Union and Latvia. In order to reach the goal, the author is using various scientific research methods. The paper is based on a quantitative research method and analytical, comparative, case law analysis method to provide valid conclusions on the current role of the “right to disconnect” in Latvia and the European Union. The author also offers recommendations on how to implement the “right to disconnect” efficiently to avoid violation of employees’ rights and ensure a sustainable work environment.In the result, the author has concluded that the biggest impediment of the employee's right to disconnect is the lack of clear legislative preconditions that would encourage businesses to preserve employees' freedom to disconnect, resulting in a more sustainable working environment - both in the office and remotely.Finally, the author concludes that there is a need to adjust regulation in Latvia to meet the needs of widespread use of remote work. The author also concludes that a significant role to protect employees’ right to disconnect is for governmental authorities to explain the right to disconnect to employees and employers.
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Veybert, Sof'ya. « Harmonization of Categories and Terms in the Criminal Law of the Member States of the European Union in Conditions of Integration : Public Officials ». Dans II public readings "Actual problems of comparative jurisprudence". Infra-M Academic Publishing House, 2013. http://dx.doi.org/10.12737/1031.19.
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Carević, Melita. « THE COVID-19 PANDEMIC AND THE IMPLEMENTATION OF THE EUROPEAN GREEN DEAL ». Dans EU 2021 – The future of the EU in and after the pandemic. Faculty of Law, Josip Juraj Strossmayer University of Osijek, 2021. http://dx.doi.org/10.25234/eclic/18357.
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This paper aims to explore how the COVID-19 pandemic influenced the implementation of the European Green Deal and to which extent have the European Union’s green growth and sustainable development goals been incorporated into its COVID-19 Recovery Strategy. The European Union’s Green Deal, a ‘generation defining’ growth strategy, which lays down the strategic pathway of the European Union’s economic development for the upcoming two decades, has been faced with a major challenge shortly after its adoption in December 2019. However, despite the COVID-19 pandemic, which has continuously been putting all European Union member states to a harsh challenge during the past year, climate change and the green transition have been at the top of the political agenda in the European Union and have managed to occupy the attention of the mainstream politics and European Union citizens. Furthermore, the unprecedented levels of public financing which have been mobilised due to the pandemic have provided an opportunity for speeding up the green transition, without which the achievement of the Green Deal’s main aims and the fulfilment of the European Union’s obligations under the Paris Agreement would likely be put in question. In order to analyse how the has the COVID-19 pandemic influenced the implementation of the Green Deal, the paper first examines how the member states and the European Union institutions initially reacted to the idea of pursuing the implementation of the Green Deal simultaneously with economic recovery. This is accomplished through an analysis of statements given by the European Union and member state officials and the adopted measures and legislative proposals. The paper then focuses on publicly available data on legislative delays in regard to the implementation of the Green Deal which took place due to the pandemic and concludes that no significant postponements occurred. It subsequently turns to examine which measures have been adopted at the European Union level that link the economic recovery and the green transition. In this regard, special attention is paid to the Recovery and Resilience Facility and its measures aimed at ensuring that member states pursue climate change and environmental objectives in their recovery plans. Given the size of the public investments which will take place in the following years, the paper emphasises the importance of stringent environmental standards in order to ensure that they contribute to the green transition and avoid a fossil fuel lock-in.
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Krulc, Lea, Janja Orovič, Lena Prosen, Jaka Zdovc et Gašper Žižek. « Cooperation of Employees and Employers in Occupational Safety and Health Management ». Dans Challenges in Economics and Business in the Post-COVID Times. University of Maribor Press, 2022. http://dx.doi.org/10.18690/um.epf.5.2022.50.
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The main theme of this paper is worker-employer cooperation in occupational health and safety management. This is one of the most topical topics, since the provision of occupational health and safety is key to reducing risks in the workplace. Therefore, questions arise about how to ensure that the health and safety problem in a company or organisation is addressed by the employer and employee working together. Many companies are tackling this issue in different ways, whether through employee motivation, on-the-job training, raising awareness, cooperation, etc. Various research has been conducted on this topic, which has shown the positive results of cooperation in occupational health and safety management. This paper thus deals with the themes of employer-employee interaction, in which mutual communication, risk reduction and prevention are key. The paper then goes on to compare governance in the European Union and Slovenia. Given the situation that forced large numbers of employees to work remotely during the COVID-19 pandemic, the subject is also approached from this aspect, how employers can ensure employee safety when working from home. At the end of the paper, some examples are given of how Slovenian and foreign companies are tackling and solving the problem in practice.
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Kuzņecovs, Aleksandrs. « Parlamentārā kontrole banku sektorā ». Dans Latvijas Universitātes 80. starptautiskā zinātniskā konference. LU Akadēmiskais apgāds, 2022. http://dx.doi.org/10.22364/juzk.80.44.
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Parliamentary control is the topic which has not received an extensive overview in legal literature, and parliament’s scrutiny is mostly understood as a natural prerogative of the parliament without further clarification of its nature, although parliamentary control has wide and complex system of tools and a legal mechanism, which ensures efficiency of the controlling state entities and officials. Moreover, parliamentary control can be implemented not just as a pure political control, bet as a legality control. Scrutiny over the central banks is one of the examples how parliament’s scrutiny can be restricted by external factors, such as legal constraints of European Union law, as well as legality control of the parliament’s scrutiny. The main reason for exploring such a specific topic is to demonstrate the versatility of parliamentary control and the circumstances in which parliament has a wide discretion in application of its scrutiny, and the occasions where such discretion is restrained by the legal formalities and procedures.
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Bublienė, Raimonda. « Internationalization and Multiple Discrimination : the Case of Employment Regulation ». Dans Contemporary Issues in Business, Management and Education. Vilnius Gediminas Technical University, 2017. http://dx.doi.org/10.3846/cbme.2017.061.
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The article analyses European Union anti-discrimination law development in Member States and differences between protected grounds of discrimination. On this basis, the analysis covers recognition of the social complexity, internationalization and discrimination of foreigners for different grounds. The process of internationalization and migration, covering social, political, economical, cultural, legal processes, the non-discriminatory protection of a foreigner as a member of the society has become complicated, when attempting not to discriminate people arriving from the other countries and to have equal possibilities. The problems of discrimination are valid and significant for the civil society itself. The article also discusses the concept of multiple discrimination in European Union anti-discrimination law, legal regulation and protection against multiple discrimination in Europe and separate legal regulation of the Member States. This article argues that internationalization processes bring new approaches of interpretation of European Union employment equality law and contemporary challenges, introduces recent cases of equal treatment of employees during employment at private companies.
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Yanakieva, Elena. « THE ACTIVITY OF THE ADMINISTRATIVE COURT - VARNA IN THE 15 YEARS OF ITS EXISTENCE ». Dans 15 YEARS OF ADMINISTRATIVE JUSTICE IN BULGARIA - PROBLEMS AND PERSPECTIVES. University publishing house "Science and Economics", University of Economics - Varna, 2022. http://dx.doi.org/10.36997/ppdd2022.42.
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The report reviews the creation and development of the system of administrative courts in the Republic of Bulgaria and in particular the Administrative Court of Varna. The challenges are presented both to the judges in the implementation of the legislation - national and European Union, and to the court employees in reaching the standards for the quality of service. Trends and good practices have been identified and conclusions drawn.
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Parseliunas, Eimuntas, et Saulius Urbanas. « Features of Flexible E-Learning Modules Within Geographical Information Science for Vocational Training ». Dans ASME 2008 9th Biennial Conference on Engineering Systems Design and Analysis. ASMEDC, 2008. http://dx.doi.org/10.1115/esda2008-59093.
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The main features and general structures of two distant learning modules within geographical information science for vocational training are presented in this paper. “European Level Developments of Flexible Learning Models within Geographical Information Science (GIS) for Vocational Training (E-GIS)” was a pilot project under the Leonardo de Vinci Community action Programme on vocational training, within Geographical Information Science (GIS), to be implemented over a three year period, 2002–05. The project will be continued in 2008–2009 under the abbreviation eGIS+. The main objectives of the project is to establish co-operation between European Universities and GIS user organisations and to develop modularised courses intended for Internet based learning, establish links of communications between the partners in the project in order to disseminate and share “best practices” in different teaching situations and for different types of students. The course modules to be developed, all together, will constitute a one-year programme within GIS. This project mainly targets full time students, private and civil service employees within the European Union, but also similar categories in non-EU countries. The outcomes of the project is high level content, new net-based pedagogic method suited for accessing target groups of great diversity as regards pedagogic traditions, access to computers and bandwidth. Cooperation between the institutions will, certainly, give higher level courses than the individual institutions could possibly themselves. “Training of Lithuanian Geographic Information Infrastructure managers” is a project supported by European Union Structural Funds and National Land Service under the Ministry of Agriculture of Lithuania Republic. The main objective of the proposed geographic information e-training system is to develop and provide the modularised Spatial Information Infrastructure courses intended for on-line based learning. This mainly will target employees of civil service and private business in Lithuania and European Union. Proposed curriculum is a set of modular courses adding up to 1.5-year part-time studies in the field of Geographic Information Science and Geographic Information Infrastructure.
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Olaru, Sabina, Carmen Ghituleasa, Alexandra Cardoso, Pedro nero Guimaraes, Jorge Domenechpastor et Carmen Boiciuc. « COMPREHENSIVE TOOLS FOR ENABLING EMPLOYABILITY AND MOBILITY IN EUROPEAN CLOTHING SECTOR ». Dans eLSE 2021. ADL Romania, 2021. http://dx.doi.org/10.12753/2066-026x-21-161.
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In recent years, European reindustrialization has occurred, specifically in the textile and clothing sector in Portugal, Spain and Romania, from the application of the Just In Time (JIT) methodology with the result of the need more skilled labour available in the European Union. The paper presents aspects concerning the CosTUmE project that contributes to the diminishing of skills' gaps between the qualification offer and clothing industry needs, to attract young trainees to graduate technical qualifications and to stimulate professionals to update their skills. Also, this work presents the comprehensive tools that were developed in order to raise the awareness of companies to support the employees in the process of upskilling and to provide tools for European mobility and implementation of the updated Clothing Technician profile for validation and recognition in Portugal, Spain and Romania. The training package integrates practical explanation of the Clothing Technician Profile with resources and exercises to integrate learning outcomes and work-based learning. In concrete, the training package contains guidelines, study cases and strategies to motivate and support the trainee, and to support the learning process. The tutorial guide for mobility describes the mobility purposes with the main documents used for recognising the mobility in Europe. The comprehensive tools target all VET providers, trainees, companies, trade unions, sectors associations and other entities that work or help with mobility process. The anticipation of needed skills and the promotion of cooperation between industry and vocational and educational training are considered relevant actions to be implemented in the next period.