COM(2003)728 - Improving quality in work: a review of recent progress

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Contents

  1. Key information
  2. Key dates
  3. Related information
  4. Full version
  5. EU Monitor

1.

Key information

official title

Communication from the Commission to the Council, the European Parliament, the European Economic and Social Committee and the Committee of the Regions - Improving quality in work: a review of recent progress
 
Legal instrument Communication
reference by COM-number53 COM(2003)728 EN
Additional COM-numbers COM(2003)728
CELEX number56 52003DC0728

2.

Key dates

Document 26-11-2003
Online publication 26-11-2003

3.

Related information

 

4.

Full version

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5.

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  • 1. 
    Employment and social policies: A framework for investing in quality", Communication from the Commission to the Council, the European Parliament, the Economic and Social Committee and the Committee of the Regions, COM(2001) 313 final, 20.06.2001.

     
  • 2. 
    Indicators of Quality in Work, Report by the Employment Committee to the Council, 14263/01, 23.11.2001, see annex 1

     
  • 3. 
    The empirical results summarised in this section are based on the classification of jobs suggested in Employment in Europe 2001. This classification referred - in particular - to some of the quality dimensions identified in this Communication: intrinsic job quality; skills, lifelong learning and career development; inclusion and access to the labour market; and overall work performance. For more details on the underlying definition, see Employment in Europe 2001, pp. 65-80, and Employment in Europe 2002, pp. 79-97.

     
  • 4. 
    For more details see Employment in Europe 2002, pp. 101-106.

     
  • 5. 
    Lorraine Dearden, Howard Reed and John Van Reenen (2000), Who gains when workers train? Training and corporate productivity in a panel of British industries, Institute for Fiscal Studies, Working Paper No. 00/04, London.

     
  • 6. 
    See Employment in Europe 2003, chapter 2.

     
  • 7. 
    See e.g. European Commission (1999), New forms of work organisation and productivity, study prepared by Business Decisions Ltd., DG Employment and Social Affairs, and European Commission (2002), New forms of work organisation, The benefits and impact on performance, CE-V/6-02-001-EN-C, and Thomas K. Bauer (2003), Flexible workplace practices and labour productivity, IZA Working Paper No. 700, Bonn.

     
  • 8. 
    For further detail, see the report 'Labour market dynamics and social exclusion' prepared for the European Commission by Mark Taylor from the University of Essex. The full report is available on line at the DG Employment and Social Affairs website.

     
  • 9. 
    For further detail see Employment in Europe 2002, chapter 5.

     
  • 10. 
    24% of those employed in fixed term contracts in 1997 became unemployed one year later, 34% had a permanent contract and 42% were still in fixed-term contracts.

     
  • 11. 
    See Work organisation and work-life balance (point 3.7).

     
  • 12. 
    For further detail see also Working Paper of the Commission Services, 'Gender pay gaps in European labour markets.', SEC (2003)937 of 4.9.2003

     
  • 13. 
    Source Eurostat.

     
  • 14. 
    See New Cronos data base from EUROSTAT, collected on the basis of ESAW methodology (European Statistics on Accidents at Work)

     
  • 15. 
    COM(2002) 118, 'Adapting to change in work and society: a new Community strategy on health and safety at work 2002-2006'

     
  • 16. 
    See Information Society jobs - quality for change - Exploiting the Information Society's contribution to managing change and enhancing quality in employment. Commission Staff Working Document SEC(2202)372.

     
  • 17. 
    The Council did not finalise common indicators under this dimension of quality in 2001. Instead it proposed to examine several possibilities: measuring employee representation; coverage of employees by collective agreements; days lost in industrial disputes; proportion of employees with recognised worker representation; coverage of works and council and other forms of representation; and trade union density. The analysis of this section is supported by the issues where, comparable data are available: collective agreements and days lost in industrial disputes.

     
  • 18. 
    It must be pointed out that the data on industrial disputes as an indicator of the quality of industrial relations is difficult to assess. In some cases, a low level of industrial disputes can be considered as a sign of good quality relations linked to a high level of unionism and a better functioning and regulatory framework of industrial relations. But it can also be a sign of loss of union influences or of the fear from employees to lose their job in a context a high unemployment or high insecurity

     
  • 19. 
    Ellis, C. and Sonenfield, J.A. (1994) Diverse Approaches to Managing Diversity, Human Resource Management, Vol.3, No.1, pp.79-109.

     
  • 20. 
    There exist no EU-comparable data on the labour market situation of migrants or ethnic minorities as such. The criteria of citizinship is used as a proxy.

     
  • 21. 
    Disability and social participation in Europe", European Commission, Eurostat, theme 3 'Population and social conditions', 2001

     
  • 22. 
    Excluding Sweden since there is no data for this Member State in the ECHP.

     
  • 23. 
    See Candidate Countries EUROBAROMETER 2002.1: Social Situation in the Countries Applying for EU Membership

     
  • 24. 
    See point 2.2. above. An analysis of the relationship between productivity and quality in work can be found in the 'Employment in Europe, 2002' report.

     
  • 25. 
    See chapter 2 Employment in Europe 2003

     
  • 26. 
    Including initial education and continuous vocational training. Excluding leisure training.

     
  • 27. 
    Employment and social policies: A framework for investing in quality", Communication from the Commission to the Council, the European Parliament, the Economic and Social Committee and the Committee of the Regions, COM(2001) 313 final, 20.06.2001.

     
  • 28. 
    Indicators of Quality in Work, Report by the Employment Committee to the Council, 14263/01, 23.11.2001, see annex 1

     
  • 29. 
    The empirical results summarised in this section are based on the classification of jobs suggested in Employment in Europe 2001. This classification referred - in particular - to some of the quality dimensions identified in this Communication: intrinsic job quality; skills, lifelong learning and career development; inclusion and access to the labour market; and overall work performance. For more details on the underlying definition, see Employment in Europe 2001, pp. 65-80, and Employment in Europe 2002, pp. 79-97.

     
  • 30. 
    For more details see Employment in Europe 2002, pp. 101-106.

     
  • 31. 
    Lorraine Dearden, Howard Reed and John Van Reenen (2000), Who gains when workers train? Training and corporate productivity in a panel of British industries, Institute for Fiscal Studies, Working Paper No. 00/04, London.

     
  • 32. 
    See Employment in Europe 2003, chapter 2.

     
  • 33. 
    See e.g. European Commission (1999), New forms of work organisation and productivity, study prepared by Business Decisions Ltd., DG Employment and Social Affairs, and European Commission (2002), New forms of work organisation, The benefits and impact on performance, CE-V/6-02-001-EN-C, and Thomas K. Bauer (2003), Flexible workplace practices and labour productivity, IZA Working Paper No. 700, Bonn.

     
  • 34. 
    For further detail, see the report 'Labour market dynamics and social exclusion' prepared for the European Commission by Mark Taylor from the University of Essex. The full report is available on line at the DG Employment and Social Affairs website.

     
  • 35. 
    For further detail see Employment in Europe 2002, chapter 5.

     
  • 36. 
    24% of those employed in fixed term contracts in 1997 became unemployed one year later, 34% had a permanent contract and 42% were still in fixed-term contracts.

     
  • 37. 
    See Work organisation and work-life balance (point 3.7).

     
  • 38. 
    For further detail see also Working Paper of the Commission Services, 'Gender pay gaps in European labour markets.', SEC (2003)937 of 4.9.2003

     
  • 39. 
    Source Eurostat.

     
  • 40. 
    See New Cronos data base from EUROSTAT, collected on the basis of ESAW methodology (European Statistics on Accidents at Work)

     
  • 41. 
    COM(2002) 118, 'Adapting to change in work and society: a new Community strategy on health and safety at work 2002-2006'

     
  • 42. 
    See Information Society jobs - quality for change - Exploiting the Information Society's contribution to managing change and enhancing quality in employment. Commission Staff Working Document SEC(2202)372.

     
  • 43. 
    The Council did not finalise common indicators under this dimension of quality in 2001. Instead it proposed to examine several possibilities: measuring employee representation; coverage of employees by collective agreements; days lost in industrial disputes; proportion of employees with recognised worker representation; coverage of works and council and other forms of representation; and trade union density. The analysis of this section is supported by the issues where, comparable data are available: collective agreements and days lost in industrial disputes.

     
  • 44. 
    It must be pointed out that the data on industrial disputes as an indicator of the quality of industrial relations is difficult to assess. In some cases, a low level of industrial disputes can be considered as a sign of good quality relations linked to a high level of unionism and a better functioning and regulatory framework of industrial relations. But it can also be a sign of loss of union influences or of the fear from employees to lose their job in a context a high unemployment or high insecurity

     
  • 45. 
    Ellis, C. and Sonenfield, J.A. (1994) Diverse Approaches to Managing Diversity, Human Resource Management, Vol.3, No.1, pp.79-109.

     
  • 46. 
    There exist no EU-comparable data on the labour market situation of migrants or ethnic minorities as such. The criteria of citizinship is used as a proxy.

     
  • 47. 
    Disability and social participation in Europe", European Commission, Eurostat, theme 3 'Population and social conditions', 2001

     
  • 48. 
    Excluding Sweden since there is no data for this Member State in the ECHP.

     
  • 49. 
    See Candidate Countries EUROBAROMETER 2002.1: Social Situation in the Countries Applying for EU Membership

     
  • 50. 
    See point 2.2. above. An analysis of the relationship between productivity and quality in work can be found in the 'Employment in Europe, 2002' report.

     
  • 51. 
    See chapter 2 Employment in Europe 2003

     
  • 52. 
    Including initial education and continuous vocational training. Excluding leisure training.

     
  • 53. 
    De Europese Commissie kent nummers toe aan officiële documenten van de Europese Unie. De Commissie maakt onderscheid in een aantal typen documenten door middel van het toekennen van verschillende nummerseries. Het onderscheid is gebaseerd op het soort document en/of de instelling van de Unie van wie het document afkomstig is.
     
  • 54. 
    De Raad van de Europese Unie kent aan wetgevingsdossiers een uniek toe. Dit nummer bestaat uit een vijfcijferig volgnummer gevolgd door een schuine streep met de laatste twee cijfers van het jaartal, bijvoorbeeld 12345/00 - een document met nummer 12345 uit het jaar 2000.
     
  • 55. 
    Het interinstitutionele nummer is een nummerreeks die binnen de Europese Unie toegekend wordt aan voorstellen voor regelgeving van de Europese Commissie.
    Binnen de Europese Unie worden nog een aantal andere nummerseries gebruikt. Iedere instelling heeft één of meerdere sets documenten met ieder een eigen nummering. Die reeksen komen niet overeen met elkaar of het interinstitutioneel nummer.
     
  • 56. 
    Deze databank van de Europese Unie biedt de mogelijkheid de actuele werkzaamheden (workflow) van de Europese instellingen (Europees Parlement, Raad, ESC, Comité van de Regio's, Europese Centrale Bank, Hof van Justitie enz.) te volgen. EURlex volgt alle voorstellen (zoals wetgevende en begrotingsdossiers) en mededelingen van de Commissie, vanaf het moment dat ze aan de Raad of het Europees Parlement worden voorgelegd.
     
  • 57. 
    Als dag van bekendmaking van een Europees besluit geldt de dag waarop het besluit in het Publicatieblad wordt bekendgemaakt, en daardoor in alle officiële talen van de Europese Unie bij het Publicatiebureau beschikbaar is.