BETA

Activities of Elena GENTILE related to 2016/2017(INI)

Plenary speeches (1)

Creating labour market conditions favourable for work-life balance (A8-0253/2016 - Tatjana Ždanoka, Vilija Blinkevičiūtė) IT
2016/11/22
Dossiers: 2016/2017(INI)

Shadow reports (1)

REPORT on creating labour market conditions favourable for work-life balance PDF (496 KB) DOC (192 KB)
2016/11/22
Committee: EMPLFEMM
Dossiers: 2016/2017(INI)
Documents: PDF(496 KB) DOC(192 KB)

Amendments (31)

Amendment 140 #
Motion for a resolution
Paragraph 1 b (new)
1b. Stresses that balance between one’s professional and private life is a fundamental right which should be fully guaranteed in every EU text that might have an impact directly or indirectly on this issue;
2016/06/02
Committee: EMPLFEMM
Amendment 162 #
Motion for a resolution
Paragraph 2 a (new)
2a. Notes a persistent pay gap in all Member States between gross pay and wage, that it is not only related to the different features of concerned actors but also to the different market conditions; stresses that wages should be based on the working performance, local cost of living and not exclusively on quantitative standards; calls on the Commission and Member States to put in place all actions needed to overcome such differences, notably those linked to gender, in order to ensure equal pay for equal job;
2016/06/02
Committee: EMPLFEMM
Amendment 196 #
Motion for a resolution
Paragraph 5
5. Calls on the Member States to step up protection against discrimination and unlawful dismissal related to work-life balance and to ensure access to justice and legal action, strengthening the role, independence and financial resources of those organizations provided by Directive 2006/54/EC, enabling free access to justice and legal actions;
2016/06/02
Committee: EMPLFEMM
Amendment 216 #
Motion for a resolution
Paragraph 6 a (new)
6a. Calls on the Commission and Member States, with particular reference to the European funding, to take into consideration the "gender occupational impact" with respect to each action proposed;
2016/06/02
Committee: EMPLFEMM
Amendment 220 #
Motion for a resolution
Paragraph 6 b (new)
6b. Stresses the vital importance of Member States continuing their efforts towards greater convergence as regards the exchange of best practices in the area of professional life-private life balance, paying particular attention to policies that help mothers to enter, stay in and return to the job market and fathers to participate in family life and develop their private lives; encourages the Commission, together with Member States, to monitor and promote these actions;
2016/06/02
Committee: EMPLFEMM
Amendment 235 #
Motion for a resolution
Paragraph 7
7. StresseHighlights the need to addresseliminate inequalities in paid and unpaid work and to promote an, regards as care work for family, and to foster equal sharing of responsibilities and costs for child caren and care for dependants betweenamong women, men and society as a whole;
2016/06/02
Committee: EMPLFEMM
Amendment 255 #
Motion for a resolution
Paragraph 9
9. Calls on the Member States to put in place proactive policies designed to support women entering, returning to and staying in the labour market with stable and quality employment; stresses the need to guarantee favourable conditions for the return to work of those who have benefited from family leave, especially concerning reinstatement to the same post or an equivalent or similar post, in accordance with the contract or terms of employment, changes to working hours and/or routines on their return to work (including the need for the employer to justify a refusal) to benefit from training periods, from protection against dismissal and less favourable treatment as a result of applying for or taking family leave, and a protection period after their return so that they can readjust to their job;
2016/06/02
Committee: EMPLFEMM
Amendment 257 #
Motion for a resolution
Paragraph 9
9. Calls on the Member States to put in place proactive policies and appropriate investment designed to support women entering, returning to and staying in the labour market with stable and quality employment; points out that public investment to increase female employment would boost GDP, and thus help the European economy to grow, and reduce the unacceptable gap between male and female employment rates;
2016/06/02
Committee: EMPLFEMM
Amendment 273 #
Motion for a resolution
Paragraph 10 b (new)
10b. Believes that an integrated approach to gender equality – including policies for overcoming stereotyped gender roles – and professional life- private life balance in all future EU initiatives would bring coherence and transparency to the process and would help ensure the promotion of a gender- balanced work-life balance; calls on the Commission and the Member States to raise awareness among society of the rights and legal action regarding work- life balance;
2016/06/02
Committee: EMPLFEMM
Amendment 281 #
Motion for a resolution
Paragraph 11
11. Strongly regrets that the Commission withdrew the revision of the Maternity Leave Directive and calls as a matter of urgencthe fact that that it did not plan, the context of the roadmap ‘New start to address the challenges of work-life balance faced by fwor it to return with an ambitiousking families’, to publish a final report on the implementation of the directive on parental leave; calls, therefore, on the Commission to put forward a new proposal; and' calls on the Commission and the Member States to ensure that women are paid in full for the duration of maternity leave; stresses that maternity leave must be accompanied by effective measures protecting the rights of pregnant and new mothers, reflecting the recommendations of the World Health Organisation21; __________________ 21 http://www.who.int/topics/breastfeeding/en /
2016/06/02
Committee: EMPLFEMM
Amendment 293 #
Motion for a resolution
Paragraph 13
13. Calls on the Commission to publish an implementation report on the Parental Leave Directive and urges it to use the review clause to extend the minimum duration of paid leave from four to at least six monthssocial partners, on the basis of the various studies on the subject, to highlight shortcomings in the Parental Leave Directive, particularly in achieving its objectives in terms of professional life- private life balance, female labour market participation, demographic challenges and men’s share of family tasks, including the care of children and other dependants; considers that more effective measures should be taken to encourage a more equal sharing of family responsibilities between men and women;
2016/06/02
Committee: EMPLFEMM
Amendment 300 #
Motion for a resolution
Paragraph 14
14. BelievCalls on the Member States, that promoting the individualisation of the right to leave as well as the role of fathers is essentialogether with the Commission, to guarantee that family rights assigned by public policies, including parental leave, are equal in terms of individual rights and equally accessible for both parents, so as to encourage them to achieve a better work-life balance and in the best interest of their children; stresses that those rights should be individualised to help achieve the 75 % employment rate targets for women and men set in the Europe 2020 strategy and to promote gender equality; believes that a certain flexibility should be given to parents in the use of the parental leave, and that it should in no case constitute an obstacle to reachieving gender-balanced reconciliation of work and private lifng the 75 % employment rate targets for women and men; considers that the system adopted by the social partners should promote the solution whereby a significant part of the leave remains non-transferable; underlines that both parents have to be treated in the same way in terms of rights to income and the duration of leave;
2016/06/02
Committee: EMPLFEMM
Amendment 309 #
Motion for a resolution
Paragraph 14 d (new)
14d. Stresses that satisfactory parental leave arrangements are closely linked to adequate pay; notes that where there are no provisions for leave, or where existing ones are considered to be insufficient, social partners, through collective agreements, may have a role to play in establishing new provisions or updating current ones for maternity, paternity and parental leave; calls on the Member States, in agreement with the social partners, to reconsider their system of financial compensation for parental leave with a view to reaching a level that would act as an incentive for an adequate and decent level of income replacement – based on the average replacement rate of maternity leave across the EU – which also encourages men to take parental leave beyond the minimum time period guaranteed by the directive;
2016/06/02
Committee: EMPLFEMM
Amendment 310 #
Motion for a resolution
Paragraph 14 e (new)
14e. Calls on the Commission and the social partners to offer an appropriate extension of the minimum duration of parental leave from four to at least six months to improve professional life- private life balance;
2016/06/02
Committee: EMPLFEMM
Amendment 311 #
Motion for a resolution
Paragraph 14 f (new)
14f. Stresses, furthermore, the need to extend the period in which both parents can exercise their right to take parental leave; calls on the Commission and the social partners to increase the age of the child for which parental leave can be taken to 12 years; calls on the Commission and the social partners to take into account that the fact that parental leave for parents of children with disabilities or long-term illnesses should be extended beyond the statutory age of the child provided for in the directive;
2016/06/02
Committee: EMPLFEMM
Amendment 326 #
Motion for a resolution
Paragraph 15 – point 1
(1) a paternity leave directive with a minimum of a two-week fully paid leave, and at same time, calls on the Member States to move from a conciliative model of the cure to a shared one;
2016/06/02
Committee: EMPLFEMM
Amendment 337 #
Motion for a resolution
Paragraph 15 b (new)
15b. Believes, in view of the different types of family leave, that coherence among the various texts is required at EU level with the involvement of social partners in order to provide families with life-cycle leave perspectives to promote a more equal share of care responsibilities between women and men; is convinced that this would significantly increase workforce participation and improve the effectiveness of the models in place beyond current levels;
2016/06/02
Committee: EMPLFEMM
Amendment 343 #
Motion for a resolution
Paragraph 16
16. Calls on the Member States to introduce ‘care credits’ for both women and men as equivalent periods for building up pension rights in order to protect those taking a break from employment to provide informal care to a dependant;(Does not affect the EN version.)
2016/06/02
Committee: EMPLFEMM
Amendment 357 #
Motion for a resolution
Paragraph 18 a (new)
18a. Calls on the Member States to support fiscal policies as a powerful lever enhancing work-life balance and to foster employment of women, introducing a tax credit for child care and elderly care or other dependants based on fiscal incentives and benefits; (1) See the Working Tax Credit and Child Tax Credit model in the UK, in
2016/06/02
Committee: EMPLFEMM
Amendment 401 #
Motion for a resolution
Paragraph 22
22. Supports ‘smart working’ but rejects a shift from a culture of presence to a culture of permanent availability; calls on the Member States and social partners, when developing smart working policies, to ensure these do not impose an additional burden on the worker;
2016/06/02
Committee: EMPLFEMM
Amendment 404 #
Motion for a resolution
Paragraph 22 a (new)
22a. Calls on the Commission to map the situation in Member States of a "Right to request flexible working arrangements," which enables employees to request changes in the number of hours they work, their work schedule and their place of work and to consider if an initiative at the European level is needed;
2016/06/02
Committee: EMPLFEMM
Amendment 406 #
Motion for a resolution
Paragraph 22 b (new)
22b. Calls on the Commission and Member States to guarantee social security, social protection and remuneration in the case of maternity parental, paternity or sick leave in order to enable a genuine work-life balance;
2016/06/02
Committee: EMPLFEMM
Amendment 409 #
Motion for a resolution
Paragraph 23 a (new)
23a. Calls on the Member states to step up their efforts to combat undeclared work, precarious jobs and the abuse of atypical forms of contract, including zero- hour contracts in some Member States; is concerned about the increased use of temporary contracts, as well as irregularity and unpredictability of working hours (often referred to as 'flexibility'), and unsocial hours working time arrangements which are a problematic issue from the perspective of reconciliation;
2016/06/02
Committee: EMPLFEMM
Amendment 420 #
Motion for a resolution
Paragraph 24 a (new)
24a. Further calls on the Commission and Member States, social partners and stakeholders to focus on the innovative organization in the workplace and to balance both work-life needs of woman and men and business productivity/profitability; notes that the positive link between increasing women employment, work-life balance and business competitiveness, in terms of reducing absenteeism, output gap, turnover, talent attractiveness, loyalty, resources reallocation for developing welfare plans, increasing living standards and time freeing, has been widely proven by the best practices in Europe in a number of large enterprises or SMEs networks1a; 1a.Introducing lean production systems, “chosen and not obliged” time flexibility in the workplace, promoting the involvement and participation of male and female workers in innovating output and structure and supporting business welfare along with local welfare, should increase businesses' productivity and competitiveness in economic terms, as well as should reduce absenteeism rate, wastes, turnover and should improve talent attractiveness, male and female workers’ motivation and loyalty towards the company, increasing living standards and fostering a better work-life balance. More autonomy in time management enables, therefore, to meet differentiated care needs.
2016/06/02
Committee: EMPLFEMM
Amendment 430 #
Motion for a resolution
Paragraph 25 a (new)
25a. Considers that child poverty is linked to parents' poverty, and therefore calls on the Member States to implement the Recommendation on Child Poverty and well-being1a and to use the indicator- based monitoring framework therein; 1a.Directive 2006/54/EC of the European Parliament and the Council of 5 July 2006 on the implementation of the principle of equal opportunities and equal treatment of men and women in matters of employment and occupation (recast), OJ L 204, 26.07.2006, p. 23.
2016/06/02
Committee: EMPLFEMM
Amendment 431 #
Motion for a resolution
Paragraph 25 b (new)
25b. Reiterates its call on the Commission and Member States to introduce a Child Guarantee with its specific fund, so that every child in poverty can have access to free healthcare, free education, free childcare, decent housing and adequate nutrition, as part of a European integrated plan to combat child poverty including both the Child Guarantee and programmes offering support and opportunities for the parents to come out of social exclusion situations and to integrate into the labour market1a; 1a.European Commission Recommendation on investing in children: breaking the cycle of disadvantage, Brussels, 20.2.2013 COM(2013)0778.
2016/06/02
Committee: EMPLFEMM
Amendment 432 #
Motion for a resolution
Paragraph 25 c (new)
25c. Calls on Eurofound to continue measuring its concept of job quality1a as comprising: earning, prospects, working time quality, use of skills and discretion, social environment, physical risk, work intensity, social environment and to develop its research on policies, social partners agreement and companies practices supportive of job quality; 1a.Eurofound report on Trends in job quality in Europe (2012) and Eurofound report Convergence and divergence of job quality in Europe 1995-2010 (2015).
2016/06/02
Committee: EMPLFEMM
Amendment 433 #
Motion for a resolution
Paragraph 25 d (new)
25d. Calls on Eurofound to keep monitoring and provide analyses of public policies and social partners agreements through its surveys, in particular the EWCS, in order to ensure that working time arrangements are negotiated and support work life balance, and to develop research on how dual workers household manage their working time arrangements together;
2016/06/02
Committee: EMPLFEMM
Amendment 434 #
Motion for a resolution
Paragraph 25 e (new)
25e. Stresses the importance of the role of equality bodies in assisting victims of discrimination, addressing gender stereotypes and implementing this directive; also calls the Member States to ensure their independence and strengthen their capacities through the provision of adequate funding;
2016/06/02
Committee: EMPLFEMM
Amendment 435 #
Motion for a resolution
Paragraph 25 f (new)
25f. Calls for full implementation of Directive 2006/54/EC on the implementation of the principle of equal opportunities and equal treatment of men and women in matters of employment and occupation, and for it to be revised with a compulsory requirement for companies to draw up measures or plans on gender equality, including actions on desegregation, the development of pay systems and measures to support women's careers;
2016/06/02
Committee: EMPLFEMM
Amendment 459 #
Motion for a resolution
Paragraph 28 a (new)
28a. Calls on the Member States, in coordination with the Commission, to exchange good practices on incentives for families, such as free public transport passes, family discounts for cultural and tourist attractions, and discounts on education- or training-related products or services;
2016/06/02
Committee: EMPLFEMM