2 Amendments of Maria Gabriela ZOANĂ related to 2018/2162(INI)
Amendment 94 #
Motion for a resolution
Paragraph 12 – introductory part
Paragraph 12 – introductory part
12. Welcomes Parliament’s resolution of 26 October 2017 on combating sexual harassment and abuse in the EU; emphasises that sexual harassment is a serious crime which is always under- reported, an extreme form of gender- based discrimination and one of the biggest obstacles to gender equality; welcomes the Bureau decision of 2 July 2018 to revise the functioning of the Advisory Committee dealing with harassment complaints concerning Members of the European Parliament and its procedures for dealing with complaints, as well as the addition of Article 34a to the Implementing Measures for the Statute for Members of the European Parliament, concerning the financial consequences of a proven case of harassment of an accredited parliamentary assistant; nevertheless strongly regrets the slow and inadequate progress in the implementation of the recommendations of Parliament’s resolution; demands that full and undivided attention be given by Parliament’s president and administration to the full implementation of all requested measures, in particular by means of the 2017-2019 roadmap on 'preventive and early support measures to deal with conflict and harassment between Members and APAs, Trainees or other staff', which should be revised as soon as possible to adequately include at least the following demands of the resolution with a clear timeline for implementation:
Amendment 149 #
Motion for a resolution
Paragraph 22
Paragraph 22
22. Recalls that as regards the use of measures to improve work-life balance, acceptance by managers and, if relevant, equal take-up by both partners should be specifically encouraged; notes that flexible working timpublic awareness of work-life balance in the Parrangements can lead to gender discrimination in practice as these tools are used in the vast majority of cases by women and can impedeliament shall be further raised through workshops, trainings and publications; addresses that MEPs and staffs shall be well-informed that measures for improving work-life balance, such as maternity/paternity leave, parental leave, career progression; also recalls that te's leave, and flexible working might increase flexibility but can also make women stay away from the office where they are visible and can networkarrangements would help achieve gender equality in the Parliament, encourage a better sharing of caring responsibilities between women and men, improve women's employment, well-being and will have long-term impacts on social and economic development;