BETA

7 Amendments of Gabriele ZIMMER related to 2017/0355(COD)

Amendment 167 #
Proposal for a directive
Recital 14
(14) If it is not possible to indicate an entirely fixed work schedule due to the nature of the employment, workers should know how their work schedule will be established, including the time slots in which they may be called to work and the minimum advance notice they should receive. Work contracts without fixed, guaranteed and enumerated working hours are not permitted.
2018/06/28
Committee: EMPL
Amendment 221 #
Proposal for a directive
Recital 20
(20) Employers should not prohibit workers from taking up employment with other employers, outside the time spent working for them, within the limits set out in Directive 2003/88/EC of the European Parliament and of the Council.39 Incompatibility clauses, understood as a restriction on working for specific categories of employers, may be necessary for objective reasons, such as the protection of business secrets or the avoidance of conflicts of interests. __________________ 39 Directive 2003/88/EC of the European Parliament and of the Council of 4 November 2003 concerning certain aspects of the organisation of working time (OJ L 299, 18.11.2003, p. 9).
2018/06/28
Committee: EMPL
Amendment 280 #
Proposal for a directive
Recital 28
(28) The consultation on the European Pillar of Social Rights showed the need to strengthen enforcement of Union labour law to ensure its effectiveness. As regards Directive 91/533/EEC, the REFIT evaluation41 confirmed that strengthened enforcement mechanisms could improve its effectiveness. It showed that redress systems based solely on claims for damages are less effective than systems that also provide for sanctions (such as lump sums or loss of permits) for employers who fail to issue written statements. It also showed that employees rarely seek redress during the employment relationship, which jeopardises the goal of the provision of the written statement to ensure workers are informed about their essential features of their employment relationship. It is therefore necessary to introduce enforcement provisions which ensure the use either of favourable presumptions where information about the employment relationship is not provided, or of an administrative procedure under which the employer may beis required to provide the missing information and subject to sanction if it does not. That redress should be subject to a procedure by which the employer is notified that information is missing and has 15 days in which to supply complete and correct information. __________________ 41 SWD(2017)205 final, page 26. SWD(2017)205 final, page 26.
2018/06/28
Committee: EMPL
Amendment 641 #
Proposal for a directive
Article 8 – paragraph 2
2. Employers may however lay down conditions of incompatibility where such restrictions are justified by legitimate reasons such as the protection of business secrets or the avoidance of conflicts of interests.deleted
2018/06/28
Committee: EMPL
Amendment 652 #
Proposal for a directive
Article 9 – title
Minimum pPredictability of work
2018/06/28
Committee: EMPL
Amendment 664 #
Proposal for a directive
Article 9 – paragraph 1 – introductory part
Member States shall ensure that where a worker's work schedule is entirely or mospartly variable and entirely or mostly determined by the employer, the worker may be required to work by the employer only:
2018/06/28
Committee: EMPL
Amendment 679 #
Proposal for a directive
Article 9 – paragraph 1 – point b a (new)
(ba) work contracts without fixed, guaranteed and enumerated working hours are not permitted;
2018/06/28
Committee: EMPL