Traduction de «Travail au potentiel » (Français → Anglais) :

Share of children living in a household where working-age adults (18-59) have worked less than 20 % of their total work potential during the past year (i.e. during the income reference period)

Clause 1(b) of the Framework Agreement on fixed-term work, which is annexed to Council Directive 1999/70 concerning the framework agreement on fixed-term work concluded by ETUC, UNICE and CEEP, is intended to establish a framework in order to prevent abuse arising from the use of successive fixed-term employment contracts or relationships and, from that aspect, it is aimed at circumscribing the successive use of fixed-term contracts of employment, which are regarded as a potential source of abuse to the disadvantage of workers, by laying down a number of minimum protective requirements intended to prevent employees from being placed in a ...[+++]n insecure position.

Unlocking Europe’s full potential : José Manuel Barroso presents European Commission’s work programme for 2006

With regard to the policy challenges posed by new forms of work organisation, the Green Paper emphasises that the potential for productivity and prosperity is so good that the modernisation of working life should create potential benefits for all.

The social value of the Directive Whilst it is true that this Directive is an inadequate response to the proposals of the Commission and the requests of the European Parliament, particularly with regard to night work and the level of maternity benefits, the Commission nevertheless considers that the adoption of this text will improve the situation of women workers in certain Member States: - prohibition of dismissal irrespective of the length of time in the job and regardless of the size of the company represents a notable improvement for women in Member States where such restrictions still exist (in particular the United Kingdom), - inclusion of ante-natal medical examinations in working time is a welcome step forward (e.g. in Greece, Irel ...[+++]and, Belgium and France; in the latter case, the four compulsory examinations either had to be taken during personal leave or entailed a loss of pay), - the provisions relating to assessment of risks, particularly the fact that mental fatigue is now included as a potential risk, will clearly help to improve the level of protection of the workers concerned throughout the Community, - maintenance of employment rights during maternity leave is undoubtedly a step forward in the United Kingdom, where the employment contract is suspended during such leave (e.g. in terms of seniority, annual leave and pension rights), - the reduction to one year of the qualifying period for maternity benefits is particularly advantageous to women workers in the UK, where it was necessary to have worked for the same employer for two years (or five years in the case of part-time work) to qualify for maternity benefits at the higher rate (i.e. 90% for six weeks and a weekly flat-rate allowance for the subsequent period).

Fostering this approach presents a number of challenges a first challenge is to build knowledge and raise awareness of the potential of the new paradigm of work organisation to deliver both productivity growth and job satisfaction a second challenge is to help SMEs, the job generators in the EU, maximise the potential of this change to become more competitive a third challenge is to modernise the contractual framework for working life to find ways and means to reconcile flexibility and security.