Weber, Tina

In April 1999, the German EU Presidency issued Member States with a draft version of a European employment pact entitled /European employment pact - Closer cooperation to boost employment and economic reforms in Europe/. The idea of such a pact (EU9902156N [1]) to reinforce the European employment strategy (EU9905171F [2]) had been endorsed by the December 1998 Vienna European Council (EU9812141N [3]). [1] www.eurofound.europa.eu/ef/observatories/eurwork/articles/uncertainty-over-definition-of-european-employment-pact [2] www.eurofound.europa.eu/ef/observatories/eurwork/articles/undefined/communication-emphasises-need-to-coordinate-economic-and-employment-policies [3] www.eurofound.europa.eu/ef/observatories/eurwork/articles/vienna-summit-reaffirms-employment-as-priority

After having been ratified by all Member States, the Amsterdam Treaty [1] finally entered into force on 1 May 1999. The Treaty (EU9707135F [2]) was formally signed in October 1997 and the final ratification instruments were deposited by France and Greece in March 1999. [1] http://ue.eu.int/Amsterdam/en/traiteco/en1.htm [2] www.eurofound.europa.eu/ef/observatories/eurwork/articles/undefined/amsterdam-treaty-brings-small-advances-for-employment-and-social-policy

A European conference on gender balance in decision-making was held in Paris on 15-17 April 1999, organised with the support of the European Commission by a number of French ministries. The event focused on balanced participation in political and professional life and the role of NGO s and social partners in promoting a gender balance. At the closing session, a declaration on women in decision-making was signed by ministers from 13 EU Member States. The declaration aims to ensure balanced participation by women and men and recommends that European institutions, governments and political parties take measures both in the electoral field and in the appointment of members of advisory bodies. Furthermore, the French government presented an action plan defining a strategy for partnership, including changing women's image in society and steps for renewed democracy to achieve parity in participation.

At the Luxembourg"employment summit" of November 1997, the European Council endorsed a "European employment strategy" involving the coordination of Member State employment policies on the basis of commonly agreed Employment Guidelines (EU9711168F [1]), implementing the new "employment chapter" of the Amsterdam EU Treaty in advance of the Treaty coming into force. The first such Guidelines were adopted for 1998, and the process was repeated for 1999 (EU9810130F [2]). At Luxembourg and subsequent European Councils, the importance of a coordinated approach to macroeconomic development and employment creation was emphasised. The December 1998 Vienna European Council (EU9812141N [3]) also endorsed the idea of a "European employment pact" to reinforce the employment strategy (EU9902156N [4]), to be discussed at the Cologne summit in June 1999. This concept is currently being defined in more detail in discussions in Economic and Financial Affairs Council of Ministers, the Labour and Social Affairs Council of Ministers (EU9903160N [5]), the Economic Policy Committee, the Employment and Labour Market Committee, the Standing Committee on Employment and the Social Dialogue Committee. [1] www.eurofound.europa.eu/ef/observatories/eurwork/articles/undefined/employment-summit-agrees-limited-package-of-measures-to-combat-unemployment [2] www.eurofound.europa.eu/ef/observatories/eurwork/articles/undefined/draft-employment-guidelines-for-1999-emphasise-continuity [3] www.eurofound.europa.eu/ef/observatories/eurwork/articles/vienna-summit-reaffirms-employment-as-priority [4] www.eurofound.europa.eu/ef/observatories/eurwork/articles/uncertainty-over-definition-of-european-employment-pact [5] www.eurofound.europa.eu/ef/observatories/eurwork/articles/labour-and-social-affairs-council-discusses-european-employment-pact

TheEuropean Commission tabled a proposal for a Directive establishing a general framework for informing and consulting employees in the European Community [1] on 11 November 1998, following the refusal by the Union of Industrial and Employers' Confederations of Europe (UNICE) to enter into European-level negotiations on the subject under the provisions of the Maastricht social policy Agreement (EU9812135F [2]). The information and consultation requirements contained in the draft Directive would apply to all undertakings with at least 50 employees, which is thought to imply a coverage of 3% of European Union enterprises, employing 58.2% of employees. The approach is to lay down minimum requirements while encouraging agreements between the social partners at the appropriate levels. The adoption of the Directive, highlighted as a priority by the German EU Presidency of the first half of 1999, will require the support of a qualified majority of Member State governments in the Council of Ministers. [1] http://europa.eu.int/comm/employment_social/news/directen.pdf [2] www.eurofound.europa.eu/ef/observatories/eurwork/articles/undefined/commission-tables-draft-directive-on-national-information-and-consultation

The European Commission has always placed significant emphasis on the social dialogue between employers' organisation and trade unions, given that the development of the European Union and its policies has a significant impact on employers and employees, while at the same time depending on public approval for its legitimation. Following the adoption of the Maastricht Treaty on European Union and the annexed social policy Protocol and Agreement [1], the position of the European-level social partners has been further boosted by giving them a more powerful role in the EU's social policy decision-making process, notably allowing them to reach agreements which can take the place of legislation in some circumstances. These new powers have successfully been put into effect at the intersectoral level with the negotiation of the framework agreements on parental leave [2] (TN9801201S [3]) and part-time work [4] (EU9706131F [5]) - both of which have been implemented by Council Directives - and the January 1999 draft agreement on fixed-term contracts (EU9901147F [6]). At the sectoral level, an agreement has been reached on working time in the maritime sector (EU9802182F [7]), which is also to be implemented via a Directive (EU9901144F [8]). [1] http://www.europa.eu.int/abc/obj/treaties/en/entr8i.htm [2] http://europa.eu.int/smartapi/cgi/sga_doc?smartapi!celexapi!prod!CELEXnumdoc&lg=en&numdoc=31996L0034&model=guichett [3] www.eurofound.europa.eu/ef/observatories/eurwork/erm/comparative-information/the-eu-parental-leave-agreement-and-directive-implications-for-national-law-and-practice [4] http://europa.eu.int/smartapi/cgi/sga_doc?smartapi!celexapi!prod!CELEXnumdoc&lg=en&numdoc=31997L0081&model=guichett [5] www.eurofound.europa.eu/ef/observatories/eurwork/articles/undefined/social-partners-reach-framework-agreement-on-part-time-work [6] www.eurofound.europa.eu/ef/observatories/eurwork/articles/undefined-working-conditions/social-partners-reach-draft-framework-agreement-on-fixed-term-contracts [7] www.eurofound.europa.eu/ef/observatories/eurwork/articles/working-conditions-undefined-industrial-relations/social-partners-propose-draft-directive-on-working-time-in-the-european-maritime-sector [8] www.eurofound.europa.eu/ef/observatories/eurwork/articles/undefined-working-conditions/commission-proposes-directives-to-end-exclusion-of-sectors-from-working-time-directive

On 13 November 1998, the Union of Industrial and Employers' Confederations of Europe (UNICE) adopted its position paper on the European Commission Communication on Adapting and promoting the social dialogue at Community level [1], issued in May 1998 (EU9806110F [2]) While UNICE expresses support for the general objectives set out in the Communication, it regrets the Commission's decision to "adopt in great haste its proposal for a decision on sectoral social dialogue committees, replacing replacing all previous sectoral dialogue structures", and to submit its proposal for a Council Decision reforming theStanding Committee on Employment before the social partners had an opportunity to express their views. [1] http://europa.eu.int/comm/employment_social/soc-dial/social/com322_en.pdf [2] www.eurofound.europa.eu/ef/observatories/eurwork/articles/undefined-industrial-relations/the-european-social-dialogue-impasse-or-new-opportunities

The European Council summit meeting held under the Austrian Presidency in Vienna on 11-12 December 1998 reaffirmed employment as "the top priority of the European Union" and commended the Member States on their efforts made in implementing the 1998 Employment Guidelines [1], which, it argued, have contributed to a reduction in the average unemployment rate to under 10%. Nevertheless, it is stated in the Presidency conclusions [2] that more needs to be done using a comprehensive approach, encompassing: macroeconomic policies directed towards growth and stability; economic reform promoting competitiveness; and employment policies designed to improve employability, adaptability, equal opportunities and job creation in existing and new enterprises. [1] http://europa.eu.int/comm/employment_social/empl&esf/docs/guideen.htm [2] http://ue.eu.int/newsroom/LoadDoc.cfm?MAX=1&DOC=!!!&BID=76&DID=56427&GRP=15

The end of 1998 marked a milestone in the development of the European Union. On 1 January 1999, 11 Member States officially adopted the European single currency, the euro (the third stage of Economic and Monetary Union, EMU). Of the EU Member States, only Denmark, Greece, Sweden and the UK remain outside the "euro-zone", but it appears inevitable to many observers that at least most of these countries will join the single currency in the not too distant future. In 1998, the impact of EMU on industrial relations was assessed more widely than before and was the subject of keen debate for the social partners at European, national and regional levels.

The nature of the organisation and delivery of postal services in the European Union has undergone significant restructuring over the last decade, partly as a result of technological changes and changes in consumer demand, and partly as a result of changes in the national and transnational policy environment. The latter changes led to a degree of liberalisation in relation to certain aspects of the provision of postal services. With the exception of Sweden and Finland, all Member States retain a single public sector operator, enjoying a monopoly over certain retained services. However, there are an increasing number of more or less specialised private sector providers operating in this area. These private providers have been able to secure a substantial share of the high value-added services market not covered by the post office monopoly and have been particularly successful in establishing high-quality, high-reliability operations in door-to-door delivery services.