WRITTEN QUESTION E-1887/03

by Emmanouil Bakopoulos (GUE/NGL) to the Commission

(6 June 2003)

Subject: Olympic Airways

The management of Olympic Airways has drawn up a business plan which aims to reduce the workforce by 50 %.

Has the Greek Transport Ministry notified the Commission of any commitments it has made towards those workers who will lose their jobs? In the event that the Commission has not been informed about the future of the workers, does it plan to intervene in any way?

Answer given by Mrs Diamantopoulou on behalf of the Commission

(17 July 2003)

The Commission has not been fully informed on the way in which the Greek government intends to deal with the restructuring of Olympic Airways. The Commission has reminded the Greek authorities of their obligation to notify prior to its implementation any envisaged restructuring measure concerning Olympic Airways, in order to allow the Commission to assess it pursuant to the relevant Community rules.

The Commission, however, would like to remind that the Union has developed throughout the years a comprehensive policy for dealing adequately with the social consequences of corporate restructuring. As a result of that on-going policy, every restructuring operation must be preceded by effective information and consultation of employees' representatives with the aim of avoiding or attenuating its social impact, in accordance with Community Directives on Collective Redundancies(1), Transfers of Undertakings(2), European Works Councils(3) and Information and Consultation(4).

In particular, Directive 98/59/EC concerning collective redundancies provides for information and consultation with the workers' representatives in cases where the employer is contemplating such redundancies. These consultations should be carried out in good time with a view to reaching agreement and cover, at least, ways and means of avoiding collective redundancies or reducing the number of workers affected as well as of mitigating the consequences by recourse to accompanying social measures. These measures aim, inter alia, at aid for redeploying or retraining workers made redundant.

More generally, the Commission advocates the idea that, when restructuring, enterprises should always take into account the effects that those decisions could have on their employees as well as on the social and regional context. This has recently been underlined in the Commission Communication concerning Corporate Social Responsibility (CSR) A business contribution to Sustainable Development(5).

Furthermore, the Commission invited the European social partners to engage in a dialogue on anticipating and managing change with a view to apply a dynamic approach to the social aspects of corporate restructuring. The social partners agreed to incorporate this issue in their pluriannual work program 2003-2004. The Commission very much hopes that their joint work in this field results in a Community framework which may help companies and their workers to address adequately the social dimension of corporate restructuring.

(1) Council Directive 98/59/EC of 20 July 1998 on the approximation of the laws of the Member States relating to collective redundancies, OJ L 225, 12.8.1998. (This Directive consolidates Directives 75/129/EEC and 92/56/EEC).

(2) Council Directive 2001/23/EC of 12 March 2001 on the approximation of the laws of the Member States relating to the safeguarding of employees' rights in the event of transfers of undertakings, businesses or parts of undertakings or businesses, OJ L 82, 22.3.2001.

(3) Council Directive 94/45/EC of 22 September 1994 on the establishment of a European Works Council or a procedure in Community-scale undertakings and Community-scale groups of undertakings for the purposes of informing and consulting employees, OJ L 254, 30.9.1994.

(4) Directive 2002/14/EC of the Parliament and of the Council of 11 March 2002 establishing a general framework for informing and consulting employees in the European Community, OJ L 80, 23.3.2002.

(5) COM(2002) 347 final.