Source: http://www.eduardorojotorrecilla.es/2019/03/propuesta-de-directiva-sobre.html
Timestamp: 2020-03-30 19:00:51
Document Index: 139845066

Matched Legal Cases: ['Artículo 4', 'artículo 3', 'artículo 3', 'Artículo 9', 'artículo 3', 'artículo 3', 'Artículo 9', 'Artículo 21', 'artículo 4', 'artículo 5', 'artículo 6']

EL BLOG DE EDUARDO ROJO: Propuesta de Directiva sobre condiciones de trabajo transparentes y previsibles (versión original inglesa). Texto comparado de la propuesta original presentada el 21 de diciembre de 2017 y del texto que será sometido a la aprobación definitiva del Parlamento Europeo el 16 de abril de 2019.
Propuesta de Directiva sobre condiciones de trabajo transparentes y previsibles (versión original inglesa). Texto comparado de la propuesta original presentada el 21 de diciembre de 2017 y del texto que será sometido a la aprobación definitiva del Parlamento Europeo el 16 de abril de 2019.
He dedicado especial atención a la Propuesta de Directiva en varias entradas del blog. Con ocasión de su presentación publiqué el artículo “La Directiva 91/533/CEE de 14de octubre de 1991 sobre información al trabajador de sus condicionescontractuales, y la propuesta de Directiva, de 21 de diciembre de 2017,“relativa a unas condiciones laborales transparentes y previsibles” en la UE,que la deroga. Nota introductoria y texto comparado”.
Sobre el concepto de trabajador me detuve en el trabajo titulado “El (complicado) intento dedesarrollo normativo del Pilar Europeo de Derecho Sociales. Notas sobre elconcepto de trabajador en recientes propuestas de Directiva, Recomendación yReglamento”.
Su tramitación en el Parlamento europeo fue objeto de atención en el texto titulado “Latramitación en el Parlamento Europeo de la propuesta de Directiva relativa aunas condiciones laborales transparentes y previsibles en la UE”.
El texto aprobado en primera lectura por el PE mereció mi atención en la entrada “UE.Propuesta de Directiva sobre condiciones de trabajo transparentes yprevisibles. Notas al Informe aprobado por el Parlamento Europeo el 15 denoviembre de 2018”.
En fin, el acuerdo provisional alcanzado el día 7 de febrero entre el Consejo, la Comisión y el Parlamento Europeo sobre la propuesta de Directiva fue objeto de atención en la entrada “Tras el Congreso OIT/Sevilla (7 y 8 de febrero) sobre el futuro deltrabajo. Sigamos debatiendo y haciendo propuestas para un mundo mejor”, confirmado el día 15 por el Comité de Representantes Permanentes de la UE (Coreper).
El PE votará el texto que adjunto en una sesión plenaria que tendrá lugar el 16 de abril. He procedido a comparar las versiones inglesas de la propuesta originaria de Directiva (diciembre de 2017) y el texto al que se ha dado el visto bueno en febrero. Aún no disponemos de la traducción al castellano del texto que se presume que será definitivo, por lo que me ha parecido técnicamente más correcto trabajar sobre dos textos en el mismo idioma.
A la espera de un estudio detallado de la norma una vez que sea definitivamente aprobada, y teniendo en cuenta que se concede un período de tres años para su transposición por los Estados miembros, llamo la atención de las lectores y lectoras del blog sobre algunos de los contenidos del nuevo texto (de los que realizo una traducción no oficial):
-- Art. 1.2. “La presente Directiva establece los derechos mínimos aplicables a todo trabajador de la Unión que tenga un contrato o una relación laboral tal como se define en la legislación, los convenios colectivos o las prácticas vigentes en cada Estado miembro, teniendo en cuenta la jurisprudencia del Tribunal de Justicia de la Unión Europea”.
-- Art. 1.3 “Los Estados miembros podrán decidir no aplicar las obligaciones de la presente Directiva a los trabajadores que tengan una relación laboral con un tiempo de trabajo real y predeterminado igual o inferior a tres horas semanales por término medio en un período de referencia de cuatro semanas consecutivas”.
-- Art. 1.5. “Los Estados miembros podrán disponer, por razones objetivas, que las disposiciones establecidas en el capítulo III no se apliquen a los funcionarios, los servicios públicos de emergencia, las fuerzas armadas, las autoridades policiales, los jueces, los fiscales, los investigadores y otros servicios encargados de hacer cumplir la ley”.
-- Art. 2a. “Suministro de información. El empresario facilitará por escrito a cada trabajador la información exigida en virtud de la presente Directiva. La información se facilitará y transmitirá en papel o, siempre que el trabajador pueda acceder a ella, podrá almacenarla e imprimirla, y el empresario conservará la prueba de la transmisión o recepción, en formato electrónico”.
-- Artículo 4. “Calendario y medios de información. 1. Cuando no se haya facilitado anteriormente, la información a que se refieren las letras a), b), c), d), e), f), j), k) y l) del apartado 2 del artículo 3, se facilitará individualmente al trabajador en forma de uno o varios documentos durante el período comprendido entre el primer día hábil y, a más tardar, el séptimo día natural. Las demás informaciones contempladas en el apartado 2 del artículo 3 se comunicarán individualmente al trabajador en forma de un documento [...] en el plazo de un mes a partir del primer día laborable”.
-- Artículo 9. “Previsibilidad mínima del trabajo. 1. Los Estados miembros velarán por que, cuando el ritmo de trabajo de un trabajador sea total o casi totalmente imprevisible, el empresario no le exija que trabaje [...] a menos que se cumplan las dos condiciones siguientes: a) la obra tenga lugar dentro de las horas y días de referencia predeterminados [...] a que se refiere el artículo 3, apartado 2, letra l), inciso i bis), y b) el trabajador sea informado por su empresario de una misión de trabajo en el marco de un plazo razonable establecido con arreglo a la legislación, los convenios colectivos o los usos nacionales a que se refiere el artículo 3, apartado 2, letra l), inciso ii). 2. Cuando no se cumpla uno o ambos de los requisitos establecidos en el apartado 1, el trabajador tendrá derecho a rechazar un trabajo sin consecuencias negativas. 3. Cuando los Estados miembros permitan a un empresario cancelar un trabajo sin compensación, los Estados miembros tomarán las medidas necesarias, de conformidad con la legislación, los convenios colectivos o los usos nacionales, para garantizar que el trabajador tenga derecho a una compensación si el empresario cancela, dentro de un plazo razonable y específico, la asignación de trabajo previamente acordada por el trabajador. 4. Los Estados miembros podrán establecer las modalidades de aplicación del presente artículo, de conformidad con la legislación, los convenios colectivos y/o los usos nacionales”.
-- Artículo 9 bis. “Medidas complementarias para los contratos a la carta. Cuando los Estados miembros autoricen la utilización de contratos de trabajo a la carta o similares, adoptarán una o varias de las siguientes medidas para evitar prácticas abusivas: a) Limitaciones en la utilización y duración de los contratos a la carta o similares, b) Una presunción refutable sobre la existencia de un contrato de trabajo con una cantidad mínima de horas pagadas basada en el promedio de horas trabajadas durante un período determinado, c) Otras medidas equivalentes que aseguren la prevención efectiva de prácticas abusivas. Los Estados miembros informarán a la Comisión de dichas medidas”.
-- Artículo 21. “Disposiciones transitorias. Los derechos y obligaciones establecidos en la presente Directiva se aplicarán a todas las relaciones laborales a más tardar el [fecha de entrada en vigor + 3 años]. No obstante, el empresario sólo facilitará o completará los documentos mencionados en el apartado 1 del artículo 4, en el artículo 5 y en el artículo 6 a petición de un trabajador que ya estaba empleado en esa fecha. La ausencia de tal solicitud no tendrá por efecto excluir a los trabajadores de los derechos mínimos establecidos en los artículos 7 a 11”.
Proposal for a DIRECTIVE OF THE EUROPEAN PARLIAMENT AND OF THE COUNCIL (December 2017)
https://bit.ly/2Y8QuOg
1. The purpose of this Directive is to improve working conditions by promoting more secure and predictable employment while ensuring labour market adaptability.
2. This Directive lays down minimum rights that apply to every worker in the Union.
3. Member States may decide not to apply the obligations in this Directive to workers who have an employment relationship equal to or less than 8 hours in total in a reference period of one month.
Time worked with all employers forming or belonging to the same enterprise, group or entity shall count towards that 8-hour period.
5. Member States may determine which persons are responsible for the execution of the obligations for employers laid down by this Directive as long as all those obligations are fulfilled. They may also decide that all or part of these obligations shall be assigned to a natural or legal person who is not party to the employment relationship. This paragraph is without prejudice to Directive 2008/104/EC.
6. Member States may decide not to apply the obligations set out in Articles 10 and 11 and Article 14(a) to natural persons belonging to a household where work is performed for that household.
7. Chapter II of this Directive applies to seafarers and fishermen without prejudice to Council Directive 2009/13/EC and Council Directive (EU) 2017/159, respectively.
(a) ‘worker’ means a natural person who for a certain period of time performs services for and under the direction of another person in return for remuneration;
(b) 'employer' means one or more natural or legal person(s) who is or are directly or indirectly party to an employment relationship with a worker;
(c) 'employment relationship' means the work relationship between workers and employers as defined above;
(d) 'work schedule' means the schedule determining hours and days on which performance of work starts and ends;
(e) 'reference hours and days' means time slots in specified days during which work can take place at the request of the employer.
2. For the purposes of this Directive the terms 'microenterprise', 'small enterprise' and 'medium-sized enterprise' shall have the meaning set out in the Commission Recommendation of 6 May 2003 concerning the definition of micro, small and medium-sized enterprises or in any subsequent act replacing that Recommendation.
(c) (i) the title, grade, nature or category of the work for which the worker is employed; or
(e) in the case of a temporary employment relationship, the end date or the expected duration thereof;
(f) the duration and conditions of the probationary period, if any;
(g) any training entitlement provided by the employer;
(h) the amount of paid leave to which the worker is entitled or, where this cannot be indicated when the information is given, the procedures for allocating and determining such leave;
(i) the procedure, including the length of the period of notice, to be observed by the employer and the worker should their employment relationship be terminated or, where the length of the period of notice cannot be indicated when the information is given, the method for determining such period of notice;
(j) the initial basic amount, any other component elements, the frequency and method of payment of the remuneration to which the worker is entitled;
(k) if the work schedule is entirely or mostly not variable, the length of the worker's standard working day or week and any arrangements for overtime and its remuneration;
(l) if the work schedule is entirely or mostly variable, the principle that the work schedule is variable, the amount of guaranteed paid hours, the remuneration of work performed in addition to the guaranteed hours and, if the work schedule is entirely or mostly determined, by the employer:
(i) the reference hours and days within which the worker may be required to work;
(ii) the minimum advance notice the worker shall receive before the start of a work assignment;
(m) any collective agreements governing the worker's conditions of work; in the case of collective agreements concluded outside the business by special joint bodies or institutions, the name of the competent body or joint institution within which the agreements were concluded;
(n) the social security institution(s) receiving the social contributions attached to the employment relationship and any protection relating to social security provided by the employer.
3. The information referred to in paragraph 2(f) to (k) and (n) may, where appropriate, be given in the form of a reference to the laws, regulations and administrative or statutory provisions or collective agreements governing those particular points.
1. The information referred to in Article 3(2) shall be provided individually to the worker in the form of a document at the latest on the first day of the employment relationship. That document may be provided and transmitted electronically as long as it is easily accessible by the worker and can be stored and printed.
2. Member States shall develop templates and models for the document referred to in paragraph 1 and put them at the disposal of workers and employers including by making them available on a single official national website and by other suitable means.
3. Member States shall ensure that the information on the laws, regulations and administrative or statutory provisions or collective agreements governing the legal framework applicable which are to be communicated by employers is made generally available free of charge in a clear, transparent, comprehensive and easily accessible way at a distance and by electronic means, including through existing online portals for Union citizens and businesses.
1. Member States shall ensure that, where a worker is required to work in a Member State or third country other than the Member State in which he or she habitually works, the document referred to in Article 4(1) shall be provided before his or her departure and shall include at least the following additional information:
(a) the country or countries in which the work abroad is to be performed and its duration;
(c) where applicable, the benefits in cash or kind attendant on the work assignment(s), which includes in the case of posted workers covered by Directive 96/71/EC any allowances specific to posting and any arrangements for reimbursing expenditure on travel, board and lodging;
(d) where applicable, the conditions governing the worker's repatriation.
2. Member States shall ensure that, if the worker sent abroad is a posted worker covered by Directive 96/71/EC, he or she shall in addition be notified of:
(b) the link to the official national website(s) developed by the host Member State(s) pursuant to Article 5(2) of Directive 2014/67/EU.
3. The information referred to in paragraph 1(b) and 2(a) may, where appropriate, be given in the form of a reference to the laws, regulations and administrative or statutory provisions or collective agreements governing those particular points.
1. Member States shall ensure that, where an employment relationship is subject to a probationary period, that period shall not exceed six months, including any extension.
2. Member States may provide for longer probationary periods in cases where this is justified by the nature of the employment or is in the interest of the worker.
1. Member States shall ensure that an employer shall not prohibit workers from taking up employment with other employers, outside the work schedule established with that employer.
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.
(a) if work takes place within predetermined reference hours and reference days, established in writing at the start of the employment relationship, in accordance with Article 3(2)(l)(i), and
(b) if the worker is informed by their employer of a work assignment a reasonable period in advance, in accordance with Article 3(2)(l)(ii).
1. Member States shall ensure that workers with at least six months' seniority with the same employer may request a form of employment with more predictable and secure working conditions where available.
2. The employer shall provide a written reply within one month of the request. With respect to natural persons acting as employers and micro, small, or medium enterprises, Member States may provide for that deadline to be extended to no more than three months and allow for an oral reply to a subsequent similar request submitted by the same worker if the justification for the reply as regards the situation of the worker remains unchanged.
(a) the worker shall benefit from favourable presumptions defined by the Member State. Where the information provided did not include the information referred to in points (e), (f), (k) or (l) of Article 3(2), the favourable presumptions shall include a presumption that the worker has an open-ended employment relationship, that there is no probationary period or that the worker has a full-time position, respectively. Employers shall have the possibility to rebut the presumptions; or
(b) the worker shall have the possibility to submit a complaint to a competent authority in a timely manner. If the competent authority finds that the complaint is justified, it shall order the relevant employer(s) to provide the missing information. If the employer does not provide the missing information within 15 days following receipt of the order, the authority shall be able to impose an appropriate administrative penalty, even if the employment relationship has ended. Employers shall have the possibility to lodge an administrative appeal against the decision imposing the penalty. Member States may designate existing bodies as competent authorities.
Protection against adverse treatment or
1. Member States shall take the necessary measures to prohibit the dismissal or its equivalent and all preparations for dismissal of workers, on the grounds that they exercised the rights provided for in this Directive.
2. Workers who consider that they have been dismissed, or have been subject to measures with equivalent effect, on the grounds that they have exercised the rights provided for in this Directive may request the employer to provide duly substantiated grounds for the dismissal or its equivalent. The employer shall provide those grounds in writing.
3. Member States shall take the necessary measures to ensure that, when workers referred to in paragraph 2 establish, before a court or other competent authority, facts from which it may be presumed that there has been such dismissal or its equivalent, it shall be for the respondent to prove that the dismissal was based on grounds other than those referred to in paragraph 1.
6. Paragraph 3 shall not apply to criminal procedures, unless otherwise provided by the Member State.
2. This Directive shall not affect Member States' prerogative to apply or to introduce laws, regulations or administrative provisions which are more favourable to workers or to encourage or permit the application of collective agreements more favourable to workers.
1. Member States shall adopt and publish the laws, regulations and administrative provisions necessary to comply with this Directive by [entry into force date + 2 years], or shall ensure that the social partners introduce the required provisions by way of an agreement, the Member States being obliged to take the necessary steps enabling them at all times to guarantee the results imposed by this Directive.
2. When Member States adopt those measures, they shall contain a reference to this Directive or shall be accompanied by such reference on the occasion of their official publication. The methods of making such reference shall be laid down by Member States.
Proposal for a DIRECTIVE OF THE EUROPEAN PARLIAMENT AND OF THE COUNCIL (February 2019)
2. This Directive lays down minimum rights that apply to every worker in the Union, who has an employment contract or employment relationship as defined by the law, collective agreements or practice in force in each Member State with consideration to the case-law of the Court of Justice of the European Union.
3. Member States may decide not to apply the obligations in this Directive to workers who have an employment relationship with predetermined and actual time worked equal to or less than three hours per week on average in a reference period of four consecutive weeks.
Time worked with all employers forming or belonging to the same enterprise, group or entity shall count towards that three-hour average.
5. Member States may determine which persons are responsible for the execution of the obligations for employers laid down by this Directive as long as all those obligations are fulfilled. They may also decide that all or part of those obligations are to be assigned to a natural or legal person who is not party to the employment relationship. This paragraph is without prejudice to Directive 2008/104/EC of the European Parliament and of the Council.
5a. Member States may provide, on objective grounds, that the provisions laid down in Chapter III shall not apply to civil servants, public emergency services, the armed forces, and to police authorities, judges, prosecutors, investigators and other law enforcement services.
6. Member States may decide not to apply the obligations set out in Articles 10 and 11 and Article 14(1)(a) to natural persons in households acting as employers where work is performed for those households.
7. Chapter II of this Directive applies to seafarers and sea fishermen without prejudice to Council Directive 2009/13/EC12 and Council Directive (EU) 2017/15913, respectively. The obligations set out in Articles 3(2)(l) and (n), 6, 8, 9 and 10 shall not apply to seafarers and sea fishermen.
1. For the purposes of this Directive, the following definitions […] apply:
(d) 'work schedule' means the schedule determining the hours and days on which
performance of work starts and ends;
(e) 'reference hours and days' means time slots in specified days during which work can take place at the request of the employer;
(ea) 'work pattern' means the form of organization of the working time and its
distribution according to a certain pattern determined by the employer.
The employer shall provide each worker with information required pursuant to this Directive in writing. The information shall be provided and transmitted on paper or, provided that it is accessible by the worker, can be stored and printed, and the employer retains proof of transmission or reception, in electronic form.
(c) (i) the title, grade, nature or category of […] work for which the worker is employed;
(e) in the case of a temporary employment relationship, the end date or the expected
duration thereof;
(ea) in the case of temporary agency workers, the identity of the user undertakings, when and as soon as known;
(g) the training entitlement provided by the employer, if any;
(h) the amount of paid leave to which the worker is entitled or, where this cannot be
indicated when the information is given, the procedures for allocating and determining such leave;
(i) the procedure, including the formal requirements and the length of […] notice
periods to be observed by the employer and the worker if their employment
relationship is terminated or, where the length of the […] notice periods cannot be
indicated when the information is given, the method for determining such […] notice periods;
(j) the remuneration, including the initial basic amount, any other component elements, if applicable, indicated separately, the frequency and method of payment of the remuneration to which the worker is entitled;
(k) if the work pattern is entirely or mostly predictable, the length of the worker's standard working day or week and any arrangements for overtime and its remuneration and, where applicable, for shift changes;
(l) if the work pattern is entirely or mostly not predictable, the employer shall inform
the worker about:
(i) the principle that the work schedule is variable, the number of guaranteed paid
hours and the remuneration for work performed in addition to those guaranteed hours;
(ia) the reference hours and days within which the worker may be required to work;
(ii) the minimum period of advance notice the worker shall receive before the start of a work assignment and, where applicable, the deadline for cancellation referred to in Article 9;
(m) any collective agreements governing the worker's conditions of work or in the case of collective agreements concluded outside the business by special joint bodies or institutions, the name of the competent body or joint institution within which the agreements were concluded;
(n) where it is the responsibility of the employer, the identity of the social security institution(s) receiving the social contributions attached to the employment
relationship and any protection relating to social security provided by the employer.
1. Where not previously provided, the information referred to in Article 3(2) (a), (b), (c), (d), (e), (f), (j), (k) and (l) shall be provided individually to the worker in the form of one or more documents during the period between the first working day and no later than the seventh calendar day. The other information referred to in Article 3(2) shall be provided individually to the worker in the form of a document […] within one month from the first working day.
2. Member States may develop templates and models for the document(s) referred in paragraph 1 and put them at the disposal of worker and employer including by making them available on a single official national website or by other suitable means.
3. Member States shall ensure that the information on the laws, regulations and
administrative or statutory provisions or universally applicable collective agreements governing the legal framework applicable which are to be communicated by employers is made generally available free of charge in a clear, transparent, comprehensive and easily accessible way at a distance and by electronic means, including through existing online portals […].
1. Member States shall ensure that any change in the aspects of the employment relationship referred to in Article 3(2) and to the additional information for workers sent to another Member State or a third country in Article 6 shall be provided in the form of a document by the employer to the worker at the earliest opportunity and at the latest on the day it takes effect.
2. The written document referred to in paragraph 1 shall not apply to changes that merely reflect a change in the laws, regulations and administrative or statutory provisions or collective agreements cited in the documents referred to in Article 4(1), and, where relevant, in Article 6.
Additional information for workers […] sent to another Member State or a third country
1. Member States shall ensure that, where a worker is required to work in a Member State or third country other than the Member State in which he or she habitually works, the employer shall provide the documents referred to in Article 4(1) […] before the worker’s
departure and the documents shall include at least the following additional information:
(a) the country or countries in which the work abroad is to be performed and its
(c) where applicable, the benefits in cash or kind attendant on the work assignment(s)
(aa) where applicable, any allowances specific to posting and any arrangements for reimbursing expenditure on travel, board and lodging;
(b) the link to the official national website(s) developed by the host Member State(s) pursuant to Article 5(2) of Directive 2014/67/EU of the European Parliament and of the Council.
3. The information referred to in paragraphs 1(b) and 2(a) may, where appropriate, be given in the form of a reference to specific provisions of laws, regulations and administrative or statutory acts or collective agreements governing those particular points.
1. Member States shall ensure that, where an employment relationship is subject to a
probationary period as defined in national legislation and/or practice, that period shall not exceed six months […].
In the case of fixed-term employment relationships, Member States shall ensure that the length of such a probationary period is proportionate to the expected duration of the contract and the nature of the work.
In the case of the renewal of a contract for the same function and tasks, the employment relationship shall not be subject to a new probationary period.
2. Member States may, on an exceptional basis, provide for longer probationary periods in cases where this is justified by the nature of the employment or is in the interest of the worker. In cases where the worker has been absent from work during the probationary period, Member States may provide that the probationary period can be extended correspondingly, in relation to the duration of the absence.
1. Member States shall ensure that an employer is not to prohibit a worker from taking up employment with other employers, outside the work schedule established with that employer, or subject a worker to adverse treatment for doing so.
2. Member States may […] lay down conditions for the use of incompatibility […] restrictions […] by employers, on the basis of objective reasons, such as health and safety, the protection of business confidentiality, the integrity of the public service or the avoidance of conflicts of interests.
1. Member States shall ensure that where a worker's work pattern is entirely or mostly not predictable the worker shall not be required to work by the employer […] unless both of the following conditions are fulfilled:
(a) the work takes place within predetermined reference hours and reference days […] as referred to in Article 3(2)(l)(ia), and
(b) the worker is informed by his or her employer of a work assignment within a
reasonable period in advance established in accordance with national law, collective agreements or practice as referred to in Article 3(2)(l)(ii).
3. Where Member States allow an employer to cancel a work assignment without compensation, Member States shall take the measures necessary, in accordance with national law, collective agreements or practice, to ensure that the worker is entitled to compensation if the employer cancels after a specific reasonable deadline the work assignment previously agreed by the worker.
4. Member States may lay down modalities for the application of this Article, in accordance with national law, collective agreements and/or practice.
a) Limitations to the use and duration of on-demand or similar contracts,
b) A rebuttable presumption on the existence of an employment contract with a minimum amount of paid hours based on the average hours worked during a given period,
c) Other equivalent measures that ensure effective prevention of abusive practices.
1. Member States shall ensure that a worker who has completed his or her probationary period, if any, with at least six months' service with the same employer may request a form of employment with more predictable and secure working conditions where available and receive a reasoned written reply. Member States may limit the frequency of requests triggering the obligation under this Article.
2. Member States shall ensure that the employer provides the reasoned written reply within one month of the request. With respect to natural persons acting as employers and micro, small, or medium enterprises, Member States may provide for that deadline to be extended to no more than three months and allow for an oral reply to a subsequent similar request submitted by the same worker if the justification for the reply as regards the situation of the worker remains unchanged.
Member States shall ensure that where an employer is required by Union or national law or collective agreements to provide training to a worker to carry out the work for which he or she is employed, such training shall be provided cost-free to the worker, shall count as working time and,
where possible, take place during working hours.
[Chapter IV: Collective agreements]
[deleted/ chapter title only]
Member States may allow social partners to maintain, negotiate, conclude and enforce collective agreements, in conformity with the national law or practice, which, while respecting the overall protection of workers, establish arrangements concerning the working conditions of workers which differ from those referred to in Articles 7 to 11.
1. Member States shall ensure that, where a worker has not received in due time all or part of the documents referred to in Article 4(1) or Article 5 at least one of the following systems shall apply:
(a) the worker shall benefit from favourable presumptions defined by the Member State.
[…] Employers shall have the possibility to rebut the presumptions; or
(b) the worker shall have the possibility to submit a complaint to a competent authority or body and receive adequate redress in a timely and effective manner. […]
2. Member States may provide that access to the systems referred to in paragraph 1 is
subject to the notification of the employer and the failure of the employer to provide the missing information in a timely manner.
Member States shall ensure that workers, including those whose employment relationship has ended, have access to effective and impartial dispute resolution and a right to redress […] in case of
infringements of their rights arising from this Directive.
Member States shall introduce measures necessary to protect workers, including workers who are workers' representatives, from any adverse treatment by the employer or adverse consequences resulting from a complaint lodged with the employer or from any […] proceedings initiated with the aim of enforcing compliance with the rights provided for in this Directive.
3. Member States shall take the necessary measures to ensure that, when workers referred to in paragraph 2 establish, before a court or other competent authority or body, facts from which it may be presumed that there has been such dismissal or its equivalent, it shall be for the respondent to prove that the dismissal was based on grounds other than those
5. Member States need not apply paragraph 3 to proceedings in which it is for the court or other competent authority or body to investigate the facts of the case.
Member States shall lay down the rules on penalties applicable to infringements of […] national provisions adopted pursuant to this Directive or the relevant provisions already in force concerning the rights which are within the scope of this Directive. […] Penalties shall be effective,
proportionate and dissuasive. […]
1. This Directive shall not constitute valid grounds for reducing the general level of
protection already afforded to workers within Member States.
1. Member States shall take the necessary measures necessary to comply with this Directive [by entry into force date + 3 years] […]. They shall immediately inform the Commission thereof.
1a. Member States shall, in accordance with their national law and practice, take adequate measures to ensure the effective involvement of the social partners and to promote and enhance social dialogue with a view to implementing the provisions of this Directive.
2a. Member States shall communicate to the Commission the text of the main measures of national law which they adopt in the field covered by this Directive.
2b. Member States may entrust the social partners with the implementation of this Directive, where the social partners jointly request to do so and provided that Member States take all necessary steps to ensure that they can at all times guarantee the results sought under this Directive.
The rights and obligations set out in this Directive shall apply to all employment relationships by [entry into force date + 3 years]. However, an employer shall provide or complement the documents referred to in Article 4(1), Article 5 and Article 6 only upon the request of a worker
already employed at that date. The absence of such request shall not have the effect of excluding workers from the minimum rights established under Articles 7 to 11.
By [entry into force date + 8 years], the Commission shall, after consulting the Member States and the social partners at Union level and taking into account the impact on micro, small and medium sized
enterprises, review the application of this Directive and propose, where appropriate,
Directive 91/533/EEC shall be repealed with effect from [entry into force date + 3 years]. References to the repealed Directive shall be construed as references to this Directive.