A Just Transition for digitalisation & climate action

Establishing a Just Transition Fund for managing climate change and moving towards a green, low-carbon economy, and to manage digitalisation and automation in a sustainable manner: based on job creation, protection of workers’ rights, skills updating and social protection.
No worker should be left behind by decarbonisation or digitalisation, but instead there should be a just or fair and properly-managed transition.

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Fair pay & work conditions

EU must encourage and support collective bargaining and the role of trade unions. This means

  • Stopping interference from EU institutions that undermines collective bargaining and minimum wage systems;
  • Increasing the number of workers and sectors covered by collective agreements including non-standard work
  • Financial support for capacity building for collective bargaining particularly for sectoral and national bargaining and legal frameworks for delivering strong collective bargaining;
  • Ensuring that public procurement rules promote the right to collective bargaining and privilege tenders from companies that respect collective bargaining;
  • Action for increasing minimum wages and strengthening minimum wage systems, where they exist.
  • Closing gender pay gaps, fighting unfair minimum wages for young workers, and addressing other unfair wage discrimination and social dumping by guaranteeing equal pay for equal work.
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More and better Social Dialogue

Despite the various difficulties that social dialogue is facing currently , negotiations between European employers and trade unions and EU institutions must be kept alive and effective, including the implementation of social partner agreements, and social dialogue should be built up in all member states with the support and encouragement of the EU.

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Social Progress in the EU treaty

A Social Progress Protocol , should be introduced into the treaty establishing the EU at the next Treaty change, to ensure that economic freedoms no longer outweigh social rights in importance in EU rules and practices. This would be social progress at the highest level of the defined purpose of the EU.

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Better EU economic policy

The existing EU annual economic policy-making ‘semester’ (with economic recommendations for each member state) should become and ‘economic and social semester’ with economic and social recommendations that support the aims of the EPSR, and do not undermine it.

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Active support from all EU bodies

We want all EU institutions to respect, support and ensure achievement of the EPSR – including for example the European Court of Justice and the European Central Bank.

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EU laws for enforcing the rights

New EU laws are needed to implement the EPSR.
Some laws are already proposed – such as increasing parental leave, and introducing paid paternal and carers leave – and more need to follow.

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Investment to make the rights real

If there is not fast agreement the discussions will get bogged down, and the political term of the current Commission and European Parliament will run out before any serious legislative implementation can take place.

Money: both member states and the EU must come up with funding to put the rights into practice. We need EU funds in the EU’s next 7 year budget, as well as nat gov funds.

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An Action Plan to deliver the rights

If there is not fast agreement the discussions will get bogged down, and the political term of the current Commission and European Parliament will run out before any serious legislative implementation can take place.

The EPSR risks just being nice words unless it is implemented. The way to start serious implementation is to have an action plan listing the different implementation actions – including legislation.
The EPSR has to be accompanied by an ‘Action Plan’ for implementation including concrete actions and commitments for enforcing each of the 20 principles and rights: this has to include legislative initiatives to give workers new rights and improve the enforcement of existing rights.

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10 Building Blocks