Position papers

2023 EDUCATION & TRAINING

Since March 2023, Ceemet has actively contributed to the various initiatives organised by the EU Commission (social partner hearings, meetings, calls for evidence) in order to gather the views of the social partners and other stakeholders on the EU talent pool.

2023 HEALTH & SAFETY

MET companies have already made strides to ensure that workers are protected, having gone beyond what has been proposed at a national level, including on lead. However, in this context, industry needs an evolution, not a revolution. When lowering limit values, we should be lowering them step by step, giving companies time to understand and adjust.

2023 DIGITAL & GREEN TRANSITIONS

MET employers' give their views on Digitalisation and Productivity On 21 March 2023, Ceemet members agree a paper which presents sectoral employers views on the pertinent topic of digitalisation and productivity.

2023 SOCIAL PARTNERS

On 15 March 2023, Ceemet released its position paper on the proposal for a Council Recommendation on strengthening social dialogue in the European Union.

2023 JOINT POSITIONS

The social partners in the European metal, engineering and technology-based (MET) industries have agreed a set of joint conclusions on artificial intelligence (AI).

2023 EDUCATION & TRAINING

On 24 January 2023, Ceemet and ECEG (European Chemicals Employers) organised a joint event on “career guidance in a changing world of work – the case of the MET and chemical industries”. This event that took place in the European Parliamen was hosted by MEP Sylvie Brunet, Renew Europe, France.

2022 JOINT POSITIONS

On 6 December 2022 – Major industry representatives call for a balanced and proportionate approach on the Platform Workers Directive. An automatic reclassification of self-employed into employees must be avoided!

2022 ECONOMIC OUTLOOK

Our sector continues to navigate one of its most challenging periods. Following the COVID-19 Pandemic, which will leave a lasting effect on our sector’s competitiveness, companies are now faced with the reality of war on the European continent. The invasion of Ukraine by Russia, in a post-pandemic world, is creating unforeseen economic consequences for manufacturers. In addition, companies are also managing the twin transition to a greener and more digital economy, spiralling inflation, particularly energy costs, acute labour shortages, a lack of raw materials and in some cases severe supply chain disruption.

2022 EDUCATION & TRAINING

On 9 November 2022, Ceemet adopted its position paper on tackling labour and skills shortages in the MET industries. As all sectors of the economy, the MET industries are facing the double and increasingly aggravated challenge of labour and skills shortages. Whereas skills shortages have been an issue for the MET industries for many years, labour shortages are more of a recent phenomenon.

2022 JOINT POSITIONS

On 21 October 2022, Ceemet joined the whole EU automotive value chain – represented by the European Automobile Manufacturers’ Association (ACEA), the European Council for Motor Trades and Repairs (CECRA), the European Association of Automotive Suppliers (CLEPA), European Tech & Industry Employers (CEEMET) and the European Tyre and Rubber Manufacturers’ Association (ETRMA) – to express concerns that, without significant political action, it will become increasingly difficult to make the case for manufacturing and investments in the EU.

2022 EMPLOYMENT | LABOUR MARKETS

ECEG and Ceemet would like to express a number of political concerns on the (draft) European sustainability reporting standards (ESRS) developed by EFRAG, in the framework of the Corporate Sustainability Reporting Directive (CSRD). This is in addition to the replies they submitted to the consultation process. As stated in their reply to the public consultation, the organisations are extremely critical about three main aspects concerning the standards.

2022 EMPLOYMENT | LABOUR MARKETS

On 23 February 2022, the Commission published its proposal for a Directive on corporate sustainability due diligence. Ceemet is strongly concerned about the negative effects that this Directive will have on European companies in terms of competitiveness as our companies will be in an enormous competitive disadvantage in comparison to third country companies that are not subject to these heavy administrative burdens proposed by the Commission.

2022 HEALTH & SAFETY

Ceemet understands how occupational safety and health (OSH) concerns can be multifactorial, impacted by both work and non-work contributory factors. Workplace mental health, which includes psychosocial risks, is one example of this. It is important to remember that both employers and employees have a shared responsibility under the EU OSH Framework Directive to achieve improvements in OSH conditions. Consequently, efforts to improve OSH standards should not solely rest with the employer, but also with the individual.

2022 EDUCATION & TRAINING

As with all sectors of the economy, the current skills shortages and skills gaps are hindering the competitiveness of European MET industries and thus the creation of quality jobs. Moreover, millions of European MET jobs are in a transformation process, in particular in the automotive industry. MET companies have, therefore, a pressing need to easily find and access the rightly skilled workforce that can support the industries in a smoother transition towards a green and digitalised economy. In this light, the need for up-skilling and re-skilling the workforce is today more relevant than ever. As part of its objectives to support the workforce to up-skill and re-skill and remain employable all along their career, the Commission recommends Member States to adopt a European approach to micro-credentials. Ceemet is convinced that “developing a European approach to micro-credentials” can certainly be an added value tool to support the workforce to be trained on labour market needs and to foster a culture of lifelong learning.

2022 EDUCATION & TRAINING

On 10 December 2021, the European Commission issued a proposal for a Council Recommendation on Individual Learning Accounts. Ceemet fully shares the Commission’s objectives aimed at supporting Member States’ reforms in order to increase participation rates of adults in training, reduce skills gaps and boost individual incentives and motivation to seek training. However, we do not believe that establishing ILAs, as the Commission recommends Member States to do, will be the adequate tool to achieve the above objectives. Above all, we consider that ILAs will not be the solution to increase the motivation of workers to participate in training and to foster labour market relevant training. We also fear that ILAs might not be the adequate tool to address the skills gap as they will not ensure, in our opinion, the market relevance of training

2022 DIGITAL & GREEN TRANSITIONS

As rightly pointed out in the Staff Working Document, the twin transition is expected to affect labour markets in all the industries of the mobility ecosystem. As a result, some parts of the ecosystem will have to face significant labour relocation and the urgent need for re-skilling and up-skilling the workforce. It is therefore crucial to put skills at the heart of this transition pathway, as a cross-cutting issue impacting all sectors of the mobility ecosystem. Indeed, it is well identified that skills shortages are  the major obstacle, today, to the competitiveness of companies belonging to the mobility ecosystem and that this hampers continuously the creation of quality jobs. Having this in mind, Ceemet focuses its comments on skills and, SMEs & financing and on the co-creation process.

2022 ECONOMIC OUTLOOK

Ceemet deplores the ongoing invasion of Ukraine by Russia. After decades of peace in Europe, this tragic situation has brought about the unthinkable. Inevitably, following the beginning of this conflict, we are seeing unforeseen economic consequences play out in front of our eyes. These range from increasing energy costs and high inflation to supply chain problems as well as the numerous drags on economic growth. In this paper Ceemet looks at what the consequences for the MET sector are.

2022 DIGITAL & GREEN TRANSITIONS

The Commission has set the ambitious goals, via the Green Deal, to reach the global climate target of net zero by 2050 and, via the Fit for 55 package, to reduce greenhouse gas emissions to at least 55% below 1990 levels by 2030. To achieve these challenging goals, industry is playing a pivotal role by rethinking, among other issues, supply & value chains. But is equally leads to a deep transformation within the MET sector. However, it must be recognised by policy makers that a transformation of this magnitude takes time to implement. It must be done while safeguarding the global competitiveness and ensuring that European companies can, at least preserve, and ideally increase, their market share in a globalised world.

2022 DIGITAL & GREEN TRANSITIONS

The proposal for a Council Recommendation on ensuring a fair transition towards climate neutrality was released on 14 December 2021. Ceemet had sent its written contributions to the social partner consultation on this matter on 5 November 2021. As of today, this proposed Recommendation is the only proposal that the Commission has made to address the employment and skills dimension of the twin transitions (namely the green transition). For this reason, Ceemet has produced an in depth-analysis of the policy recommendations. Ceemet does not analyse all the policy proposals since some of them touch upon “the social dimension” of the transition (housing for people most affected by the green transition etc)

2022 EMPLOYMENT | LABOUR MARKETS

On 9 December 2021, the European Commission published its proposal for a Directive on improving working conditions in platform work. While Ceemet agrees to the objective to ensure that people working in a platform receive the correct employment status in line with national legislation, we consider that it is not for the EU level to regulate this issue. It should rather be left to the national level as Member States are better suited to take action in this respect.

2022 EMPLOYMENT | LABOUR MARKETS

On 9 December 2021, the European Commission published a set of measures to improve the working conditions in platform work and to support the sustainable growth of digital labour mobility. Within this package, a public consultation on “draft Guidelines on the application of EU competition law to collective agreements regarding the working conditions of solo self-employed persons” was also released. Ceemet does not agree that competition rules are changed in order to allow genuine self-employed to bargain their fees and other trading conditions, as these would go against competition law.

2021 SOCIAL PARTNERS

The metal, engineering and technology-based [MET] industries are confronted with one of the greatest skills challenges in modern times. Ceemet and industriAll Europe both strongly believe that robust MET industries rely on a skilled workforce and that vocational education and training is a shared responsibility between employers, workers and public authorities. With millions of European MET jobs being about to be transformed and long-standing skills shortages (e.g. engineers, welders, ICT experts, highly skilled experts) still unsolved, the re-and up-skilling of workers through continuing vocational education and training [CVET] all along their career must urgently be stepped up for all.

2021 HEALTH & SAFETY

With this paper Ceemet comments on the European Commission’s Strategic Framework on Health and Safety at work for 2021-2027. While in principle Ceemet agrees with the aim of the new Strategic Framework, there are some issues with which we are concerned, and further issues which we would like to highlight. These issues we look at in the position paper are: ▪ the EU OSH legislative landscape, ▪ the joint responsibility of OSH, ▪ the implementation, enforcement and consistency of legislation, ▪ the role of the EU in OSH policy, ▪ the chemicals policy, ▪ the digitalisation of industry and ▪ the effectiveness of the Strategic Framework.

2021 ECONOMIC OUTLOOK

The employers of the Tech & Industry provide their sector input for the Annual Sustainable Growth Strategy for 2022.

2021 SOCIAL PARTNERS

The European Commission consulted social partner on a possible action that would address the challenges related to working conditions in platform work. Ceemet submitted its response on to the second phase consultation. In its response Ceemet highlights following 5 areas: employment status in platform work, algorithm management, cross-border issues, collective representation and legal instruments.

2021 EMPLOYMENT | LABOUR MARKETS

On 21 April 2021, the European Commission has adopted the Sustainable Finance and EU Taxonomy package which aims at improving the flow of money towards sustainable activities across the European Union. Part of that package is the revision of the Non-Financial Reporting Directive (NFRD) which is now part of the newly proposed Corporate Sustainability Reporting Directive (CSRD). As the Commission not only proposes to widen to scope of the reporting entities but also to impose an extremely detailed reporting obligation, Ceemet fears that the administrative burden on companies will be significant.

2021 SOCIAL PARTNERS

The Commission initiated a specific consultation of social partners on how to improve sectoral social dialogue. In 5 areas, Ceemet formulates ideas how EU social dialogue could be strengthened. These suggestions build upon the joint position paper with industriAll Europe “How to promote a fit for purpose European sectoral social dialogue" (09.2016) which content remains valid.

2021 EMPLOYMENT | LABOUR MARKETS

Employers of the chemical and metal, engineering and technology-based (MET) industry sectors support the overall Commission’s objectives to promote gender equality and implement the principle of equal pay between men and women at European level. However, they consider that the proposal for a Directive on pay transparency is not the right way forward.

2021 SOCIAL PARTNERS

One year after the outbreak of the COVID-19 pandemic, the European social partners of the metal, engineering and technology-based (MET) industries renew their Pledge to support 1st class apprenticeships throughout Europe. They combine the renewal of the Pledge with a call to Member States to keep apprenticeships on the recovery agenda.

2021 EMPLOYMENT | LABOUR MARKETS

The Commission launched an initiative to define EU competition law’s scope of application, to enable an improvement of working conditions through collective bargaining agreements for i.a. solo self-employed. Ceemet emphasized -once more- that when addressing the collective representation and bargaining of a person working through a platform, a distinction must be made if this person is considered an employee or self-employed.

2021 EMPLOYMENT | LABOUR MARKETS

On 4 March 2021, the European Commission published its proposal for a Directive on pay transparency. Although Ceemet agrees with the aim of the Directive and supports the principle of equal pay between men and women, it believes this proposal is not the way forward. Not only will it fail to reach the intended goal but it will also cause heavy additional administrative burden and costs for companies. Moreover this proposal is a far-reaching intrusion on the autonomy of social partners and it disregards well-functioning social systems and measures in place in the Member States

2021 EDUCATION & TRAINING

Individual Learning Accounts (ILAs) are set to be part of a Commission proposal for the Council in November/December 2021 based on the outcomes of public consultations. In this 1st phase response Ceemet explains why ILAs might not offer the adequate solution to address the objectives and barriers mentioned in the consultation document.

2021 EMPLOYMENT | LABOUR MARKETS

Platform work is a growing phenomenon and the use of platform work, accelerated with the outbreak of the COVID-19 pandemic. Platform work creates new opportunities for workers, self-employed, business and customers, including new jobs and income for those who have difficulties in accessing the traditional labour markets, increased flexibility and autonomy. And although platform work creates opportunities, it also comes along with challenges. For Ceemet the most efficient way to respond to these challenges lies at national level, considering the specificities of national labour markets and industrial relations.

2021 BREXIT | FUTURE RELATIONSHIP

Following months of demanding negotiations and years of political back and forth, in December 2020 the EU and the UK reached an agreement on the terms of their new relationship. The Metal, Engineering and Technology-based (MET) industries welcomed this unprecedented agreement and while it provides for simplified access for both the UK and the EU to each other’s markets, there are many aspects of the agreement which fall short of what our sector requires.

2021 EMPLOYMENT | LABOUR MARKETS

At EU level, discussions are ongoing regarding a possible EU legislation on due diligence. In this respect, the Committee of Legal Affairs (JURI) in the European Parliament adopted the “Wolters report” which comprises a Directive on corporate due diligence and corporate accountability. With this report, the JURI Committee calls on the European Commission to present legislation in this respect. The Commission already announced last year a legislative proposal in its work programme for 2021. As EU based companies already comply with existing legislation laying down the rules on Corporate Social Responsibility, human rights and good governance, Ceemet sees no need to propose additional legislation on this matter.

2021 EMPLOYMENT | LABOUR MARKETS

On 28 October 2020, the European Commission published its proposal for a directive on adequate minimum wages. Ceemet considers that there is a lack of legal basis to issue a proposal for a directive on wages and believes this proposal to be a far-reaching intrusion on the autonomy of social partners.

2020 ECONOMIC OUTLOOK

The Metal, Engineering and Tech-based (MET) industries have experienced an unprecedented crisis in recent months. Huge numbers of workers are in short term unemployment and the number of jobs that are in danger of being lost is substantial. With the European Commission's ASGS strategy being published, this position paper takes stock and looks forward.

2020 EMPLOYMENT | LABOUR MARKETS

The reply provides the answers of industries represented by Ceemet on the European Commission second phase social partner consultation under Article 154 TFEU on a possible action addressing the challenges related to fair minimum wages.

2020 BREXIT | FUTURE RELATIONSHIP

As the EU and UK will remain important economic partners, given history, proximity and the degree of existing integration, it is crucial to get the balance right in the upcoming negotiations on the future relationship. In particular Ceemet members want to see 10 points considered.

2020 EMPLOYMENT | LABOUR MARKETS

The reply provides the answers of the industries represented by Ceemet on the European Commission's 1st phase social partner consultation under article 154 TFEU on a possible action addressing the challenges related to fair minimum wages.

2020 EDUCATION & TRAINING

Ceemet welcomes the possibility of contributing to the debate on the update of the Skills Agenda. The majority of the initiatives add value to the debate on skills, but would have more effect if they had been better coordinated.

2019 BREXIT | FUTURE RELATIONSHIP

Ceemet has been clear since the outset about our key priorities for the European Technology and Industry sector to ensure a smooth exit for the UK from the EU. This report explores four priorities providing background and setting our specific recommendations for the future relationship between the EU and the UK.

2019 ECONOMIC OUTLOOK

Economic growth continues in some Member States, however at a slower pace, indicating that there are economic clouds on the horizon. This highlights the need for continued reforms of EU labour markets ensuring adequate links between the education systems and those labour markets, which need better support to ensure the digital transformation.

2019 SOCIAL PARTNERS

After the European Parliament elections delivered their results and at a time of ongoing discussions on the composition and political priorities of the future European Commission, industriAll Europe and Ceemet recall their demands in the area of skills, education and training for the upcoming legislative term.

2019 EMPLOYMENT | LABOUR MARKETS

On 13 December 2016, the European Commission published its proposal for a revision of Regulation 883/2004 on the coordination of social security systems and Regulation 987/2009 laying down the procedure for implementing Regulation 883/2004. Labour mobility is essential for the Metal, Engineering and Technology-based industries (MET) and is a strong asset of the Single Market. Therefore, Ceemet welcomes the European Commission’s proposal in general. In this position paper, Ceemet focusses on labour mobility, and more in particular posting – or sending – of workers.

2019 EDUCATION & TRAINING

A highly skilled mobile workforce is the basis for an internationally competitive industry that provides quality jobs. Ceemet and its members will support the European Commission’s ambition to work towards a European Education Area (EEA). Investing in people and their education and removing the obstacles that hinder (learning) mobility across Europe should be a shared goal of all stakeholders.

2018 SOCIAL PARTNERS

The Pillar is proclaimed and has a non-binding nature. Delivering on the principles of the Pillar is primarily a responsibility of national governments, of public authorities and of Social Partners at all levels. With its trade union counterpart industriAll Europe, Ceemet underlines 9 principles to contribute to the debate.

2018 SOCIAL PARTNERS

The ongoing inflow of people seeking refuge, fleeing poverty, war and persecution is posing a number of challenges to our societies in Europe. Global migration is by no means a new phenomenon. It is an inherent feature of the 21st century. Migrants regardless of their motivation to seek refuge in the EU have to be humanely and responsibly treated. IndustriAll Europe and Ceemet formulated 6 focus points. They cover topics of cooperation between stakeholders, access to education and respect for the principle of equality of opportunity and treatment between national and migrant workers.

2018 EDUCATION & TRAINING

As employers of the Metal, Engineering & Technology-based industries, representing the biggest manufacturing industry in Europe, Ceemet is convinced that a good education policy including excellent Vocational Education and Training (VET), that meets the labour market needs is also key to an effective and sustainable social policy. With this paper, Ceemet seeks to actively shape the future of VET.

2018 HEALTH & SAFETY

The European Commission published on 5 March 2018 its conclusions on the 2nd REACH Review. It which prioritised the REACH-OSH interface as one of the four issues requiring the most urgent action. Ceemet welcomes the Commission’s suggestion that the interface between REACH and OSH legislation calls for systemic solutions to address the main overlaps and discrepancies between the two legislative frameworks.

2018 COMPETITIVE INDUSTRY

Ceemet has drafted a 10 Point Plan for turning today’s and tomorrow’s challenges into opportunities. It lays the groundwork for a facts-based discussion offering ideas from European Tech & Industry employers. It eventually is about why Europe needs industry and why industry needs Europe even more.

2018 HEALTH & SAFETY

Ceemet reacted to the Commission's proposal for a 3rd amendment to Directive 2004/37/EC on the protection of workers from the risks related to exposure to carcinogens or mutagens at work (CMD). It aims to add occupational exposure limit values for five substances. Until now, there have been two amendments to this directive, and with more promised, it is crucial to ensure the best outcome in this process for both employers and workers.

2018 EMPLOYMENT | LABOUR MARKETS

The Commission published its proposal for a Directive on transparent and predictable working conditions in the EU. The revision follows a REFIT evaluation that aims to make EU law simpler. Ceemet expected a modernised EU Directive which would remove red tape and increase transparency. Unfortunately the opposite is true.

2017 HEALTH & SAFETY

Ceemet particularly welcomes the focus of the Communication on sharing of best practice, simplifying and reducing administrative burden while maintaining workers' protection and the focus on the culture of compliance in companies. However, the Commission missed the opportunity to make improvements to the existing regulatory regime by removing duplication and outdated provisions.

2017 EMPLOYMENT | LABOUR MARKETS

The European Pillar of Social Rights aims at re-establishing the connection between the EU and its citizens and is a reaction to the challenges the EU has been facing. Ceemet is unconvinced that this is the right answer to what is actual needed: an increased international competitiveness that ensures more jobs, growth and prosperity within the EU.

2017 EMPLOYMENT | LABOUR MARKETS

This position paper only focuses on labour mobility of economically active persons, and more in particular posting – or sending – of workers. It does not comment on the proposed changes regarding the coordination of specific social security benefits, notably long-term care benefits, unemployment benefits, social benefits and family benefits. Nevertheless, Ceemet agrees with the changes proposed by the Commission and welcomes the legal clarification.

2017 EMPLOYMENT | LABOUR MARKETS

The Commission launched its initiative to support work-life balance for working parents and carers. The initiative, besides non-legislative actions, includes a new Directive on work-life balance for parents and carers. Ceemet favours greater support, not legislation, for the progress already made by MET sector social partners.

2017 EMPLOYMENT | LABOUR MARKETS

The Commission launched within the framework of the European Pillar of Social Rights a first phase social partner consultation on a possible action addressing the challenges of access to social protection for people in all forms of employment in the framework of the European Pillar of Social Rights.

2017 EMPLOYMENT | LABOUR MARKETS

The Commission launched within the framework of the European Pillar of Social Rights a first phase social partner consultation on a possible revision of the Written Statement Directive. The aim is to consult the social partners on a possible revision to improve the effectiveness of the Written Statement Directive and on a possible broadening of its objectives.

2017 SOCIAL PARTNERS

Ambitious Vocational Education & Training (VET) policies are essential. Companies of all sizes and workers have to keep up with the skills development that is required for the Metal, Engineering & Technology-based (MET) sector to remain innovative, competitive and sustainable. Therefore, Ceemet and industriAll Europe are calling for a responsive VET system.

2017 EDUCATION & TRAINING

Ceemet welcomes the objectives of the New Skills Agenda for Europe to ensure that the right skills are available within the EU labour force. We share the Commission’s view that there is a need to increase the level of basic skills in Europe, that Vocational Education and Training (VET) should be a first choice and that digital skills are of crucial importance. However, we have reservations with some of the tools proposed to attain these objectives, e.g. Upskilling pathways: New Opportunities for Adults, formerly known as the Skills Guarantee.

2016 SOCIAL PARTNERS

Joint views on adaptability and flexible forms of employment developed by the “Competitiveness & Employment” working group of the Metal, Engineering and Technology-based (MET) sectoral social dialogue committee.

2016 EMPLOYMENT | LABOUR MARKETS

It is important to acknowledge that the EU already today has a strong social dimension. Considering the current lack of support for the EU from its citizens the focus should be on how to make EU citizens aware of this existing social Europe and how to inform EU citizens of the advantages of a highly competitive Single Market. Therefore, is the European Pillar of Social Rights (EPSR) really the correct answer to the current climate and the changing world of work?

2016 EMPLOYMENT | LABOUR MARKETS

As stated in Ceemet's reply to the 1 phase social partner consultation, it fully supports the general objective to increase the participation of women in the labour market. However, the observations of the employers’ organisations within the framework of this first phase consultation appear to not have been taken into account by the Commission. A sufficient framework already exists at EU level.

2016 SOCIAL PARTNERS

From its start, the Juncker Commission has highlighted the importance of a well-functioning Social Dialogue and took an initiative to relaunch Social Dialogue. Ceemet and industriAll Europe are in general supportive of the “A New Start for Social Dialogue” statement. Representing the biggest industrial sector, both want to set out their views about sectoral social dialogue and what we consider are the pre-requisites for a well-functioning, efficient, value-adding sectoral social dialogue at EU level.

2016 HEALTH & SAFETY

The Commission aims to add or revise occupational exposure limits for a number of substances by amending annexes one and three of the Directive. While Ceemet welcomes the revision of this Directive and see its benefit as a method to protect workers from exposure to carcinogens and mutagens, there are a number of factors with which we take issue in its construction.

2016 EMPLOYMENT | LABOUR MARKETS

The Commission has stated that the proposed revision to the Posting of Workers Directive (96/71/EC) intends to “address unfair practices and promote the principle that the same work at the same place should be remunerated in the same manner.” However, Ceemet believes that there are existing opportunities for improving the implementation and enforcement of the Posting Directive that do not require any revision, particularly one as substantial as that proposed on 8 March 2016. Instead, the proposed revisions will create unintended barriers to the free movement of services. They would hinder, not promote labour mobility across the EU.

2015 EMPLOYMENT | LABOUR MARKETS

In the social partner consultation, Ceemet expresses its fully support the general objective to increase the number of women in the labour market. However, there is no need for legislative action to revise existing EU Directives, nor to create legislation on other forms of leave. The current directives provide for adequate EU level minimum standards.

2015 EMPLOYMENT | LABOUR MARKETS

The Commission published their proposals for deepening European Monetary Union (EMU) and Ceemet wonders, are we on the road to a European wage coordination?

2015 JOINT POSITIONS

As part of its REFIT programme that aims at cutting back legislation, the Commission wants to consolidate 3 EU Directives on the information and consultation of workers. EU employers ask the Commission not to pursue this initiative, which would have no effect in reducing red tape, and would result in a harmful impact on companies.

2015 EDUCATION & TRAINING

Ceemet welcomes the Vocational Education & Training (VET) strategy that was agree in Riga. It re-focuses of the medium-term deliverables in VET, stressing the necessity of excellence in VET. But Ceemet minds to be cautions against pushing apprenticeships as a panacea for youth unemployment.

2015 EMPLOYMENT | LABOUR MARKETS

The Commission started in the context of its REFIT programme that aims at cutting back legislation, to consolidate 3 Direction related to Information & Consultation of workers.

2015 HEALTH & SAFETY

The Working Time Directive sets out minimum rules for the protection of workers. It is a health and safety measure which has over time done little to either clarify or simplify the law. Employers have found many practical solutions to the problems which the directive has caused, but at a cost to them. Ceemet members do not seek a revision of the Directive, but out of pragmatism, look ahead to future developments and what these might mean for Europe’s manufacturing employers.

2015 COMPETITIVE INDUSTRY

Ceemet calls for the swift delivery of a sustainable Transatlantic Trade & Investment Partnership (TTIP)

2015 HEALTH & SAFETY

Ceemet outlines in this position paper its priority policy recommendations regarding the new EU Strategic Framework on Health and Safety at Work 2014-2020 and the Commission’s ongoing evaluation of all existing EU occupational safety and health (OSH) legislation.

2014 COMPETITIVE INDUSTRY

Commission President Juncker’s planned a €300 bn investment package to support achieving the new commission priorities for jobs, investment and growth. The package will be key to strengthening Europe’s competitiveness. There is now a consensus that Europe needs a new model of growth, with a more sustainable balance between consumption and industrial production. This better balanced and lasting growth must be underpinned by industry and will rely on innovation, trade and, crucially, investment which cannot any longer be based on increasing debt.

2014 HEALTH & SAFETY

Ceemet has chosen to not comment in detail on the transposition and implementation of the Directive at Member State level. Instead, Ceemets views concern issues that are related to the EU Directive and not to national transposition and are set out in the response to question five.

2014 COMPETITIVE INDUSTRY

The Commission launched a public consultation on the implementation of its Corporate Social Responsability (CSR) policy. Ceemet responds to respond to the consultation by commenting and assessing the Commission’s CSR strategy and the followed actions.

2014 EMPLOYMENT | LABOUR MARKETS

The Commission’s proposal to revise the activities and supervision of Institutions for Occupational Retirement Provision (IORP) is overly burdensome for employers and with no real benefits for employees.

2014 HEALTH & SAFETY

Employers in the Metal, Engineering and Technology based industry (MET) sector understand how Occupational Safety and Health (OSH) concerns can be multifactorial, impacted by both work and non-work contributory factors. Workplace mental health which includes psycho-social risks is one example.

2014 HEALTH & SAFETY

Ceemet believes that any Occupational Safety & Health strategy should be postponed until the Commission completes its evaluation and review of the existing OSH legislation.

2014 COMPETITIVE INDUSTRY

Ahead of the meeting with Heads of State and Government, Ceemet expresses its support for the ambitious "Mission Growth" goal of bringing industry's contribution to GDP to 20% by 2020.

2014 HEALTH & SAFETY

It is essential that EU policy makers adopt a universal and holistic approach to the management of chemicals. This means coordinating the interaction between requirements for the environment, health and safety, major hazards, storage, use and transportation.

2013 EMPLOYMENT | LABOUR MARKETS

The Commission published its Communication on the Social Dimension of the Economic and Monetary Union (EMU) aiming to deepen social integration of the EMU. It makes a link between the economic and labour market reforms and “the social implications of these reforms that are necessary to boost jobs, growth and enhance competitiveness”. But it are Member States that are responsible for the running and financial sustainability of their chosen social policy models.

2013 EDUCATION & TRAINING

Ceemet welcomes Commission ́s renewed efforts to speed up and catalyze education reform, but stresses the need to properly involve industry representatives and warns against oversimplifying benefits of dual systems.

2013 EMPLOYMENT | LABOUR MARKETS

The Commission’s new proposal to review the accounting Directives (78/660/EEC & 83/349/EEC) regarding disclosure of non-financial and diversity information by certain large companies and groups is counterproductive. The initial definition and the essence of corporate social responsibility (CSR) is its voluntary nature. Therefore, an obligation for disclosure of non- financial information is in contrast to the spirit of CSR.

2013 HEALTH & SAFETY

Ceemet welcomes the opportunity to put forward the Metal, Engineering & Technology-based (MET) industries' views on the 2007-2012 EU OSH strategy and future direction.

2013 SOCIAL PARTNERS

Ceemet & industriAll Europe welcome the Commissions renewed efforts to speed up and facilitate education reform, but stress the need to properly involve sectoral and local level social partners and caution against oversimplifying benefits of dual systems.

2013 JOINT POSITIONS

The EU Council is set to pave the way on how to move forward to achieve the 20% of GDP industrial share target, proclaimed by the Commission Communication “A Stronger European Industry for Growth and Economic Recovery”. Ceemet and ORGALIME refer to its joint Manifesto to achieve the objectives.

2013 JOINT POSITIONS

In connection with the Trialogue process underway, a broad industry alliance wishes to present our view relating to the transposition date of the new ElectroMagnetic Fields (EMF) Directive.

2013 SOCIAL PARTNERS

EU interference in wage setting lacks legal basis, ignores social partners’ autonomy and is opposite of what industry needs to bring Europe out of the crisis. The EU must rather look more into aspects of improving international competitiveness of manufacturing industry and do so with an improved, transparent procedure of social partner involvement, in particular from the sector level. IndustriAll Europe, Ceemet, ECEG and EURATEX are the EU recognised social partner organisations for their respective sectors.

2013 EDUCATION & TRAINING

While much of the discussion on Continuing Education & Training (CET) centers on increasing uptake, Ceemet would like the debate to focus more on the impact of CET. The Metal, Engineering and Technology-based (MET) industry is a key driver of Europe’s economy and skilled and motivated people are pivotal in keeping manufacturing innovative and competitive. It is therefore absolutely essential that CET supports growth and jobs. It will only do so if better understood and targeted to the needs of the labour market and learners.

2013 COMPETITIVE INDUSTRY

Ceemet welcomes the aim of the General Data Protection Regulation (GDPR) initiative to uniform rules on data protection throughout Europe, in order to ensure a high degree of data protection for individuals and overcome barriers to the movement of personal data. However, the overly detailed employer obligations will create more administrative burden and compliance costs for companies without a proportionate privacy benefit.

2013 JOINT POSITIONS

This statement on the proposed revision of the Electromagnetic fields (EMF) Directive is presented by the following bodies representing industries that will be impacted by the requirements of the revised EMF Directive: ACEA (automobile manufacturers), BNE (broadcasting), Ceemet (manufacturing), CLEPA (automotive suppliers), ENTSO-E (electricity transmission), EURELECTRIC (electricity), Euro Chlor (chlorine production), EBU (broadcasting), EWA (welding), ORGALIME (mechanical, electrical, electronic and metallic engineering).

2012 EMPLOYMENT | LABOUR MARKETS

Ceemet replied to the Commission staff working document and consultation on “Transnational company agreements: realising the potential of social dialogue”. An exchange of experience among companies with Transnational Company Agreements (TCA) could be useful to support those companies who are interested in these agreements in addition to Commission support in maintaining the existing database, which is a good tool.

2012 SOCIAL PARTNERS

Following social dialogue meetings in 2011 and 2012, trade union and employers developed a joint view on how to increase the ability of companies and their workforces to meet the challenges of adaptability and flexible forms of employment and adapt to change.

2012 EMPLOYMENT | LABOUR MARKETS

Ceemet underlines the importance of the EU’s Europe 2020 strategy and new Economic Governance in restoring international competitiveness and economic growth in Europe. However, Metal, Engineering & Technology-based (MET) industrie representative insists though that the European institutions must respect the autonomy of social partners / employers and workers and does not intervene with wage setting at any level.

2012 SOCIAL PARTNERS

Revision of Institutions for Occupational Retirement Provision (IORP) Directive must not lead to higher costs and shrinking occupational pensions. Ceemet, ECEG and industriAll Europe publish a joint statement on the planned initiative on IORP within the context of the White Paper on “an agenda for adequate, safe and sustainable pensions”. All three believe that it is unnecessary to change the regulation.

2012 HEALTH & SAFETY

Ceemet has been following closely the ongoing work concerning a review of the electromagnetic fields (EMF) Directive, in order to make it proportionate and workable. Whereas some progress has been achieved over the last few months, the Metal, Engineering and Technology-based (MET) industry employers consider that there is still room for improvement in the body of the Directive as well as in the exposure limitation system as defined in the annexes.

2012 EMPLOYMENT | LABOUR MARKETS

Ceemet has learned that the European Parliament is discussing a possible resolution under article 225 TFEU, recommending that the Commission should propose a directive on “Information and consultation of workers, anticipation and management of restructuring”. Therefore, Ceemet is deeply concerned by both the procedure of the Parliament with regard to the proposal and the contents of the proposal itself.

2012 EMPLOYMENT | LABOUR MARKETS

In its reply, Ceemet stated that it does not support a quota for women in boards and believes in a voluntary company code of conduct/ agreements concerning gender balance in corporate boards. Member States could do much more to enable the natural evolution of increase in women participation in the labour market, certain industry sectors such as Metal, Engineering and Technology-based (MET) industries and finally increased presence in corporate board.

2012 JOINT POSITIONS

Employers organisations Ceemet, ECEG and EURATEX welcome the positive overall approach of the Commission to the necessity of restructuring for companies to be able to adapt to continuous change in the economy and society.

2012 EMPLOYMENT | LABOUR MARKETS

Concerns reflected in the White Paper are broadly shared across Europe. Ceemet agrees that well-functioning pension systems are extremely important to the stability of public finances and that pension reforms may be necessary. However Ceemet does not support all the solutions outlined by the European Commission and strongly questions the initiatives in the field of occupational pensions announced in the White Paper.

2012 EMPLOYMENT | LABOUR MARKETS

Employment policies are essential to support growth. Ceemet welcomes the employment package as it acknowledges the necessity to promote enabling conditions for job creation. The European Commission rightly highlights the need for labour market reforms to adapt to longer-term structural transformations affecting Europe's relative competitiveness in the global economy.

2012 EMPLOYMENT | LABOUR MARKETS

Against the background of the importance of the topic Ceemet welcomes the opportunity given with the Green paper on “Restructuring and anticipation: what lessons from recent experience” to share its views on some of the questions raised in the latter. In its response Ceemet will comment primarily on issues which are of particular importance for the Metal, Engineering and Technology-based (MET) industries.

2012 EMPLOYMENT | LABOUR MARKETS

2012 provides a unique opportunity for the EU to raise the ambition of its Smart Regulation agenda and better align it with the overriding imperative of driving stronger economic growth. Ceemet strongly supports the EU’s Smart Regulation agenda. In these challenging economic times, Europe needs to send out a clear message that it is open for business.

2011 JOINT POSITIONS

After several years of extensive consultation with stakeholders and Member States, while it still includes areas which present problems for different sectors of industry, some good progress had been achieved with the Commission’s proposal of 14 June. This is notably in terms of simplification and additional flexibility, which should be retained.

2011 EMPLOYMENT | LABOUR MARKETS

Ceemet welcomes the Commission initiative to exchange information and views related to the relatively recent phenomenon of Transnational Corporate Agreements (TCAs), with different stakeholders and interested parties. However, it feels that the draft working paper presented by the Commission fails to reflect the fact that no common understanding of a TCA has so far existed.

2011 HEALTH & SAFETY

While some of the changes in the Presidency Compromise Proposal are welcome, Ceemet believes that it does not solve the remaining issues in the Commission’s proposal (compliance with non-measurable values). It would complicate further the situation for Metal, Engineering and Technology-based (MET) companies by removing the relative flexibility that is provided in the commission’s proposal with the distinction of health and safety effects especially when it applies to low frequency range.

2011 HEALTH & SAFETY

Over the past years, Ceemet has been preparing for a review of the Electromagnetic fields (EMF) Directive, in order to make it proportionate and simple. Whereas some progress has been achieved, we are still concerned that the proposed Directive may unintentionally prohibit processes that do not cause adverse physical effects. The Directive has to be workable.

2011 EDUCATION & TRAINING

In the context of a globalized economy, there is consensus on the fact that only high value-added business strategies based on high value-added products, services and solutions are sustainable for European industry. Against this background, the importance of the education sector and the Higher Education (HE) sector in particular for a robust, sustainable industry must not be underestimated.

2011 JOINT POSITIONS

Ceemet and Orgalime wrote to DG EMPL Director General Koos Richelle in the context of the possible adoption -in the near future- of the draft proposal for a revised directive on protecting workers' from exposure to electromagnetic fields (EMF).

2011 EMPLOYMENT | LABOUR MARKETS

Ceemet replied that a revision of the Directive was not desirable as it would risk undermining the balance and solutions found at national and local level notably through collective agreements. It is at national level that efforts need to be made to allow the optimal utilisation of the potential flexibility that exists in the Directive and to leave to social partners the necessary room for manoeuvre to combine companies’ and employees’ needs for flexibility in working time organisation. After closing the first stage consultation, the Commission concluded that a revision was unavoidable.

2011 COMPETITIVE INDUSTRY

The Commission Communication with 50 proposal aims to relaunch the single market and make full use of its potential. Ceemet is convinced that the European Single Market is a success story that must be supported by all actors.

2011 EDUCATION & TRAINING

The Commission launched the flagship initiative by setting out 13 key actions aimed at reforming labour markets, upgrading skills and matching them with market demand. Ceemet welcomes the target to achieve by 2020 an employment rate for women and men of 75 % for the 20-64 years age group and agrees that the fact that the New Skills and Jobs Agenda reiterates the importance of strengthening flexicurity policies, recognises their positive effects during the crisis and proposes reinforcing its four components.

2010 SOCIAL PARTNERS

This publication bundles the experiences and actions undertaken by Ceemet and EMF members to attract and lead people to MET industry jobs.

2010 SOCIAL PARTNERS

The statement is social partners' contribution to strengthen the industrial base to realize the "Europe 2020" strategy and further develop social partnership.

2010 EDUCATION & TRAINING

Skills shortages can be overcome by a joint effort. All stakeholders should together do its fair share to close the skills gap an keep Europe's industry competitive.

2010 EDUCATION & TRAINING

Ceemet welcomes the overall positive messages regarding Vocational Education & Training (VET) included in the communication on “A new impetus for European cooperation in Vocational Education and Training to support the Europe 2020 Strategy”. While the European Commission acknowledges the role it can play in facilitating cooperation and encouraging modernisation and greater uptake of VET (both iVET and CVET), it also rightly underlines that this role is mainly to support and supplement the work of national governments and stakeholders.

2010 HEALTH & SAFETY

Ceemet is committed to improving the management of risks to health and safety and so further protecting employees from harm. Not only is it morally the right thing to do, but it also represents good business. Ceemet fully recognise the responsibility of employers to provide safe working conditions and protect their employees from harm. Action taken by employers over the years has greatly reduced accident and ill health rates in manufacturing industry. With its members, Ceemet is committed to promoting further improvement.

2010 HEALTH & SAFETY

Ceemet welcomes the European Commission’s consultation and its willingness to look again at a wide range of issues in the original directive that created serious problems for industry. These need to be fully addressed to result in proportionate and efficient protection.

2010 EMPLOYMENT | LABOUR MARKETS

Acknowledging that fundamental changes have occurred in the world of work over the last 20 years, the Commission has invited the social partners to reflect broadly on the kind of working time regulation the EU will need in order to cope with the challenges of the 21st century.

2009 EDUCATION & TRAINING

For companies it is essential to have a highly skilled, committed and adaptable workforce. Against this background, Ceemet sees in “learning mobility” an important tool contributing to: the preparation for mobility of workers and the development of important soft skills (language, culture, adaptability) which are important in a globalised, technologically fast-paced industry.

2009 HEALTH & SAFETY

Ceemet is committed to the overall goals of the proposal. However, the employers consider that the changes set out in the Commission’s proposal would have an adverse impact on many European companies, without necessarily improving the reconciliation of professional, private and family life for pregnant and breastfeeding women. This is because the Commission’s proposed changes to the duration of maternity leave, when this leave can be taken and the level of maternity pay as well as changes to associated employment rights will result in increased costs and administrative burdens for many European employers.

2009 HEALTH & SAFETY

The Directive 2004/40/EC on the minimum health and safety requirements regarding the exposure of workers to the risks arising from physical agents (electromagnetic fields) was ill conceived and would have had unintended adverse effects on our sector. Therefore Ceemet welcomes the review of the Directive and hope it will address the Metal, Engineering and Technology-based (MET) industries' concerns.

2009 HEALTH & SAFETY

Simplification of EU legislation as part of the “better regulation” agenda is a necessity. However, merging two directives into one does not necessarily imply real simplification or improvement of legislation. In Ceemet's view, simplification should lead to coherent and accurate legislation which is easier to understand and to implement.

2008 SOCIAL PARTNERS

Dialogue between the social partners at sector level can contribute to improving the economic and business environment that supports the development of competitive and profitable companies in the best possible way, thus also helping to promote sustainable employment and conditions in the industry sector. Ceemet therefore finds it unacceptable and irrelevant that the Consultation on European sector social dialogue was open to the general public and not exclusively addressed to the parties involved, i.e. the social partner organisations.

2007 EMPLOYMENT | LABOUR MARKETS

Ceemet welcomes the statement in the Commission’s Communication that the focus should shift from job security to employment security and that a better balance between rights and responsibilities is needed. However, the Flexicurity debate will only have a very limited effect if it is simply reduced to a discussion on the right balance between flexibility and security, between costs and benefits as well as between rights and obligations. Employment and working conditions always represent, to a certain extent, a point of balance resulting from discussions and negotiations between stakeholders.

2007 JOINT POSITIONS

Ceemet & Orgalime are seeking a complete review of the European Physical Agents Directive on Electromagnetic Fields (EMF), in line with the agenda for better regulation in Europe. both associations are not aware of any evidence base to confirm that exposure to EMF, at the levels likely to be associated with non-specialist working environments, causes harm to people. Therefore additional legislation to control exposure is unnecessary.

2007 EMPLOYMENT | LABOUR MARKETS

Ceemet welcomes the launch of a debate on the modernisation of labour law to meet the challenges of the 21st century. According to the Commission, the Green Paper “looks at the role labour law might play in advancing a “flexicurity” agenda”. Labour law has traditionally been aimed at protecting employees and, in general, contributes to considerable “security” of employment. Reading the Green Paper, Ceemet has the impression that the broad concept of “flexicurity” is still overemphasizing “security”-related aspects to the detriment of the “flexibility” approach.

2007 EDUCATION & TRAINING

Ceemet supports the objectives of enhanced mobility and improved transparency of qualifications and welcomes a concept promoting the “learning outcomes” approach as described in the consultation document. However considering the number of questions raised by the concrete implementation of European Credit system for Vocational Education and Training” (ECVET), Ceemet believes it is crucial that beforehand pilot projects and studies on ECVET are conducted and that their results are accessible and thoroughly discussed.

2007 EDUCATION & TRAINING

Ceemet welcomes the main goals of the European Qualifications Framework (EQF), namely a greater transparency and improved comparability of the qualifications in the different European vocational and higher education systems. However, Ceemet would like to underline that the EQF can only be of indicative and voluntary nature.

2006 SOCIAL PARTNERS

Ceemet considers that the trend towards more flexibility in and the greater decentralisation of collective bargaining arrangements that are now evident in many EU Member States is in sharp contrast to the Commission’s idea of establishing a framework for transnational collective bargaining. In the important area of collective bargaining, which is the core activity of many of our national member organisations and which reflects their different industrial relations histories and cultures, particularly in the enlarged European Union, such an intervention would be totally inappropriate.

2006 COMPETITIVE INDUSTRY

Ceemet welcomes the Commission Communication “Implementing the Community Lisbon Programme: a policy Framework to strengthen EU manufacturing - towards a more integrated approach for industrial policy”. Industrial policy does not normally fall within the remit of Ceemet. However, since several topics in the Communication refer to social policy related issues, Ceemet feels that it should respond to this Communication focusing only on initiatives announced by the Commission which have a link with social matters.

2005 EDUCATION & TRAINING

Ceemet wonders if there is truly a need for an European Qualifications Framework (EQF) for lifelong learning. For companies, it is the transparency and the comparability of occupational qualifications of employees which are more important.

2005 EMPLOYMENT | LABOUR MARKETS

Ceemet welcomes the generally positive introduction of the Communication that it is vital for companies to adapt to change. And although it is necessary to accompany these changes in such a way as to ensure that their effects on employment and working conditions are as short-lived an limited as possible, Ceemet does not fully support the measures that are being proposed by the Commission to achieve this objective.

2005 EMPLOYMENT | LABOUR MARKETS

Ceemet welcomes the fact that the Commission reaffirms that the sustainable development of Europe is based on “balanced economic growth” which is thus, and Metal, Engingeering and Technology-based (MET) industry employers are sharing this finding, a precondition for “full employment and social progress”. However, in Ceemet’s view, the Social Agenda is very wide-ranging and to a certain extent contradictory. Although we share most of the goals of the Commission, we do not share its ideas of how best to achieve these.

2005 JOINT POSITIONS

Employers’ organisations in Europe recognize that good health and safety management is an essential feature of profitable and sustainable businesses, but the dossier on the minimum health and safety requirements regarding the exposure of workers to the risks arising from physical agents is at odds with the Commission's better regulation principles. Ceemet and Orgalime believe that this Directive places a disproportionate administrative burden and assessment cost on companies without corresponding health benefits. This negative impact will be felt most keenly in the manufacturing sector and even more disproportionately by small and medium sized enterprises.

2004 SOCIAL PARTNERS

Ceemet acknowledges that the ”Partnership for change in an enlarged Europe - Enhancing the contribution of European social dialogue” demonstrates the importance that the Commission attributes both to the enlarged European Union and to social dialogue at Community level. An autonomous dialogue in the appropriate form between the social partners at inter-professional and sector level can contribute to creating a more favourable economic climate and therefore help to improve competitiveness, innovation and growth. This can then lead to improved employment opportunities and enhanced social cohesion.

2004 COMPETITIVE INDUSTRY

The Kok II Report rightly stresses that the disappointing delivery of the European Union and, in particular of the EU Member States to the Lisbon Agenda is due to an overloaded agenda, poor coordination and conflicting priorities. Therefore, the second Kok report concentrates on measures to increase economic growth in the European Union which has become even more urgent because, since the Lisbon Agenda was formulated in March 2000, the general economic situation in the European Union has clearly deteriorated. Ceemet supports the idea of national action plans, although it is not convinced that the Commission's annual reports will have the desired impact.

2004 JOINT POSITIONS

Unlike for electromagnetic fields, there is no scientific uncertainty with regard to the risks for the eye or the skin that derive from exposure to optical radiations. Therefore, the risk assessment is carried out without incorporating additional safety margins by measure of precaution, just as for assessing the risk to have one’s hand cut by a knife, given its sharpness and applied pressure. The manufacturer of a machine tool that emits optical radiation already carries out an adequate risk assessment, which takes into consideration the realistic conditions of use and foreseeable misuse of such a machine by the operator, or make use of existing standards. Ceemet & Orgalime believe that the necessary safety and protective devices and training are provided .

2004 EMPLOYMENT | LABOUR MARKETS

Ceemet expresses its strong support for the UNICE position paper of 4 March 2004 on the Commission’s Communication on the review of the Working Time Directive. Ceemet argues that a range of national and European legislation already protects the health of safety of workers to a high degree and that any new legislation should not introduce new rigidities or administrative burdens, especially for SMEs. Also, the current text of the Directive is already quite detailed and sometimes unduly and unnecessarily confusing, thus leading to some legal uncertainty .

2004 JOINT POSITIONS

Ceemet & Orgalime would like to share their concerns with the members of the European Parliament and suggest some improvements to the Council common position. These comments take into account the amendments proposed by the Rapporteur, Mr. Perez-Alvarez, in his report of 3 February 2004, which was tabled for the Employment Committee meeting of 17 February 2004.