Translation of "prévoir la charge de travail " (French → English) :

6. Welcomes the proposal to reduce the tax wedge on labour in a budgetary-neutral way; recalls that the average tax wedge between what it costs for an employer to hire a worker and the worker’s real pay is often above 40 % in the EU; believes that shifting the tax burden may enable companies benefiting from these exemptions/reductions to create new jobs or to increase wages; stresses the substantial employment effects of shifting tax from labour to capital and consumption;

6. Notes the significant increase in the workload registered by the administration, relating to the entry into force of the new Statutes; notes with concern the more complicated procedure as regards accredited assistants' missions outside the three places of work and considers that, in spite of a considerable increase in staffing, there are insufficient staff members in the Members' service and the services dealing with assistants and requests, hence, the redeployment by the administration of additional staff in order to cope with the increased workload; requests, moreover, that a comprehensive evaluation covering changes in staff as well as ...[+++] the development of expenditure in all areas concerned be made and forwarded to its competent committees by 30 September 2011 concerning the experience gained of the implementation of the two Statutes following the first full year of their implementation, together with an action plan and an assessment of the financial implications for Parliament's budget, including the provisions to be made for possible extra office space;

7. Notes the significant increase in the workload registered by the administration, relating to the entry into force of the new Statutes; notes with concern the more complicated procedure as regards accredited assistants' missions outside the three places of work and considers that, in spite of a considerable increase in staffing, there are insufficient staff members in the Members' service and the services dealing with assistants and requests, hence, the redeployment by the administration of additional staff in order to cope with the increased workload; requests, moreover, that a comprehensive evaluation covering changes in staff as well as ...[+++] the development of expenditure in all areas concerned be made and forwarded to its competent committees by 30 September 2011 concerning the experience gained of the implementation of the two Statutes following the first full year of their implementation, together with an action plan and an assessment of the financial implications for Parliament's budget, including the provisions to be made for possible extra office space;

Those rules may also provide for exemptions from the obligations laid down in this Regulation, where those obligations would create a disproportionate burden compared to the economic importance of the activity.

Those rules may also provide for exemptions from the obligations laid down in this Regulation where those obligations would create a disproportionate burden compared to the economic importance of the activity and, for the sake of efficiency, such exemptions should be adopted by the management procedure set out in Article 4 of Decision 1999/468/EC.

Social dialogue and worker involvement: progress has been made as regards lifelong learning collective agreements (Belgium, Finland, Germany, Italy and Portugal), equal opportunities aiming at reducing gender pay inequalities (Belgium, Finland, Netherlands and Ireland), at combating race discrimination (France, Denmark and Ireland), at increasing employment of disabled persons (Belgium Italy and Ireland) and at preventing age discrimination (Demark and Austria); health and safety at work collective agreements on the prevention and treatment of stress (Belgium), on well-being and psychological work environment (Denmark) and against the e ...[+++]xcessive workload (the Netherlands); flexibility and work-life balance collective agreements on parental leave (Sweden), on family leave and family-linked working time patterns (Belgium, Greece, Italy, and the Netherlands), on sabbaticals (Finland), on childcare arrangements (Greece, Ireland and the Netherlands), on flexitime and teleworking (Italy, Austria, and Denmark) and on temporary agency workers (Italy and Germany).