Act 2020: some ideas for reconciliation and equal opportunity A strategic plan of action for the reconciliation and equal opportunities at work.
addition to family policy and the wider policy of modernizing the labor market promoted by the government - decided to support growth, and with it, the amount and quality of female employment - a strategic plan of action for the reconciliation and equal opportunity will be able to bring a unified framework, and make more effective, now a plethora of initiatives at both institutional and fragmented in their communities and business.
Five main lines of action that we have identified and we plan to implement
pragmatically, according to a vision
integrated with the cooperation of all actors involved,
entrusting the task of stimulating, coordinating and monitoring at a "cab Steering shared.
1) The strengthening of services for early childhood care and testing good job for the structuring of private nursing services and personal assistance.
The development of a family model that sees women more active in the labor required to overcome the uneven geographical distribution of services for infants, promoting
consolidation and diversification of supply of creches and also in public administration and workplaces.
To achieve the goal of a meaningful and uniform distribution of local care services and personal assistance - from the early childhood services - government intervention, which competes at the regional level, however, does not seem enough. The roots of
services di cura alla persona quantitativamente e qualitativamente adeguati incidono diversi fattori – legati, principalmente ai costi e alle modalità di utilizzo della forza lavoro – che ne fanno oggi una area deregolamentata ad alto tasso di lavoro nero e di informalità. L’impegno del Governo a favore del terzo settore e della cooperazione si muove nella direzione di un nuovo modello sociale aperto alla comunità e alla valorizzazione delle preziose esperienze già oggi avviate in molte aree del Paese in termini di crescita delle competenze professionali degli operatori del settore e di contrasto al lavoro informale. Per la strutturazione dei servizi di cura e assistenza alla persona riteniamo altresì decisivo investire sull’utilizzo di uno strumento agile come i buoni lavoro della legge Biagi, che uniscono semplicità gestionale dei rapporti di lavoro a una adeguata tutela previdenziale e assicurativa degli operatori del settore entro limiti prestabiliti di compensi con il singolo committente. I buoni lavoro potranno essere utilizzati per prestazioni occasionali di tipo accessorio e, in particolare, per l’avvio, in collaborazione con cooperative sociali e di servizio e associazioni del non profit, di nidi familiari con non più di cinque / sei bambini assistiti da personale che opera presso il proprio domicilio o in altro ambiente adeguato a offrire cure familiari.
In questa prospettiva ci proponiamo di avviare una prima sperimentazione dei “buoni infanzia” su base locale within which to try to channel - in a positive logic of co-financing - local resources, both public and private. The initiatives will be vested in the program of dissemination of work accessory in PON from 2007 to 2013. With the collaboration of the Ministry of Education, University and Research also considered to initiate specific courses and training and retraining courses to offer families a quality service and constant improvement of the operators involved. In facing the same direction and action plan of the Department for Equal Opportunities in respect of the Fund's resources for the rights and equal opportunity, equal to 40 million euro, to promote reconciliation through the following four points: a) widespread testing of new models of childcare services that enable to increase the availability, b) testing the good work of the Biagi law, c) encouragement of teleworking; d) support the return from maternity leave. We evaluate the outcome of the trial, after hearing the social partners and associations, both the actual impact on market dynamics of care is whether or not any regulatory intervention than the current setting of good work under the care services and personal assistance.
2) The review criteria and conditions for granting assistance under Article 9 of Law March 8, 2000, No 53 Article 9 of Law March 8, 2000, No 53, on "Measures for the support of motherhood and fatherhood, the right to the care and training and the coordination of the timing of the city", has so far produced the desired results. Following the amendments contained in article 38 of Law June 18, 2009, No 69 we set out, in concert and at the instigation of the Department for Family Affairs, to raise the instrument to promote experimental projects with greater efficiency and effectiveness, implement measures to support people with parenting or family, promoting the removal of obstacles to the full realization of the principle of substantive equality in the family and work, promoting the improvement of the quality of family relationships through a better balance between private and professional life, to be implemented through the involvement of persons outside the family as institutions, companies and associations. Some of the funds will be specifically aimed at promotion and information activities, including a television advertising campaign, as well as consultancy in the design, monitoring
actions and the possible network infrastructure to directly support the local businesses. We altresì utile procedere alla realizzazione di un software unico da mettere a disposizione degli attori che promuovono progetti volti a realizzare banche delle ore.
I progetti di conciliazione dovranno prevedere almeno una delle seguenti tipologie di azioni positive: - progetti articolati per consentire alle lavoratrici e ai lavoratori di usufruire di particolari forme di flessibilità degli orari e della organizzazione del lavoro, quali, a titolo esemplificativo, lavoro a tempo parziale reversibile, telelavoro e lavoro a domicilio, banca delle ore, orario flessibile in entrata o in uscita, su turni e su sedi diverse, orario concentrato, con specifico interesse per i progetti che prevedano di applicare, in aggiunta alle misure di flessibilità, sistemi innovativi per la valutazione della prestazione e/o dei risultati; - programmi e azioni, comprese le attività di formazione e aggiornamento, volti a favorire il reinserimento delle lavoratrici e dei lavoratori dopo un periodo di assenza dal lavoro non inferiore a sessanta giorni a titolo di congedo di maternità e paternità o parentale, o per altri motivi legati ad esigenze di conciliazione; - progetti che, anche attraverso l’attivazione di reti tra enti territoriali, aziende e parti sociali, promuovano interventi e servizi innovativi in risposta alle esigenze di conciliazione delle lavoratrici e dei lavoratori. In considerazione della evoluzione del mercato del lavoro, destinatari dei progetti saranno le lavoratrici e i lavoratori dipendenti, including workers in administration, partners and employees working members of cooperative societies, as well as the owners of a cooperative relationship and continuity in how to coordinate projects, provided that the nature of the relationship is compatible with the type and duration of proposed action with the grant application. Some of the funds will also be designed to direct measures to support the reconciliation policies for the professions and the self-employed, as well as for self-employment with specific reference to individual business owners. For the effective relaunch reconciliation measures provided for in Article 9 of Law March 8, 2000, No 53 believe that the contractual agreement is a prerequisite for the eligibility of projects for Conciliation, in function of the adaptation of the business environment to guarantee reconciliation needs expressed by workers. However, we believe that the agreement should not necessarily be of the nature of association and collective, but can also relate, at least in smaller companies, working directly and employer. And maybe even this aspect that has most influenced the unsatisfactory experience of the first ten years of application of Article 9 of Law March 8, 2000, No 53.
3) New industrial relations for the relaunch of the time work Partial and other contracts-time, modular and flexible Recent reforms of the labor market and the Biagi law in particular have contributed to a significant roots in Italy
part-time work: a type of contract that has been shown to provide job opportunities, poor but not adaptable to people otherwise excluded from the market and women in particular in accordance with the guidelines in employment and equal opportunities. Again Biagi Law has introduced new types of part-time work, flexible and modulated as a function of contrast of the black economy and increase employment rates for women. In recent months we record, in particular, a significant increase in the so-called work-call or intermittent previous legislative measures proposed to eliminate from our system without alternatives suggest legalizing designed to intercept and significant pieces of work and the occasional accessory.
The importance of these instruments is obvious. Small, but significant adjustments in the hard hours of work may allow many of the reconciliation between work and family without compromise of career opportunities.
yet still little is known about the actual use of part-time work and, even more, kind of half-time, modular and flexible especially in the practice of industrial relations. Councillor national equality we have given a basic task of monitoring what there is in our labor markets and in individual production units, through the establishment of an observatory on part-time work and forms of part-time work, flexible and modular, which will have the task of assessing what is happening in particular industries in different parts of the country, in the second-level collective agreements and business practices with the aim of collecting and disseminating good practice.
We are convinced that, for the revival of reconciliation policies, more than a mere economic incentive particularly important to take the evolution of collective bargaining and business practice with regard to the modular flexibility of working hours allowed today - if not set - by changing the traditional models of serial production and processing to services.
The same collective bargaining, today launched a robust process of decentralization, we could usefully define the regulatory framework within which to allow and encourage individual agreements also calibrated to the specific needs of the parties of the employment relationship.
In this perspective include the social partners the opportunity to benefit from the tax measures already today, sums paid to tax relief on premiums for productivity under Article 2 of Decree-Law No 93, 2008 converted into Law 126, 2008, now confirmed for 2009, by Decree-Law 185 of 2008 converted into Law 2 of 2009. As pointed out by administrative Ministry of Labour and Revenue Agency, the term "disbursements" for productivity bonuses should be understood in a broad sense given the purpose of the measure. Within the measure will therefore cover all the awards, agreed to individually or collectively, however, results related to organizational efficiency, which include also clearly reconciliation measures and the modulation of working hours and working time. To raise in industrial relations and working a new season of agreements and arrangements on working time schedules and, in the spirit of conciliation, convened as soon as a table with the social partners in order to define actions in support of decentralized bargaining in perspective - until now never fully grown - Gender and equal opportunities.
4) The new employment in the context of changes taking place: women's work also green We recently shared the proposal of President Obama for a G20 meeting of Ministers of Labour in collaboration with the OECD with the objective of the concerted policies for new employment in the context of the great changes taking place from those energy and climate. Next development of services to individuals and businesses also will be particularly crucial in the coming years, the challenge of renewable energy. The most reliable studies indicate significant opportunities for investment in production and development of technologies, particularly solar and wind energy. The employment potential total could reach 250 thousand units working in the field. In addition to the production of energy from renewable sources, the transition to a sustainable economy will have an impact, in terms of new professional and cross-cutting in other areas, such as construction, transport and agriculture. These are areas where women are traditionally under-represented and necessary to ensure that this transition has a positive impact on gender. To avoid an increase in the level of occupational segregation, we therefore propose to support two main lines of action. First we want to promote initiatives to increase female participation in nontraditional fields of work, particularly in energy. This means ensuring equal access to training courses and retraining, by definition, will be adapted to the new demands of the labor market and the new skills required by the market, as well as activities to promote information about opportunities in these areas and ensure, through the social dialogue, conditions work conducive to the reconciliation between work and life schedules. In collaboration with the Ministry of Education, University and Research, then we want to contribute to the creation of appropriate professionals to promote energy saving and environmental protection
in those areas where women are more represented as the
'education, health, social services and assistance to the person
.
5) back in Brussels, Dossier "Contracts to find work" for women of the South
As a last line of action we intend to open negotiations with Brussels on further steps to support and encouragement of female employment in the South from the contract to find work for women. The case of contracts for integration into the work of women covered by the Biagi law seems to us, in that regard, particularly emblematic of the paradoxes of an uncritical application of EU competition law in exceptional situations and details such as the employment of women in the South. Recall that the placement contract and a contract of employment to an end - of not less than nine months and not more than eighteen - directed at achieving, through a personal adaptation of the professional skills of the worker to a specific work context, the ' insertion or reintegration into the labor market for certain groups of people "disadvantaged" including women of any age living in a geographic area in which the female employment rate is at least 20 percent of the male or in which the unemployment rate exceed 10 percent of women compared to men. The contracts provide for inclusion of two types of incentives, legislation and economic. For all categories of placement contract with the exclusion of women, the category classification of the worker may lower two levels belonging to the category, under the national collective agreement, workers engaged in the duties or functions that require relevant qualifications a quelle al conseguimento delle quali è preordinato il progetto di inserimento oggetto del contratto. Questa possibilità di sottoinquadramento era originariamente prevista dalla Biagi anche per le donne ed è stata eliminata sul presupposto che avrebbe potuto dare luogo a una discriminazione per le donne. Per questo motivo è importante, per le donne, il secondo tipo di incentivo, quello economico. Si tratta di uno sgravio del 25 per cento su tutto il territorio nazionale e pari al 50 per cento nel Mezzogiorno. Le aree vengono determinate anno per anno con decreto Ministro dell’Economia e Ministro del lavoro. Il nuovo regolamento europeo in materia di aiuti alla occupazione ha tuttavia inopinatamente escluso forme di incentivazione di tipo geografico consentendole, only on the sectoral level. The European regulation speaks of "persons employed in occupations or industries with a rate of disparity between men and women that is at least 25 per cent disparity between men and women in all economic sectors in the Member State concerned if the worker belongs to the genus under-represented "8art.2, Item 18, Letter of Regulation (EC) n.800/2008)
Applying the new European legislation can not therefore be more incentive contracts for inclusion in traditional sectors such as textiles, trade , hotels and restaurants, health and social care, where women are more easily recruited, because the disparities in these areas does not exceed 25 percent.
women and women of the South are so severely penalized by this new legislation, passed during the Legislature passed, and so we intend to vigorously raise the attention of the Community institutions to the South and the problem of employment - and not just aid regional - that should be able to operate without risk of censure by the actions of commission and the Court of Justice.
