Propuneri de Proiecte Pe Comisii Ex EMPL

Draft amendment 190 === EMPL/5500 ===
Tabled by Committee on Employment and Social Affairs

-------------------------------
SECTION III — COMMISSION
Add: 02 02 77 39
Budget 2018 Draft budget 2019 Council's position 2019 Difference New amount
Commitments Payments Commitments Payments Commitments Payments Commitments Payments Commitments Payments
02 02 77 39 2 000 000 1 000 000 2 000 000 1 000 000
Reserve
Total 2 000 000 1 000 000 2 000 000 1 000 000
Heading:
Preparatory action — The reduction of youth unemployment and the setup of co-operatives as a measure to
enhance working opportunities in the EU
Remarks:
Add following text:
Youth unemployment remains a significant challenge for Member States with the youth unemployment rate
at 15.9% in the EU28 and 17.7% in the euro area as of February 2018. The aim of the initial pilot project
was to contribute to reducing youth unemployment through the provision of worker co-operatives by
establishing entrepreneurship and sustainable job opportunities for young people to both work and own part
of the company simultaneously as well as establishing best practice in the area for the whole of the EU.
The pilot project was launched in three different EU countries with the most experience in this field and
included objectives such as improving knowledge of the cooperative business concept, guiding students in
implementing their own ideas and helping them start up businesses in form of a cooperative, training and
internships/apprenticeships in co-operatives as well as how to create synergies with related EU programs.
With the preparatory action it is now hoped to continue to build on the impact of the project in these three
countries and to extend its actions to other Member States still struggling with high youth unemployment
such as Greece and Spain.
Legal basis:
Add following text:
Preparatory action within the meaning of Article 54(2) of Regulation (EU, Euratom) No 966/2012 of the
European Parliament and of the Council of 25 October 2012 on the financial rules applicable to the general
budget of the Union and repealing Council Regulation (EC, Euratom) No 1605/2002 (OJ L 298, 26.10.2012,
p. 1).
Justification:
This preparatory action is a follow-up to a successfully implemented pilot project (budget line: 02 02 77 27)
and aims to continue to support action in one of the EU's key priority areas to enhance youth employment.
=-=-=-=-=-=-=-=-=-==-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-==-=-=-=

-------------------------------
Add: 04 03 77 34
EN EN
04 03 77 34 2 000 000 1 000 000 2 000 000 1 000 000
Reserve
Total 2 000 000 1 000 000 2 000 000 1 000 000
Heading:
Pilot project — Artificial intelligence (AI) at work
Remarks:
Add following text:
The objectives of the pilot project are to:
- Examine the diffusion and use of artificial intelligence (AI) at work. This will be assessed with an
integrated framework of analysis combining job quality and AI specific challenges and societal concerns as
identified in the Commission AI Communication of 25th of April , the European Parliament recent work on
AI and Civil Law rules on robotics , and the European Economic Social Committee position on Ai . It is only
with such a systematic and concrete study of AI as introduced in workplaces that the broader societal
implications can be credibly addressed. This will focus not only on traditional working life issues in the
context of AI but also the more recent and emerging ethical issues such as privacy and algorithmic
transparency.
- Analyse how the introduction of AI in the workplace interacts with other trends and changes in the world
of work. This includes how the AI induced transformation of the labour process impacts upon occupations
in the labour market, not least as regards potential job destruction and job creation and the contractual form
of employment relationships. Both the direct impact of AI on the labour process and the ensuing labour
market adjustments to these processes shape the main policy perspectives. This will frame the analysis of the
policy discussions in Europe and other parts of the world on this topic and the development of information
systems to inform policy actors on AI at work
- Suggest policy options for shaping the use of AI at work and examine the feasibility of key European policy
instruments supporting a positive use of AI at work and adaptation to the change. The project will examine
the potential of a dedicated instrument to facilitate the anticipation and management of the impending
structural change in Europe. In addition a concrete toolkit will be developed to facilitate, at company level,
the introduction of AI related technologies and business models. It will also include options to promote the
adaptation of social protection systems to this challenge.
It is highly likely that recent developments in technology, not least artificial intelligence, will have a
profound impact on the world of work. While it may be possible to identify many of the jobs that will change
or disappear it is very difficult to predict what type of new jobs will emerge both in terms of what is to be
produced and the means by which this work will be performed. However, it should be clear that it will lead to
radical change in the world of work. Adaption to this change can be both long and difficult and so it is vital
that various actors in society mobilise to facilitate this impending change and guide it towards profitable,
socially beneficial and equitable outcomes.
AI raises numerous policy discussions and challenges which are extensively discussed in Europe and other
parts of the world, notably in the United States and China. Capturing and capitalising on these discussions
will help to develop options for a European answer. This could include the development of specific
European instruments such as an AI fund, a tool box to manage the changes in companies and an approach
that would adapt artificial intelligence at work to workers, i.e. develop a ‘human -centric approach to AI at
work’ (EPSC strategic note, issue 29: The age of Artificial Intelligence: towards a European strategy for
Human-Centric Machines).
This is a rapidly growing field of policy in Europe. The European Commission put forward a European
approach to artificial intelligence and robotics on 25 April . The approach to AI described in the document
deals with technological, ethical, legal and socio-economic aspects to boost EU's research and industrial
capacity and to put AI at the service of European citizens and economy.
EN 2 EN
The work of the European Commission is supported by a variety of actors, for example the high level group
on artificial intelligence and observatories (for example expert groups on the online platform economy) and
research for example , the European Commission, within the context of the Internet of Things and
autonomous systems, commissioned a study on Cross-cutting business models for Internet of Things (IoT),
which shows that the growth of IoT will result in changes in social and working environments. Demand for
jobs in hybrid verticals and for vacancies in new jobs but in traditional verticals will rise. In contrast,
traditional jobs in traditional verticals might face difficult times with declining numbers of jobs. Challenges
with regard to coping with this evolution is that the total number of jobs might decrease because of higher
outputs per worker and such these job evolutions will require workers to be reskilled and repositioned..
Through the implementation of the European Pillar of Social Rights, the European Commission is
following the impact of technology-induced changes in the world of work on social security, and further
examining how systems of social security can best be adapted to these changes.
The European Parliament through its EP's INI Legislative report on Civil Law Rules on Robotics and EP
public consultation on the Future of Robotics and Artificial Intelligence, asked the European Commission to
start monitoring medium- and long-term job trends more closely, with a special focus on the creation,
displacement and loss of jobs in the different fields/areas of qualification, as well as the consequences on the
viability of the social security systems of the Member States. It also called upon the Commission to provide
significant support for the development of digital abilities as a first step towards better aligning labour
market shortages and demand.
Similarly, the EP STOA study on The impact of new technologies on the labour market and the social
economy) shows that policy has many options to influence and steer the process, by investing in education,
infrastructure, and R&D, and adapting labour legislation and tax and social security policies to
digitalisation. Perhaps most important is to think of digitalisation not as a threat, but as a chance to increase
welfare, opportunities and social cohesion for all European citizens.
The EESC opinion on Artificial Intelligence, building on the work of European civil society representatives
identifies 11 areas where AI posed societal challenges and calls inter alia, for a ‘human-in-command
approach’.
This pilot project proposes three integrated work-packages
1) How does AI change the world of work?
Building on the analysis of actual developments in AI and new technologies (scientific research papers,
documentation and interviews with companies engaged in AI and AI investment funds, social media data)
together with original research based on European datasets and case studies showcasing AI at work, a
detailed analysis of the role of AI in workplaces will be carried out.
- Changes in occupational structure: some occupations are predicted to disappear while others are new,
emerging and expected to increase, not all of them requiring very high skills (AI trainer, data janitor,
content moderator, data scientist, data miner, social media community manager, drone operator etc. )
- Changes within occupation: 32% of jobs could face substantial changes in how they are carried out due to
job automation (OECD: 2018 ‘automation, skills use and training’). For example, the job of truck drivers
and other agents involved in logistics have been profoundly transformed by AI systems. Other occupations
which are changing dramatically include journalists, taxi drivers, administrative employees, teachers, home
helpers, cleaners, security guards, plant and machine operators, cashiers, secretaries etc. Others are
predicted to change in the near future such as managers, legal professionals, health professionals, personal
service workers etc.
- AI at work - emerging risks and resources: recent technological developments lead to increased concerns
over a number of ethical issues such as discrimination, data privacy (including personal data collected
outside the workplace), surveillance (see for example the EP study on The use of chip implants for workers),
increased isolation at the workplace (Cooper and Kurland, 2002 ‘Telecommuting, Professional isolation and
employee development in public and private organisations’, Journal of organisational behaviour) and
EN 3 EN
biological risks associated with the introduction of new products on health. On the upside, trackers and
sensors can improve the safety and efficiency of deliveries and provide increased protection to workers in
isolated places. Virtual reality can provide a safe environment for training on health and safety risks.
- AI may impact upon social inequality, whether automation of certain jobs would reduce the possibility for
social mobility and benefit the wealthiest, or whether AI holds great potential to redistribute wealth and that
the wealth concentration scenario can be avoided.
- New business models for staff hiring and resource allocation: AI has allowed the development of digital
platforms which can be used as a tool to match tasks / work /jobs / unused goods with co-workers/ internal
staff / citizens.
- AI as a tool to manage workers which can, in some cases, ‘manipulate’ them, through the use of nudges
( e.g. Uber – AINow 2017 report ) but could also empower them. In this context algorithmic transparency is
an important emerging issue
- AI as a tool for scheduling : just-in- time scheduling but a different design might make it possible to better
match work with workers preferences and circumstances
- AI to monitor job performance and individual task performance but also ‘good employers’: The personal
relationship with a known hierarchical superior for discussing job/task performance may be complemented
or replaced by input from data analysts or a team of engineers who may not even be in the workplace. AI
could be deployed at work with an efficiency focus mostly. This would affect the relationship and balance of
power between employer and employee. However, also the rating of companies by their employees through a
number of online platforms (e.g. Kununu) has emerged.
- AI in recruitment and HR: AI at work has a huge potential to reduce costs in recruitments as marginal cost
would be lower than that of a human based psychological assessment. The potential of such tools needs to be
assessed against potential biases in the training datasets and adherence to the principles of ethics and
fairness that current psychological assessments abide by.
- AI to assist in tasks and augment human expertise: hybrid jobs and tasks are created by adding new
characteristics or decreasing exposure to dull, dangerous, and dirty jobs and tasks. These changes need to be
assessed against job crafting, job enrichment and the (need for) development of new competencies,
according to work organisation features
- AI as a tool facilitating coproduction of tools and goods by users and the creation of new products and
services The ‘work of the crowd’ raises concerns around remuneration, ownership, and liabilities.
2) How does AI interact with other changes in the world of work?
AI at work interacts with other changes in the world of work and has direct and indirect effects on the
quantitative and qualitative performance of labour markets. This work package will assess, through, how
these changes will interact with other trends at work with a view to estimate the impact on key social and
employment issues. The topics below will be analysed in a gender mainstreamed way
- AI at work : Employment and work
– The frontiers between work and (paid ) employment, New forms of employment and employment
status, Multi-activity
– Job creation and job destruction, fair and inclusive labour markets: own analysis of European
datasets and monitoring of research on the issue. This will provide a quantitative scenario building on
data collected at micro level on real and specific use(s) of AI at work to anticipate the changes on the
labour market and inform decision-making at EU, national and local levels. It will also address the
maintenance or acquisition of digital.
- AI at work : Job quality:
– New and emerging risks.
– AI and recent technological developments will also affect every dimension of job quality: physical
environment, work intensity, working time quality, social environment, skills and discretion, prospects
EN 4 EN
and pay with various effects according to work organisation and implementation mechanisms at the
workplace.
- AI at work: Working lives of different groups of workers: Assessments of the mechanisms and net effect of
AI in work on the work life balance, skills development and employability, motivation, career development,
the experience of meaningful work, health and well-being, financial security, transition between
employment, and management of multiple employment of different groups of workers (high skilled and low
skilled, at different life stages etc.) will be carried out.
- AI at work - Workplace practices, change mechanisms, companies performance:
– New business models, new markets, restructuring in value chains: the role that AI has; it also has the
potential to increase practices leading to the ‘fissured workplace” (D. Weil, Harvard University press
2014) such as outsourcing, franchising, supply chain management.
– Change management, introduction of new technology, (virtual) team management, (virtual, social
and physical) places of work, performance monitoring and reward policies, staff development, workers
participation, work allocation
– Impact on cooperation, trust and collaboration at the workplace, the innovation and performance of
companies.
- AI at work - overall assessment: impact on labour market performance, gender equality, winners and
losers, inequalities, mobile, fair and inclusive labour markets, transitions
This package will build on literature reviews, secondary analysis of existing datasets (for example Eurostat
module ‘ICT at work, working conditions and learning digital skills’, European and national working
conditions survey and European company surveys), and qualitative interviews with workers and company
representatives, management and workers representatives, (possibly) ad hoc surveys and focus groups.
3) Policy options and feasibility of policy instruments
The final work package will focus on developing policy options for shaping the use of AI at work. It will
examine the feasibility of using European policy instruments to support a positive use of AI and new
technology at work and adaptation to the change. This could include the implementation of an AI fund, the
development of a toolkit to manage change in companies and ensure that the use of AI at work is adapted to
workers.
More specifically, this work package will:
– Build upon the detailed analysis of how AI is impacting upon workplaces in Europe as set out in the
preceding sections
– Monitor international, European and national policy discussions on AI at work in Europe and other
parts of the world. This will include monitoring policy discussion on related field e.g. block chain and
leverage technology, online platforms economy as well as following discussion on suggested policy
instruments such as for example, the legal personality of algorithms, ways to address the acceptability
and a fair use of AI at work such as AI tax, collective working time reduction, and more universal forms
of social protection income
– Examine the feasibility of European policy instruments and, supporting a positive use of AI and new
technology at work and adaptation to the change such as:
– creation of or extending the scope of existing funds (i.e. ESF or EGF) to support the transition of
workers and adaptation of companies.
– development of a toolkit to manage changes in companies and adapt AI at work to workers, which
could include ethical code(s) to regulate the social, environmental and human health impact of robotics
and AI at work.
– other instruments such as ethical codes and guidelines.
– Based on the examination of the impact of AI at work, develop policy options to ensure the
adaptation of social protection systems to this challenge and making them future proof.
EN 5 EN
This pilot project will be carried out by Eurofound and developed in collaboration with European
Institutions, other EU agencies, international organisations, social partners, civil society and Member States
/regions, potentially also including actors in the United States and China. It will be developed with the
support and under the guidance of the stakeholder and interdisciplinary scientific committees and could feed
to the broad multi-stakeholder platform, the European AI Alliance, that work on all aspects of AI.
Legal basis:
Add following text:
Pilot project within the meaning of Article 54(2) of Regulation (EU, Euratom) No 966/2012 of the European
Parliament and of the Council of 25 October 2012 on the financial rules applicable to the general budget of
the Union and repealing Council Regulation (EC, Euratom) No 1605/2002 (OJ L 298, 26.10.2012, p. 1).
Justification:
Eurofound has the capacity to reach out to tripartite stakeholders in the world of work, key institutions and
academic experts. The success of the PP on the Future of Manufacturing demonstrates the capacity of
Eurofound to successfully deliver such programs. The Commission can delegate to Eurofound to carry out this
pilot project under the rule of indirect management: Art 58 (1) (c) (iv) on Methods of implementation of the
budget in the financial regulation.
=-=-=-=-=-=-=-=-=-==-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-==-=-=-=
=-=-=-=-=-=-=-=-=-==-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-==-=-=-=

-------------------------------
Article 04 02 64 — Youth Employment Initiative
Amend figures as follows:
04 02 64 350 000 000 600 000 000 233 333 333 631 500 000 233 333 333 631 500 000 116 666 667 350 000 000 631 500 000
Reserve
Total 350 000 000 600 000 000 233 333 333 631 500 000 233 333 333 631 500 000 116 666 667 350 000 000 631 500 000
Justification:
The 2019 budget needs to continue demonstrating great ambition to fight youth unemployment and therefore
there shouldn't be any reduction in the commitment appropriations compared to the previous year.
=-=-=-=-=-=-=-=-=-==-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-==-=-=-=
-------------------------------
EN 6 EN
Item 04 03 01 04 — Analysis of and studies on the social situation, demographics and the family
04 03 01 04 4 290 000 3 450 000 4 451 000 4 300 000 4 151 000 4 300 000 300 000 4 451 000 4 300 000
Reserve
Total 4 290 000 3 450 000 4 451 000 4 300 000 4 151 000 4 300 000 300 000 4 451 000 4 300 000
Justification:
Restore Draft Budget (DB).
=-=-=-=-=-=-=-=-=-==-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-==-=-=-=
Item 04 03 01 06 — Information, consultation and participation of representatives of undertakings
04 03 01 06 7 106 000 4 500 000 7 903 000 5 000 000 7 103 000 5 000 000 1 800 000 1 000 000 8 903 000 6 000 000
Reserve
Total 7 106 000 4 500 000 7 903 000 5 000 000 7 103 000 5 000 000 1 800 000 1 000 000 8 903 000 6 000 000
Justification:
In a context of stagnation and wage contention, taking into account that both the Commission and the ECB
recommend a general increase in wages, it is of utmost importance to strengthen workers organizations across
Europe to balance their position in wage setting institutions. Workers participation in company matters has a
positive impact in productivity, employment maintenance and decent wages.
=-=-=-=-=-=-=-=-=-==-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-==-=-=-=

-------------------------------
Item 04 03 01 08 — Industrial relations and social dialogue
04 03 01 08 15 038 000 12 400 000 16 000 000 9 700 000 15 000 000 9 700 000 1 000 000 16 000 000 9 700 000
Reserve
Total 15 038 000 12 400 000 16 000 000 9 700 000 15 000 000 9 700 000 1 000 000 16 000 000 9 700 000
Justification:
Restore Draft Budget (DB).
=-=-=-=-=-=-=-=-=-==-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-=-==-=-=-=
EN 7 EN

Propuneri de Proiecte Pe Comisii Ex EMPL

Uploaded by

Document Information

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

Propuneri de Proiecte Pe Comisii Ex EMPL

Uploaded by

Copyright:

Available Formats

Draft amendment 190 === EMPL/5500 ===

Tabled by Committee on Employment and Social Affairs

Tabled by Committee on Employment and Social Affairs

Tabled by Committee on Employment and Social Affairs

Tabled by Committee on Employment and Social Affairs

You might also like