EURES Romania Structure, attributions. Bucureşti, Camelia Mihalcea, Coordonator Naţional EURES

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1 EURES Romania Structure, attributions Bucureşti, Camelia Mihalcea, Coordonator Naţional EURES

2 EURES EURopean Employment Services - set up in 1993 The transnational, interregional and cross-border exchange of vacancies and job applications Giving access to the freedom of movement of workers Making European labour markets open to all Clearance of vacancies and applications for employment

3 NAE/EURES OBJECTIVES in the field of the Romanian workforce external mobility Starting with 2007, NAE received attributions in the placement of the Romanian work force in EU/EEA states through: - the EURES network - The bilateral agreements. NAE s objectives: - facilitating the free movement of the workers in EU/EEA states and in other states with whom Romania concluded treaties, conventions, agreements - supporting the Romanian citizens with regards to their employment in states with whom Romania has not concluded bilateral agreements in the work force domain.

4 NAE/EURES ATTRIBUTIONS in the field of the Romanian workforce external mobility - ensures information and counseling services towards the persons who are eager to work in EU/EEA states but also in states with whom Romania concluded treaties, conventions, agreements - promotes, together with other competent institutions, insurance and protection measures of the rights of the Romanian workers hired abroad - ensures the payment of the unemployment benefit established in EU/EEA states - co-operates with the other PES members of EURES network - collaborates with the other competent institutions in order to ensure, for the foreign workers, possibilities to find a job in Romania, according to the legal framework.

5 EURES Reform The Europe 2020 Strategy for growth and employment has defined a set of ambitious goals to achieve by 2020the most impellent of them being to achieve the 75% employment rate for women and men aged from the current 69%. EURES should be re-positioned as a key tool to improve matching between job seekers and vacancies throughout Europe and boost employment as such.

6 EURES Reform Addressing labour and skills shortages co-existing with high unemployment Improving the allocation of resources and competitiveness of EU economy An employment instrument in line with Europe 2020 requirements Focus on placement and recruitment results to actually match jobs and job seekers. Reinforcing the focus on matching, placement and recruitment based on economic needs (programming and reporting cycle) Extending the scope to cover new target groups, notably to encourage more youth mobility (inclusion of apprenticeships, targeted mobility schemes) Diversifying and increasing the number of actors operating in the network (accreditation process)

7 EURES Reform Legal changes 26 November 2012 Replacing COM Decision (2003/8/EC) with a new Decision (733/2012) January 2014 implementation of EURES reform under new COM Decision 733/2012 provisions December starting the process for a new European Regulation in the field of free movement of labour force within European Union 12 May European Regulation 589/2016 entered into force

8 EURES Romania new structure Legal representative: NAE s President National Coordination Office within NAE - Coordination of EURES National Network, Agreements and International Relations Directorate EURES network: County Agencies for Employment/Employment Agency for Bucharest Municipality EURES Members 46 Case handlers (one at each CAE/MAE Bucharest/NAE).

9 EURES Romania - Services Information services for the jobseekers: - LWC in the EU/EEA member states - labour market from different EU states, deficit/surplus - the available vacancies at European level - social security rights Information services for the employers: - labour market from different EU (surpluses/shortages) - legal issues connected to the work force s recruitment/placement Counseling services: - for employers offers elaboration, vacancies promotion - for JS how to write an application, advice, loading the CV on the EURES portal Mediation: preselections, Job Fairs

10 EURES Romania national website

11 EURES Romania Communication with the target groups Permanent information campaign: - in mass media channels (articles, interviews, vacancies advertisments received from the European employers) - information seminars (audience: employers, JS, unemployed, students, graduates, active people) - participation to the general Job Fairs organized by NAE (with EAs, informative materials on LWC in other EU states, promotional materials) - informative materials (brochures, flyers) created by EURES Romania and disseminated to the CAEs but also in the Job Fairs organized by EURES Romania.

12 THANK YOU!

13 Latest developments in the field of Social Security Coordination FreSsco Seminar Bucharest, Romania - 13 October 2016 Franciska Barabás-Kőmíves Directorate-General for Employment, Social Affairs and Inclusion Unit D2 Social Security Coordination

14 Overview 1) Revision of Social Security Coordination Rules 2) Activities of the Administrative Commission Recent Decisions Reflection Forum Ongoing work in the field of applicable legislation Statistical data collection Recent developments in the sickness field 3) Electronic Exchange of Social Security Information (EESSI) 4) European Mobility Portal on Social Security (EMPSS Feasibility Study)

15 Revision of Social Security Coordination Rules Part of the Commission s Work Programme 2016 The proposal for the Posting of Workers was adopted and is under negotiation On Social Security Coordination a thorough impact assessment was done Public Consultation, as well as consultation of Member States, social partners, and NGOs

16 Activities of the Administrative Commission

17 Decisions of the Administrative Commission Adoption of new Decisions already published in the Official Journal (OJ C 52, , p 11 and 13) o Decision No F2 of 23 June family benefits o Decision No H7 of 25 June 2015 amending Decision H3 of 15 October rates of conversion Adoption of new Decisions to be published in the Official Journal Decision No H8 of 17 December 2015 rules for the Technical Commission

18 Reflection Forum on EU Social Security Coordination Purpose: to brainstorm in the long term perspective 4 th Reflection Forum in December 2015 on family benefits: Implications of Wiering Calculation of differential supplement per child or per family The definition of member of the family Potential need for more detailed coordination rules for specific types of benefits Discussion ongoing within the Administrative Commission

19 Reflection Forum on EU Social Security Coordination 5th Reflection Forum 8 March 2016 on activation measures: new trends and developments in MS activation measures and their cross-border dimension practical issues of social security coordination emanating from the interaction between national activation measures and the EU coordination rules activation measures and changes in applicable legislation

20 Ongoing work in the field of applicable legislation

21 Ad hoc Group on Posting Issues Report adopted by the AHG on 3 May 2016 Recommendations concerning: 1.the establishment of a standardized procedure for the issuance and the possible withdrawal of PD A1s 2. issues related to the dialogue and conciliation procedure laid down by Decision A1 3. issues related to the so-called replacement ban laid down in Article 12(1) of Regulation (EC) No 883/ issues related to the procedure for determining the applicable legislation in case of employment in more than one Member State. discussion in the Working Party and the Administrative Commission in June 2016

22 Statistical data collection

23 Statistical data collection Required by Article 91 of Regulation (EC) No 987/2009 Allows Member States and the European Commission to assess the functioning of the Regulations Most social security branches are covered by data collected within the framework of the Administrative Commission: Sickness benefits (use of European Health Insurance Card (EHIC), planned cross-border healthcare (PD S2), persons residing outside of the competent Member State (S1); Unemployment benefits: aggregation (PD U1) and export (PD U2); Export of family benefits; Cross-border pensions, including old-age, survivors or invalidity pensions (use of PD P1); Posting of workers (use of PD A1); Fraud and error; Recovery procedure.

24 Recent developments in the Sickness field European Health Insurance Card Download the smartphone app! Updated information and guide on how to use the EHIC in the 28 EU Member States, Iceland, Liechtenstein, Norway and Switzerland. General information about the card, emergency phone numbers, covered treatments and costs, how to claim reimbursement and who to contact in case you have lost your card. Available in 25 languages with easy option to switch from one language to another.

25 Electronic Exchange of Social Security Information (EESSI)

26 Electronic Exchange of Social Security Information (EESSI) EESSI an IT system that will help social security bodies across the EU exchange information more rapidly and securely. All communication between national bodies on cross-border social security files will take place using structured electronic documents (SEDs), which will replace E-forms.

27 Background and scope of EESSI EESSI is a key innovation of the modernised rules on social security coordination (Regulations (EC) No 883/2004 and No 987/2009) applicable since 1 st of May Article 4 of the Regulation (EC) No 987/2009 introduces the requirement for electronic exchange. EESSI will cover all branches of social security listed in Article 3 of Regulation (EC) No 883/2004. EESSI will allow for exchanges on social security coordination between 32 countries: 28 EU Member States, as well as Iceland, Lichtenstein, Norway and Switzerland.

28 EESSI - high level steps towards delivery Mid-2017 to mid to mid Close of 2013 Iterative phases with gradual development of pilot builds Full implementation of the EESSI solution in all Member States Agreement on choice of technical direction, the management approach and governance structure

29 EESSI - highlights 14,1 million EU citizens living in another Member State, all insured persons potential beneficiaries of social security coordination rules Over institutions connected through Access Points (over 60) Master Directory with contact details of institutions already available Several million messages are likely to be exchanged each year Approximately 300 Structured Electronic Documents (SEDs) defined and agreed for the exchanges 17

30 Overview of SED exchanges across the network CI Member State 1 CI CI National Network Member State 2 CI National Network CI CI CI CI CI Central Service Node SED 01 CI National Network CI Member State n CI National Network CI CI National Network CI Member State 4 CI Member State 3 National Network CI CI CI SED Central Service Node Access Point CI Competent Institution TESTA Next Generation Trans-European Network

31 European Mobility Portal on Social Security Feasiblity Study Started on the basis of an EP Pilot Project proposal for a Social Security Card, with a widened scope to assess latest advancements in technology It will assess the feasibility, benefits and options of creating a tool facilitating interaction between citizens and national authorities across borders in the field of social security

32 Contents of the feasibility study Mapping and analysis of the existing tools and services at EU and MS level Options for the possible scope and format (e.g. on-line platform, mobile application, gateway to MS tools) Options for the envisaged functionalities (e.g. tailor-made info through interactive forms, remote request and access to electronic documents, access to Member States' e-tools, identification of users) Assessment of possible administrative and financial costs and benefits, legal and practical concerns that such a tool could raise Suggestions for the practical implementation of the European Mobility Portal on Social Security.

33 Thank you for your attention! Visit

34 Access to healthcare for students in another EU Member State Dr Gabriella Berki, PhD Assistant Professor, FreSsco visiting expert University of Szeged Faculty of Law and Political Sciences

35 Structure of the presentation (I) Applicable legislation which country is the competent Member State in case of European mobile students (II) Scenarios of accessing healthcare abroad different situations envisaged by Regulations (EC) No 883/2004 (BR) and 987/2009 (IR) (III) Implications of the Patient Mobility Directive Directive 2011/24/EU

36 PART I Applicable legislation which country is the competent Member State in case of European mobile students

37 European mobile students Persons participating in academic training and travelling within the European Union for educational purposes Two categories different rules apply (?) Studying abroad for a relatively short period (e.g. summer school, language course, Erasmus scholarship) Studying abroad for a longer period (e.g. completing a BA or MA training)

38 Applicable legislation Article 11 (1) BR: a single legislation is applied Article 11 (3) (e) BR: lex loci domicilii to economically inactive persons the legislation of the MS of residence applies Question: when a student goes abroad to study, must he/she be considered as still residing in the Member State of origin or he/she becomes resident of the Member State of his/her studies?

39 Determination of residence Article 1 (j) BR: the place where a person habitually resides CJEU Case law (C-90/97 Swaddling) incorporated into IR Article 11 a two-limb test First stage: Art. 11 (1) (a) the duration and continuity of presence + Art. 11 (1) (b) the person s situation Second stage: Art. 11 (2) the person s intention

40 Length of the stay Not decisive in itself all the circumstances have to be evaluated on a case-by-case basis C-255/13 I v Health Service Executive a person living in a MS for more than 11 years can be regarded as staying there, not residing there Directive 2004/38 on the right to move and reside freely in the EU

41 The person s situation (1) the nature and the specific characteristics of any activity pursued; (2) his family status and family ties; (3) the exercise of any non-remunerated activity; (4) in the case of students, the source of their income; (5) his housing situation, in particular how permanent it is; (6) the Member State in which the person is deemed to reside for taxation purposes.

42 The intention of the person As it appears from the circumstances the mere declaration is not sufficient A tiebreaker the decisive factor if the assessment of the above circumstances does not bring a result Objective enough?

43 Cases A Romanian student goes to study medicine in Hungary. His parents live in Romania. He rents a small apartment in Hungary. His studies are financed by his parents. He returns to his parents almost every weekend. He receives a scholarship in Hungary, thus he can support himself during his studies. He visits his parents only twice a year. He receives a scholarship in Hungary, which partly covers his costs, but he s still in need of financial support from his parents. He visits his parents only twice a year. After graduation, he intends to work in the hospital in his hometown in Romania, where he worked as an intern last summer.

44 Case No 1 A Romanian student goes to study medicine in Hungary. His parents live in Romania. He rents a small apartment in Hungary. His studies are financed by his parents. He returns to his parents almost every weekend. (1) Length, continuity and personal situation Link to Romania (MS of origin): Frequent travels to Romania Strong family ties Source of income Link to Hungary (MS of studies): Long stay (at least 5 years) Carrying out long-term non-remunerated activity Stable housing situation (2) Intention?

45 Case No 2 A Romanian student goes to study medicine in Hungary. His parents live in Romania. He rents a small apartment in Hungary. He receives a scholarship in Hungary, thus he can support himself during his studies. He visits his parents only twice a year. (1) Length, continuity and personal situation Link to Romania (MS of origin): Remaining family members in Romania but no frequent visits Link to Hungary (MS of studies): (2) Intention? Long stay (at least 5 years) Carrying out long-term non-remunerated activity Stable housing situation Source of income

46 Case No 3 A Romanian student goes to study medicine in Hungary. His parents live in Romania. He rents a small apartment in Hungary. He receives a scholarship in Hungary, which partly covers his costs, but he s still in need of financial support from his parents. He visits his parents only twice a year. After graduation, he intends to work in the hospital in his hometown in Romania, where he worked as an intern last summer. (1) Length, continuity and personal situation Link to Romania (MS of origin): Remaining family members in Romania but no frequent visits Source of income Link to Hungary (MS of studies): Long stay (at least 5 years) Carrying out long-term non-remunerated activity Stable housing situation Source of income (2) Intention? returning to Romania

47 PART II Scenarios of accessing healthcare abroad Different situations envisaged by Regulations (EC) No 883/2004 and 987/2009

48 Competent MS = MS of residence Receiving healthcare in the MS of residence Healthcare received in this country National matter subject to national legislation, in principle, EU legislation is not applicable

49 EU legislation on cross-border patient mobility Two dimensions of legal complexity The complexity of legal rules applicable to the various scenarios of cross-border patient mobility (PART II) (1) access to healthcare in the competent Member State when residing outside the competent Member State (2) access to necessary healthcare during a temporary stay outside the Member State of residence (3) access to planned healthcare outside the Member State of residence The complexity of the simultaneous application of legal tools (PART III) the social security coordination mechanism the case law based Patient Mobility Directive (Dir. 2011/24)

50 (1) Access to healthcare in the competent MS Usually competent MS = MS of residence BUT! In case of derived rights, competent MS can be different from the MS of residence Access to healthcare in both MSs Full integration model: Articles BR Healthcare benefits must be given to the insured persons and their family members in the Member State of residence as though they were insured under the said legislation To the healthcare provision, the legislation of the MS of residence applies.

51 Case No 4 A 21 years old Romanian student resides and studies medicine in Romania. He does not have an income, so until his 26. birthday, he is insured under the Romanian legislation without paying a social security contribution. He breaks his leg and receives medical treatment in Romania. MS of residence: RO Competent MS: RO MS of healthcare provision: RO Purely national matter RO law is applicable

52 Case No 5 A 21 years old student resides and studies medicine in Romania. His parents live and work in Belgium, thus they are insured there. He is considered as an insured family member the by Belgian law. He breaks his leg and receives medical treatment in Romania. MS of residence: RO Competent MS: BE MS of healthcare provision: RO Article 17 BR in RO, he shall be treated equally with students insured in RO, but the costs are borne by BE as if he resided there

53 (2) Access to necessary healthcare abroad Art. 19 BR: entitlement to sickness benefits in kind which become necessary on medical grounds during a temporary stay Healthcare provided by the MS of temporary stay Conditions of entitlement determined and medical costs borne by the competent MS Full integration: the legislation of the MS of stay is applicable to the healthcare provision Proof of entitlement: EHIC (or PRC)

54 (3) Access to planned healthcare abroad Art. 20 BR: patients travelling to another Member State with the purpose of receiving benefits in kind during the stay shall seek authorisation from the competent institution An authorisation (PD S2) must be issued IF included into the benefit package AND cannot be provided to the patient within a medically justifiable time limit, taking into account his/her current state of health and probable course of his/her illness

55 Case No 6 A 21 years old Romanian student resides and studies medicine in Romania. He is insured under the Romanian law. He receives an Erasmus scholarship and spends a semester in Belgium. During his stay in Belgium, he breaks his leg and receives medical treatment there. MS of residence and competent MS: RO MS of stay and of healthcare provision: BE Healthcare necessary on medical grounds Article 19 BR in BE, he shall be treated equally with students insured in BE (e.g. co-payment), but the costs are borne by RO as if he resided there (except: co-payment) Proof of entitlement: EHIC (PRC)

56 Case No 7 A 23 years old Romanian student resides and studies medicine in Romania. He is insured under the Romanian law. He had broken his leg and his knee was operated 2 years ago. He has lived with constant pain ever since. He was told that he ll need knee prosthesis. In Romania, he is put on a waiting list and he ll get the prosthesis in 16 months. Instead of waiting, he wishes to go to Belgium where he can get the treatment in 2 months. MS of residence and competent MS: RO MS of planned healthcare provision: BE Article 20 BR prior authorisation shall be requested from the RO competent institution Case-by-case assessment of all circumstances unless the authorisation must be granted (Art. 20 (2) BR) Proof of entitlement: PD S2

57 PART III Implications of the Patient Mobility Directive

58 Coordination Regulations Coordination No intervention into national laws Free movement of persons (1) Objective and legal basis Patient Mobility Directive Harmonisation Codifying an "unwarranted incursion into Member State's autonomy" (Murphy, 2011) Free movement of services Public health

59 (2) Scope Coordination Regulations planned and unplanned care exclusively public healthcare providers Patient Mobility Directive planned and unplanned (?) care both public and private healthcare providers

60 Coordination Regulations (3) Approach towards authorisation schemes planned care abroad must be approved by the competent institution Patient Mobility Directive authorisation can be required only in exceptional cases listed in the Directive

61 (4) Administrative procedure Separate procedures Own set of administrative requirements Patient's interest: relevant information on the procedures, entitlements and the implications of the outcomes an administrative procedure which is easily accessible, quick, transparent and as simple as possible integrated administrative scheme

62 (5) Reimbursement regimes Coordination Regulations reimbursement of medical costs up to the level of the costs in the Member State of treatment inter-institutional reimbursement Patient Mobility Directive reimbursement of medical costs up to the level of cost coverage in the Member State of affiliation patients need to advance the medical costs

63 The relationship of the two pillars of patient mobility the Directive should apply without prejudice to the Coordination Regulations parallel applicability, no (clear) priority where the conditions laid down in the Coordination Regulations are met, the prior authorisation shall be granted pursuant to the Regulations unless the patient requests otherwise

64 Case No 8 A Romanian student, insured in Romania, underwent an authorised planned medical treatment at a public provider in Belgium under the scope of the Coordination Regulations. The treatment costs 5000 euros in Belgium and there is 100 euro co-payment. A similar treatment costs 1500 euros in Romania. Competent MS: RO MS of healthcare provision: BE Art. 20 BR + Art. 26 IR: if PD S2 is issued for the patient, all medical costs are covered (except: co payment) In principle: inter-institutional reimbursement RO competent institution covers: 4900 Patient pays: 100

65 Case No 9 A Romanian student, insured in Romania, underwent an authorised planned medical treatment at a private provider in Belgium under the scope of the Patient Mobility Directive. The treatment costs 5000 euros in Belgium and there is 100 euro co-payment. A similar treatment costs 1500 euros in Romania. Competent MS: RO MS of healthcare provision: BE Art. 7-9 PMD: if authorisation is issued for the patient, costs are covered up to the domestic RO tariffs The patient shall advance all the costs RO competent institution covers: 1500 Patient pays: 3500

66 Thank you for your kind attention! Contact:

67 Detaşarea lucrătorilor în cadrul UE: determinarea legislaţiei aplicabile în câteva cazuri particulare (studenţi, voluntari, profesori, cercetători, lucrători în transportul internaţional) Drd. Georgiana Enache - asistent cercetare Universtitatea București, Facultatea de Drept, avocat Baroul București

68 "Make men work together. Show them that beyond their differences and geographical boundaries there lies a common interest. Jean Monnet Georgiana Enache - asistent cercetare Universtitatea București, Facultatea de Drept, avocat Baroul București

69 Teme: Legislația aplicabilă detașării la nivelul UE Regimul juridic de securitate socială aplicabil lucrătorilor detașați Oportunitatea proiectului de modificare a Directivei 96/71/CE În loc de concluzii Q&A Georgiana Enache - asistent cercetare Universtitatea București, Facultatea de Drept, avocat Baroul București

70 I. CADRUL NORMATIV AL DETAȘĂRII LA NIVELUL UNIUNII EUROPENE Sediul materiei: Directiva 96/71/CE a Parlamentului European și a Consiliului din 16 decembrie privind detașarea lucrătorilor în cadrul prestării de servicii ( Directiva nr. 96/71 ). Directiva 2014/67/UE a Parlamentului European și a Consiliului privind asigurarea respectării 96/71/CE privind detașarea lucrătorilor în cadrul prestării de servicii și de modificare a Regulamentului (UE) nr. 1024/2012 privind cooperarea administrativă prin intermediul Sistemului de informare al pieței interne (IMI) ( Directiva nr. 2014/67 ). În România, conținutul acestor directive a fost transpus prin Legea nr. 344/2006 privind detașarea salariaților în cadrul prestării de servicii transnaționale ( Legea nr. 344/2006 ) și O.U.G. nr. 28/2015 pentru modificarea și completarea Legii nr. 344/2006 privind detașarea salariaților în cadrul prestării de servicii transnaționale ( OUG nr. 28/2015 ). Georgiana Enache - asistent cercetare Universtitatea București, Facultatea de Drept, avocat Baroul București

71 I.1. Aspecte preliminarii Noțiuni lucra torul detas at salariat studenții ori voluntarii profesorii și cercetătorii Georgiana Enache - asistent cercetare Universtitatea București, Facultatea de Drept, avocat Baroul București

72 I.2. Domeniul de aplicare Directiva 96/71 se aplică în ipoteza în care o întreprindere înființată într-un stat membru, în cadrul prestării de servicii transnaționale, detașează lucrători, pe teritoriul unui alt stat membru. Pentru identificarea dacă o astfel de întreprindere într-adevăr exercită în mod efectiv activități semnificative în acel stat membru, Directiva 2014/67 indică următoarele elemente: a) Locul în care întreprinderea își are sediul social și administrația, locul în care deține birourile, plătește impozitele și contribuțiile de asigurări sociale și, dacă este cazul, în conformitate cu dreptul intern, este autorizată să își exercite activitatea sau este înregistrată la camerele de comerț sau organismele profesionale; b) Locul de recrutare al lucrătorilor detașați și locul din care sunt detașați; c) Legea aplicabilă contractelor încheiate cu lucrătorii, pe de o parte, și cu clienții, pe de altă parte; d) Locul în care întreprinderea își exercită activitatea de bază, precum și locul în care angajează personal administrativ; e) Numărul de contracte executate și/sau mărimea cifrei de afaceri realizate în statul membru de stabilire; Georgiana Enache - asistent cercetare Universtitatea București, Facultatea de Drept, avocat Baroul București

73 I.3. Situații de detașare a lucrătorilor Directiva 96/71 reglementează trei situații de detașare: Detașarea unui lucrător, în numele întreprinderii sau sub coordonarea acesteia, pe teritoriul unui stat membru, în cadrul unui contract încheiat între întreprinderea care face detașările și destinatarul prestării de servicii care își desfășoară activitatea în statul membru respectiv, dacă există un raport de muncă între întreprinderea care face detașarea și lucrător pe perioada detașării sau Detașarea unui lucrător pe teritoriul unui stat membru la o unitate sau întreprindere care aparține grupului, dacă există un raport de muncă între întreprinderea care face detașarea și lucrător pe perioada detașării sau Detașarea, în calitate de întreprindere cu încadrare de muncă temporară sau întreprindere care a pus la dispoziție un lucrător, a unui lucrător la o întreprindere utilizatoare înființată sau care își desfășoară activitatea pe teritoriul unui stat membru, dacă există un raport de muncă între întreprinderea care a pus la dispoziție lucrătorul și lucrător pe perioada detașării. Georgiana Enache - asistent cercetare Universtitatea București, Facultatea de Drept, avocat Baroul București

74 I.4. Caracterul efectiv al detașării Pentru a califica un lucrător ca detașat ce își desfășoară munca pe teritoriul unui stat membru, altul decât cel în care lucrează în mod obișnuit se examinează situația lucrătorului, precum și toatele elementele faptice care caracterizează munca sa, astfel: a) Munca se defășoară pe o perioadă limitată de timp în alt stat membru; b) Data la care începe detașarea; c) Detașarea se efectuează în alt stat membru decât cel în care își desfășoară în mod obișnuit activitatea; d) Lucrătorul detașat se întoarce sau se așteaptă ca își va relua munca în statul membru din care a fost detașat, după finalizarea muncii sau prestarea de servicii pentru care a fost detașat; e) Natura activităților; f) Cheltuielile de transport, masă și cazare sunt asigurate sau rambursate de angajatorul care detașează lucrătorul și, în acest caz, modul în care acestea sunt puse la dispozi ie sau metoda de rambursare; g) Orice perioade anterioare în care postul a fost ocupat de același sau de un alt lucrător (detașat). Georgiana Enache - asistent cercetare Universtitatea București, Facultatea de Drept, avocat Baroul București

75 I.5. Condițiile de încadrare în muncă în statul membru gazdă. Punctele de contact naționale Indiferent de legea aplicabilă contractului de muncă, lucrătorii detașați trebuie să beneficieze pe teritoriul statului membru gazdă de condiții de muncă și de încadrare în muncă cu privire la următoarele aspecte: a)perioadele maxime de lucru și perioadele minime de odihnă; b)durata minimă a concediilor anuale plătite; c)salariul minim (astfel cum este definit de legislația și practica statului gazdă), inclusiv plata orelor suplimentare; d)condițiile de punere la dispoziție a lucrătorilor, în special de către întreprinderile cu încadrare în muncă temporară; e)securitatea, sănătatea și igiena la locul de muncă; f)măsurile de protecție aplicabile condițiilor de muncă și de încadrare în muncă a femeilor însărcinate sau care au născut de curând, a copiilor și a tinerilor; g)egalitatea de tratament între bărbași și femei, precum și alte dispoziții în materie de nediscriminare. Cazul particular al transportatorilor Punctele de contact naționale Georgiana Enache- asistent cercetare Universtitatea București, Facultatea de Drept, avocat Baroul București

76 II. SISTEMUL DE SECURITATE SOCIALĂ APLICABIL LUCRĂTORILOR DETAȘAȚI Regulamentului (CE) nr. 883/2004 al Parlamentului European și al Consiliului din 29 aprilie 2004 privind coordonarea sistemelor de securitate socială ( Regulamentul nr. 883/2004 ). Regulamentului (CE) nr. 987/2009 al Parlamentului European și al Consiliului din 16 septembrie 2009 de stabilire a procedurii de punere în aplicare a Regulamentului (CE) nr. 883/2004 privind coordonarea sistemelor de securitate socială ( Regulamentul nr. 987/2009 ). Georgiana Enache - asistent cercetare Universtitatea București, Facultatea de Drept, avocat Baroul București

77 II.1. Domeniul de aplicare material Dispozițiile acestor regulamente se aplică în legătură cu următoarele ramuri de securitate socială privind: a) Prestațiile de boală; b) Indemnizațiile de maternitate și de paternitate asimilate; c) Indemnizațiile de invaliditate; d) Prestațiile pentru limită de vârstă; e) Prestațiile de urmaș; f) Prestațiile în cazul unor accidente de muncă și boli profesionale; g) Ajutoarele de deces; h) Ajutoarele de șomaj; i) Prestațiile de prepensionare; j) Prestațiile familiale. Georgiana Enache - asistent cercetare Universtitatea București, Facultatea de Drept, avocat Baroul București

78 II.2. Sistemul de securitate socială aplicabilă lucrătorilor detașați. Elemente caracteristice Persoana să defășoare o activitate salarizată într-un stat membru relația directă între aceasta și angajator; Angajatorul să își defășoare în mod obișnuit activitățile în statul membru de origine; Durata anticipată a activității să nu depășească 24 luni; Persoana respectivă să nu fie trimisă pentru a înlocui o altă persoană detașată. Legislația privind securitatea socială a statului de origine a detașării să se fi aplicat lucrătorului înainte de detașarea acestuia. Georgiana Enache - asistent cercetare Universtitatea București, Facultatea de Drept, avocat Baroul București

79 Studii de caz La data de 1 august 2015, societatea S cu sediul în România, detașează trei lucrători A, B, C în Italia pentru o perioadă de 1 an, în vederea desfășurării unei activități în numele angajatorului. Având în vedere că: a) Lucrătorul A a început activitatea salarizată la societatea S la data de 1 august. Înaintea de a începe activitatea de muncă, A a fost student în Franța; b) Lucrătorul B a început activitatea salarizată la societatea S tot la data de 1 august. Până la acest moment, B a locuit în România și a fost lucrător vamal, intrând sub legislația Ungariei; c) Lucrătorul C, de asemenea, a început activitatea salarizată la societatea S la data de 1 august. C lucrează în România de la data de 1 iunie, însă înainte de această dată, C a fost supus legislației Franței timp de 10 ani, ca urmare a unui raport de muncă. Care este sistemul de securitate socială la care vor fi afiliați cei trei lucrători? Georgiana Enache - asistent cercetare Universtitatea București, Facultatea de Drept, avocat Baroul București

80 II.3. Cazuri în care dispozițiile privind detașarea nu se aplică Întreprinderea la care a fost detașat lucrătorul îl pune la dispoziția unei alte întreprinderi din statul membru în care se află acesta; Întreprinderea la care a fost detașat lucrătorul îl pune la dispoziția unei întreprinderi situate într-un alt stat membru; Lucrătorul este recrutat într-un alt stat membru cu scopul de a fi trimis de o întreprindere situată într-un al doilea stat membru la o întreprindere situată într-un al treilea stat membru, fără să fie îndeplinite cerințele privind afilierea prealabilă la sistemul de securitate socială al statului de origine a detașării; Lucrătorul este recrutat într-un stat membru de o întreprindere situată într-un al doilea stat membru pentru a lucra în primul stat membru; Lucrătorul este detașat pentru a înlocui o altă persoană detașată; Lucrătorul a încheiat un contract de muncă cu întreprinderea la care este detașat. Motivul care determină excluderea aplicabilității detașării este lipsa unei garanții în ceea ce privește existența unei relații directe între lucrător și întreprinderea de origine a detașării Georgiana Enache - asistent cercetare Universtitatea București, Facultatea de Drept, avocat Baroul București

81 II.4. Acorduri privind derogările de legislația care reglementează detașarea Potrivit celor două regulamente, perioada de detașare nu poate depăși 24 de luni ( detașare scurtă ). Art. 16 din Regulamentul 883/2004 permite autorităților competente din două sau mai multe state să încheie acorduri care să stipuleze derogări de la nomele privind legislația aplicabilă. Ce se întâmplă în cazul în care se preconizează prelungirea duratei de 24 de luni? Georgiana Enache - asistent cercetare Universtitatea București, Facultatea de Drept, avocat Baroul București

82 Studii de caz Lucrătorul X este detașat din statul membru A în statul membru B pe o perioadă de 18 luni. Pe parcursul acestei perioade, acesta suferă un accident de muncă, fapt care îl împiedică să își continue activitatea, astfel că la finalul perioadei de detașare acesta nu reușește să își finalizeze activitatea. Poate X sau angajatorul său să solicite o prelungire a detașării care să continue imediat după cele 18 luni inițiale? Lucrătorul Y este detașat din statul membru C în statul membru D pe o perioadă de 24 luni în vederea realizării unei lucrări. Pe perioada detașării, se constată faptul că lucrarea nu poate fi realizată din cauza unor dificultăți legate de proiect. Poate statul de origine a detașării să acorde o prelungire a perioadei inițiale de detașare care să continue imediat după cele 24 de luni? Georgiana Enache - asistent cercetare Universtitatea București, Facultatea de Drept, avocat Baroul București

83 II.5. Ce proceduri trebuie urmate în cazul unei detașări? În cazul în care o persoană urmează să fie detașată într-un al stat membru, angajatorul său trebuie să solicite instituției competente (în România, Casa Naționala de Pensii Publice) să elibereze documentul portabil A1. Formularul A1 atestă faptul că persoana detașată rămâne afiliată la sistemul de securitate socială din statul membru de origine. Statul membru în care se realizează detașarea este obligat să recunoască formularul A1. Condiții pe care trebuie să le îndeplinească angajatorul Condiții pe care trebuie să le îndeplinească salariatul detașat Georgiana Enache - asistent cercetare Universtitatea București, Facultatea de Drept, avocat Baroul București

84 III. PROIECTUL DE MODIFICARE A DIRECTIVEI 96/71 Principalele modificări ale Directivei 96/71 vizează următoarele domenii: A. Nivelul de salarizare al lucrătorilor detașați, inclusiv în cazul subcontractării prin propunere se prevede aplicarea lucrătorilor detașați aceleași norme de remunerare aplicabile și lucrătorilor locali, stabilite prin lege sau prin convențiile colective cu aplicare generală; prin remunerare se înțelege atât salarizarea, cât și alte elemente (prime, indemnizații, creșteri salariale). Statele membre vor fi obligate să precizeze elementele care compun remunerația pe teritoriul lor; Observații: propunerea nu abordează obligația statului membru gazdă de a stabili un mecanism de comparare între elementele de remunerație considerate obligatorii pe teritoriul său și elementele de remunerație efectiv plătite lucrătorului detașat de către prestatorul de servicii; propunerea nu stabilește ce se întâmplă în situația care prin legislația statului de stabilire prestatorul are stabilite în mod obligatoriu alte elemente de remunerație. Cum se aplică prevederile atunci când unele sporuri sunt mai favorabile prin legislația statului de stabilire, iar alte sporuri sunt mai favorabile prin reglementările statului membru gazdă? Propunerea nu oferă o soluție situației în care legea statului gazdă prevede elemente de remunerați obligatorii, dar al căror cuantum este variabil, între un nivel minim și un nivel. maxim. Georgiana Enache - asistent cercetare Universtitatea București, Facultatea de Drept, avocat Baroul București

85 B. Aplicarea legislației statului membru gazdă pentru detașările cu o durată mai mare de 24 de luni potrivit proiectului de directivă, contractul de muncă este supus legii statului membru în care lucrătorul detașat își desfășoară munca, în situația în care detașarea sa depășește 24 de luni (art. 2a), prin derogare de la prevederile Regulamentului Roma I, potrivit cărora detașarea nu determină schimbarea legii care reglementează contractul de muncă Observații: se instituie o derogare de la un regulament european printr-o directivă, act normativ ce necesită transpunere în legislațiile statelor membre; în cazul în care perioada estimată a detașării este mai mare de 24 de luni, legislația statului membru gazdă se aplică din prima zi a detașării. În acest caz, se pot crea confuzii cu privire la aplicarea prevederilor Regulamentului 883/2004; în cazul lucrătorilor din state terțe care lucrează în statul membru de stabilire, de regulă, în baza unui permis de muncă, în situația în care ei vor fi detașați pentru o perioadă mai mare de 24 de luni, conform propunerii, legislația aplicabilă devine legislația statului membru gazdă. Georgiana Enache - asistent cercetare Universtitatea București, Facultatea de Drept, avocat Baroul București

86 C. Eliminarea referirii la domeniile din anexă și extinderea automată la toate domeniile de activitate. Observații: extinderea prevederilor la toate domeniile de activitate presupune implicit și obligația de asigurare a informării pentru toate domeniile de activitate, această sarcină administrativă suplimentară nefiind analizată de statele membre la momentul negocierii Directivei 2014/67; astăzi, statele membre care dețin convenții colective universal aplicabile și în alte domenii decât în domeniul construcțiilor au opțiunea de a decide la ce domenii extind aplicarea prevederilor directivei și implicit pentru ce domenii sunt obligate să furnizeze informații, în funcție de realitățile practice și de domeniile în care există un număr semnificativ de lucrători detașați. D. Aplicarea Directivei 96/71 și in cazul transportatorilor internaționali în ceea ce privește transportul rutier internațional, având în vedere caracterul foarte mobil al muncii în acest sector, implementarea Directivei 96/71/CE privind detașarea ridică numeroase dificultăți legislative; Chiar considerentul nr. 10 din proiectul de directivă argumentează acest lucru și întărește necesitatea adoptării unei legislații specifice. Georgiana Enache - asistent cercetare Universtitatea București, Facultatea de Drept, avocat Baroul București

87 În loc de concluzii Q&A Cum apreciați modificările propuse? Care credeți că sunt atribuțiile autorităților naționale în lumina proiectului de modificare a Directivei privind detașarea lucrătorilor? Care considerați că este rolul partenerilor sociali? Poate excepția deveni regulă? Georgiana Enache - asistent cercetare Universtitatea București, Facultatea de Drept, avocat Baroul București

88 Vă mulțumesc! Georgiana Enache - asistent cercetare Universtitatea București, Facultatea de Drept, avocat Baroul București

89 Directive 2014/54/EU on measures facilitating the exercise of rights conferred on workers in the context of freedom of movement for workers Dr. Paul Minderhoud Presentation for Romanian seminar, 13 October 2016

90 Legal Framework: Article 45 TFEU Directive 2014/54 Abolition of any discrimination on grounds of nationality as regards employment, remuneration and other conditions of work and employment The right to look for a job in another Member State (MS), to accept it, to stay and remain in that MS Includes the prohibition of non-discriminatory obstacles to free movement: case law of the CJEU Exceptions Public policy, public security and public health Employment in the public service Only applies to EU citizens (and members of their family, even third-country nationals)

91 Directive 2014/54 Legal Framework: Regulation 492/2011(1612/68) Discrimination of EU workers on grounds of nationality, in particular: Access to employment Working conditions Access to social and tax advantages Access to training Membership of trade unions Access to housing Access to education for children Assistance given by employment offices

92 New Directive 2014/54 Requires Member States to: Directive 2014/54 Create national contact points providing information, assistance and advice so that EU migrant workers, and employers, are better informed about their rights Provide appropriate means of redress at national level Allow trade unions, NGO s and other organisations to launch administrative or judicial procedures on behalf of individual workers in cases of discrimination Give better information for EU migrant workers and employers in general

93 New Directive 2014/54 Directive 2014/54 Obligation for Member States to designate one or more structures or bodies for the promotion, analysis, monitoring and support of equal treatment of Union workers and their family members without discrimination on grounds of nationality, unjustified restrictions or obstacles to their right to free movement and shall make arrangements for the proper functioning of such bodies (article 4)

94 Directive 2014/54 New Directive 2014/54 (article 4) (a) providing or ensuring the provision of independent legal and/or other assistance to Union workers and members of their family, without prejudice to their rights, and to the rights of associations, organisations and other legal entities referred to in Article 3; (b) acting as a contact point vis-à-vis equivalent contact points in other Member States in order to cooperate and share relevant information; (c) conducting or commissioning independent surveys and analyses concerning unjustified restrictions and obstacles to the right to free movement, or discrimination on grounds of nationality, of Union workers and members of their family; (d) ensuring the publication of independent reports and making recommendations on any issue relating to such restrictions and obstacles or discrimination; (e) publishing relevant information on the application at national level of Union rules on free movement of workers.

95 What are still the main obstacles Directive 2014/54 Tension free movement of workers law and national immigration law Equality of treatment Access to employment in the public service Language requirements and recognition of diploma s and qualifications Frontier workers

96 Directive 2014/54 Impact and added value Directive 2014/54 Underlines the importance of the issue of free movement of workers and recognizes that there are still problems to tackle despite the fact that there is formally an equality of rights But 3 main problems: Same weaknesses as other Equality Directives Depends highly on the willingness of Member States to tale this Directive seriously Not applicable to posted workers, where some of the most structural problems occur

97 Directive 2014/54 Impact and added value Directive 2014/54 The structure and text of the provisions of the Directive are highly similar to that of the Race Directive (Directive 2000/43) But no article similar to Article 8 Race Directive on Burden of proof No article similar to Article 15 Race Directive on Sanctions Same problems as mentioned in Implementation Report on Directives 2000/43 and 2000/78 of 17 January 2014

98 Directive 2014/54 Impact and added value Directive 2014/54 General problem of mobilizing rights: Naming= Become conscious of being the victim of discrimination, and defining the acts as such. - Knowledge of equal treatment rules -Knowledge of the facts, the context, the comparability Blaming= Hold the respondent responsible for the discrimination. - Knowledge of who is responsible -Not everybody can be held responsible Claiming= Start the procedure, either internally or externally -Fear for retaliation, worsening the relation

99 Directive 2014/54 Impact and added value Directive 2014/54 Willingness of the Member State to take it seriously UK and NL: all rights of EU workers are already secured Own responsibility of EU migrant workers themselves? Website and leaflet: Lithuania: Also strengthening rights of own workers in other MS. Problem of requirement of permanent residence for accessing social benefits. Change of 66 different Acts Romania: Change of 50 different legal rules

100 Directive 2014/54 Impact and added value Directive 2014/54 Not applicable to posted workers A worker is "a posted worker" when he is employed in one EU Member State but sent by his employer on a temporary basis to carry out his work in another Member State. There is an employment relation between the undertaking making the posting and the worker during the period of the posting Fall under the scope on of article 56 TFEU (freedom of services) and Directive 96/71 concerning the posting of workers. Fall under social security and pension system country of origin Lower set of rights than under article 45 TFEU and Regulation 492/2011

101 Conclusion Free movement of workers is a valuable principle Formal equality is not material equality Directive 2014/54 Legislation alone is not enough to ensure full equality, so it needs to be combined with appropriate policy action. Challenge for governments, trade unions and NGO s Challenge for Equality Bodies to play an active or even a proactive role

102 Recent developments in the field of free movement of workers at EU level Robertas Lukasevicius Labour mobility Directorate Free movement of workers, EURES Unit DG Employment, Social Affairs and Inclusion 1

103 Overview Transposition of Directive 2014/54 (Enforcement of Free Movement of Workers) Implementation of Regulation 2016/589 (New EURES Regulation) Review of Directive 96/71 (Posting of Workers) Transposition of Directive 2014/67 (Enforcement Posting of Workers) Implementation of Decision on Undeclared Work platform 2016/344 Miscellaneous DG Employment, Social Affairs and Inclusion 2

104 Better enforcement of rights conferred under EU law on free movement of workers Practice shows that it is difficult for citizens to enforce their rights at national level Union workers still experience discrimination and obstacles Directive 2014/54 aims to facilitate the exercise of rights on Union workers and members of their families in the context of the freedom of movement for workers Does not create new rights for mobile workers DG Employment, Social Affairs and Inclusion 3

105 Transposition (10/10/2016) DG Employment, Social Affairs and Inclusion 4

106 Implementation Infringement procedures started Future steps at EU level Making available list of contact points Ensuring access to information Promoting cooperation of the bodies DG Employment, Social Affairs and Inclusion 5

107 EURES EURES (European Employment Services) aims at facilitating and promoting the freedom of movement for workers within the EU notably by exchanging information on employment opportunities It is a cooperation network within the EU 28 countries plus Switzerland, Iceland, Liechtenstein and Norway. European job mobility portal New EURES regulation 2016/589 DG Employment, Social Affairs and Inclusion 6

108 Posting of workers What is posting of workers? A "posted worker" is an employee who is sent by his employer to carry out a service in another EU Member State on a temporary basis. Directive 1996/71 DG Employment, Social Affairs and Inclusion 7

109 Revision of PoW directive Why revising the Directive? - social dumping has no place in EU - the same work at the same place should be remunerated in the same manner The key change- remuneration rules Yellow card 'raised' by 11 national parliaments = Commission reply DG Employment, Social Affairs and Inclusion 8

110 Rules for remuneration: currently all rules minimum rules local worker posted worker 9

111 Rules for remuneration: new all rules = local worker & posted worker 10

112 Long-term posting: currently For postings lasting longer than 2 years core rules e.g. on health and safety, minimum rest periods HOST country all other labour law rules e.g. on protection from unfair dismissal HOME country 11

113 Long-term posting: new For postings lasting longer than 2 years ALL labour law rules HOST country 12

114 Enforcement of PoW The Enforcement Directive 2014/67: increases the awareness of posted workers and companies about their rights and obligations improves cooperation between national authorities in charge of posting defines Member States' responsibilities to verify compliance with the rules on posting of workers ensures the effective application and collection of administrative penalties and fines across the Member States if the requirements of EU law on posting are not respected DG Employment, Social Affairs and Inclusion 13

115 Transposition (10/10/2016) DG Employment, Social Affairs and Inclusion 14