Education 13
Education 13 : This is a primary government concern in all European countries, but the structures of education systems differ considerably, both within and between countries of the European Union (EU). It does not have a common education policy; on the contrary, its role is to create a system of genuine cooperation between the EU Member States by preserving the rights of each State in terms of the content and organization of its education and training systems. The EU provides: (1) multinational education, training and youth partnerships; (2) exchange schemes and opportunities to learn abroad; (3) innovative teaching and learning projects; (4) networks of academic and professional expertise; (5) a framework to address across-the-board issues, such as new technologies in education and the international recognition of qualifications; (6) a platform for dialogue and consultation with a view to comparisons, benchmarking and policy-making. This European dimension supplements the action taken by the EU Member States. It concerns all areas of education - from individual school classes, teachers, parents and students to managers, university rectors, professional organisations, experts and government ministers - and training in all forms, at all ages. The challenge facing the European Commission and its Directorate-General for Education and Culture is to help preserve the best of the diversity of educational experience in Europe, while harnessing it to raise standards, remove obstacles to learning opportunities and meet the educational requirements of the twenty-first century. See: Paid education leave; Professional training; Vocational training; Youth employment. Employer's obligation to inform employees of the conditions applicable to the employment contract or relationship The EU Directive 91/533 EC of 14 October 1991 on an employer's obligation to inform employees of the conditions applicable to the contract or employment relationship aims to protect employees who are unaware of their rights by establishing at Community level the obligation for employers to inform employees in writing of their terms and conditions of employment. The Directive applies to all paid employees with a contract or employment relationship defined and/or governed by the law in force in a European Union Member State. Member States may exclude workers who have a contract or employment relationship: (1) with a total duration not exceeding one month or with a working week not exceeding eight hours; or (2) of a casual and/or specific nature where there are objective considerations justifying non-application of the Directive. Employers must provide employees with the following basic information: (1) identity of the parties; (2) place of work; (3) title, grade, nature or category of work or brief job specification; (4) date of commencement of contract or employment relationship; (5) in the case of a temporary contract or employment relationship, its expected duration; (6) amount of paid leave or procedures for allocating and determining such leave; (7) periods of notice to be observed by the employer and the employee should their contract or employment relationship be terminated or, where this cannot be indicated, method for determining such periods of notice; (8) basic amount, and other components of remuneration and frequency of payment; (9) length of working day or week; (10) any relevant collective agreements. The information may be set out in a written contract of employment, in a letter of engagement or in one or more other written documents. These must be given to the employee within two months of commencement of employment, failing which the employee must be given a written declaration signed by the employer. Employees required to work in another country must be in possession before departure of one of the documents referred to above, which must include the following additional information: duration of employment abroad; currency to be used for payment of remuneration; any benefits in cash or kind attendant in relation to expatriation; where appropriate, the conditions governing repatriation. These provisions do not apply where the duration of employment abroad is less than one month. Any change to the terms of the contract or employment relationship must be recorded in writing. The Directive does not affect the Member States' prerogative to apply or introduce provisions that are more favourable to employees
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