Fidest – Agenzia giornalistica/press agency

Quotidiano di informazione – Anno 32 n° 250

Posts Tagged ‘employment’

Employment MEPs reach consensus with Commission on workers’ health and safety

Posted by fidest press agency su domenica, 14 giugno 2020

Several groups in the Employment and Social Affairs Committee (EMPL) had tabled an objection to the Commission’s classification of SARS-CoV-2 as a risk group 3 biological agent, the second most dangerous category. They considered that the novel virus should be classified in risk group 4, the highest risk group, to ensure the highest possible levels of protection of workers’ health and safety.However, during today’s EMPL meeting, Commissioner Nicolas Schmit addressed the concerns raised by MEPs and declared that the Commission will strongly encourage member states to ensure that written instructions are provided to all workers exposed to COVID-19, as also recommended in the EU guidance on protecting workers. The Commission will also assess the need to amend the Biological Agents Directive following the lessons learned during the pandemic to ensure better preparedness and response planning in all workplaces.Based on these additional safeguards to protect workers’ health, some of the groups withdrew their objection to the classification of SARS-CoV-2 in risk group 3.The resolution objecting to the Commission decision was rejected with 35 votes against, 5 votes in favour and 15 abstentions.
The Commission decision to classify SARS-CoV-2 as a risk group 3 biological agent is adopted and in force. Member states must implement the Directive by 24 November 2020.

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The “2019 Employment Law Update – 38th Annual Advanced Conference”

Posted by fidest press agency su domenica, 2 dicembre 2018

Two days of hard-hitting, up-to-the-minute information on all significant employment law developments. Designed for experienced HR professionals and attorneys. Features superb faculty, important topics, and great networking opportunities. A not-to-be-missed conference! Participant favorite for decades! A New President and a New (sort of) Congress: What Will it Mean for the American Workforce in 2018 and Beyond? EEOC, NLRB, OSHA, Department of Labor, Judicial Appointments, Executive Orders, Affirmative Action, New Legislation…and more Is There No End in Sight? The Government’s War Against Contractors and Exempt Status Rages OnSocial Media: A Curse, a Blessing, or Both, for Employers?
The NLRB: What Will They Do Next? An old show business saying is, “You ain’t seen nothin’ yet!” We will cover the Board’s Nutty 2017 Decisions and What’s in Store for 2018 What is the Biggest Mistake Employers Make? It’s Not What You Think The Latest under FMLA, ADA/Reasonable Accommodation, Retaliation, Age Discrimination and Harassment. Other Important Developments, Including State Law Developments.Open Forum to Include Employee Privacy IssuesSo that everyone’s employment law questions can be answered, there will be an “open forum” session that will provide you with an opportunity to ask questions regarding topics that were not covered.Seminar Schedule: 8:00 am – 4:00 pmFor more information about this conference visit

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Employment and Social Developments in Europe

Posted by fidest press agency su martedì, 31 luglio 2018

Employment and Social Developments in Europe: 2018 review confirms positive trends but highlights the increasing need for skills and inclusion. The Commission has published the 2018 edition of its yearly Employment and Social Developments in Europe (ESDE) review.This year’s edition confirms the ongoing positive labour market trends as well as an improving social situation. The numbers of people in employment reached new record levels. With almost 238 million people having a job, employment has never been higher in the EU. In 2017 over three and a half million more people were in employment, compared with 2016.However, while the number of hours worked per person employed has grown in recent years, they are still below the 2008 levels. At the same time we witness rising disposable incomes and lower levels of poverty. Severe material deprivation has receded to an all-time low, with 16.1 million fewer people affected, compared with 2012.But looking at the impact of technological developments, there are uncertainties about the future effects of automation and digitalisation. This is why the 2018 ESDE review is dedicated to the changing world of work.Commissioner for Employment, Social Affairs, Skills and Labour Mobility, Marianne Thyssen, said: “The European economy is growing faster and more evenly than before. This favours employment, props up household incomes, and improves social conditions. Technological change has a high potential to boost growth and jobs, but only if we shape this change. The European Pillar of Social Rights provides a compass for getting everyone ready for this transformation. Our proposals turn the Pillar into practice, by equipping people in Europe with better education and skills throughout their life and by ensuring that all workers are covered by basic rights in this fast changing world of work, with our proposals on transparent and predictable working conditions and access to social protection.”This year’s edition of the report aims to analyse opportunities and risks linked to technological innovation, demographic change, and globalisation. The review shows what needs to happen so that everybody can benefit from these developments.

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Open Day: Croupier Casino Academy is a Training School in Manchester That Guarantees You a Job in the UK

Posted by fidest press agency su mercoledì, 27 marzo 2013

Manchester, England, PRNewswire Nowadays, it is difficult for job seekers to find a job – but not in the casino industry. Casinos are often in search of new staff. Why? Because of all the opportunities on offer. Croupier Casino Academy (CCA) is well aware of these opportunities, and is willing to help aspiring croupiers get a job. CCA is a professional training school that has been operating in Britain for over 5 years now, and for more than 10 years in Europe. For the first time, Croupier Casino Academy in Manchester opens its doors, allowing prospective croupiers to come and visit, have a look at the training, talk to the trainers, ask questions to the trainees, and register for the course. The training lasts 10 weeks, Monday to Friday, and we guarantee you a job at the end of it.

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The Balkan employment crisis

Posted by fidest press agency su domenica, 8 aprile 2012

Leskovac panorama

Leskovac panorama (Photo credit: Wikipedia)

Leskovac, once known as the Serbian Manchester, is home to a textile industry that began in the 19th century, flourished under communism, and survives – albeit barely – till today. The town, which lies in the south of Serbia, boasts a textile school (set up in 1947), an association of textile engineers, and its very own textile magazine. The boom years are a distant memory, however. Leskovac’s socialist-era companies are bankrupt, their production halls empty, their machines dismantled and sold as scrap metal. In the past two decades Leskovac has seen its population decline from 162,000 (1991) to less than 140,000. The drop in the working-age population has been disproportionately high, and unemployment has increased. At the heart of the town’s plight, and that of so many other regions in the Western Balkans, is the impact of dramatic de-industrialization.Contemporary Serbia is a society whose population is both aging (with an average age of 41, it is one of the oldest in the world) and shrinking. So is its industry. A recent article in the local press cites that 98 large, complex, industrial companies have shut down over the past two decades. And, most worrisomely, so is total employment. After stagnating throughout the economic recovery of the 2000s, it has been sharply declining since 2008. Today the employment rate is down to about 45 per cent, more than 20 per cent below the EU average. Half of the young are unemployed. In the textile and clothing sector, the number of workers has collapsed from 160,000 in 1990 to around 40,000 in 2010.
Serbia’s textile industry is representative of much of its industry, and Serbia’s labor market trends are representative of those in all the post-Yugoslav states. The employment rate in Albania is also one of the lowest in Europe. It is true that Europe’s textile industry has been put on the defensive by the emerging Far East. However, it would be wrong to conclude that Serbia’s textile industry’s decline has been inevitable. In recent decades, the sector – one of the most highly globalized in the world – has seen employment shift from Germany to Poland, from Hong Kong to China, from Italy to Hungary and Turkey, and then to Bulgaria and Romania. In many peripheral regions across South East Europe, textiles have been a recent locomotive of growth and exports, creating hundreds of thousands of low-skilled jobs. The question we need to ask is why so few of these jobs have found their way to the Western Balkans. Bulgaria was able to increase its exports in the textile and clothing sector from 280 million USD to more than 5 billion USD between 1990 and 2010, contributing more than 100,000 industrial jobs. Why hasn’t this been possible in Serbia, Bosnia or Albania? The same questions could be asked about other industries in the Balkans. Why are there more than 10,000 jobs in the furniture industry in the Central Anatolian city of Kayseri, far from any woods, but not in Bosnia and Herzegovina? Why are household appliance producers doing well in Slovenia, Western Romania and Western Anatolia, but not in the Western Balkans? How about agro-processing for the EU market? And what about Bosnia’s armaments industry, the mainstay of its industry in the past? Was its collapse really inevitable? One answer is that the growth model adopted in the Western Balkans over the last decade has discouraged governments from asking such specific questions. Driven by distrust of the legacy of socialist planning, as well as by fear of state capture by corrupt businesses and corruption in the administration, the preferred economic policies have been hands-off, focusing not on specific sectors of the economy but on the general business environment. Policymakers have been praised for avoiding the temptation to shield declining areas of the economy from the discipline of the market. At the same time they found it hard to acknowledge when many former socialist businesses were past the point of possible recovery, overburdened by their debts and in urgent need of liquidation. Neither the political debates nor the legal framework in the region acknowledged that liquidation, sometimes, is the best way to ensure that existing resources—people and capital—remain in use, by being re-employed in the new growing private sector. These key ingredients of the standard recipes of economic policy in the past decade are important, of course: a stable macroeconomic environment and a good business climate, in which it is easier to open and close businesses, are a necessary condition for sustained recovery. But they are not sufficient. In a region ravaged by conflict and the sheer length of economic decline, a policy mix of “hands-off”, “rules-based” privatization and deregulation cannot be sufficient to launch sustained economic recovery. Even during the periods of relative economic growth and high FDI inflows, the employment generated by the new, entrepreneurial private sector was not sufficient to offset the jobs shed by the slowly restructuring and privatized old industries. The financial crisis of 2008 has wiped out more than the jobs generated in the recovery period, even if informal job generation is taken into account. While the recovery lasted, there was a hope that FDI would yet accelerate and begin to generate more employment. Now, however, it is clear that the growth model needs to be changed. This has been noted by international institutions, most explicitly the European Bank for Reconstruction and Development (EBRD). More importantly, regional policymakers, under increasing pressure to generate jobs, have begun reaching for desperate measures, such as large, blanket, subsidies for foreign investors. This is the kind of step that has so often in the past given industrial policy a bad name. What would an alternative model of economic growth look like? In answering this question, it helps to keep in mind that there is not, in fact, one simple answer. Each time, the answer depends on the context. Clearly, the key is the inclusion into global chains of industrial production. Credible industrial policies are needed to define ways of encouraging the mobile global investments to those sectors – from food processing to clothing, from furniture to basic engineering assembly – where declining industrial regions in the Balkans possess a comparative advantage. For this one needs a better understanding of the drivers behind the industrial jobs that are already being generated. In Leskovac, for example, over the past five years new jobs have been linked to investments by companies from Germany, South Korea and Turkey.
A competent industrial development agency, modelled, for example, on the Irish Industrial Development Agency (IRA) could do this job. The key word here is “competent”. It would have to be able to offer support and advice – based on credible and painstaking sectoral analysis – to local administrations and companies. It would need to help educate local governments about ways of attracting investors. It could also offer grants for private sector management training, to enable their companies to move up the value chain in different sectors of production.This is not an easy task. However, there is no reason to assume that such competence in the Western Balkans could not be put together and built up. For this, however, it is necessary, that a new philosophy for the role of industrial policy in economic growth be embraced. This can only be done by the policymakers and governments of the countries themselves.The EU could also help, however. All too often in the past two decades, the message coming across from EU officials and international financial institutions has, instead, been one of blanket discouragement of government intervention. The EU could do more to support the countries’ ability to develop and pursue credible multiyear strategies in a whole range of sectors, including agriculture and rural development, transportation, environment, and regional development. During the last enlargement wave, each candidate country integrated such strategies into a National Development Plan (NDP), which functioned both as a national roadmap and as a programming document for EU assistance. Such an approach would benefit the countries of the Western Balkans, where the public sector suffers from a dearth of planning capacity and resources for policy development.Last but not least, the credibility of Western Balkan integration into the EU market could be enhanced. For the Western Balkans, the last few years have seen agonizingly slow progress in this area, with no country other than Croatia having so much as opened EU accession talks. The more realistic the perspective of EU membership for countries such as Serbia or Albania, the bigger the incentives for those interested in long-term investments in industrial production in the Balkans.
The lack of employment opportunities today in the Western Balkans is generating quiet despair, especially among the young. Without radical change, without a serious and visible commitment to a new set of policies, the sense of despair now palpable in the region may become burning. There is, in fact, no greater, more urgent, social and economic issue in the Balkans. Fortunately, experiences of successful industrial recoveries and turnarounds abound. Learning from them could turn around the fate of people in Leskovac, and countless other towns just like it.

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Posted by fidest press agency su giovedì, 16 febbraio 2012

London (PRNewswire), one of the UK’s leading job sites, is advising thousands of jobseekers up and down the country to utilise and harness social media in their job searches, as the medium is now considered a useful way to bolster employability prospects. It’s widely acknowledged social media is becoming a powerful employability tool for both jobseekers and prospective employers. According to Jobvite, a recruitment software website, 50% of job seekers, now working in sales jobs, in 2010, admitted to using social networking giant Facebook to help look for a new job. A further 26% admitted to using LinkedIn, another leading social networking website, to build up career contacts and gain employment. Looking at similar findings for a survey of people working in construction in 2011, the figures are far more conclusive of social media’s growing popularity. Amongst employees working in construction jobs, 16% of those (who were surveyed by Jobvite) admitted to gaining their employment through social networking websites. However despite the clear advantages social media platforms offer (wide networking opportunities, up-to-date job offerings, etc) claims many jobseekers are in fact oblivious to the fact many prospective employers now use social media to screen applicants. A recent survey, carried out by social media monitoring service Reppler, found that more than 90% of recruiters and potential employers use or have used social networking websites as part of their employment screening process. Astonishingly 69% of recruiters admitted sleuthing a candidate’s social networking profile and later rejecting their application based on the content they found. However’s new social media guidance tips aim to teach jobseekers how to manage their social media profiles properly; limiting the chance of prospective employers finding content they may well dislike. visit is the UK’s leading online recruitment service, featuring over 110,000 jobs in Manchester, Birmingham and across the UK from more than 8,000 recruiters across 42 industry is the UK’s most visited job site and was named by Experian Hitwise as the Number 1 website for Employment & Training sites throughout 2010 and between January and June 2011.

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Personal Interest Tops Criteria in Young Professionals Job Search, Says

Posted by fidest press agency su mercoledì, 25 gennaio 2012

Employment Exhibition

Image by Modern_Language_Center via Flickr

London. A survey conducted by job site,, has found that personal interests play a primary role for young professionals when considering their ideal employer. The Big Brands Survey conducted its research across 2,200 respondents in every age group, including employees in marketing jobs, as well as new recruits in wider sectors, such as finance and sales. Nearly 25% of Under 18 year olds cited ‘personal interest’ as the area they would most like to improve in their current employment- a trend witnessed extend across all younger age groups. Nearly 20% of respondents aged between 18-24 years old emphasised the importance of ‘personal interest’ when stating potential improvements to their current employment. Younger professionals also cited their employers’ reputation and the quality of services or products provided as desirable improvements to existing employment. However younger professionals also highlighted the importance of receiving adequate training through employment. 13% of respondents, aged between 18-24 years old, confessed to seeking employment based solely on the ‘Training, courses and Development’ opportunities provided by the employer. For older jobseekers, employment desirables change, however. Over 41% of respondents, aged above 35, deemed the ‘pay, benefit and conditions’ offered by a prospective employer, as prime considerations when looking for a new job. Yet it’s ‘reputation’ that appears to unify all jobseekers. It seems nearly everyone, irrespective of age, would consider taking a job if they were working for a company they thought of as being reputable. is the UK’s leading online recruitment service. Owned by Reed Executive PLC, enables jobseekers to search over 110,000 jobs from more than 8,000 recruiters across 42 industry sectors.Registered jobseekers can receive email job alerts, save searches and make their details available to a range of recruiters, including Reed’s network of trained recruitment consultants.Recruiters of all types benefit from’s range of innovative online recruitment solutions, including: online job posting and applicant management; job posting with Guaranteed Response; CV Search; targeted branding and email services.

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Work Experience Invaluable to University Degree say 72 Percent of Graduates

Posted by fidest press agency su martedì, 25 ottobre 2011

The Vice-Chancellor of the University of Cambr...

Image via Wikipedia

London, University leavers polled by place importance on the role of hands-on experience in education A survey by jobs site, which advertises graduate jobs, as well as training courses and placements, has found that nearly three quarters of university leavers found that work experience was invaluable to a university degree. The Graduate Survey from polled nearly 700 university graduates..The findings mirror trends seen across the current UK jobs market, which puts a high premium on hands-on experience as the effects of the downturn continue to squeeze the economy and employment prospects.With hundreds of thousands of new graduates seeking employment each year, this survey suggests that graduates want their degrees to be better channeled towards the workplace. The majority of arts students were dissatisfied with the relevance of certain elements of their education: 40% of Drama & Film students surveyed strongly disagreed that their degree had helped them in the workplace. Just over 43% of those surveyed had been given the opportunity to undertake work experience as part of their university education, the overwhelming majority of whom had found that the opportunity to learn directly from a place of work was of huge benefit. Only 5.48% of those who did work experience as part of their degree found that it was not at all useful to their education: nearly 95% of those who undertook work experience found it either very valuable or valuable. is the UK’s leading online recruitment service. Owned by Reed Executive PLC, enables jobseekers to search over 110,000 jobs from more than 8,000 recruiters across 42 industry sectors.Registered jobseekers can receive email job alerts, save searches and make their details available to a range of recruiters, including Reed’s network of trained recruitment consultants.Recruiters of all types benefit from’s range of innovative online recruitment solutions, including: online job posting and applicant management; job posting with Guaranteed Response; CV Search; targeted branding and email services.

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Students across three continents

Posted by fidest press agency su mercoledì, 25 agosto 2010

London More than 400 students graduated from Hult International Business School last week across three continents. Recognizing the students’ success and sharing their experience as international executives at each of the commencement ceremonies were three top professionals—Guy Crawford, CEO of Jumeirah Group, Robert Grimshaw, Managing Director of, and Henry McGee President of HBO Video, Time Warner Inc. Despite the economic recession and gloomy employment outlook, many of Hult’s graduating classes have already banked their dream jobs, or are screening offers with top international companies including PricewaterhouseCoopers, HSBC, Johnson and Johnson, Dun & Bradstreet and Procter and Gamble. Hult’s Career Services teams, based in five international cities around the world actively help students achieve their career goals, even before stepping onto campus. Students have the opportunity to work and network with key industry contacts from companies such as Bank of America, Rabobank, Facebook and Real Madrid, at numerous networking receptions, alumni events and internship and mentoring programs throughout their degree program.
Hult International Business School (formerly known as the Arthur D. Little School of Management) is the first global business school with campuses in Boston, San Francisco, London, Dubai, and Shanghai. The School offers a range of business-focused programs including MBA, Masters and Undergraduate degrees. Hult is ranked 6th for International Business by the Financial Times, and is among the Top 50 best business schools in the world and Top 25 in the U.S. by the Economist. The School is a fully accredited member of the New England Association of Schools and Colleges and the Association of

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The employment Future of Europe

Posted by fidest press agency su martedì, 25 maggio 2010

The EU should open up the labour market for all European citizens to foster the free movement  of labour across the EU. It should promote the integration of workers from other European countries into the labour market of the country in which they live by means of educational  programmes and establish common standards for professional qualification. The EU should disseminate information on employment opportunities in other Member States  and positively motivate unemployed people of all ages to seek employment. The EU should  look at identifying best practice across Europe in order to minimise unemployment during the downturn (e.g. job sharing schemes, reduced working hours, early retirement etc.). It should  conduct employment surveys, provide information about the state of and experiences with the employment market in different countries, facilitate cooperation between job centres. The EU should create the same working conditions and rules for all EU citizens based on a  harmonised Labour Code, harmonising working conditions for employees, right and obligations for employers. This code should include the right to decent salaries and working hours, andit  should include the principle of equal pay for equal work between men and women as well as  workers from other EU Member States. The EU Member States should introduce in a coordinated way a minimum wage in each country, adjusted to national productivity levels and in line with the cost of living.  The EU should impose a European social dialogue involving economic social actors to define agreements between employers and employees at sectoral level e.g. on working hours, pay and conditions etc.  The EU should undertake efforts to attract qualified workers from third countries (brain gain),  helping it secure its competitive position and economic growth. This should be done through a  common labour migration policy, including an expanded BlueCard system which applies  throughout the EU and which has the possibility of prolongation after two years.

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New Economic and Employment Network

Posted by fidest press agency su domenica, 2 maggio 2010

With a Conference in the European Parliament in Brussels the Church and Society Commission of the Conference of European Churches (CSC of CEC) is launching today the new European Christian Employment and Economy Network “CALL”: Church Action on Labour and Life. With the economic downturn the need to address employment and social issues, also in the context of the European Union, has become more pressing. Right now the EU Member States are defining a new economic, social and ecological framework strategy for the next decade. At the same time, the European Year for Combating Poverty and Social Exclusion 2010 seeks to highlight these realities in Europe. In an open letter to the Presidents of the European institutions, the European churches have recently stressed the need for a change in EU’s economic and social policies: “The European churches understand this crisis as a call for change. Coming back to ‘business as usual’ will not solve it. To meet the challenges of the crisis it will be necessary to come to significant changes in the economic and social policies of the European Union and its Member States.” CALL will provide a platform to exchange views and experiences on economic questions in different parts of Europe and, thereby, to bridge gaps between European societies. CALL shall promote a Christian perspective in the European debates. Moreover, it will build the capacity of European churches to act on these issues, for instance by offering educational and information material and training. During the Conference the Jahrbuch Gerechtigkeit IV (“Yearbook Justice IV”), edited by a group of German Churches, shall be presented to the European public. The publication is focusing on justice in Central and Eastern Europe 20 years after the fall of the Iron Curtain.
The Conference of European Churches (CEC) is a fellowship of some 120 Orthodox, Protestant, Anglican and Old Catholic Churches from all countries of Europe, plus 40 associated organisations. CEC was founded in 1959. It has offices in Geneva, Brussels and Strasbourg.

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The European Maritime Day

Posted by fidest press agency su lunedì, 3 agosto 2009

The European Commission, in partnership with the Government of Spain and the Government of the Principality of Asturias, is organising the third edition of European Maritime Day (20 May 2010).  In 2010 the European Maritime Day Stakeholder conference will take place in Gijón, on the Atlantic Coast of Spain, on 19-21 May. All interested parties are invited to contribute to this event that is part of the official calendar of the upcoming Spanish Presidency of the European Union. The main theme of the conference is “Innovation”, an inspiring principle of the Spanish Presidency. We will thus be able to look at how we foster innovation in policy making for competitiveness, environmental protection, better working conditions and employment as well as for excellence in science and research in the maritime sectors.

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Meeting on migration

Posted by fidest press agency su venerdì, 15 maggio 2009

Brussels on Tuesday, 26th May in the Centre Borschette in Brussels meeting on migration and the crisis organised by Peter Ramsden on behalf of the URBACT programme. The meeting builds on work carried out within the URBACT funded MILE project led by the city of Venice and involving ten city partners. The project focused on migrant entrepreneurship, employment and access to services.  There will also be contributions from the Open Cities project and the One-stop Mobility Shops. It is of particular interest to cities and city based NGOs who wish to do more to promote integration. The conference will draw on the experience and work of cities that have taken part in MILE, extending this work by adding the confrontation of various perspectives from other URBACT projects who are directly concerned with migration. Indeed, MILE will be joined by cities from other URBACT projects such as Open Cities which is exploring how cities can succeed in attracting migrants with skills to drive economic growth and now recovery but also CO-NET and REG-GOV which are working on integrated solutions for deprived urban areas where the migrant population is mostly concentrated.

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