European Framework Agreements

The Commission Communication of 26 June 2002 on European social dialogue, a force for innovation and change (COM(2002) 341 final) is set out in Annex 3. 12 Consultations of cross-sectoral social partners under Article 138 EC (now Article 154 TFEU) This social dialogue has given rise to seven European framework agreements: according to the 2009 Eurofound report, the EFA are more diversified than the IFA, both in substance and in procedural terms. The EWCs play an important role in the negotiation and signing of these agreements and have signed a large majority of them. They also play an important role in the implementation and monitoring of an increasing number of EFAs. European agreement on social obligations in the context of the takeover of Areva T&D In the context of procurement, a framework agreement is an agreement between one or more companies or organisations “the purpose of which is to define the conditions applicable to the contracts to be awarded during a given period, in particular as regards the price and, where appropriate, the quantity provided for`. [1] The 1995 Framework Agreement on parental leave marked an important turning point for European social dialogue. This was the first agreement between the social partners at EU level under the Maastricht social policy procedure. Consequently, it was also the first agreement which entered into force on 3 June 1996 by a Council directive. Despite the successful implementation of the Directive in all EU Member States and the fact that this first framework agreement has fostered a common basis for improving the reconciliation of work and private life in Europe, the impact on a better reconciliation of work and family life, which can undoubtedly have a positive impact on the integration of women into the labour market, have not been fully achieved. The revised framework agreement on parental leave attempts to address some of the challenges by revising existing provisions or introducing new ones.

The revised framework agreement on parental leave was incorporated into Directive 2010/18/EU of 8 March 2010. This framework agreement on harassment and violence in the workplace was negotiated in 2006 between the European social partners. 26 In the presence of Commissioner Spidla, the Secretaries-General of the ETUC, BUSINESSEUROPE, UEAPME and CEEP officially signed the autonomous framework agreement on 7 April 2007. The text obliges the members of the signatory parties to fight against all unacceptable behaviour that can lead to harassment and violence at work. In order to achieve the above-mentioned objectives, it is necessary to first define what framework agreements are. The focus is on different types of framework agreements and an assessment of their advantages and disadvantages. Secondly, the most common challenges and uncertainties faced by contracting authorities when using framework agreements are identified and analysed. Particular attention will be paid to the challenges: the conclusion of framework agreements by central purchasing entities; analysis of whether framework agreements are public procurement; and the identification and specification of the subject matter of framework contracts. The procedure for concluding a framework agreement and the subsequent allocation of appeals are also analysed. The concluding observations are contained in the last section. Agreements have been reached on sectoral social dialogue, for example on working time in maritime and civil aviation, which have also been transformed into directives. .