DOCSLIB.ORG

Regulating the Employment Relationship in Europe: a Guide to Recommendation No

Total Page：16

File Type：pdf, Size：1020Kb

Download full-text PDF Read full-text
Regulating the Employment Relationship in Europe: a Guide to Recommendation No Regulating the employment relationship in Europe: A guide to Recommendation No. 198 Employment Relationship Recommendation, 2006 (No. 198) 98 Governance and Tripartism Department European Labour Law Network (ELLN) REGULATING THE EMPLOYMENT RELATIONSHIP IN EUROPE: A guide to Recommendation No. 198 Governance and Tripartism Department International Labour Office • Geneva European Labour Law Network (ELLN) March 2013 Copyright © International Labour Organization 2013 First published 2013 Publications of the International Labour Office enjoy copyright under Protocol 2 of the Universal Copyright Convention. Nevertheless, short excerpts from them may be reproduced without authorization, on condition that the source is indicated. For rights of reproduction or translation, application should be made to ILO Publications (Rights and Permissions), International Labour Office, CH-1211 Geneva 22, Switzerland, or by email: [email protected]. The International Labour Office welcomes such applications. Libraries, institutions and other users registered with reproduction rights organizations may make copies in accordance with the licences issued to them for this purpose. Visit www.ifrro.org to find the reproduction rights organization in your country. ILO Cataloguing in Publication Data Regulating the employment relationship in Europe: a guide to Recommendation No. 198 / International Labour Office, Governance and Tripartism Department. - Geneva: ILO, 2013 ISBN 9789221263159; 9789221263166 (web pdf) International Labour Office; Governance and Tripartism Dept workers rights / labour relations / social dialogue / labour dispute settlement / judicial procedure / ILO Recommendation / Europe 04.02.5 The designations employed in ILO publications, which are in conformity with United Nations practice, and the presentation of material therein do not imply the expression of any opinion whatsoever on the part of the International Labour Office concerning the legal status of any country, area or territory or of its authorities, or concerning the delimitation of its frontiers. The responsibility for opinions expressed in signed articles, studies and other contributions rests solely with their authors, and publication does not constitute an endorsement by the International Labour Office of the opinions expressed in them. Reference to names of firms and commercial products and processes does not imply their endorsement by the International Labour Office, and any failure to mention a particular firm, commercial product or process is not a sign of disapproval. ILO publications and electronic products can be obtained through major booksellers or ILO local offices in many countries, or direct from ILO Publications, International Labour Office, CH-1211 Geneva 22, Switzerland. Catalogues or lists of new publications are available free of charge from the above address, or by email: [email protected] Visit our web site: www.ilo.org/publns Printed in Switzerland Contents Background to the Guide ...................................................................................................................... v Preamble .............................................................................................................................................. v I. National policy on the protection of workers in an employment relationship .............................. 1 1. Applying a national policy ......................................................................................................... 1 Legislative examples.................................................................................................................. 1 Collective bargaining agreements ............................................................................................. 3 Judicial decisions ....................................................................................................................... 3 Codes of practice and administrative directives ....................................................................... 4 Studies, reviews and reports ..................................................................................................... 6 A combined approach ............................................................................................................... 6 2. Reference to other international labour standards .................................................................. 7 3. Social dialogue (consultation and collective bargaining) .......................................................... 7 The role of social dialogue and collective agreements in defining an employment relationship ..................................................................................................... 8 The role of trade unions in representing specific group categories of workers ....................... 9 Other elements of social dialogue .......................................................................................... 11 4. Specific policy measures ......................................................................................................... 14 Clear guidance to the parties .................................................................................................. 15 Multiple parties ....................................................................................................................... 16 Provide for appropriate and adequate training ...................................................................... 19 5. Special categories of workers to protect ................................................................................ 20 6. Employment relationships and genuine civil and commercial relationships .......................... 22 II. Determining the existence of an employment relationship ......................................................... 28 A. Practical methods .................................................................................................................... 28 1. Legal presumption ............................................................................................................. 28 Statutory presumption ...................................................................................................... 28 Judge-made law ................................................................................................................. 30 2. Determining whether designated groups of workers (e.g. by sector) are either employed or self-employed .............................................................................. 30 3. Employer’s obligation to inform of employment conditions ............................................ 32 4. Primacy of facts ................................................................................................................. 33 B. Criteria for identifying an employment relationship ............................................................... 36 1. Subordination or dependence ............................................................................................ 36 2. Control of the work and instructions ................................................................................. 38 3. Integration of the worker in the enterprise ....................................................................... 41 4. Work performed solely or primarily for another’s benefit ................................................ 41 5. Carried out personally by the worker................................................................................. 42 iii 6. Carried out within specific hours or at an agreed place ..................................................... 43 7. Having a particular duration and continuity....................................................................... 44 8. Requires worker’s availability............................................................................................. 45 9. Provision of tools/materials by the individual requesting the performance of work .................................................................................................. 45 10. Periodic payments to the worker ..................................................................................... 46 11. This remuneration being the sole or principal source of income..................................... 47 12. Payment in kind ................................................................................................................ 47 13. Recognition of entitlements ............................................................................................. 48 14. Travel payment by the person requesting the performance of work .............................. 49 15. Absence of financial risk for the worker ........................................................................... 49 16. Mutuality of obligations ................................................................................................... 50 17. Other criteria .................................................................................................................... 51 III. Adopting measures with a view to ensuring compliance ............................................................. 52 1. Appropriate dispute resolution mechanisms: Inexpensive, speedy, fair, and efficient procedures .............................................................................................................................. 52 2. The role of labour inspection ..................................................................................................
Load more

Recommended publications
  • Flash Reports on Labour Law January 2017 Summary and Country Reports
    Flash Report 01/2017 Flash Reports on Labour Law January 2017 Summary and country reports EUROPEAN COMMISSION Directorate DG Employment, Social Affairs and Inclusion Unit B.2 – Working Conditions Flash Report 01/2017 Europe Direct is a service to help you find answers to your questions about the European Union. Freephone number (*): 00 800 6 7 8 9 10 11 (*) The information given is free, as are most calls (though some operators, phone boxes or hotels may charge you). LEGAL NOTICE This document has been prepared for the European Commission however it reflects the views only of the authors, and the Commission cannot be held responsible for any use which may be made of the information contained therein. More information on the European Union is available on the Internet (http://www.europa.eu). Luxembourg: Publications Office of the European Union, 2017 ISBN ABC 12345678 DOI 987654321 © European Union, 2017 Reproduction is authorised provided the source is acknowledged. Flash Report 01/2017 Country Labour Law Experts Austria Martin Risak Daniela Kroemer Belgium Wilfried Rauws Bulgaria Krassimira Sredkova Croatia Ivana Grgurev Cyprus Nicos Trimikliniotis Czech Republic Nataša Randlová Denmark Natalie Videbaek Munkholm Estonia Gaabriel Tavits Finland Matleena Engblom France Francis Kessler Germany Bernd Waas Greece Costas Papadimitriou Hungary Gyorgy Kiss Ireland Anthony Kerr Italy Edoardo Ales Latvia Kristine Dupate Lithuania Tomas Davulis Luxemburg Jean-Luc Putz Malta Lorna Mifsud Cachia Netherlands Barend Barentsen Poland Leszek Mitrus Portugal José João Abrantes Rita Canas da Silva Romania Raluca Dimitriu Slovakia Robert Schronk Slovenia Polonca Končar Spain Joaquín García-Murcia Iván Antonio Rodríguez Cardo Sweden Andreas Inghammar United Kingdom Catherine Barnard Iceland Inga Björg Hjaltadóttir Liechtenstein Wolfgang Portmann Norway Helga Aune Lill Egeland Flash Report 01/2017 Table of Contents Executive Summary ..............................................
    [Show full text]
  • ADVANCE QUESTIONS to LIECHTENSTEIN- ADDENDUM DENMARK • Which Measures Is the Government of the Principality of Lichtenstein Ta
    ADVANCE QUESTIONS TO LIECHTENSTEIN- ADDENDUM DENMARK • Which measures is the Government of the Principality of Lichtenstein taking to counter the expanded activity of the right-wing extremists? • Which measures is the Government of the Principality of Lichtenstein undertaking to ensure effective strengthening of the “Office of Equal Opportunity” and its competencies? • Please specify the actions taken by the Principality of Lichtenstein in order to reduce trafficking of persons, e.g. cabaret dancers. GERMANY • In 2007 CEDAW expressed its concern about the persistence of traditional attitudes and stereotypes regarding the roles and responsibilities of women and men in family and society. It recommended in particular the extension of the present legislation regarding gender-based discrimination in the workplace, as included in the Gender Equality Act, to all spheres of life. How does the Principality of Liechtenstein intend to follow up on this recommendation? NETHERLANDS • In the school year 2007/2008 Liechtenstein introduced Islamic education in public primary schools. Previously Muslim parents could only send their children to a mosque for religious tuition. Could Liechtenstein elaborate on its first experiences in this regard and on further measures the government of Liechtenstein considers in order to stimulate integration in the educational process? • An important part of the population does not have the Liechtenstein nationality and is not entitled to participate in local politics. Does Liechtenstein consider this to be a potential problem and if so, does it see possibilities to increase the participation of minority groups in politics, for instance by granting long-term residents from other nationalities the right to vote at a local level? SWEDEN • Liechtenstein is a state party to CEDAW and its optional protocol and has taken national initiatives to promote gender equality.
    [Show full text]
  • LIECHTENSTEIN the 341 © Lonely Planet Publications Planet Lonely © Malbun Triesenberg Schloss Vaduz Trail LANGUAGE: GERMAN LANGUAGE: „ Fürstensteig
    © Lonely Planet Publications 341 Liechtenstein If Liechtenstein didn’t exist, someone would have invented it. A tiny mountain principality governed by an iron-willed monarch in the heart of 21st-century Europe, it certainly has novelty value. Only 25km long by 12km wide (at its broadest point) – just larger than Man- hattan – Liechtenstein doesn’t have an international airport, and access from Switzerland is by local bus. However, the country is a rich banking state and, we are told, the world’s largest exporter of false teeth. Liechtensteiners sing German lyrics to the tune of God Save the Queen in their national anthem and they sure hope the Lord preserves their royals. Head of state Prince Hans Adam II and his son, Crown Prince Alois, have constitutional powers unmatched in modern Europe but most locals accept this situation gladly, as their monarchs’ business nous and, perhaps also, tourist appeal, help keep this landlocked sliver of a micro-nation extremely prosperous. Most come to Liechtenstein just to say they’ve been, and tour buses disgorge day- trippers in search of souvenir passport stamps. If you’re going to make the effort to come this way, however, it’s pointless not to venture further, even briefly. With friendly locals and magnificent views, the place comes into its own away from soulless Vaduz. In fact, the more you read about Fürstentum Liechtenstein (FL) the easier it is to see it as the model for Ruritania – the mythical kingdom conjured up in fiction as diverse as The Prisoner of Zenda and Evelyn Waugh’s Vile Bodies.
    [Show full text]
  • The Scotland Bill – Consultation on Draft Order in Council For
    The Scotland Bill – Consultation on Draft Order in Council for The Transfer of Specified Functions of the Employment Tribunal to the First-tier Tribunal for Scotland January 2016 The Scotland Bill - Consultation on Draft Order In Council for: The Transfer of Specified Functions of the Employment Tribunal to the First-tier Tribunal for Scotland. 1. This consultation seeks your views on a draft Order in Council that makes provision to transfer specified functions of the Employment Tribunal to the First-tier Tribunal for Scotland. The proposed transfer of functions would allow the First-tier tribunal to hear Scottish employment cases (as defined in the draft Order), along with a number of cases that do not fit within that category but which have a sufficient link to Scotland and should therefore be heard in a Scottish tribunal. Background 2. Employment Tribunals are currently managed by Her Majesty’s Courts and Tribunals Service; they sit as a separate pillar of the Unified Tribunals Structure established under the Tribunals, Courts and Enforcement Act 2007. Employment Tribunals deal with a number of different types of dispute arising from the employment relationship. Their jurisdiction is conferred by the Employment Tribunals Act 1996 and a range of other provisions contained in both primary and secondary legislation. 3. Recommendations were made at paragraph 63 of the Smith Commission Agreement stating that: “All powers over the management and operation of all reserved tribunals (which includes administrative, judicial and legislative powers) will be devolved to the Scottish Parliament…” Paragraph 64 clarified that “the laws providing for the underlying reserved substantive rights and duties will continue to remain reserved…” Subsequently, Clause 37 of the Scotland Bill makes legislative provision for the qualified transfer of competence over functions of the reserved tribunals to be specified by Order in Council.
    [Show full text]
  • Operational Regulatory Relief by Greg Feldberg and Alexander Nye
    COVID-19 and Insurance (2 of 3): Operational Regulatory Relief By Greg Feldberg and Alexander Nye Original post here. Many insurance supervisors have provided temporary relief to help companies manage during the COVID-19 crisis. Most of this relief comes in the form of extended deadlines for submitting various reports or provisions that make remote compliance easier. Regulators have also suspended supervisory activities and loosened accounting rules. This blog discusses such measures. An earlier YPFS blog described similar regulatory relief measures that bank supervisors have taken during this crisis. 1. Extending deadlines At least 27 national and transnational insurance regulators extended insurers’ deadlines for submitting their regular supervisory reports, according to an April brief from the Bank for International Settlements (BIS). For example, India’s insurance regulator provided extensions for submitting periodic compliance documents, providing a 30-day respite for filing half-yearly and yearly returns, a cyber security audit, and a “Board approved Final Re-insurance Programme.” The EU insurance regulator advised its member countries to provide companies with extended deadlines for 2019 annual reports, 2019 annual solvency and financial condition reports, and 2020 quarterly reports for Q1. It also called on insurers to publicize information on the effects of COVID-19 on their businesses. U.S. state insurance regulators have taken similar actions. For example, California’s regulator issued a 90-day deadline extension for insurers to file their 2019 annual statements, 2019 supplemental filings, and 2020 first-quarter filings. Regulators in at least six states issued similar policies. Several states also extended their deadlines for compliance with various licensing requirements; for example, with respect to continuing education.
    [Show full text]
  • Introduction the European Free Trade Association (EFTA)
    EFTA Introduction Member Countries The European Free Trade Association (EFTA) is an Iceland Norway 2009 - Iceland applies for EU membership. FTAs are signed intergovernmental organization created in 1960 to promote Liechtenstein Switzerland with Albania, the Gulf Cooperation Council and Serbia. free trade and economic integration between Austria, 2010 - Iceland begins accessions negotiations with the EU. Denmark, Norway, Portugal, Sweden, Switzerland, and the History The EEA EFTA Forum of Elected Representatives of Local United Kingdom. The EFTA was also established with the and Regional Authorities is established. FTAs are signed goal of being an economic counterbalance to the more 1960 - The EFTA is founed by Austria, Denmark, Norway, with Peru and Ukraine. politically-focused European Economic Community (EEC), Portugal, Sweden, Switzerland, and the United Kingdom. which is now known as the European Union (EU). The main 2011 - FTAs are signed with Hong Kong China and difference between the early EEC and EFTA was the 1961 - Finland becomes an associate member of the EFTA. Montenegro. The EFTA Consultatitive Committee is established to help absence of a common external customs tariff, and 2013 - FTAs are signed with Bosnia and Herzegovina and represent trade unions and employers' organizations. consequently each member of the EFTA was able to with Costa Rica Panama. establish individual customs duties against, or individual free 1970 - Iceland becomes a member of EFTA. trade agreements with non-EFTA countries. Only four 1972 - Denmark and the United Kingdom leave EFTA to join members, Iceland, Liechtenstein, Norway, and Switzerland, the European Economic Community (EEC). The remaining remain in the EFTA. EFTA members sign bilateral free trade agreements with the Number of member 4 EEC during the 1970's.
    [Show full text]
  • Worlds of Work: Employment Dispute Resolution Systems Across the Globe
    Worlds of Work: Employment Dispute Resolution Systems Across The Globe Hosted by St. John’s University School of Law and Fitzwilliam College, Cambridge University International Trends in Employment Dispute Resolution – Counsel’s Perspectives Moderator Paul Salvatore, New York Panelists Ronald Meisburg, Washington DC Daniel Ornstein, London Yasmine Tarasewicz, Paris July 21, 2011 QUESTION 1: Where are workplace disputes settled? 1.1 BRAZIL In Brazil, there are specialized labor courts where all labor claims are submitted. The Superior Labor Court has held that mediation and arbitration are both incompatible with the resolution of labor disputes. 1.2 CHINA 1.2.1 Deterrence-Based Strategies One means of enforcing and overseeing labor laws is through regularly scheduled site visits, documentary review and additional inspections during enforcement campaigns directed by central or provincial labor authorities. Many labor bureaus in south China, a region that has experienced a particular proliferation in the number of workplace disputes, rely on “laodong zhan” (grassroots branch offices) which are operated by “xieguan yuan” (administrative assistants), who are local political appointees responsible for additional monitoring and inspection of workplaces as well as the resolution of workplace disputes. Although these branch offices are required to notify local and regional-level labor authorities about serious workplace disputes, they also have authority to resolve minor disputes and deal with worker complaints. 1.2.2 Private Enforcement: Labor Dispute Resolution Employees have rights to enforce labor laws by challenging unlawful labor practices. Examples of private enforcement mechanisms include: petitions for administrative intervention, labor dispute mediation, arbitration, litigation, collective action outside state- sanctioned channels and social accountability monitoring and certifications.
    [Show full text]
  • Automatic Exchange of Information: Status of Commitments
    As of 27 September 2021 AUTOMATIC EXCHANGE OF INFORMATION (AEOI): STATUS OF COMMITMENTS1 JURISDICTIONS UNDERTAKING FIRST EXCHANGES IN 2017 (49) Anguilla, Argentina, Belgium, Bermuda, British Virgin Islands, Bulgaria, Cayman Islands, Colombia, Croatia, Cyprus2, Czech Republic, Denmark, Estonia, Faroe Islands, Finland, France, Germany, Gibraltar, Greece, Guernsey, Hungary, Iceland, India, Ireland, Isle of Man, Italy, Jersey, Korea, Latvia, Liechtenstein, Lithuania, Luxembourg, Malta, Mexico, Montserrat, Netherlands, Norway, Poland, Portugal, Romania, San Marino, Seychelles, Slovak Republic, Slovenia, South Africa, Spain, Sweden, Turks and Caicos Islands, United Kingdom JURISDICTIONS UNDERTAKING FIRST EXCHANGES BY 2018 (51) Andorra, Antigua and Barbuda, Aruba, Australia, Austria, Azerbaijan3, The Bahamas, Bahrain, Barbados, Belize, Brazil, Brunei Darussalam, Canada, Chile, China, Cook Islands, Costa Rica, Curacao, Dominica4, Greenland, Grenada, Hong Kong (China), Indonesia, Israel, Japan, Lebanon, Macau (China), Malaysia, Marshall Islands, Mauritius, Monaco, Nauru, New Zealand, Niue4, Pakistan3, Panama, Qatar, Russia, Saint Kitts and Nevis, Saint Lucia, Saint Vincent and the Grenadines, Samoa, Saudi Arabia, Singapore, Sint Maarten4, Switzerland, Trinidad and Tobago4, Turkey, United Arab Emirates, Uruguay, Vanuatu JURISDICTIONS UNDERTAKING FIRST EXCHANGES BY 2019 (2) Ghana3, Kuwait5 JURISDICTIONS UNDERTAKING FIRST EXCHANGES BY 2020 (3) Nigeria3, Oman5, Peru3 JURISDICTIONS UNDERTAKING FIRST EXCHANGES BY 2021 (3) Albania3, 7, Ecuador3, Kazakhstan6
    [Show full text]
  • Child Labour and EU Law and Policy: a Regional Solution for a Global Issue Networked Children, Commercialcommercial Profiling
    Nuno Ferreira rneys to European Justice Child Labour and EU Law and Policy: A Regional Solution for a Global Issue Networked Children, CommercialCommercial Profiling extracted from: Ingi Iusmen Helen Stalford (eds.) The EU as a Children’s Rights Actor Law, Policy and Structural Dimensions Barbara Budrich Publishers Opladen • Berlin • Toronto 2016 © This work is licensed under the Creative Commons Attribution-4.0 International License. To view a copy of this license, visit https://creativecommons.org/licenses/by/4.0/ or send a letter to Creative Commons, 444 Castro Street, Suite 900, Mountain View, California, 94041, USA. © Dieses Werk ist bei Verlag Barbara Budrich erschienen und steht unter folgender Creative Commons Lizenz: http://creativecommons.org/licenses/by/3.0/de/. This chapter is available as a free download from https://shop.budrich-academic.de (http://dx.doi.org/10.3224/978384740193d). A paperback of the whole book is available at a charge. The page numbers of the open access edition correspond with the paperback edition. ISBN 978-3-8474-0193-3 DOI 10.3224/978384740193d Die Deutsche Bibliothek – CIP-Einheitsaufnahme Ein Titeldatensatz für die Publikation ist bei der Deutschen Bibliothek erhältlich. Verlag Barbara Budrich Barbara Budrich Publishers Stauffenbergstr. 7. D-51379 Leverkusen Opladen, Germany 86 Delma Drive. Toronto, ON M8W 4P6 Canada www.barbara-budrich.net Jacket illustration by Bettina Lehfeldt, Kleinmachnow, Germany – www.lehfeldtgraphic.de Picture credits: Central Audiovisual Library of the European Commission/ © European Union, 2015 Editing: Alison Romer, Lancaster, UK Typesetting: Anja Borkam, Jena, Germany Child Labour and EU Law and Policy: A Regional Solution for a Global Issue1 Child Labour and EU Law and Policy Nuno Ferreira Introduction This chapter will explore the role of the EU in creating and developing labour policies that affect children.
    [Show full text]
  • Termination of Employment Relationships: the Legal Situation in Hungary
    Termination of Employment Relationships: The Legal Situation in Hungary Prof. Dr. György Kiss University of Pécs Faculty of Law Department of Labour Law 1 Table of contents Introduction .............................................................................................................. 4 (1) The legislative system of the Hungarian labour law............................................ 4 (2) The concept of the legislator and the trends of the legislation from the coming into force of Labour Code to the contemporary situation .................................... 8 1. Sources of labour law....................................................................................... 13 (1) Constitutional status of the rules on the right to work ...................................... 13 (2) International agreements and conventions ......................................................... 15 (2.1) Covenant on Economic, Social, and Cultural Rights ...................................... 15 (2.2) ILO Convention No. 158 (1982)...................................................................... 15 (2.3) Implementation of the Social Charter ............................................................. 17 (2.4) Influence of the Charter of Fundamental Rights of Workers and Community Charter of the Fundamental Social Rights of Workers............................................ 17 (2.5) Implementation of the Directives of the European Community ...................... 19 (3) Sources of law and their hierarchy ....................................................................
    [Show full text]
  • Tribunal Trouble
    Tribunal trouble How a backlogged tribunal system is stopping people enforcing their rights Sarah McCloskey & Leila Senegri Summary 3 1. Access to redress is needed now more than ever 6 i. For many, employment tribunals currently offer the only route to redress 8 Figure 1. Government examples of coronavirus-related redundancy or dismissal issues where the employee could pursue an employment tribunal claim 8 Table 1. Informal redress options before pursuing a claim at employment tribunal 9 2. A perfect storm for the tribunal system - just as it is needed most 11 i. Increased demand and coronavirus-related restrictions risk crisis point for struggling employment tribunals 12 Figure 2. Annual outstanding employment tribunal claims 12 Figure 3. Annual gross budget for employment tribunals against 2010/11 levels adjusted for inflation 13 Figure 4. 2020 Weekly outstanding single claims 15 Table 2. Mean waiting times (age at clearance) in Q1 2020/21 (April-June) 16 Figure 5. Withdrawal rates of redundancy and unfair dismissal claims 17 ii. Many potential redundancy claimants will face greater barriers to accessing redress 18 The redundancy crisis is disproportionately impacting disabled people - and they are more likely to withdraw tribunal claims 18 Those at risk of redundancy lack the resources needed to overcome the barriers of an overloaded tribunal system 19 Figure 6. Demands on potential redundancy claimants’ time 20 Figure 7. Financial circumstances of those facing redundancy 20 Table 3. Costs of advice and representation for claimants 21 3. Ensuring access to redress in this crisis - and beyond 23 1. Increase the capacity of the tribunal system by increasing funding 23 2.
    [Show full text]
  • Social Policy in the European Union 1999-2019
    European Trade Union Institute Bd du Roi Albert II, 5 1210 Brussels Belgium +32 (0)2 224 04 70 [email protected] www.etui.org Social policy in the European Union 1999-2019: the long and winding road Social policy in the Edited by Bart Vanhercke, Dalila Ghailani and Slavina Spasova, with Philippe Pochet European Union 1999-2019: Fugiam, quia aut in earibus plab inciat etur, velic to conecessim etur? the long and winding road Lestem lantum vent rat essinvel maio eum dolume cus, nim aspicip itaerisim eat aut ut doloruptatem nobisci endipsam et dolesto magnihita velendi te plit accum dis qui dolessi — dolore, aut qui duntur siminctate at explat iduntem quia con nam ute asperum et voluptiis reprae maior reped ut mosandi tionsec totatios alisin post rem nus porem aute mosam est Edited by explaceat. Bart Vanhercke, Dalila Ghailani and Slavina Spasova, Facernam ipicimin por sinto quame repuditem experum entotatatem est hitio optatquia with Philippe Pochet veniendebis andiam dolut excerum doluptatem rerrovidis rerumque volorep udipist pratetur? Cum aut autem dia nos alibuscienia dolor ad eosam fugiatiusdam dionseq uatibus, nis deriat que dolore corempe lluptam fuga. Liquas sitas iunt doluptate sitas delest provit volora que ted by Bart Vanhercke, Dalila Ghailani and Slavina Spasova, with Philippe Pochet Philippe Dalila Ghailani and Slavina Spasova, with ted by Bart Vanhercke, Edi vendae etur resequa spedita tiorerum quatem alic tectaque cori dolorio nseque cor suntibu (1999-2019): Union policy in the European Social the long and winding road sdaecto eiciis ex ea vendam quunt qui quam aut faccae conse voluptur alit hillorum, quo in plabor aute omnim comnimod quiae dolenihicium quo bea volum in pligendant quam assequi ius sus ea con nihil imi, alit a qui dolores editate porroremolum remqui tectatur? Is voluptat.
    [Show full text]