Professional immigration in France is organised in such a manner to complete the needs of companies and to be adapted to France's accommodation and working capacities, while taking into consideration economic situation in the country. France does not formally distinguish immigrants on the ground of their skills: the professional immigration works mainly depending on the needs of economic sectors.
The Immigration and Integration Act of July 24th 2006 has set up a new card system. This card system provides an implicit classification between highly and non skilled immigrants. The card we will take a look at first is the ‘competences and talent' card
The first political initiative was the Law on the Rights and Freedoms of Foreigners in Spain and their Integration (Law 4/2000, Ley sobre derechos y libertades de los extranjeros en España y su integración social) was passed and took force on January 12, 2000. This law made transited from a policy focused on controlling immigration flows to a policy looking broadly at immigration and integration for Spain.
On May 25th 2009, the European Council adopted the “EU Blue Card” system, by a directive aimed at facilitating conditions of entry and residence in the EU of third-country citizens for the purpose of highly qualified employment. The Directive 2009/50/EC establishes more attractive conditions for third-country workers to take up highly qualified employment in the member states of the Union, by creating a fast-track procedure for issuing a special residence and work permit called the “EU Blue Card”.
The directive determines the common criteria to be set by the EU member states for applicants of the Blue Card without prejudice to more advantageous conditions provided for by national laws. The period of validity of the EU Blue Card will be comprised between one and four years, with possibility of renewal.
[...] In order to obtain a work permit they must, among other things, have a written offer of employment in Sweden. Permit applications are decided by the Immigration Board, usually after consulting the county labour board. The preliminary requirements to access to the work permit in Sweden are the possibility for the immigrant to earn his own living, and to work to such an extent that his wage is at least SEK 13,000 per month. The Swedish employer must have fulfilled some requirements: he might have advertised the post in Sweden and the EU for at least ten days (for new recruitments) and he might have offered terms of employment that are equal to those of a Swedish collective agreement. [...]
[...] The Commission issued in May 2010 a ‘Europe 2020: European Growth Strategy' Program to plan actions to reach an intelligent, long-term and inclusive growth within the EU, as we detailed above in Section 1 ‘Young workers'. Among initiatives of the program, the strategy for new competences and new occupations aims to improve employment situation throughout Member States: senior employment is considered as one of the meanings to reach that objective. It implies that new policies will be issued to the national level to determine the manner retired workers or workers close to retirement age would be able to keep on working and the consequent social facilities and public elicitation. Chapter European perspectives Section 1. [...]
[...] Properly speaking, a minimum wage defined by the institutions of the EU does not exist. In spite of the large gaps between existing minimum wages in the Member States and the difficulty to find any potential common rule to determine such a European minimum wage, some projects have been announced. The adoption of a European minimum wage could appear hardly doable with the current competences of the EU. It does enjoy certain social competences but Article 137 EEC Treaty stipulates explicitly in paragraph 5 that the Community could not have any competence over any field related to remuneration for the nationals of the Member States. [...]
[...] Through this system companies are elicited both to hire and to maintain within their establishments the advanced-aged workers. Before the rule passed through the Decree, the main ground for advanced- aged workers to be hired was the non-discriminatory principle that companies had to comply with when managing and hiring staff members. The action plan is established for a three-year term and holds: - figured objectives of hiring/maintaining advanced-aged workers. Si cet objectif concerne le maintien dans l'emploi, il doit concerner les salariés âgés de 55 ans et plus ; s'il concerne le recrutement, il doit concerner les salariés âgés de 50 ans et plus ; - provisions in favour of advanced-aged workers with figured indicators. [...]
[...] They also work to enhance migrant labor and social rights and the work conditions of the immigrant workers. In addition to regularization programs and to work permit system legally set up, Spain has experimented with a labour quota system to respond to short and long-term shortages in the labour market. Most applications for a position within the quota system came from undocumented immigrants already in Spain before 2002. The quota system was reformed: the government is now required to establish annual quotas for foreign workers; the National Employment Institute must issue a report on the nation's employment situation before work permits can be granted. [...]
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