81. Highlights the fact that the Parliament has become, over the years, a property owner and that this strategy has inherent risks and that costs for the operation and maintenance of the technical facilities will necessarily increase in the future years to cope with ageing buildings; stresses in particular that any property and buildings strategy must also take into account those rising costs and the necessity over the medium term of building renovations; points out that the property and buildings strategy must ensure the sustainability of Parliament's ...[+++]budget and conserve a certain degree of flexibility with a combination of acquisitions, renting or usufruct in order to ensure the best value for money for Parliament; underlines that purchasing a building may not be always the best solution;

Reference buildings can be established on the basis of building subcategories (e.g. differentiated by size, age, cost structure, construction material, use pattern or climatic zone) that take into account the characteristics of the national building stock.

(6) Building on active ageing as a core element in the renewed employment guidelines, the EU approach to ageing aims at mobilising the full potential of people of all ages and stresses the need to shift from fragmented to comprehensive ageing strategies based on a lifecycle approach.

41. Calls for a thorough reform of career management for senior employees, who are currently penalised from the age of 50 by discrimination on recruitment, inadequate access to training, particularly in new technology, the absence of recognition of acquired experience and the rarity of professional advancement; recalls that age bars in relation to skills training are discriminatory and calls on Member States to highlight this to employers and training providers; to that end, calls for the effective transposition and implementation of Council Directive 2000/78/EC of 27 November 2000 establishing a general framework for equal treatment in employment and occupation , which prohibits discrimination on the basis of age in training and employme ...[+++]nt, as soon as possible; considers that beyond the question of access to skills, older workers often need help in the more personal areas related to work such as interview technique, confidence building and curriculum vitae writing, calls on Member States to consider specific employment advice for older workers and to set up more government programmes aimed at employing senior citizens; calls upon the Commission to monitor and take action against Member States in which legislation continues to discriminate on the basis of age or disability;

42. Calls for a thorough reform of career management for senior employees, who are currently penalised from the age of 50 by discrimination on recruitment, inadequate access to training, particularly in new technology, the absence of recognition of acquired experience and the rarity of professional advancement; recalls that age bars in relation to skills training are discriminatory and calls on Member States to highlight this to employers and training providers; to that end, calls for the effective transposition and implementation of Directive 2000/78/EC as soon as possible which outlaws discrimination on the basis of age in training and employment; considers that beyond the question of access to skills, older workers often need help in ...[+++]the more personal areas related to work such as interview technique, confidence building and CV writing, calls on Member States to consider specific employment advice for older workers and to set up more government programmes aimed at employing senior citizens; calls upon the Commission to monitor and to take action vis-à-vis Member States whose legislation continues to discriminate on the basis of age or disability;

These requirements shall take account of general indoor climate conditions, in order to avoid possible negative effects such as inadequate ventilation, as well as local conditions and the designated function and the age of the building.