In addition, trilateral alliances in the skilled worker transport sector operate at regional and local levels. With regard to refugees, social partners in the metallurgical, chemical and printing sectors have extended their collective agreements on the integration and training of low-school school levers to refugees. Compensation: for employees, the reward for work and the main source of income; for employers, production costs and the areas of reflection of negotiation and legislation. This section deals with the setting of the minimum wage in Germany and leads the reader to other matters of collective bargaining. This profile describes the main characteristics of working life in Germany. It will complement other eurwork research by providing relevant background information on structures, institutions and regulations in professional life. These include indicators, data and regulatory systems relating to actors and institutions, collective and individual conditions of employment, health and well-being, pay, working time, qualifications and training, and equality and non-discrimination in the workplace. Profiles are updated every year. The autonomy of the social partners is guaranteed by law as long as the result serves the well-being of the economy and workers. The agreements concluded are binding and are enforced by all members of the employers` organisation (unless the organisation proposes an affiliation without a binding obligation to apply the contract). The agreements apply to all union members of a company; In practice, they are generally applied to all workers in a company, sources: Eurofound, European Company Survey 2013 (ECS), private sector companies with offices >10 employees (NACE B-S) – several possible answers; Eurostat, survey on the structure of wages, companies >10 employees (NACE B-S), single answer: more than 50% of workers covered by such an agreement.
Ellguth, P. and Kohaut, S. (2017), based on data from the IAB operating panel; Representative survey of the Federal Institute for Labour Market and Occupational Research (IAB), which covers private sector companies with more than one employee. Collective agreements are, by their very nature, intended to guarantee industrial peace and include the obligation to maintain peace for the duration of the agreement. Social partners generally agree on a relative obligation, which means that collective action can be taken to reach a new agreement. The Business Constitution Act provides for an absolute obligation for peace, i.e. enterprise committees cannot strike themselves and outside of collective bargaining. For more information on working time (including annual leave, legal working time and working time of collective agreements), see: Collective agreements in the metallurgical and electricity sectors serve as models for many other sectors, but model negotiations are affected by a growing gap between more stable labour relations in the export-oriented manufacturing and private services sectors. more difficult and conflicting, which depend on private demand.
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