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Collective Bargaining Agreements Germany

Posted on September 14th, 2021 in Uncategorized by

 

German collective agreements govern a wide range of subjects. In addition to remuneration, the agreements also deal with issues such as shiftwork allowances or wage structures, working time, the treatment of part-time workers and training. This system, in which collective bargaining takes place mainly at sectoral level and not at the workplace, is traditionally considered one of the strengths of the German system. It has the potential to stem disputes over wages and working conditions at sectoral level between trade unions and employers` organisations at company level, while at company level, employers and workers` representatives in the workplace – works councils (see section on representation in the workplace) can develop more cooperative relations. Here you will find the GEW`s answers to the most important questions about the collective agreement. Until recently, one of the fundamental principles of bargaining was that an employer could only be covered by an agreement. It is only in a few exceptional cases that certain professional categories, such as doctors, pilots or locomotive drivers with considerable bargaining power, have been able to negotiate separate agreements only for them. However, in a judgment delivered in June 2010, the Labour Court held that an individual can only be covered by a single agreement, but that several agreements can coexist within the same company. Fearing that this could lead to greater fragmentation of collective bargaining, the government introduced a new law in 2015 that provides that in the event of a dispute between competing unions, the agreement signed with the largest union in the workplace would be valid. scope; Obligation to respect collective agreements Many collective agreements contain opening clauses that allow works councils, often with the agreement of trade unions, to take into account the specificities of their company.

Thus, in 2018, the comparison of the metallurgical industry, which had 3.5 million employees, made it possible to delay, reduce or completely eliminate the cash payment of 400 euros due in 2019 in some companies in major difficulty. And the 2018 chemical industry comparison allowed companies to refrain from a €280 lump sum payment if they could prove they were facing particular economic hardship Although the collective agreement itself is not applicable, many of the negotiated terms relate to wages, conditions, holidays, pensions, etc. These conditions are included in an employee`s employment contract (whether or not the worker is a member of the union); and the employment contract is of course applicable.. . . .

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