igz tarifvertrag pdf. Quote. Postby Just» Tue Aug 28, am. Looking for igz tarifvertrag pdf. Will be grateful for any help! Top. IG BCE, Abt. Tarifpolitik, VB 5 Tarife/Finanzen, Christian Jungvogel. Tarifverträge der IG BCE des Tarifvertrages. ▫ Der Branchenzuschlag BZA*/ iGZ. Gilt für die Tätigkeiten der. Entgeltgruppe im TV Chemie. E 1. E 1 + E 2. E 2. E 3. E 3. In and , several German trade unions and staffing industry . two temporary work organizations, BAP and the IGZ (German Association of Temporary .. Federal Employers’ Association of Staffing Services (b): Tarifvertrag über.
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The tripartite EU agency providing knowledge to tarifvertra in the development of better social, employment and work-related policies. In Mayrepresentatives of all trade unions affiliated to the Confederation of German Trade Unions DGB signed separate packages of collective agreements with two major employers’ associations in the temporary work sector.
The agreements cover pay, working time, paid leave and bonus payments. The negotiations followed new legislation on temporary agency work which came into force at the beginning of On 27 Mayrepresentatives of all trade taeifvertrag affiliated to the the Confederation of German Trade Unions Deutscher GewerkschaftsbundDGB signed a package of national cross-sector collective agreements for temporary agency workers with the Federal Association of Temporary Employment Agencies Bundesverband Zeitarbeit Personal-DienstleistungenBZAwhose members include some of the major companies in the sector.
The package consists of a general framework collective agreement on employment conditions Manteltarifvertrag – the final version of which was signed on 11 June – a framework collective agreement on pay grades Entgeltrahmentarifvertrag and a collective agreement on pay Entgelttarifvertrag. Two days later, on 29 Maya similar package of collective agreements was agreed by the DGB affiliates and a second employers’ association, the Association of German Temporary Tarifvertag Agencies Interessengemeinschaft Deutscher ZeitarbeitsunternehmeniGZrepresenting a number of small and medium-sized temporary agencies.
The negotiations over the new agreements started after parliament passed new legislation on temporary agency work in November DEN. Trade unions had demanded that any new legislation should contain the principle of equal pay – ie agency workers should not be paid less favourably than’permanent’ workers in the user company – a demand that was strictly opposed by employers. The new legislation was ambiguous.
On the one hand it established the principles of equal pay and equal treatment for agency workers, but on the izg hand it allowed deviations from these principles by way of collective agreement, and the government made clear that it expected the bargaining parties in the sector to conclude collective agreements.
The incentive for the employers’ associations to enter into collective bargaining for the temporary agency work sector was to use this possibility of circumventing the principle of equal pay, which they feared would make agency work less attractive for user companies. On the trade union side, for the first time ever the DGB unions united in a common cross-sector’bargaining association’. They sought to reach an outcome which would be as near as possible to the principle of equal pay.
A first framework agreement designed to kgz the’cornerstones’ for a package of collective agreements was agreed by the DGB bargaining association and BZA on 20 February DEN. Standard rates of pay for temporary agency workers were tarifvertgag in the accord and, in order to observe the principle of equal pay, the bargaining parties agreed that agency workers who were sent to user companies where the collectively agreed pay rate for permanent workers was above the standard rate for temporary workers were to receive a supplementary allowance.
The specific amount of these allowances was to be negotiated separately between BZA and the trade unions organising in the sectors concerned. The remaining details of the collective agreements were to be finalised by 31 May Complications arose on on 24 Februaryonly days after the DGB-BZA framework agreement, when the Association of Northern Igzz Temporary Employment Agencies Interessengemeinschaft Nordbayerischer ZeitarbeitunternehmenINZa small regional employers’ association, signed a number of national cross-sector collective agreements with a collective bargaining association of trade unions affiliated to the small Christian Federation of Trade Unions Christlicher TarifverhragCGBwhich had previously not succeeded in concluding collective agreements of major relevance in the main economic sectors.
The provisions in this package of collective agreements fell well below the February DGB-BZA agreement and were seen as iyz ignoring the principle of equal treatment. Furthermore, DGB raised a question of principle about the legal ability of the CGB unions to sign collective agreements and pointed to pending legal cases in which the DGB-affiliated German Metalworkers’ Union Industriegewerkschaft MetallIG Metall is challenging 20013 some CGB affiliates can be igzz trade unions in the legal sense and thus be legally entitled to conclude tarifverrtag agreements DEN.
Nevertheless, the tarigvertrag agreements on temporary agency work signed by CGB had a strong influence on the further negotiations between DGB and the employers in the sector. BZA now demanded that the’cornerstones’ for pay and conditions had to be renegotiated, taking into account the lower standards of pay and conditions agreed by the CGB affiliates.
The provisions of the two packages of collective agreements concluded in May between DGB and BZA and iGZ respectively share some common provisions but differ in detail. They deviate in many aspects from what had been laid down in the framework ttarifvertrag in February A grading system comprising nine scales will be established, ranging from simple repetitive work which does not require much training scale 1 to work which requires a university degree and several years of professional experience scale 9.
Scale 4 covers skilled work requiring three years’ formal training. Employees will be grouped in the different grades according to the main requirements of the work they are expected to do in the user company. If they perform work requiring a higher qualification for a specified time, they will be paid a bonus for this time, equal to the difference between the standard pay of the employee and the higher wage tqrifvertrag concerned.
Under the terms of the collective agreement with BZA, this bonus need be paid only if the work requiring a higher qualification is performed for more than 201 weeks.
The pay rates differ slightly tzrifvertrag the two pay agreements – see the table below. In both cases, the bargaining parties agreed that employees in eastern Germany will receive Wages are not strictly comparable because the scales differ in detail. Even lower rates have been agreed in a further package 0213 collective agreements signed in June between CGB and another minor employers’ association for small and medium-sized enterprises in the sector – the Mittelstandsvereinigung Zeitarbeit MVZ.
The collective agreements between DGB and BZA provide for a bonus on top of the abovementioned rates of pay, which depends on the time worked in the user company:. The DGB-iGZ agreements tarifvertray that, after 12 months of employment at the temporary work agency, workers are entitled to move from the’basic scheme’ Eingangsstufe to the’main scheme’ Hauptstufe.
For 2103 work, night work, work on Sundays and work on bank holidays, various bonuses have been agreed in both packages of collective agreements signed by DGB. The DGB-iGZ agreement provides for specific lower bonuses for the healthcare sector and the hotels and catering sector, where no night bonus need be paid’for work which is typically done at night eg security services ‘. The latter agreement provides for annual pay increases of about 2. Furthermore, DGB and BZA agreed to enter into talks in over the introduction of jgz supplementary allowance for agency workers who work in user companies where the comparable pay rate for permanent workers is higher than their standard rate, in order to observe the principle of equal pay.
Both Iigz collective agreements provide for a hour week, which results in a standard working time of The actual working time for employees will be regulated according to the actual weekly working time at the user company. Differences between the standard working time and the hours actually worked will be saved in the form tarifveetrag time credits in an individual working time account Arbeitszeitkonto. Employees will have the right to take time off in lieu for such hours.
According to both DGB collective agreements, employees are entitled to 24 working days from Monday to Friday of paid leave in their first year of employment. If employees leave the tarifvertrqg work agency within the first six months of employment, the entitlement is reduced to the legal minimum of 24 days from Monday to Saturday per year, pro rata. The entitlement to paid leave increases with employment and reaches a maximum of 30 working days from Monday to Friday after five years of employment in the temporary work agency.
Under both agreements, no holiday bonus is to be paid to employees in the first year of employment. In the second year of employment, a holiday bonus of EUR is to ibz paid. In the third and tarifevrtrag year, this bonus increases to EUR and from the fifth year of employment the entitlement is EUR Part-timers receive a payment reduced accordingly.
The same regulations and payments apply to the annual Christmas bonus. According to the DGB-BZA agreement, the service requirement for entitlement to holiday and Tarifvertra bonuses will be reduced to six tarifvertrat of employment from 1 January onwards.
This reduction of this service requirement is of particular importance given the fact that, according to statistics on temporary agency work for Juneabout two-thirds of agency workers are employed for a duration of less than three months.
Both packages of collective agreements include’hardship clauses’- ie in the event of economic difficulties with the potential threat of bankruptcy, employers can apply for temporary deviations from the collectively agreed provisions in order to prevent insolvency.
The DGB-BZA collective agreement furthermore contains an’opening clause’ which allows’tripartite’ agreements on pay – ie between unions, temporary agencies and user companies – if these are more favourable to the temporary workers who are sent to those companies. The DGB-BZA pay agreement explicitly states that the minimum wages for posted workers DETwhich are higher than the agreed rates for temporary agency workers, are not affected by the collective agreement.
DGB states that, for the first time in German collective bargaining history, national cross-sector collective agreements for temporary agency workers have been concluded between all DGB affiliates and the major employers’ associations.
He added that the interests of the employees had been safeguarded and the industry could develop into a normal economic sector like any other. DGB stresses that, compared with present standards, both packages of collective agreements improve working conditions in the sector. BZA expressed satisfaction that it had effectively prevented the implementation of the principle of equal treatment for temporary agency workers.
This view is shared by iGZ. One condition for a temporary work agency to be able to obtain a contract to run a PSA is to abide by a collective agreement. As long as the legal status of some CGB affiliates and their legal entitlement to conclude collective agreements is challenged in the courts, it is unlikely that the collective agreements they have concluded will gain major acceptance in the agency work sector. The most important employers’ associations have opted for bargaining with DGB so far, but it remains to be seen which of the different packages of collective agreements gains the widest bargaining coverage.
The new collective agreements regulate one of the major economic sectors which had not previously been covered by multi-employer collective bargaining. Without the new legislation on temporary agency work, these agreements would certainly not have been signed. By entering into collective bargaining with DGB, employers saw themselves as opting for’the best of the worst’.
BZA and iGZ regard it as a success that they prevented the implementation of equal treatment and equal pay for agency workers. For DGB, the national cross-sector agreements mark the end of a development which started years ago with a handful of collective agreements at individual agency level DEN and DENaccompanied by much scepticism in a number of trade unions about whether the temporary agency work sector should be accepted as a normal sector.
It now remains to be seen how these agreements are perceived amongst temporary agency workers, and to what extent the DGB unions are able to organise temporary workers and to establish a strong trade union representation. Eurofound is an agency of the European Union. Skip to main content. You are here Home Article Packages of collective agreements signed for temporary agency workers. Packages of collective agreements signed for temporary agency workers Published on: Course of negotiations The negotiations over the new agreements started after parliament passed new legislation on temporary agency work in November DEN.
The agreements in detail The provisions of the two packages of collective agreements concluded in May between DGB and BZA and iGZ respectively share some common provisions but differ in detail. Pay A grading system comprising nine scales will be established, ranging from simple repetitive work which does not require much training scale 1 to work which requires a university degree and several years of professional experience scale 9.
The collective agreements between DGB and BZA provide for a bonus on top of the abovementioned rates of pay, which depends on the time worked in the user company: Working time Both DGB collective agreements provide for a hour week, which results in a standard working time of Paid leave and holiday bonuses According to both DGB collective agreements, employees are entitled to 24 working days from Monday to Friday of paid leave in their first year of employment.
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Hardship and opening clauses Both packages of collective agreements include’hardship clauses’- ie in the event of economic difficulties with the potential threat of bankruptcy, employers can apply for temporary deviations from the collectively agreed provisions in order to prevent insolvency.
Reactions of the bargaining parties DGB taarifvertrag that, for the first time in German collective bargaining history, national cross-sector collective agreements for temporary agency workers have been concluded between all DGB affiliates and the major employers’ associations. Commentary The new collective agreements regulate one of the major economic sectors which had not previously been covered by multi-employer collective bargaining. Tell us what you think.
igz tarifvertrag 2013 pdf
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