![Die Revision der EBR Richtlinie & deren Relevanz für bestehende Gremien zur transnationalen Information und Anhörung in Konzernen Wolfgang Greif, GPA-djp/Austria Leiter der Abteilung Europa, Konzerne & Intentationale Beziehungen [email_address] ++43 (0)50301 21205](https://image.slidesharecdn.com/ebrrevision2010de-100209082514-phpapp01/85/ebr-revision-2010-de-1-320.jpg)
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- 1. Die Revision der EBR Richtlinie & deren Relevanz für bestehende Gremien zur transnationalen Information und Anhörung in Konzernen Wolfgang Greif, GPA-djp/Austria Leiter der Abteilung Europa, Konzerne & Intentationale Beziehungen [email_address] ++43 (0)50301 21205
- 10. Rechtswirksamkeit der neuen EBR Richtlinie 2009/38/EG 05/06/2009 05/06/2011 Vereinbarungen abgeschlossen bzw. Verändert zwischen 05/06/2009 und 05/06/2011 Beschluss des EP Ministerrates nicht davon betroffen nationale Umsetzungen Gültig auch bei neuen EU-Staaten 05/06/2011 06/12/2008 Auf EU Ebene in Kraft 05/06/2009 Erweiterter EWR Geltungsbereich
- 14. Euro-Betriebsrat in der Praxis Entwicklung im Laufe der Zeit Symbolischer EBR = ohne eigenes Selbstverständnis Dienstleistender EBR = Informationsquelle Projektorientierter EBR = internes Arbeitsgremium Beteiligungsorientierter EBR = Interessenvertretung gegenüber der Konzernleitung
- 15. Gewerkschaften auf nationaler und europäischer Ebene: ein starker Partner bei der EBR-Arbeit
Notas do Editor
- As the internal market was introduced and free movement became the guiding principle in the business environment, two fundamental developments in recent decades have changed t h e landscape in the industry : - the introduction of management contracting, leading to extensive subcontracting, - the introduction of easier access to the status of self-employment. It can be in the interest of the industry to develop a division of labour (between main contractor and specialised subcontractors) and the bona fide self-employed have always played a role in certain niches. But both developments have had (unintended) side-effects with, as a possible consequence, a by-pass that leads to circumvention of tax, social security and labour regulations and therefore contributes to the growth of undeclared labour.
- Various reports (for instance OECD 2000) on undeclared labour recognize that construction is one of the most vulnerable sectors. Research by the European Industrial Relations Observatory on the nature and extent of undeclared work, concludes that a substantial part of construction employment is performed under arrangements that can be regarded as dubious. Nevertheless very little sectoral information is available at European level and no in-depth assessment has been made of the compatibility of the proposed measures with the construction industry. Information on the size and structure of undeclared labour and sectoral research on this topic are sparse .
- Two of the fundamental freedoms of the internal market (of workers and of services) stand almost in a hierarchical relationship. This has had an impact on the situation on construction sites, both in the case of domestic citizens appearing on site with different employment statuses and in the case of foreign labour. The question now is when is a contract for (the provision of) services in reality a contract of service (a labour relationship)? With the simplification of the entrance into business as self-employed (first in Britain and then, as part of the EU guidelines, all over Europe) in particular opportunities have been created to work with operatives on site under regular employment contracts and with self-employed doing precisely the same work. Nowadays it is possible (and even promoted by some governments) that a person turns up on a building site and presents himself as a self-employed bricklayer or carpenter. And what is more, labour brokers are offering their help in hiring the self-employed to work on site. Whether this is a free choice or not, in most cases these workers are in reality employees. This has created on a European scale the possibility to start with ‘contracts for services’ organised by labour-only subcontractors. Herewith we are far from the original starting point that the transnational provision of services is carried out by key personnel for a short period of time. At the start of the European Community the general view was that the provision of services involved specialised workers temporarily needed to install a machine or to guarantee a cross border service to a new plant. Specialised, technical and managerial key personnel could go abroad to provide this assistance. Workers not belonging to these key personnel used to be covered by the principle of the free movement of workers. The situation changed after the Rush Portuguesa case; since that ruling construction workers temporarily posted abroad for a fixed temporary duration were also seen as part of a provision of services by their employer. Fortunately the ECJ also stated in this case that Community law does not preclude Member States from extending their legislation or collective labour agreements to any person who is employed, even temporarily, within their territory.
- Two of the fundamental freedoms of the internal market (of workers and of services) stand almost in a hierarchical relationship. This has had an impact on the situation on construction sites, both in the case of domestic citizens appearing on site with different employment statuses and in the case of foreign labour. The question now is when is a contract for (the provision of) services in reality a contract of service (a labour relationship)? With the simplification of the entrance into business as self-employed (first in Britain and then, as part of the EU guidelines, all over Europe) in particular opportunities have been created to work with operatives on site under regular employment contracts and with self-employed doing precisely the same work. Nowadays it is possible (and even promoted by some governments) that a person turns up on a building site and presents himself as a self-employed bricklayer or carpenter. And what is more, labour brokers are offering their help in hiring the self-employed to work on site. Whether this is a free choice or not, in most cases these workers are in reality employees. This has created on a European scale the possibility to start with ‘contracts for services’ organised by labour-only subcontractors. Herewith we are far from the original starting point that the transnational provision of services is carried out by key personnel for a short period of time. At the start of the European Community the general view was that the provision of services involved specialised workers temporarily needed to install a machine or to guarantee a cross border service to a new plant. Specialised, technical and managerial key personnel could go abroad to provide this assistance. Workers not belonging to these key personnel used to be covered by the principle of the free movement of workers. The situation changed after the Rush Portuguesa case; since that ruling construction workers temporarily posted abroad for a fixed temporary duration were also seen as part of a provision of services by their employer. Fortunately the ECJ also stated in this case that Community law does not preclude Member States from extending their legislation or collective labour agreements to any person who is employed, even temporarily, within their territory.
- Aufgezählt sind hier Änderungsvorschläge von Gewerkschafts- und Arbeitgeberseite sowie des Europäischen Parlaments. Hinweis: Rote Texte: Keine (wesentlichen) Änderungen im neuen Text aufgenommen! 2) Erwägungsgrund 36 Sanktionen bei Verstößen gegen die Richtlinenvorschriften sollen im Verhältnis zur Zuwiderhandlung wirksam, abschreckend und angemessen sein. Keine entsprechende Anpassung von Art.8 der Richtlinie. Es handelt sich nur um einen Programmsatz. Das wird bei der nationalen Umsetzung noch eine Rolle spielen. 3) Erwägungsgrund 17, Art. 3 RL Begrifflichkeit ist klar, allerdings bei echten JV besteht Problem u.U. trotz Abs. 7! 7) Art. 5 Abs. 4 RL Vor- und Nachbereitungssitzung nur für bVG geregelt! 9) Art. 6 Abs.2 RL Änderungen betreffen: b) Zusammensetzung des EBR, c) Unterrichtung und Anhörungsverfahren, e) engeren Ausschuss, g) Kündigungsfristen , Neuverhandlung, Übergangsmandat etc. 11) Art. 5 Abs. 4 Unterabs. 3 RL Experten und Gewerkschafter können zugezogen werden vom bVG als Berater bei den Verhandlungen! Für EBR kraft Gesetzes keine Änderungen.
- The national transpositions of the EWC Directive should have come into force on 22 September 1996. The deadline was not respected by all member states but, as of August 2000, the EWC Directive is now transposed in all EEA member states. By this means, the provisions of the EWC Directive are adapted to national circumstances and incorporated into the national legislation of each EEA member state. Insofar as the Directive lays down only minimum requirements for the creation of EWCs, this transposition offers an opportunity for creating more favourable framework provisions at national level. In actual fact, the differences from one country to another are very limited. The EU Commission has made available online a database containing, for each of the provisions of the EWC Directive, details of how they are transposed in each of the member states. This is available on; http:// europa. eu. int/ comm/ employment_ social/ soc- dial/ labour/ directive9445/ index_ en. htm The full text of all the national transpositions is also available on the EU Commission website at: http:// europa. eu. int/ comm/ employment_ social/ soc- dial/ labour/ directive9445/ download/ All the provisions in the national transpositions have been presented, in the form of comparative tables, in an ETUC publication (Buschak 1998). UNICE has published a CD-rom on the transpositions of the EWC Directive. More information on this is available on the internet at: http:// www. unice. org/ C125679E00338D8B/ AllDocumentsSearchEng/ B4659CD574CDBBA5C12567F50058A7BF/$ File/ Cdrom- e. pdf UK workers were not initially affected by the 1994 EWC Directive. A subsequent Directive, adopted on 15 December 1997, extended the initial EWC Directive to the UK. All member states again had two years to transpose this UK extension Directive. Accordingly, the companies that met the thresholds of the Directive as a result of the inclusion of the UK workforce had until 15 December 1999 to set up EWCs on the basis of its Article 3. This Article 3 is similar to the Article 13 in the original 1994 EWC Directive.
- Erwägungsgrund 7 Grundsätzlich sollen bestehende Vereinbarungen fortgelten und die Zahl bestehender EBR erhöht werden (Teil der Sozialpartner-Einigung)! Erwägungsgrund 40, Art. 13 RL Änderungen der Unternehmensstruktur (Fusion, Übernahme, Spaltung) bewirken, dass der EBR / die EBR angepasst werden sollte(n). Anpassung erfolgt entweder entsprechend Regeln in bestehenden Vereinbarungen oder auf Antrag. Dann ist zu verhandeln. Während der Verhandlungen bleiben die alten Gremien in Funktion! Mit Abschluss einer neuen Vereinbarung enden die alten Vereinbarungen, die alten Gremien werden aufgelöst (Vorsicht wegen möglicher Vertretungs-Lücke vor Konstituierung, bei Terminierung beachten!)
- We found enough evidence to conclude that in most countries: the highest occurrence of undeclared labour relates to work carried out by workers next to their regular job (temporary irregular moonlighting, under-registered, for their employer or as handyman on their own account). the status of self-employment is abused, with bogus practices by national citizens as well as foreign ‘independent’ workers entering the market through labour-only subcontracting. As far as work is registered, this is limited to the minimum necessary to comply with regulatory obligations; the rest is not declared. dubious agencies and labour traffickers supplying cheap illegal labour mainly from abroad have returned. Accommodation and food is often provided by the agency (sometimes with deductions that would do justice to ‘Waldorf’ treatment). The position of the workers is vulnerable in many aspects (dangerous work, entirely in the hands of the trafficker, language problems). But “illegal never complain and work hard” and only little “persuasion” is needed because of their illegal status.