The main exceptions, where the CSE pays 20% of the cost of this expertise and the employer 80% are the use of an expert for the regular consultation on the strategic direction of the company, plus specific consultations on: The experts have the right to see the documents they need to carry out their work, but they must keep information confidential.
Other links between unions and works councils are that works councils have the right to invite trade unions to attend their meetings, provided a quarter of the members are in favour, and works council members often go on union-organised training courses. [5] In addition, more than one in 10 (11.3%) combined a position as an elected representative, with that of a trade union delegate. The issues covered by the economic committee include the company’s economic and financial situation, investment and rationalisation plans, work methods, closures and transfers, environmental policies and any possible takeover of the company. In practice large workplaces are much more likely to have works councils than small ones. In companies with fewer than 50 employees, the CSE has the use of a room to allow it to fulfil its functions, primarily as a place to meet. This is where the unions agree, either through a company-level or an industry-level agreement that the normal functions of the CSE will be extended to include collective bargaining at company level, a task normally carried out by the union delegate. However, it is intended that the new structure based on the Social and Economic Committee (CSE) will be universal outside public administration, by 1 January 2020. Trade union delegates, representatives of union sections which are not representative and those who have held these positions during the previous 12 months, can only be dismissed following an interview with the employer, consultation with the CSE and with the permission of the local labour inspector. Workplaces with 7,001 to 9,000 have 35 members on the works council, and above 9,000 workplaces have two additional works council members for each additional 3,000 employees. This is extended to up to 18 days if individuals are being asked to exercise a trade union function. Employee representatives may be chosen by their fellow employees or appointed by management. Under the Works Constitution Act (Betriebsverfassungsgesetz), a works council can be set up in all private sector workplaces with at least five employees. In practice the CSE will normally bear the other costs, such as travel and accommodation. Displayed here are Job Ads that match your query.
Individual grievances can also be taken to the works council, and, where the works council takes them up, and cannot reach agreement with the employer, the issue goes to the conciliation committee. In these circumstances, the works council will normal have a two-fold response.
Depending on size, the whole workforce either votes together or in two or more separate groups, known as “colleges”, representing different grades of worker. However, if there is no agreement consultation on these three issues must take place once every year. The same applies to an involuntary transfer, if the consequence is that the works council member loses the right to be a works council member, for example by being transferred to another workplace.
Figures published in 2018 indicate that 38.3% of candidates for employee representative elections in companies with 50 or more employees were women in the electoral cycle 2009 to 2012 and 39.7% of those elected were women. Simply put, we're looking for people who can provide exceptional. Companies with fewer than 11 employees are covered by regional bodies of made up of equal numbers of employer and union representatives, with the members drawn from these very small companies.
All employees have the right to up to 12 days a year economic, social and trade union training (CFESS).