Search results
Results from the WOW.Com Content Network
The first is through labour court. The second is through an internal conciliation committee, which is not open to the public. In the case of enforceable co-determination matters, if the employer and works council cannot agree, the conciliation committee can award a legally binding works agreement according to §87(2) of the Works Constitution Act.
Subsequently, the agreements for work councils were codified in the Works Constitution Act, passed on 11 October 1952 in West Germany. Trade unions in Germany wanted much more, [4] including the formalisation of works council members as union representatives, and the expansion of the Coal Co-Determination Act [] in all industries.
Corporate child care is a specific form of child care sponsored or managed by an employer. [1] It may be a perk or a part of the corporate social responsibility policy of the company. It can provide the working parents with an opportunity to find work–life balance .
B Waas, ‘Temporary Agency Work in Germany: Reflections on Recent Developments’ (2003) 19(3) International Journal of Comparative Labour Law and Industrial Relations 387; Books. M Weiss and M Schmidt, Labour Law and Industrial Relations in Germany (4th edn Kluwer 2008) A Junker, Grundkurs Arbeitsrecht (3rd edn 2004)
[21] [22] Child care policies in Germany focus more on children's development and equal opportunities to succeed after kindergarten rather than focusing on helping to solve the compatibility of work and family for parents. Thus it explains the fact that Germany aims to provide high-quality early education for children but set the opening hours ...
It applies to public and private companies, so long as there are over 2,000 employees. For companies with 500–2,000 employees, one third of the supervisory board must be elected. There is also legislation in Germany, known as the Betriebsverfassungsgesetz whereby workers are entitled to form Works Councils at the local shop floor level.
European Works Councils can be established in multinationals operative in more than two EEA countries if they pass a certain threshold of number of employees. Currently, the company (or the group of companies) needs to employ at least 1000 employees in the EEA and at least 150 employees in two member states.
If full-time employees receive benefits, part-time employees receive a pro-rata share. A mini job can be taken during the six weeks of maternity leave prior to giving birth and during parental leave. However, the worker is not allowed to work more than 30 hours a week. Christmas bonuses or holiday pay may cause the €520 limit to be exceeded.