Companies in chemical industry in East Germany have been able to choose a weekly working time between 32 and 40 hours for several months. The Potsdam model is called whole, collective agreement was concluded in spring. In a furr collective agreement, Employers ‘ association norast Chemistry and IG BCE trade union had already agreed year before on working hours that fit into life phase: Who wants to reduce ir working hours because of small children or care of relatives Or want to go in retirement part-time, he can work part-time flexibly. Businesses can even set up a fund to compensate for salary losses. The Potsdam model is similar to demands that IG Metall recently put on table at start of collective bargaining.
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It’s off for classic 40-hour week. And surprisingly, it is employers who praise new flexibility. “The regulation is a win for both sides,” says Nora Schmidt-Kesseler, chief executive officer of Norast Chemistry Employers ‘ Association. But IG BCE is also satisfied with model. Its chairman Michael Vassiliadis says: “The Potsdam model is first coat agreement in Germany with a desired working time. It combines tariff protection with individual freedom of choice. “
The conclusion, which is currently being implemented in East German companies, shows new negotiating power of employees. Companies in East German chemical industry are finding it increasingly difficult to find offspring – especially in more structurally weak east. “We must refore offer attractive working conditions,” says Schmidt-Kesseler. The average age in companies is increasing. “In next few years, strong employees are going to retire – and at same time re is an exceptionally high shortage of skilled workers.” It is hardly surprising that employers also met long-standing demand to adapt weekly working hours in East Germany to West Germans. It is reduced from 40 to 38.5 hours.
Flexibility has been exception
Experts such as labour market researcher Reinhard Bispinck of Hans-Böckler-Stiftung describe Potsdam model as “innovative”. At end of 2016, Bispinck had investigated which working time arrangements would be found in tariff works in force in Germany. “Flexible rules on working time in collective agreements that give employees real choices are still an exception,” he says. So far, right to a wage-guaranteed working time is in very few house agreements – but not in land tariffs, which regulate working conditions for a whole industry. In this respect, degree in East German chemical industry is a novelty.
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However, company is also opposed to regulations. In determining regular operating working time, tariff partners also take into account volume of work, working time systems and working conditions. Working hours can even vary between departments in same company: an employee in production could come to a 32-hour week, one from administration to 36 hours. Employees should also be able to increase or reduce. Those who reduce ir working time within time corridor between 32 and 40 hours can later increase again. This is ultimately same as a right of return from part-time to full time. Or part-time models under 32 hours per week are also possible, but right of return is not applicable.
It also goes without changing law
The Federal Association of German Employers ‘ associations (BDA) has long called for more flexibility. However, she was particularly focused on working time law in order to abolish statutory rest periods. The East German employers now suggest that re should be no change of law. “Even with working time law in its present form, it is possible to create very flexible working time models,” says Schmidt boiler.
The Potsdam model responds mainly to reality of life. A recent study on behalf of software company Peakon shows that only one in four Germans is able to cope with his workload in allotted time. For study, company that offers software for employee communication had surveyed 8,000 employees. Not even one in three stated that weekly working time was sufficient for volume of work.
Demographic change is also changing priorities. With Generations Y and Z – that is, born after 1980 – birth-weak vintages are pressing on labour market, which have become big with digitisation. They often have a different self-conception of professional fulfilment: work should be part of a fulfilled life, but not only. Young Fars take on a lot more self-evident than generations before m family tasks. Fars under 35 years of age make more and more parents ‘ time. And many people are not afraid to reduce working time in job for a while. Flexible, shorter, but full-time working hours are needed, both by women and men. In East German chemical industry y are now easier to have.
