• 主题
高级搜索  >
历史搜索 清空历史
首页> 外文期刊>The economist >Slowly losing their chains
【24h】

Slowly losing their chains

机译：慢慢失去链

获取原文
获取原文并翻译 | 示例
           
页面导航
  • 摘要
  • 著录项
  • 相似文献
  • 相关主题

摘要

The more Germany changes, the more its industrial relations look the same. On February 12th, after the usual rhetoric, warning strikes and negotiations into the wee hours, employers and trade unions in the engineering sector reached an equally predictable agreement: modest pay rises of not much more than 2% and limited flexibility over working time. Yet despite this seeming sluggishness, Germany's industrial relations are undergoing profound changes―perhaps more than the welfare system whose reform is also much discussed. In areas such as pay-setting and employee participation, Germany has long been a special case among industrial democracies. In contrast to Britain and the United States, where employment contracts are negotiated company-wide or individually, the country still has an extensive system of centralised, industry-wide collective bargaining, with almost 60,000 agreements. Unions also have a say in how firms are run. If a company has more than 2,000 employees, half of the seats on its supervisory board must go to employee representatives; they call this system co-determination.
机译：德国变化越多，其劳资关系就越相同。 2月12日，在通常的措辞，警告罢工和谈判进入凌晨之后，工程领域的雇主和工会达成了同样可预见的协议：加薪幅度不超过2％，并且在工作时间内的灵活性有限。尽管这看上去很呆滞，但德国的劳资关系仍在发生着深刻的变化，这可能比对福利制度的改革更为关注。在薪酬设定和员工参与等领域，德国长期以来一直是工业民主国家的特殊情况。与英国和美国的雇佣合同是在全公司范围内或单独进行谈判的相比，该国仍然拥有广泛的集中式，全行业范围的集体谈判制度，有近60,000个协议。工会在企业运作方面也有发言权。如果公司拥有2,000名以上的员工，则其监事会席位的一半必须分配给员工代表。他们称这个系统为共同决定。

著录项

相似文献

  • 外文文献
  • 中文文献
  • 专利
获取原文

客服邮箱：kefu@zhangqiaokeyan.com

京公网安备：11010802029741号 ICP备案号：京ICP备15016152号-6 六维联合信息科技 (北京) 有限公司©版权所有

  • 客服微信

  • 服务号