As you probably know, the mandatory annual negotiations (NAO) is a series of negotiation meetings to be held every year. Wage increases taking place in March at T-Systems, these meetings are usually held between December and March. We are in May and these meetings have not yet begun.
What do we talk about during these negotiations?
wages: it is not just salary but all the elements of remuneration that must be addressed at this meeting. Which included of course, shares variables, various bonuses, overtime, penalty payments, etc. ...
Compensation: all refunds of fees, meal vouchers, per diem, hotel packages, transportation, etc. ...
working conditions: the schedules and the organization of work, leave, professional equality, etc. ...
How should this normally occur?
The negotiations should normally include several meetings. Management must, first, we provide documentation so that organizations union can analyze the situation of employees in the company, on the other hand, trade unions and management must negotiate.
Some disturbing drifts:
First, in recent years, it is good that provide direction to the process, trade unions, the amount of the total available to it, and that they make of claims that fall within that budget.
Then it became customary for the trade unions provide in writing to management their demands (requests for some) and that it "picks" which it seems acceptable, and imposes the rest.
This is not what we call the negotiations.
For us, negotiating is not to provide management with a method of sharing the crumbs that she is willing to let employees and let them choose in this catalog. For us, negotiating is to have each of the proposals and try to find, through discussion and argument, a common ground.
Pending actual negotiation meetings, management provided us with the necessary analytical documents, we still wrote our claim (irrespective of a possible budget management). Find
our analysis of data provided and our claims in the "Downloads"
What do we talk about during these negotiations?
wages: it is not just salary but all the elements of remuneration that must be addressed at this meeting. Which included of course, shares variables, various bonuses, overtime, penalty payments, etc. ...
Compensation: all refunds of fees, meal vouchers, per diem, hotel packages, transportation, etc. ...
working conditions: the schedules and the organization of work, leave, professional equality, etc. ...
How should this normally occur?
The negotiations should normally include several meetings. Management must, first, we provide documentation so that organizations union can analyze the situation of employees in the company, on the other hand, trade unions and management must negotiate.
Some disturbing drifts:
First, in recent years, it is good that provide direction to the process, trade unions, the amount of the total available to it, and that they make of claims that fall within that budget.
Then it became customary for the trade unions provide in writing to management their demands (requests for some) and that it "picks" which it seems acceptable, and imposes the rest.
This is not what we call the negotiations.
For us, negotiating is not to provide management with a method of sharing the crumbs that she is willing to let employees and let them choose in this catalog. For us, negotiating is to have each of the proposals and try to find, through discussion and argument, a common ground.
Pending actual negotiation meetings, management provided us with the necessary analytical documents, we still wrote our claim (irrespective of a possible budget management). Find
our analysis of data provided and our claims in the "Downloads"
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