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The word on the (final) Friday (of 2010): Same procedure


It's that time again. Quick still make the champagne cold, add the pasta salad and place the missile batteries on the terrace. This time may be so aligned that the mini-Pershing directly adjacent Hempel oversized satellite dish ...? But no, we are not so common, even if Mr. Clean Upper Hempel robbed us with his leaf blower-tick in the autumn last nerve. Guess where he gave the leaves blow masses with its 2600-watt "bazooka"?

Peace we want to adopt the old year and gladly welcome the new. Joyful? With a timely administered Dose Alloholl will succeed already. Since then, we believe by 21 clock that will happen next year wonder: More from the net gross - Hossa! And Rex Gildo is beatified.

Oh, almost had I forget it: When I have fondue still make an oil change. And where has only the CD-box with the golden oldies hidden? Without the comforting conformity of familiar sounds and songs of the past ("I Can not Get No Satisfaction"), I refuse to do the zero-Clock-step into an uncertain future. Who knows what will bring us all in 2011. The vignette? The fruit juice-tax? The solidarity surcharge (for Portugal and Spain) The conversion of the supermarket shopping cart on 5-euro notes? The return of Lothar Matthäus FC Bayern (as head coach)? The return of Möllemann ... No, that is not medically possible. But who knows what all happened Guido Westerwelle nightmares

so ... Now I need a drink really. Maybe ever open the Reds? Achherrje who has an artificial cork - is as persistent as Berlusconi. Sweden would end up with a beer. Here's to the clever northerners. Passed up the euro.

Now my phone bleats. It is Willi. Asks if we look at "Dinner for one". If not, then there would be Elke Home, they would have said, because without James and Miss Sophie would not be New Year's Eve. Oh my god! I say that we are in the guest rooms have a small TV, conceal, however, that the speaker is broken.

Then I hear my son cry? Has "Daddy, where is actually the chocolate fountain to us by Aunt Sabine given once"

"The Sir Toby recently borrowed and not yet returned," I answered him. "Always the same" with your friends replies, my offspring, "if thou dost lend them something, they never bring it back."

"You're right," I call, "but never mind, the chocolate but we can "melt in the microwave. "Okay, Dad. But there is not such a mess again like last year with the cheese fondue? "Even on New Year's Eve not to escape the fate," I reply my clever child, and open another beer. "The same procedure as every year. Skål! "

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New Year's greetings from ver.di

The old year is gone tomorrow, good for midnight
NEN year! The new year will bring good luck to you
, health, heart and other girl things.
; ;

Happy New Year, Bonne année, Happy new year,
Buon capodannoi, Feliz ano novo, Kuláam antum u!

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Hot debate KIDOH survey


Rarely has thrown a pick-articles as much resonance as the publication KIDOH the survey. This is good news. Especially since the echo is positive sum: the learned not only the works councils, which have distributed the picker in person, but the show also the many affirmative responses in the council office.

The interview requirement is obviously huge. This is also the lively and controversial debate in the union blog. Within the KIDOH team there are very different perceptions about the working conditions. This in itself is an important indication that not something fundamentally wrong!

For criticism of questionnaires and evaluation
annoying are the standard assumptions, the questionnaire was not right been evaluated. It was sent 30 questionnaires were returned of which 20 were evaluated after two weeks. A response rate of 66% is good and brings representative results. This can confirm anyone who has dealt with a bit of statistics. The answers came at exactly the half-staff and collective learning AT. Also proves that it is not dealing with a few malcontents.

complain Some colleagues, the questions and answers were provided tendentious. It is true, however, that simple fact in many questions were asked, for example, the average hours worked. The atmosphere in the department was able to evaluate each on a scale 1 to 10 In all were other issues there is always a completely positive and extremely negative response option. In between statements were placed that were in their assessment between the two poles. If the mood at KIDOH would really as fantastic as we try to tell some commentators here, the questionnaire might well offer the opportunity to bring in the survey expressed. The results look now but sometimes different. This can not be argued away. Therefore, at KIDOH urgent change something!

Further measures to improve working conditions
To put these changes in motion that led the workers in parallel with the survey, other measures taken. Thus, the management of KIDOH was asked to teach a recent departmental organization chart, including a clear representation schemes. This includes job descriptions of the individual employees were called for. On this basis and considering the survey results held at the beginning of the year, talks between the works council, staff management and the management of KIDOH. The BR has prepared an extensive list of demands to the situation in KIDOH for improve all employees sustainable.

The survey is therefore only the start of a long-overdue process of change. The fact that this' go-ahead a little too loud is due primarily to the survey results themselves, which were also for the BR surprisingly negative. In addition to the published figures, there are many more results that demonstrate that management has left the common cooperative framework. If management is watching, how are systematically violated in a range laws, such as the Working Time Act, the council must intervene. Only when a consensus has been established for the minimum reasonable working conditions, works council and management can work together constructively to a sustainable improvement of the situation. And we look forward!

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The Word on Friday: The eerie silence

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A bad habit is spreading: At a friendly greeting is heard more often: nothing! But are we in the wrong film - or at least in the world?

In the case of zombies, who can not speak - or just bad-tempered colleagues, who stood on the wrong foot? Is it a stressed time Sovereign with career opportunities, meet me in the labyrinthine corridors of the glass palace and responds to my "Good morning" with leaden silence - or a department head, which the heavy burden of responsibility has made blind and deaf?

Anyway - the world-staff, not greet the or - even worse - not greet back, are a nuisance. But why on earth behaves man / woman like this?

Reine thing my education, which one! The arrogance of those who consider themselves to be something better to think, others. But there are also voices that say, a rigid, silent gaze into nowhere - in response to a friendly greeting - whether due to poor expression of a character.

working environment? Do we need it? Respect? What? I mean, sincerely, is an interpersonal matter of course, an expression of collegial respect. And it's healthy, the feel-good factor in the job increases and strengthens the motivation to work. So, are eerie silence: mouth! That hurts not.
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Merry Christmas!

beautiful and peaceful Christmas. Enjoy the quiet days with your loved ones!

A Merry Christmas and a Happy New Year from

your / your union ver.di

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KIDOH: Hard as working conditions



Due number of complaints has investigated working conditions at the works KIDOH with a survey. The results show that this has to change many things. And do it now!

KIDOH All employees received a 6-page questionnaire. Questions were asked, inter alia, assessments of management and organization • • • workload. Here is a selection of results:

chaotic organization
70% of workers have no written job description. Organizational decisions are often without any consultation with stakeholders (61%). A third of the employees learned of job changes only colleagues. Another third is not clear who has which disciplinary functions.

Only 17% feel good out
About 80% complain of the conduct of their superiors criticism: Criticism is alleged capricious, sometimes harsh and personally to the classic "bollocking". Blessed is little. Only 17% disagree with this statement: "My bosses are fair, unbiased and lead a team." 50% find that certain employees are preferred noticeable.

work regularly work till you drop
61% of the staff-KIDOH 9 hours or more. 63% of non-tariff violate the law on working hours and work longer than 10 hours a day. Nearly 40% regularly even! Accordingly, giving 62% of employees to suffer under the high workload. 34% complain of symptoms of stress. 17% feel "very congested" and have serious complaints.

The mood at KIDOH shall be evaluated negatively: 75% place their cross in the bottom half of a scale of 1 to 10 30% even in the lowest third.
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Comment: Stop the KIDOH-Knechterei!

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at the BR-survey, two thirds of the employees participated. This proves that the described abuses are not isolated opinions.

rate employees and AT-learning are equally affected. Everyone is complaining lousy organization and massive work overload.

with the responsibility of the directors. He must act now: clean structures have since staff will have released and the management style must be changed! Lasting KIDOH only be successful if the employees are happy.

The council will use all means of participation consistently in order to end the KIDOH-Knechterei!
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compliance guidelines, "Co-author" - the works!

. Since
informed the world's management in mid-November the staff by e-mail and posting on the new, from 1 January 2011 which become effective "compliance directive" - and did not mention a single word, that the present text with the council voted in great detail.

Annoying also because the works council and invested it on untertützender legal expert time and effort to guide the content and wording of the directive to "regular monitoring" in a direction in which the interests of employees not be neglected. Finally, the subject area, where to go etc. for gifts and invitations to the separation of home and business, and the proper handling of confidential information, a very sensitive area and a field with so many stumbling blocks (which you can not necessarily).

And demand, the draft of the management "defuse" it
was plenty. So the council prevented such that Employees who want to work extra jobs, apply for it in advance with an extensive form to the Geschäfsführung (!) Need (and then wait for the possible approval). only remained the duty of the management of an outside activity must be informed. inform

also the duty of the council in an infringement case, was enshrined in the Richmond line. Must, if the compliance officer Guido Schröer a possible violation of the regulations (by name or anonymous) is reported, the agent not only inform the management about it, but the council: provided, Mr. Schröer looks suspect to be reasonable, deals in detail with this matter.

Another scheme within the meaning of the workforce refers to the issue of checks and their results - and the use of employee data, such as e-mails or identification code (password etc.). Here, the works council must be informed - and he has the right, at the consultation of data obtained during the inspections to be present.

to what extent have the obligation of the compliance officer, also anonymous
indication of violation against the Richtinie investigate or verify these and consider its importance in practice, can only the future shows. Even if this will cause problems. The works in any case would have "the duty of anonymous editing" view prefers not at all taken into Regularium. So now - must address the compliance officer with no-name releases - in the first place.

It is hoped that the world staff the opportunity to "suspicious" to anonymously report abuse, are not - and that will befall Guido Schröer no flood of evidence and accusations - with the motto: "Mr. Schröer, I know there someone ... I'm as' what was observed ... ".
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BAG decision to so-called "Christian" unions



The United Services Union (Verdi) welcomes the decision of the Federal Labor Court, after which the rate of Christian Trade Unions in temporary employment and personnel service agencies (CGZP) is not capable collective. According to the judge, the CGZP spite of the many collective agreements concluded by their union not because she misses due to lack of members required for this tariff thickness. This gives the joint request of Verdi and the Berlin Senate Administration for "Integration, Labour and Social Affairs favor collective agreements to stop in for temporary agencies, even in the highest instance Success.


(Click here for the full press release)

What do you think? If this is a success or just a small step?

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Why the trend (again) to the punch card is

It sounds so chic and casual: I work time sovereign ... Completely detached from the stamp vending machines and live my daily life I work in the office.

"And when you have finished your work, just go home," had told the staff in my attitude. "They need not be stamped, we trust you "

What is this" trust "in practice, is usually already out after a few weeks. unpaid overtime!

"AT" and » time sovereign " - this is for many, not only in the world, an often expensive double. Especially in the lower pay range AT- the employee or the employee on it mostly. Those who doubt the prospects will be just his hourly wage: monthly income divided by 163 (collectively agreed working time). Then add up the monthly plus hours - and see if they are rewarded with the AT content really appropriate.

growing number of colleagues in the world have made this arithmetic and therefore want to go back in time to the collection and tariff classification. Tariff Group VI is (perhaps plus allowances) and to a few days (weeks) plus additional time to hours, but for many people out as the better alternative.

A return or the first entry into the time recording at any time due to the existing operating agreement for flexible working hours possible. helps with problems of the world-like works.

What experience have you had the time sovereignty? Just leave here (anonymous) comment.

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respect parental returnees: It lurks the part-time event!

hard to believe how many themes used on the course of time from one extreme to another:
part-time work is such an amazing example.

While it was still almost impossible to 10 to 15 years to get a part time job in the world, it will now get hold of in many areas, more and more difficult a full time job!

is Sunday from the world, especially in the labor-intensive departments of logistics currently only annual working time (2/3-Job) with typically 1400 hours offered (or much less).
What kind of a monthly income (in TG 1 and 2) means everyone can easily imagine calculate, respectively.

one has first signed a 1,400-hours contract, it is of course difficult to switch "on a full-time." If the company across, it may reject my application for increase in working hours easy. If so, I can only try it, my desire for the full-time part-time-limit and suppose (TzBfG) before the Labour Court enforce ... But who does that - especially as the verdict is so uncertain.

Of this development, especially in young mothers (fathers) who are returning after parental leave, the company affected. This is so because of the children in general, the desire for part-time. But I did once signed a part-time contract, is entitled to my full time job, I had originally perdu! Delayed return to full time I can then remove make me often (see above).

The world works council therefore strongly advised, before returning from parental leave, or other change projects about to let the hours worked by expert advice.

What experiences did you (have) made with part-time in the world or other companies? Use the comment function at any give his statement.