Job security
Job security is understood to be measures and regulations to avoid dismissals and to secure the income of employees. Labor market, collective bargaining and company instruments can be used for this purpose.
The objectives of securing employment are:
- Avoid layoffs and protect employees from unemployment.
- Prevent employees from being unilaterally saddled with the risks and burdens by reducing working hours and wages.
- Secure relevant know-how in the companies and thus maintain future innovation and responsiveness for the companies.
- Maintain and stabilize relevant industrial structures and value chains.
- Use resulting downtime for targeted qualification.
Labor market instruments
Statutory regulations and packages of measures of the governments that are designed permanently or temporarily.
Labor market policy instruments are e.g. B. the short-time work allowance , or the further training initiative of the Federal Employment Agency ( WeGebAU ).
Collective bargaining instruments
Framework agreements or opening clauses concluded between trade unions and employers .
The validity is often limited by region ( tariff area ) and / or by industry . Procedures and possible measures are described in the framework agreements. If required, the concrete implementation takes place individually for each company with the help of a separate agreement (company collective agreement ).
Collective agreements to secure employment include a. Regulations for deviations from valid collective agreements. For example, reducing working hours or reducing wages and special payments. It is essential here that an agreement can only be made for a limited period and only with the consent of the parties to the collective bargaining agreement.
Operational tools
Measures at company level that are agreed between the works council and the employer . Regulations can affect individual departments and / or the entire company.
Possible instruments are e.g. B. the reduction of working time accounts and remaining vacation, additional free shifts, the elimination of weekend work or extended company holidays .
In addition to these "passive" measures, "active" regulations can also be made. For example, if it is agreed that downtimes can be used for qualification through short-time work or free shifts.