STATUS AND DEFINITION OF NON-TARIFF EMPLOYEES

Information from the IG BCE. Definition of non­tariff employees compared with employees who are covered by collective agreements and executive staff.

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Information from the IG BCE. Definition of non-tariff employees compared with employees who are covered by collective agreements and executive staff.

1. Exemption from collective agreement

The question of whether the status of non­tariff employee is legally accurate fundamentally depends on the applicable collective agreement. Most collective agreements contain provisions which define the status of tariff and non­tariff employees.

The collective agreement for the chemicals industry, for example, specifies the following criteria:

The collective agreement does not apply to employees . . .

1. Remit

. . . “whose remit entails higher requirements than those demanded of the highest employee group covered by the collective agreement and” . . .

2. Pay and working conditions

. . . “whose pay and general working conditions when considered as a whole exceed the minimum provisions specified in the collective agreement and” . . .

3. Non-tariff employment contract

. . . “have an individual employment contract which is outside the scope of validity of the collective agree­ment” . . .

4. Co-determination of works council

. . . “have been deemed exempt from the collective agreement with the approval of the works council pursuant to Sections 99 ff. Betriebsverfassungsgesetz (German Industrial Relations Act)”

This example refers only to companies which apply the area­wide collective agreement for the chemicals industry. Other collective agreements for different areas or individual companies usually contain similar provisions for the definition of non­tariff employees, although these may differ in some individual details.

This means that non­tariff employees should first examine the applicable collective agreements, as they may in fact be covered by the provisions of these agreements and are there­fore only “pseudo” non­tariff employees.

2. Differentiation from executive staff

As regards working conditions, the question of differentiation from “executives” always has to be considered. As a general rule, non­tariff staff have the status of employee. This means they are covered by the legislation which protects employees, such as the legal standards on occupational health and safety, working hours, holiday leave and continued payment of salary in case of sickness. These statutory regulations do not apply to executive staff. The definition of execu­tive staff is specified in Section 5 Betriebsverfassungsgesetz.

Executive staff are persons who, under their employment contract and by their status in the company or establishment,

1. are entitled on their own responsibility to engage and dismiss employees on behalf of the establishment or one of its depart­ments; or

2. are endowed with general authority or full power of representa-tion and the latter is also important in relation to the employer; or

3. regularly carry out other duties which are important for the existence and development of the company or an establishment and the fulfilment of which requires particular experience and knowledge if, in doing so, they either essentially make decisions on their own responsibility or substantially influence these decisions; this may also be the case with stipulated procedures, particularly those based on legal provisions, plans or guidelines and when cooperating with other executive staff.

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STATUS AND DEFINITION OF NON-TARIFF EMPLOYEES

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3. Establishment of status A non­tariff employee is therefore an employee who is neither covered by the scope of the applicable collective agreement nor a member of the executive staff.

The employee’s status can be established in declaratory proceedings before a court of law. However, it is usually simpler in the course of the next works council elections to contact the election committee, which can establish the status of executive staff or employee. In case of doubt, this decision would have to be challenged by the employer. This saves the employee the process of open confrontation.

Exemption from the collective agreement depends on grading by the works council pursuant to Section 99 Betriebsverfassungsgesetz. This normally takes place in the course of recruitment or transfers. However, employees are also entitled to have their allocation to a tariff group checked at any other time, i.e. to verify whether they are entitled to belong to one of the groups covered by the collective agreement. This can only succeed if the employee is a member of the trade union which has signed the collective agreement concerned.

In recent years, the once desirable status of non­tariff employee has increasingly deteriorated into an instrument for imposing additional working hours without additional pay – even if in most cases the employment contract would not actually be exempt from the collec­tive agreement (cf. above).

Many non­tariff employees could already legitimately demand allo­cation to the highest tariff group, inclusive of the resulting regular working hours and all other benefits of the collective agreement. This would rapidly improve working conditions in the non­tariff sector. Collective agreements therefore also protect the working conditions for non­tariff employees.

We can help – but we need you to help us achieve sensible working time models and pay regulations in the non­tariff sector.

United we stand.

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Further information for non­tariff employees is available in the special flyers such as

Working hours for non-tariff employees

Working time regulations for non­tariff employees – potential forms and legal restrictions.

Remuneration of non-tariff employees

Remuneration of non­tariff employees – potential forms and legal rights.

WORKING HOURS FOR NON-TARIFF EMPLOYEES

Information from the IG BCE. Working hours for non-tariff employees.

REMUNERATION OF NON-TARIFF EMPLOYEES

Information from the IG BCE. Remuneration of non-tariff employees – potential forms and legal rights.

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Published by: IG BCE (Mining, Chemical and Energy Industrial Union) Vorstandsbereich 3 · Edeltraud Glänzer Königsworther Platz 6 30167 Hannover

Editor Oliver Hecker Target Groups Department E-mail: abt.zielgruppen@igbce.de www.igbce.de

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