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"A job that pleases you is not working, but the spice of life."
Eleonore van der Straten-Sternberg
The area agency for victims of bullying has long been a lifeline in a hostile Work has become the "war on and around the workplace" does not fight with the help of bullying. Temporary work in itself is questionable even from the "human dignity" that, as may be conferred by the law actually only objects. Apart from that, the totally unacceptable that temporary workers have very limited possibilities to get into permanent employment. Especially for bullying victims thus continues an odyssey that is not exactly the goal of "human dignity and respect is just before an offering. We therefore consider that the joint signing this petition, one member from Dresden-IGM as very useful.
"Temporary Employment: Time limit on temporary employment, the German Bundestag may decide to change the Temporary Employment Act so as to limit the agency for one year, with the subsequent transition to permanent employment with longer duration. Furthermore, should the tariff conditions (working conditions - pay, etc.) for temporary workers, as in the temporary workplace - without exception - are valid. In addition, a supplement to the Works Constitution Act is required in the form that the council receives a veto if jobs are to be converted into a company in temporary places.
Reason:
Experience with the proportion of contractors in production has so far, that are often busy (the) long-term (s) with temporary workers and jobs that are hiring in several areas, the exception in the end. We know of colleagues who are already over 5 years (limit and then temporary work) are active at the same job. Furthermore, workplaces that had been anchored in business and now, for example by fluctuation are free, converted very often in temporary spaces. This is the original purpose of the AÜG to facilitate on temporary entry into permanent employment, wrong in practice the opposite. From a strictly legal point of view, a works very few opportunities to prevent widespread employment of temporary workers, or to restrict. According to § 99 Works Constitution Act, he may consider only the individual case. There is no reason for refusal relating to the employment of temporary workers, as long as no notice of its own employees at risk. We observe, however, the gradual displacement of solid employment through temporary work. The increase in temporary work is often at the expense of regular employment. Especially large companies to use current legislation to circumvent the rights of participation of the works and employment protection. The business risk is to the temporary employment agencies and ultimately transferred to the employee. In future, more job losses must be no longer at the employment agency and it must also appear before any negotiations with the works council on a balance of interests and social plan, where appropriate, be implemented as long as it is "only" refers to the colleagues from the agency. Mass layoffs are veiled and thus free for employers. "What is good work"
initiated by INQA study shows that - be a permanent and regular employment and fixed income core aspects of good work - from the perspective of employees. No other area is attached at the survey results such high importance. Conversely, the rejection of the current administrative practice of extending temporary and temporary employment relationships, is very high: as agreed 72% and 78% to the statement that the use of temporary limited or fixed-term employment contracts should be strictly limited to exceptional cases (Fuchs 2006 ) ... .. "(closing date for the co-signing: Monday, 6 August 2007)
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