Although the Polish workers against European colleagues are not spoiled – work longer hours and earn less – not eager to trade unions. Among them, only one in ten workers. Associate Poles do not like, and if they decide to form an association, piling up legal obstacles in front of them. The first requirement: to set up a factory organization, you must earn at least 10 employees. In small companies, so the lack of relationships. The second requirement: the contract of employment. Meanwhile, several million working Poles there is no such agreement. The International Labour Organization points out to us for years that such provisions are inconsistent with ratified ILO Convention by Poland and restrict freedom of association. Urged by the European Trade Union Freedom Committee of the Ministry of Labour and Social Policy until 2013. Requested technical assistance, or tips on how to change the law to comply with the Convention. Moreover, our re gulations restrict not only the right of association, but also to strike. It does not have public servants. Other groups strajkowania not be denied, but it is difficult – not open to collective bargaining of public authority, so teachers, employees of hospitals and universities can not argue with his actual employer who decides on their salaries, and at most school principal or hospital. The Act does not provide for the possibility of general strike . All of these issues raised Solidarity , in its application to the Polish government submitted to the ILO by the end of January.
Quite differently
Scandinavians do not quite understand the Polish singularity. Malin Ackholt from the Swedish Association of Hotel Management and Catering HRF ensure that they accept everyone who works in the industry, at least one hour per week. Besides – there is no numerical limitations, even in the company employs one person can save the employee union. The Scandinavia belongs to them approx. 70 percent. employed. But the business model is different from the Polish virtually everything. Starting from the fact that the Scandinavian source of labor law is not the code, as in Poland, but a collective agreement for the industry, signed by unions and employer . The Act contains only general regulations – safety regulations or minimum period of leave. In practice, even that can change relationships – as long as the benefit of employees. Thus, for example. According to the Norwegian Act works 40 hou rs a week, but most Norwegians spend at work 37.5 hours – in accordance with collective agreements. It is in the systems, which cover approximately 90 percent. Servants shall be a minimum wage, overtime pay is determined, sickness and retirement.
Negotiation systems start at the top – to the talks include representatives of national authorities, trade unions and employers’ organizations. A dozen or so of experienced negotiators, each with its own package, usually discussing for several weeks. When employers warn that there is no money to raise, union experts show analysis, which shows that it might be found and where. – European trade unionists have different negotiation techniques. For example, the Germans are starting from a higher ceiling and usually accept an increase in the amount of 40-50 percent. postulated – says Torbjörn Dalin, an economist, who as a relationship counselor of the Swedish forest industry and graphic negotiators prepare for macroeconomic expertise. – We descend from the price usually 20-30 percent. in exchange for eg. a better retirement solutions – he says. Most often come to an agreement. Then the unions in workplaces negotiate directly with the heads, so that the conditions in individual companies may be better than what was won at the central level. However, if not at the top of dogadają and does not help either mandatory mediation, is made of the definitive measures – a strike or lockout (rare, but it happened eg. Two years ago in Danish schools). Agreements signed for two-four years. The time between the prognosis is a time of peace – do not organize strikes or lockouts.
Dialog
Experts argue that it is impossible for us to move Scandinavian model – a different story, different legal solutions and a different culture. Dr. Julia Kubis, a sociologist at the University of Warsaw, as an external expert trained union in dialogue with employers on the Norwegian model. Plays a scene from the negotiations. When asked why the group that she played the board, acted rudely told that they were still trying to be polite, because, in fact, no director is not so nice.
– Then I realized the level of conflict in plants – he says. Another time, at a lecture in Norway speaker talked about the mandatory consultation with employees: the employer must notify the union about the planned changes and discuss them, because if he does not, bear serious consequences. Polish participants inquired: “What are the consequences?” Startled, Norwegian replied: “How is that? The atmosphere is damaged, the employees will not like it and will work less efficiently. ” He did not understand why the Poles so bold.
In Scandinavia, it is clear to everyone that the financial information about the company must be open for trade, because the parties must be equally informed to be able to seriously talk the situation in the workplace. The Swedish the unions have the right to inspect the financial records and accounts, and not less frequently than once a month, the employer must provide them with full information about the situation of the company. For Kristian Mollestada, a representative of researchers at the University of Oslo, discussions with management is one of the main tasks. – Rector meet every 14 days. But count the current needs – I can ask for an appointment at any time, as rector may ask me. Spaces open door policy – he explains.
Barbara Surdykowska, lecturer in labor law at the University of Cardinal Stefan Wyszynski and Solidarity expert, argues that the law guarantees and Polish unionists right to information necessary to conduct union activities. In practice, it happens that a long time waiting for an audience with the management, then, and so they do not get the necessary documents. Although the Polish media says a lot about the all-powerful bosses and their trade union organizations krociowych earnings (immortal example of KGHM and several other large companies), most often they do not have neither power nor money. Activists in industrial plants is usually the production staff, which in contact with the employer lack of courage, and sometimes simply knowledge to effectively fight for the rights of workers. Perhaps this is why it happens that instead of dialogue easier to kumplowskie banter is. Chairman of the trade union organization has room time, so do not get in the way to the Director, and any claims of employees pacifies packages for Christmas. Often we hear that this payment plan by the employer leads to pathology. Scandinavian experience, however, shows that this need not be. The representative is elected kadencyjnie union, but workers can go at any time to cancel. Must therefore give everything, because for flashing from duties and collegial systems with the boss quickly lose position.
all
Recruiting new people This is one of the major ills of our relationships. They complain that employers do not like them, and often they do not allow even the establishments. It happens that those who sign up to the compound, located in cabinets declarations signed off. And that people are afraid that if you enroll, you will lose their jobs. Cases are to win in court, and the unions offer legal assistance, but not everyone can withstand mentally interminable process.
Andy Snoddy, an Irishman with Geneva Global Federation of Trade Unions (UNI associates 20 million workers), he once built the Polish trade union movement and the arguments do not convince. – Do not just stand with leaflets. You have to tell people what gain, joining the union, talk to them at the bus stop, in the church, at the bar, in the tram. In London, managed to organize illegal immigrants on false passports, every day trembling with fear of being sent back to the country – he says. The Polish reluctance to associate it no longer wants to listen.
– In England ten Poles recruited for almost 6 thousand compounds. Polish meat industry workers. A British employer also tried to intimidate guys! Meanwhile in Poland – I give an example of the graphical and paper industry, which is what I do – there are 15 factories producing packaging multinational companies. The union is in one. Why Pole can do in England, and in Poland can not? – Snoddy wonders.
The union claim that they are trying. I even have their own small successes, which is not mentioned. Poland is the largest manufacturer of household appliances in Europe, in many plants unions were created from scratch (ie. Green field). Large unionization is also in automotive factories, in Polkowice at Volkswagen over 90 percent. Solidarity is one of the crew. This, however, individual examples, statistics are grim: unions are losing each year several thousand people.
Working without rights
is also a growing number of those who according to Polish law can not belong to a union – over 1.3 million Poles working on śmieciówkach , over 1 million is self . How many works on black – no one knows, according to the Central Statistical Office admits that more than 700 thousand. employees. Junk employment does not count for pension, health insurance is not. Some industries are quite uśmieciowione, eg. The protection of property and cleaning services. The problem is not unknown in Scandinavia. Almost half of the employees hospitality is not time – works without a guarantee of employment and regular hours, on continuous duty on the phone – what if today urging me to work? As in Poland, but with one fundamental difference: the health benefits are common, they are all insured, and each time overworked, regardless of the type of contract, counts towards retirement. Moreover , even those who have not worked, and after the age of 65 years receive a minimum pension benefits.
Swedish HRF won in a collective that employment daily, that is, a certain number of hours in a day, it is possible only to tasks that can not be foreseen. – That is not to clean the hotel, but eg. For events up to 200 people in the restaurant, yes – explains Malin Ackholt, negotiator of the system. – But also, if the employee performs these tasks at least 15 hours a week for two months, the employer is obliged to continue to employ him. After 12 months, it must offer him another form of contract.
Somewhat similar idea had three main Polish central trade unions: after working a total of 18 months on the basis of fixed-term contracts and contracts for temporary employment gains time employee. Employers’ organizations proposed a period of 48 months, and the government – 33 months, and it was a compromise solution found in the draft amendment to the Labour Code.
The specific effect of the struggle for safe Employment is the new Public Procurement Act, signed by the President in September. Is to limit junk jobs: public tenders to companies employing win contract and paying at least the minimum wage (although doubts unionists continue to provoke certain provisions regarding subcontractors). Now controls only the price, because it happens that the labor offices or branches of social security protection after four gold per hour, and cleans – three gold.
Political compounds
We often hear that the compounds should not be in politics. Meanwhile, the political is somehow inherent in the idea of their existence, which is based on the assumption that there are two groups of partially contradictory interests – employer and staff . Whether we like it or not, the belief that workers need representation, is an expression of political views. For the simple reason neoliberals are not calling workers to organize themselves. Historically, all compounds are therefore political – are derived from the socialist movement, anarchist (even some syndicalists), Communist and Christian-democratic (eg. In Belgium, the Netherlands, Italy). The main central trade unions in the Nordic countries (ie Landsorganisation, LO) are from the beginning of its existence – that is over a hundred years – associated with social democratic parties and support them financially. The unions do not s ee the problem and note that in the 90s, after the Swedish LO protested in the streets against the decisions of the social democratic government. Other exchanges are independent – and this independence and appreciates, saying it gives them more room for maneuver.
Despite the lamentations over the politicization of Polish compounds , more than half of Poles wants to give them a greater impact on the political life. The problem lies not so much in the political involvement of compounds, but rather in their activity in the case of employee issues neutral – but sensitive. As when there is solidarity against gender ideology and support the Church in every dimension. One like it, others – scares.
From the Western perspective, in our country everything is turned upside down: the fact that the activity of compounds is beneficial for Polish, more people are convinced of right-wing views, while less respondents with leftist and centrist orientation. Explanation must be sought in the recent history of Polish and Solidarity, which was founded as a movement of protest against the communist authorities. I heard an anecdote about Western stunned związkowcach, which mates with “S” boasted participation in the unveiling of the monument … Ronald Reagan. One of the most anti-union presidents in US history. With such a conservative profile may be harder to gain the trust of young people – our relationship gets older, the average age is 46 years. But the problem also applies to OPZZ, which, in turn, it is difficult to get rid of patches postkomuny. Key positions are staffed by people 55+, with the past in the old system, and OPZZ Youth Commission, the upper age limit of 35, have problems with recruitment. OPZZ with SLD connections are stronger than the “S” of the PiS, although the last bit of it is changing. Last year, for the first time OPZZ not provided official support to the Alliance in the local elections – a decision left to the local structures. OPZZ representatives say they are open to cooperation with various parties – as long as they are fighting for workers’ rights. This does not change the fact that it is essentially a local SLD is their main partner and management control, more or less officially has been cooperating with the Alliance.
Is compounds are needed
It depends on who to ask. An average Pole will answer that they are. According to CBOS survey last year that 76 percent believed. respondents. Worse than that among employees who have relationships in the workplace, only 16 per cent. recognizes the positive effects of their actions. No wonder – weak (as in the case of the compounds means – not enough in numbers), there is little. On the one hand, the Poles want so that unions play a greater role in political life, the other – do not want to associate.
From the perspective of the business while the compounds may seem unnecessary. These Scandinavian also sometimes complain, but prefer a strong and predictable organizations of wildcat strikes and continuous disputes. It is conflict, sometimes bloody, led to the creation of the central organizations of employers and workers, and – in the 30s of the last century – to create a system in which strikes are allowed only during the period of collective bargaining, or once every two -Four years. In addition, the reluctant confrontation and rational Scandinavians constantly emphasize that peace in the workplace and employee satisfaction is the basis of the good functioning of the company.
According to Dr. Julia Kubisy need a change in our thinking. – Efficient cooperation unions and employers in the Nordic countries is based on the basis of which Poland lacks – recognition of the role of trade unions. There is no one disputes. Representation of the employee side is obvious – he says. Meanwhile, in the Polish parliament created projects – popularly called antyzwiązkowymi (as at one time the bill Senator Jan Filip Libicki), which in practice means that the role of negation. Professor Julius Gardawski, head of the Department of Economic Sociology SGH and outstanding expert in social dialogue, believes that it is a dangerous direction. – The fundamental question is, what are we waiting for, when, according to the plans of some politicians we bring to deep marginalization of trade unions? What will be the socio-economic cost of not as stable and predictable relationships, the deeper the crisis wi ll come? And is greater than today’s savings from their marginalization? – wonders.
According to the Polish Gardawskiego compounds have a problem with the output from the bastion of industrial and adapt to the post-industrial era of globalization, not without a number of pathologies. Some argue that unions are beginning to be a representation of ever smaller groups of workers, because constantly growing crowd prekariuszy, unemployed workers whose interests are in fact contrary to the interests of full-time employees. Another view is Peter Szumlewicz, advisor OPZZ, and as proof design gives even hourly minimum wage for workers at śmieciówkach . This particular initiative is an attempt suggested by prof. Gardawskiego “from the bastion of industrial output.” Noting that the employee is not only the eighth coming to the plant, but also the bearer of letters without a contract of employment, and a bodyguard hired under a service contract, and a journalist for wierszówce. The labor market has changed, must ch ange and relationships. Bastion longer can not be maintained.
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