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" Innovative pricing policy "(FIT)

works since 2004, a commission to instruct the Community Innovative tariff policy (FIT), an association of retailers and the two employers' associations BAG and HDE and the services union Verdi, on a new tariff system for retailers. Result of this is the will of the Arbeitgebersteite be a so-called "performance Differentiated tariff system. Such systems have been established in the past in other economic sectors, particularly at the urging of employers, even in practice.

The employers pursues the view of Verdi, in particular: to

• workload and working hours will become decoupled payment authoritative size should be the performance of employees.
  
• It intends to establish a competition among employees.
  
• The responsibility for the work product and operational risks to be shifted to the employees.
  

rejects However ver.di systems of pay for performance differentiation does not in principle, but they must be linked to specific instruments to ensure that objective and are placed beyond the control standards of reason and collective agreements

• directed performance differentiation in payment element are generally based on collective agreement conditions
• Service charges not made variable, the base rate
• performance goals must be influenced, transparent and controllable
• performance differentiation as solidarity element

The development of a new pay scale has been extracted from the normal collective action and relocated to an equal representation on project structure. This should be ready to negotiate proposals will be developed as the basis for the eventual negotiation of new regional collective agreements. Basic principles of project work were consensus orientation, and can remove the opportunity, once introduced proposals and positions taken up again without consequences.

Review:

late 70s took advantage of the trade union for the leveling of the income structure by reducing the difference to the incomes in the industry and by a disproportionate increase in low-income heavily. She tied their wage demands always occupied the most content group of the sellers, as Eckgehalt political organization and beyond a high Value added. The mid-90s were the HBV and DAG one with a larger campaign for a higher evaluation of the activities in the retail, denounced the charges of discrimination of women and called for a collective minimum salary.

The retail sector is also with 2.6 million employees, one of the largest regulated by collective labor contract industries. The level and structure of remuneration are in addition to working time issues for decades, the focus
of collective bargaining disputes in this industry, where more than two-thirds of employees are women, is the dominant employment since 2001 part-time and the proportion of minor and precarious Employment is rising. The low-wage share among full time in retail is now at 33%. The share of mini-jobbers in the industry is about 30%, and in a mini-job deserves (almost) Every bad ".

finds In retailing also a rapid, rather than cutthroat competition and concentration processes marked structural change in the personnel cost savings a key strategic variables.
Contrary to the employer urged the late 90's emphasis on lowering the tariff structure and to increase pay differentiation and spread mainly in the lower wage groups. In the bargaining round in 1999 urged employers to introduce new lower fare categories - below the starting salaries.

The year 1999 marked yet another reason an incision in the collective political development of the retail trade.
To the Association of abandonment and loss of members reside, employers' organizations led this year's membership without a collective agreement (OT-membership) an announced and in the future not for the general-liability-declaration (AVE) to enter the collective agreements which by then the direct Unterbietungskonkurrenz minimum tariff conditions and limits set wage dumping.

After the abolition of the AVE and the introduction of OT membership increased from employers, the pressure considerably on wages, salaries and tariff benefits.

Whenever is found lately on the part of employees, the demand for collective bargaining coverage is to hear from OBI page it will soon be ready. The "FIT" is very advanced! It would be heard very intense, and therefore it will not give a tariff binding.
The truth is, however, these negotiations are generally not as far advanced as it is claimed!
According to insiders, it will still take a long time before this model once the final tariff system. In the metal processing industry, it has was about 15 years, used to introduce a similar system!
And a collective agreement is also necessary, and one of the main demands of Verdi is also that no one may be worse off than under the current tariff system.

why not bargaining coverage NOW!

Or is again played on time, as so often?