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Stop the time stopgap job!

Job miracle work. A industry whose business model already in 1948 with an idea of the two American lawyers Aaron Scheinfeld and Elmer L. Winter of Milwaukee (Manpower Inc.) began and then initiated legal action the company Adia Interim (since the merger with the French employment agency Adecco known as Ecco) early 1970s, also recorded their triumph in Germany, it has yet to make today really able to establish itself as the top industries on the job market. Although it is growing steadily growing, at least in the same way the distrust towards it. The job miracle turns out to often as a simple stopgap. "Better time work, unemployed" describe many temporary workers are still their choice of a job in the industry.

Most of the fears of candidates has been known for many years. Faster job loss, uncertainty about the length of use in the client company or repeat business niedrigerere wages than the permanent employees of the client company, low or only occasional training opportunities, dubious work contract structures, revolving door effects, and bring more candidates repeatedly in connection with the temporary employment industry. Moreover, the negative coverage in the media piling on temporary work and so uncomfortable for many of the temporary employment agency also is: frequently not without reason. Popular cases are also currently to be satisfied:

• The case Schlecker XXL .
• The case painting trade.
• The case retail .
• The case black money time work.
• The case AWO Eating .

to do by people without at all these examples of popular and selected cases on the actual truth of the details are, however, these examples are symptomatic of the image problem of temporary work. Although many positive examples can be listed and also opportunities for temporary work, so it is increasingly clear that in most cases depend only negative examples forget literally of the people.

Even more than the temporary employment agency and to the associations themselves, ägern, however, the so-called operational staff of personnel and sales planning and administration and employee support, as they face day in and day out of the mistrust of the candidates have, without a clearly identifiable support of businesses and associations themselves no great image campaign or good press channels to the many positive examples really sometimes to publicize and support them in their work. They even have a really the best jobs in the world: to teach people a job and thus offer a perspective on independent living

instead. have many operational forces already developed a "healthy" portion of gallows humor to the daily new allegations and suspicions have placed them flat or simply refer to the "black sheep" of the industry that wants to but just as real, no one mentioned by name. In addition, there is no concrete definition of what constitutes a "black sheep" and what one recognizes it. Everybody understands something else underneath. Some make it fast to the respective collective agreement. Sending you to other laws. Finally, it is only going agreed that a temporary employment agency to be the "black sheep" is one, if it by the competent supervisory authority of its license withdrawn for temporary employment agency was, but this is happening very rarely and then usually does not appear in the media or at least not perceived by the general population.

Trade unions also provide the operational forces no help, although they were meant to be also stop this employee group. What to do when you simply can not - like many others before - will get frustrated from the industry? If you instead prefer to fight to ensure that the sector should be on par with all other industries? should be no longer a negative-prone workaround for the candidate market?

Possible solutions could come from a direction in which for some time even after pre-holding hands, quietly, almost unnoticed, something is brewing. A concentration of forces operating beyond the temporary employment organizations and trade unions. A true guild of operational forces, which are the model of honest Kaufmannstums and the industry is convinced. Who are willing to face the current problems, they want to call it by its name and finally present constructive solutions to this want. Here they are supported by industry experts, lawyers, other specialists, buyers and HR managers on the client side and outs of the industry. In addition, they should also maintain close contact with temporary workers and former workers time and talk with them to do so. It will be interesting in any case, what will this force to develop in the coming weeks and months to invest in the already many, a lot of passion, commitment and time. Especially the candidate and the client market will keep this new force within the time work in mind.

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AWO Eating: Temping abuse

Eating AWO - abuse of temporary work?

I think all of us to ring or the ears, when one thinks of the so-called case "Schlecker" or the establishment of a temporary employment agency called Meniar, the most seemingly or even rather obvious only founded with the purpose to abolish employment base through a revolving door . There were times are all in agreement - economic, political parties of all political groups and especially the social and welfare organizations who are denied the workers' Welfare Association (AWO) belongs: "I an abuse of temporary work." The federal government is not allowed long in coming and very quickly started an initiative, such a revolving door effect with a change of the Temporary Employment Act (AÜG) put a stop. Although no other Giant fans of other lichen regulations set the industry, this time were also led by the temporary employment organizations themselves, which welcomed it exclusively. So want too have to do with such abuse cases referred to itself a temporary work nothing.

is similar but now the SPD is therefore close to workers' welfare food. According to some press reports now also know many other time work not as affine Citizens, that the AWO food in 2007 founded his own employment agency to outsource their personnel at systematically. The AWO AWO Food Service GmbH has decided for themselves that, in future, only Pflegebreich time workers would like to employ or all new hires will be completed only in the form of temporary work. Over or equal pay ("equal pay for equal work") are excluded. At least on their part. The question of guilt for this, AWO food has also been assigned: That's their opinion on low cash flow from the care fund to blame for the house two-tier wages. Interesting theory.

AWO ... so everyone brings in charitable and social connection. Welfare indicated. For a long time the so-called social and charitable organizations operate but parallel yet tough-profit companies, particularly in the areas that are known as low-wage sector, and where many full-time workers but the so-called "surge" count because they are on their wages do not live alone may . Just now also the care sector. The area to which one may, for many reasons like entrusted to one or more family members. Not infrequently, even brings his entire savings and part of your monthly income with, so they most want for nothing.

Many abuses in the nursing field are already known. If not, you can consult the many nurses who have already dropped out of the industry or are planning to do just because of the profit and long gone, man is the focus of daily work. save and where companies operating gewinnorierntiert with? Right. The staff! Chronic understaffing, much too close care service plans, burnout or high absenteeism are often the result of personnel management planning blunder against better knowledge, but for the sake of its own margin, but it is also the expense of caring people.

AWO and the food is in their opinion to be open. Quite ready to, inter alia, as follows: . The homes are an important economic factor for the AWO food served is why the measure, a second rate level of service AWO set up next to the maintaining competitiveness and the job security. "

blame for the house two-tier pay their employees take the AWO course meal not by his own admission. Debt now seems to be the one being low cash flow from the maintenance fund and the other always highly valued social partners Ver.di. That's the name It also: "As in 2008, there is still a willingness to contract with a company wage agreement for employees of the AWO Service GmbH to negotiate." Also, in my view unnecessary, for even now is "equal pay for equal work" if you apply a valid temporary work plan. Moreover, there is freedom of contract in Germany, which had AWO Service GmbH may always pay the same wage. A claim that was subsequently taken up again by the AWO itself.

In a press release responded AWO National Chairman Wolgang Stadler: "temporary work is an outgrowth of an expanding low-wage sector in Germany. On the part of the AWO Bundesverband we have long called for to advance this growth by introducing a statutory minimum wage and strengthening of collective wage a stop. At the same time must be made of equal treatment of agency workers and temporary workers and a statutory minimum wage resulting changes in financial and economic framework for principals to account for the refinancing. "Now, one might consider imposing sanctions in the AWO.

Again is the temporary employment sector in the focus of negative reports, she has to answer for themselves do not actually. This time proved a charity, how much you can pervert-time work and not the industry itself apparently loves food AWO-time work. In nursing education, the quality and motivation of the nursing staff on the quality of care itself Since you should continue to think about it, if you take a care provider or even needs a nursing home place. You should not rely just on cold hard facts and not on any socially desirable phrases supposed do-gooders. The AWO food proves that you can certainly preach water and drink wine.

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house of cards with a difference of credibility

time minimum wage work. One issue that splits the Republic. As a savior to the positive improvement of the celebrated image of temporary employment sector, this model gains more and more supporters. And politically.

particularly the CDU / CSU will occur within the Federal Government with full conviction for the minimum-time work, she has in the last legislature prevented nor forcibly against their former allies SPD. The minimum wage time work, part of the Union yes again would appear so important, so long ago lived reality, they would not even prevent it.

After Now all relevant time work associations ( AMP / BZA , iGZ and BVD), and both union collective Communities (DGB and CGZP ) for 01 May 2011 agreed on a common uniform minimum wage for time employees and that the BDA now supported without reservation, the chances for a minimum time work not bad. Okay ... even 20 years after the reunification of Germany could not or would you still do not give up eastern and western wages.

Only the FDP differs not currently on it to accept the minimum wage does not do and, instead, Equal Pay, to demand that is equal pay for equal work and remains equal to two of its principles faithfully, which also turn out in this context also be extremely employee-friendly

1. wages are not dictated by law but negotiated freely between employers and workers and the employers associations and trade unions.
   
2. performance must be worthwhile. Including equal pay for equal work for temporary workers.

Tastes Of course many players, not the temporary work. But what really speaks against it, apart from the slightly more red tape, the temporary employment agencies and their clients would have to run this? If anything, because what is actually equal pay, could simply be in each worker's assignment contract (AÜV) recorded or documented in this bind without having to produce only a single additional piece of paper for this. What speaks against the model: The minimum standard is the temporary employment rate, employers and unions have negotiated this with each and every time deserve the permanent staff of a client companies more, we obtain also the time workers more money. Just equal pay for equal work. an equal wage, which incidentally were also not by the legislature, but between the employment contract or collective bargaining negotiated freely.

vermeitlich fair minimum wage is the time work actually as fair, as the company is sold or really only there to temporary workers equal pay for equal work, then only chic to be able to refuse further legitimized?

accumulate parallel the reports that private employment agencies operate more and more a side business, namely business contract solutions. You assume all independent departments or processes in other companies. Totally legitimate.

remarkable here is that some of them, which is run formally with the respective factions in federal and state governments for the minimum wage time work heels sore, as this in their core business is only fair to its employees would go, but in this side-business of the contracts for some of their employees (perfectly legal) for half pay , Admit they advertise in the work itself more time as a fair minimum standard.

is my personal opinion is that the apparently poorer model minimum-time work can now be accepted only in the context of the part of all government parties as a good compromise and should, if the associations AMP / BZA, iGZ and BVD at least one common commitment issue, that its member companies also use their own solutions with contracts for work-time rate. Only builds trust and credibility, and a truly fair solution for the employees of temporary employment agency. would hereby also the federal government signaled over authentic that they are really serious to build and protect fair minimum standards to do and it is also not the back door (bogus) contract for work and do keep it open.

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... of which set out to put the fear

finished the day's work, laid the scotch on the table and the nerve I'll just my thoughts wander a bit - and came inevitably to the Monday broadcast Article as to the bogus work contracts and a new "black sheep" that was exposed because of the media attention and we - the industry - again at all Levels before - the law - outraged do-gooders need to justify.

again puts a damper on any form of positive marketing, positive messages and initiatives - there would be for them - from our associations and unions and management that could move the temporary workers the right light.

But No - again it was a reckless and selfish company that solely because of sales to any form of morality, decency, ethics and economy - God damn it! - Has crapped reason.

again "just" a black sheep.

I'm sure everything else, as a naive romantic, dark red idealist - but everything has its limits. There are things that do simply do not accept orders that can not and conditions that you should not be forced.

The business sense and a basic measure of moral responsibility, it should stop us.

Now I'm sitting here - once again - and I can no matter how hard I labor, not denial, thinking that this was an isolated case.

Mr. Majewski took it in his review to the point: These things are every day occurrences.

Like everything else, what the industry is charged at regular intervals.

incorrect classifications, false sick pay, AoG false billing, misuse of 400 EUR jobs, illegal wage cuts, Violation of that Law and Regulation of construction firms - whether intentionally or by incompetence out of this irrelevant since it makes no difference in the results.

But I ask myself, mind you, as a former insider, whether those facts - and I am deliberately using this nomenclature, because often the border on the criminal relevance is at your fingertips - really the actions of individual employees are can.

skills in times when even "Manni's Kiosk" deals around the corner and a controller Indicators documented really build individual employees without authorization and / or condoning any abuse of temporary workers in these dimensions and keep secret from your government?

I think, to get closer to this point, an extremely delicate issue, but even at the risk of having to consider this week with an extended dental mirror the underbody of my car before I operated the ignition, I'll carry this argument to an end.

And I think - very clear - not that an employee or an officer of a medium period of time without being noticed, the instrument of temporary workers - in whatever form - is able to abuse without the indicators exist that make this a clear and transparent.

Many companies proceed in such a case - but, I fear - as many tolerate it silently, if it is represented in the BWA positive. It loads these "bullets" in his magazine in the event that one day a reason is needed to their respective Employees disposed of - but as long as the numbers are positive, engage only a few.

And that brings me to a quite alarming, conversely, to me among others brought a lot of private messages after my first post:

many internal employees do some work not borderline, only the oral instructions of the authorities to leave no alternative. Either you play with or an employee finds a more or less abrupt end.

What to do?

Man stands alone against a whole company.

And if you do not tell his wife and child at home like that one, unfortunately from the next first of the month only 68% of final salary available, prevents you are. In this day and age of altruism and generosity is not a place - perhaps it was this place ever, but that's another topic.

this - the more I think about it, the more plausible expectant - Presentation of a delegated abuse has brought me an idea.

An independent body which proposes the battles of the internal stakeholders in your place and the internal staff - all internal employees - a voice and a platform to resist their employers' internal employees about policies of the "black sheep" necessary - to closely considered necessary, even a black sheep to be.

The industry must find a way to self- to clean up before the reputation of temporary workers is irrevocably damaged.

Neither social partners, or our associations, nor the press nor the LAA is able to regulate us sufficient. Therefore, we should do - take into their own hands - in my opinion.

our own sake and for the sake of those who - inadvertently and unintentionally - are harmed by our inaction.

It is time.

time for an "inner circle".

time for an institution that separates the white of the black sheep.

time for a sheep dog that guards the white sheep from the wolf.

time for one - everywhere - serious time work.

our time.

Author: Sebastian Strottmann

Contact: sebastian Trottmann @ gmx.de

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(bogus) sanctities

Photo: doob

And again a storm of indignation broke out. Report Mainz Ver.di and have discovered a new scam in unavoidable temporary employment agencies. The work contract.

In this example should have occurred a temporary employment business for many companies in the retail sector as sub-contractors and have paid his employees in this extremely poor and socially desirable. The article was from 10 - to 12-hour days on a piece of the speech as well as 14 to 15 working days in a row and month 900 EUR net "wage exploitation."

Is that really so or merely an isolated case? I say No, it is not an isolated case but a living reality and has been for many, many years.

I too have received such order requests in my years of working in temporary work regularly. Especially from the retail sector, but also from the logistics, waste management and recycling. have allowed to most price controls, which strictly speaking only economically gross hourly wages of up to 3.50 EUR 6.00 EUR, sometimes even for trained workers. After all, employment agencies, whether in the context of the time or contract work, not charities. Fortunately, I had bosses that this rapid Euro did not take, or even had or would have compelled me to this verbally to accept such an order ( see also the review by guest author Sebastian Strottmann ) . I knock on wood for this later.

Now the outrage again high and the demand of the time minimum wage work is being touted as the golden calf of the solution. Completely wrong in this context because: Even a minimum-time work could not prevent this. As described earlier, it is in these cases not time work, but a work contract.

For the average citizen it is difficult to understand why temporary employment agency under such contracts must work by holding it in their collective agreement. This can be explained, however, quite simple: the temporary employment rates permit, in which they do not exclude it. About an intentional omission? One can only speculate ...

Yes, even the tariffs with the DGB and BZA iGZ have not agreed to this scheme. Even if they promote continuous for a fair time working with her time working minimum wage. Who is fairness to the flags writes that the case should automatically be given a special responsibility. You could change things themselves and just go ruckzuck a good example if they really want and they do not really mean it. For example, with a members-equity agreement, where commit themselves, even in contracts for work orders at least to try to apply their own working time deal, for it even in the federal government is heavily promoting an industry minimum wage. Fairness, ... to understand. Just DGB and BZA iGZ here could prove that their fairness and minimum standards for employees of its member companies really important. With a membership agreement fairness in-house. Without federal aid policy, but completely (collective) acting autonomously as a responsible industry, social responsibility.

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The "good old days" or what King Lear and the OB have in common (Sebastian Strottmann)

A classic, sober technical report is to me - to be confirmed as those who know my posts by Xing - not really good to see.

However, as I would like nothing more to comply, despite my position as guest author, is my approach of this first blog experiment - I therefore call ever preventive indulgence - another.

I try to capture the mood and spirit of what most of us - feel - consciously or unconsciously. A storm is coming in the industry.

The key question - that if we can drop by this storm, or just shake our will - is that currently overshadows the daily business of us all.

will we go from here both in the light of - some naive romantic, partly has accepted proposals from the political field, the European PWD, their implementation, even today, less than three and a half months before no longer contour, as on the first day of your decision and not least, the social pressure, which is - - blindaktionistischen against both unions and management as well as against individual companies - every day steadily increases.

At this point I look with a laughing and a crying eye back to my own start in the industry - the beginning of the new millennium.

me Without a mandatory "Before, everything was better" to want to be carried away monologue, can be me - I hope - yet the majority of readers who have many years working in the OB, agree when I say that the industry in bygone days was down to earth and honest than it is today.

Let's remember it - only for a moment - to those days when we are "temporary work" called - not "Personal Services", "Value Partner", "Human Resources Specialist assisting Junior Account Manager "Anglicisms-bullshit.

Let us remember the days when we were selling planners - without "Hunter & Farmer" scheme without recruiters or title, the word violence mostly in anti-proportional relation to the real demands of the position.

At the time of the SIS yet the SIS was not the job market.

As we - in case of unexpected cancellation - The same could comb through and almost always found a timely alternative for a commercial and technical LAN and we were surprised when 100 hits maybe 20% of other workers were available on Lasser.

At the time when our local competitors - known and most respected of them - mostly personal.

As managing director had to have the cutting, work instructions in writing to represent by fax, mail or post and not predominantly in - deliberately - inside oral form, so there is no written record of those very instructions.

As the branch manager of the BWA's your most offices to shut DBII transparent knew.

When the internal cast of the branches, mostly a NLL, a planner and an administrative power, is seen as a team - not as competitors in the team.

course, at that time was not anything better.

We had no collective agreement, had no job and had their own training - above all - much less cash flow in the industry.

There were significantly fewer correct and important regulations, there was maximum transfer limits and there was no work time accounts.

But still we were lucky, our enemies most of the face can look to - as the backbone learned at that time much more popular than it is today - and we were lucky that even with unskilled workers factor of 2.00 - 2.10 was achieved entirely realistic, and not the fact that the employees earned so little - no! - But because the client readiness was too immoral compliant charge rates higher just as pronounced as it is today.

And now I propose at this point the bow to the title of my open mind game:

King Lear. A man who has everything dear to him was lost and expensive fact of being guided by personal vanities and his wounded ego.

Sometimes when I reflect the past decade in this industry, I wonder whether we might like is.

I wonder - despite the enormous expansion of the industry and the absolutely positive forecasts for the coming years - whether the industry has perhaps brought by an offended injured vanity and ego itself to much of what defines us.

on Negative reports that - some large, some small scale - published again and again, we respond almost instinctively and reflex control with the "black sheep" guide. But I consider myself a critical number of these messages, we have a fucking black flock in the midst of us.

Consider the price trends of the market - rather, the decline in prices - we realize that there is probably always a bad merchant who accepts any price, EAC's tightly integrated into its calculations and the business logic alone requires an active abuse, so that the project budget will be represented at all.

We see large corporations, the systematic use our industry to bring about a wage decline of the middle class and - in the medium in the light of current forecasts - permanently change consumer landscape.

Whether intentionally or unintentionally, consciously or unconsciously - we turn a wheel that is from an economic perspective, more than unhealthy.

We see that the industry has been exploited in part to something for which we would really much too good to be. But the two or three or four million more revenue per major customer sounded just too tempting than that we had not reached for the apple - often accompanied by "personal benefits" that the officers of the Purchaser has often been given.

Most of us still believe that today's business and the common practices of "Staffing Industry" absolute integrity, and of any public debate because of its undeniable economic need should be raised.

But is this so?

it is desirable that the individual profile in this area will almost no longer taken into account and will take his place for a monthly or annual number of hours?

Is it to increase efficiency when - my personal impression is that - more and more dispatcher and NLL's almost completely unaware of the talents and skills are what your LAN's shall be presented - from expanded knowledge of the AÜG, the BaubetrV, the AEntG or Entgeltfortzahlungsgesetz to mention.

These are things that the few of us admit to, but we all know that they are real.

No specter of political or trade union - it is our totally real skeletons in the closet.

an open secret that nobody wants to notice or even central theme.

"sitting out" has been the only counter-strategy that I see.

I could almost endlessly talk about deficits, each with several years of internal experience - with gnashing teeth of insight - Will recognize, but this is not my concern.

I was interested to substantiate my argument with examples of abuses that the industry listens to the wrong people, and guided by the wrong motives can - just like King Lear.

But I also think that we - blessed with more wisdom than said Monarch - (still) able to actively guide and need.

We are - thankfully - (still) very far from the end of this potential tragedy.

If the industry has a certain parallel to King Lear, but then the blog - along with all the readers - and MPIDS the "fools" are trying to bring the king to reason - in contrast to Shakespeare before it is too late and is the tragedy of their irrevocable course.

Because I love this industry.

I am convinced of the concept and structure of the temporary employees and would not provide the model of temporary work as a whole is in doubt.

Solely it is common that I contradicted in the strongest terms.

Are you my opinion or do you think I see things too black?

I'm really looking forward to your comments and thank you for your time.

Sincerely

Sebastian "100% free copy & paste" Strottmann

Contact: sebastian Trottmann @ gmx.de

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It was once ... MPIDS.

MPIDS Network

Almost three years have now ago when a handful of people set out to create the social media platform, the service personnel of different disciplines, associations and hierarchical levels to one another and which at this time does not exist. This had offered at that time, the platform XING (then openBC), which was used as a business community and in particular as a marketing tool and distribution platform in many of the personnel service actors. Initially ridiculed and dismissed as spinning, grew fairly quickly from this the largest online platform for HR services in Germany, currently with over 5,200 members and over 12,580 forum postings.

experts and executives from the personal service can exchange since then, with competent experts from the fields of executive search, recruitment, contract staffing (temporary), on-site management, transfer counseling, outplacement, outsourcing, HR SSC or Contracts and contacts in make this target group. In Essen (Ruhr) meets mittleweile already for almost two and a half years of monthly MPIDS Rhine Network also completely down to earth the areas of human resources and customer management, labor market felt industry-specific to the tooth. The symbol MPIDS (Staffing Industry in Germany) is now every industry player in a term, for here read and industry experts discuss the really important issues.

In addition to the practitioners but also within the MPIDS

"MPID-Campus

personal economically oriented scholars and students a platform on which it is worthwhile for them to publish! Just graduate and doctoral students also like to use MPIDS studies, Polls

or other information. is noteworthy, however, that have just not discovered the political representatives and all parties and trade unions MPIDS for themselves. Although they are particularly present very strongly with the personal services - and specifically with the time and private employment services - to deal, they shy away apparently about to fall back on the knowledge of over 5,200 professionals, employees and customers to a much more extensive and praxisrelevanteres image to be able to give. In contrast to the many industry members can not tell if their invitations be ignored in all MPIDS regularity. Not infrequently, industry experts note, therefore reinforces their thematic half-knowledge, that obviously does not seem to make a couple of its consultants hold. On this, there was a lack of invitations to them and their advisers at least not yet. Even the industry associations, led by the trade association for German temporary employment agency in Münster e. V. ( iGZ ), have the potential of this platform and the benefits of swarm intelligence, long recognized for themselves.

Click here for MPIDS - Staffing Industry in Germany

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temporary workers are likely to remain second-class ...