Essays on Overtime Practices and Employment Structure, Regulation of Working Time, and Salary Structure in Germany Case Study

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The paper “ Overtime Practices and Employment Structure, Regulation of Working Time, and Salary Structure in Germany” is affecting the example of the case study on human resources. The term of wages and benefits can be said to vary considerably among industries and depending on whether or not the company is subjected to a collective bargaining environment. The normal working time in most industries in Germany is 35-40 hours per week with senior managers working more to accommodate the business needs. The concept of the minimum wage has been debated on the political circles in Germany.

The collective bargaining agreements will establish minimum terms and conditions for employment only for those companies that are bound by agreements and collective bargaining agreements will not be establishing a maximum wage and that means many companies will be paying wages above the agreed pay scale. The regular staff will be receiving the overtime pay in excess of the basic hourly pay that has been fixed and the case of middle and senior management is that they will not be receiving any overtime pay. The employment law in Germany will be applicable to all employees and the federal Vacation Act in Germany will be providing for a minimum of 24 days paid leave of absence per year and that will be based on a six-day week and the 20 days that will be based on five day week.

There will be 28 to 30 paid leave absences per year and that will be based on five day week which can be termed as common. The medical and employment insurance will be normally covered using compulsorily state plans and the cots which will be shared on equal plans or basis between the employer and employee.

The company plans in this area are normally uncommon. There is strict state pension plan that will be working on the same principle and the benefits under this plan are considered to be insufficient and that means the company will be offering additional employer-sponsored plans. The German labor unions will be negotiating collective bargaining on wages and hours and other terms of the agreement.

Reference

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Practices: Human Resource Management in European Firms", Administrative Science

Quarterly, Vol.44,pp. 507-531.

Jacobi, 1998," Germany: Facing New Challenges? ", Changing Industrial Relations in Europe, pp. 190-238.

Matiaske, 2002," On the Organization of the Academic Field of HRM in Germany", Tijdschrift voor HRM, Vol.2,pp. 115-117.

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German Business Administration Academics",Organization Studies, Vol.26(2),pp. 269-288.

Schmitt, 2003,"A Cost-Minimization Approach to the International Transfer of

HRM/IR Practices: Anglo-Saxon Multinationals in the Federal Republic of Germany", International

Journal of Human Resource Management, Vol.14 (3), pp. 409-430.

Wächter, 2002," Co-Determination and Strategic Integration in German Firms",

Human Resource Management Journal, Vol 12(3), pp. 76-87.

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