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Mitbestimmung or Codetermination

The German language is full of amusing-sounding words, and today we are going to dive into a term that, while it might sound funny, represents a significant and influential concept: Mitbestimmung, or codetermination. This system of corporate governance grants workers a role in the management and decision-making processes of a company. While prevalent in the Western world, particularly in Germany, it remains relatively unknown in the United States. However, some of the top companies globally, such as Volkswagen AG, Daimler AG, BMW AG, Siemens AG, BASF SE, Deutsche Telekom AG, Allianz SE, and many others, use this structure.

The Structure of Codetermination

Codetermination in Germany typically follows a three-legged structure: a works council, a supervisory board, and a management board.

Works Council: At the operational level, employees elect representatives to a works council. This body has a say in various aspects of company operations, from working conditions to internal policies. The works council is a fundamental component of the codetermination system, ensuring that employees' voices are heard on matters directly affecting their daily work lives.

Supervisory Board: This board is split between ownership representatives and employee representatives. In companies with over 2,000 employees, half of the board members are typically employee representatives. However, the chairman, who is an ownership representative, has the deciding vote in the event of a tie. The supervisory board is responsible for overseeing the management board and ensuring that the company's operations align with the interests of both shareholders and employees.

Management Board: Responsible for day-to-day operations, the management board is overseen by the supervisory board but does not include direct employee representation. This board focuses on the strategic and operational management of the company, implementing decisions made by the supervisory board and managing the company's overall direction.

Benefits of Codetermination

For Companies:

Improved Decision-Making: Involving employee representatives can lead to more comprehensive decision-making that considers the perspectives of the workforce. This holistic approach can result in more effective and balanced business strategies.

Better Communication: Enhanced communication between management and employees can often reduce conflicts, creating a more cohesive workplace. This environment encourages employee buy-in from the ground up, fostering a sense of unity and shared purpose.

For Employees:

Direct Voice in Company Decisions: Employees have a direct voice in important company decisions, leading to a sense of ownership and responsibility. This involvement can boost morale and job satisfaction, as employees feel their contributions are valued and impactful.

Increased Transparency: Greater transparency and dialogue between workers and management can lead to more stable and cohesive employment conditions. This transparency can help build trust and a positive work culture.

Skill Enhancement and Career Development: Participation in works councils and supervisory boards can enhance employees' skills and career development. By engaging in high-level discussions and decision-making processes, employees can gain valuable experience and insights that benefit their professional growth.

A Comparison with the United States

In the United States, democratic principles are highly valued, and having a direct say in various aspects of life is a cherished ideal. However, this democratic ethos does not always extend to the workplace. Most U.S. workers spend the majority of their waking hours at work, yet they often lack a direct voice in company decisions. Codetermination offers a compelling model for bridging this gap, providing a framework for employee involvement that aligns with democratic values.

Conclusion

Mitbestimmung, or codetermination, is more than just a funny-sounding German word; it is a robust system that fosters cooperation and shared decision-making between employees and management. This approach has proven beneficial for both companies and employees, leading to improved decision-making, better communication, and enhanced career development. While it is prevalent in Germany and other parts of the Western world, the United States has yet to fully embrace this model. However, considering the potential benefits, it may be time for American companies to explore the advantages of codetermination. By doing so, they could create more inclusive and democratic workplaces, ultimately leading to greater employee satisfaction and business success.

For those interested in reading a translation of the German law governing codetermination, you can find it here: 

https://www.gesetze-im-internet.de/englisch_betrvg/

By embracing the principles of codetermination, companies can foster a more inclusive and democratic environment that benefits both the organization and its employees. This approach not only aligns with the values of transparency and participation but also drives innovation and growth through diverse perspectives and collaborative decision-making. As the global business landscape continues to evolve, adopting such models could prove to be a key factor in building sustainable and resilient organizations for the future.

Nigeria loses electricity and airports close as unions strike

GOMBE, Nigeria — Africa’s most populous country ground to a halt on Monday, with electricity cut and major airports closed, as Nigeria’s largest labor unions began striking to demand a salary increase amid the worst cost of living crisis in decades.

President Bola Tinubu’s economic reforms — including ending fuel subsidies — have resulted in surging inflation that is at a 28-year high.

In this latest strike, the fourth since Tinubu came to power a year ago, workers shut down the national electricity grid and drove away operators at a key transmission station, the Transmission Company of Nigeria said, adding that other workers sent to restore power were blocked.

https://www.nbcnews.com/news/world/nigeria-loses-electricity-airports-close-unions-strike-rcna155349

An interesting story from an African nation facing inflationary pressure, similar to the U.S.

The Invisible Strike: How a Company like RFP Uses Unseen Sabotage

The Invisible Strike: How a Company like RFP Uses Unseen Sabotage

In a world driven by the relentless pursuit of profit, the balance of power between the wealthy elite and the working class has always been skewed. Companies, the ones with the money and the resources, control the machinery of production, from factories and mines to railroads and mills. They are the masters of the economic universe, dictating the flow of wealth and opportunity. But what happens when their profits are threatened? Unlike the working class, who are often vilified for striking, companies have their own form of protest: they withdraw their investments and curtail or shut down operations. This silent strike has far-reaching consequences, often leaving the working class to bear the brunt of the fallout.

The Companies’ Wealth and Control

Companies like RFP possess a significant advantage in the form of wealth. This wealth isn't just in liquid assets but extends to ownership of critical resources and industries. Factories, mines, railroads, and mills are the lifeblood of the economy, producing goods and services that keep society functioning. Companies invest their money into these ventures not out of altruism, but to generate profits. These profits are the primary motive behind their investments. As long as the profits flow, the factories hum, the trains run, and the mills churn out products. But the moment the profits wane, the true nature of a company’s priorities comes to light.

The Silent Strike of Capital

When profits decline, companies act swiftly and decisively. They don't negotiate or compromise; they simply withdraw their financial support. This is their strike, a withdrawal of the very lifeblood that keeps industries running. They shut down factories, close mines, and halt production lines. This form of economic strike is far more devastating than any workers' strike because it affects entire communities. When a factory closes, workers lose their jobs, local businesses suffer, and the economic fabric of the area begins to unravel.

When a company strikes, it is a calculated move. It's a decision based on financial spreadsheets and profit margins, devoid of concern for the human lives impacted. When a factory closes, the workers who depended on that job for their livelihood are left stranded. They face unemployment, financial instability, and the myriad stresses that accompany sudden job loss. Meanwhile, the company moves on to more profitable ventures, unscathed by the turmoil left behind.

The Double Standard of Strikes

The term "strike" often conjures images of workers picketing, demanding better wages and working conditions. These strikes are visible, vocal, and frequently portrayed negatively in the media. Workers are depicted as disruptors, their actions seen as selfish or harmful to the economy. This portrayal starkly contrasts with the silent strike of the company, which rarely receives the same level of scrutiny or condemnation.

When workers strike, they do so out of necessity. They're fighting for fair wages, safer working conditions, and basic rights. Their strike is a last resort, a desperate plea for justice in a system that often prioritizes profit over people. On the other hand, the company strike is a strategic maneuver, a way to protect profits without considering the human cost. This double standard is a glaring injustice, highlighting the imbalance of power in the current system.

The Working Class and the Company's Interests

From a young age, the working class is conditioned to prioritize the interests of the company. This conditioning takes many forms, from education systems that emphasize obedience and productivity to media narratives that glorify the wealthy and vilify the poor. Workers are taught to be grateful for their jobs, to work hard, and to accept their place in the economic hierarchy. They are rarely encouraged to question the system or to demand a fairer share of the wealth they help create.

This conditioning serves the interests of the company, ensuring a steady supply of compliant, hardworking employees. It perpetuates a cycle of exploitation, where the working class continues to toil for the benefit of wealthy owners and board members. When the company decides to strike, the working class is left to pick up the pieces, often without the resources or support to recover fully.

The Broader Implications

The silent strike of a company has broader implications for society as a whole. It exacerbates inequality, concentrating wealth and power in the hands of a few while leaving the many to struggle. It undermines the stability of communities, as the withdrawal of investment can lead to economic decline and social unrest. It also highlights the fragility of the current system, where the pursuit of profit can lead to sudden and devastating disruptions.

This system creates a precarious existence for the working class, who are constantly at the mercy of forces beyond their control. They are expected to remain loyal and hardworking, even as the companies they serve show no loyalty in return. This imbalance of power is unsustainable, leading to increased tension and the potential for significant social upheaval.

A Call for Change

To address these issues, a fundamental shift in perspective is required. Society must recognize the value of the working class and the essential role they play in the economy. This recognition should translate into policies that protect workers' rights and ensure fair wages and working conditions. It should also involve a rethinking of the current system, moving towards a model that prioritizes people over profits.

One potential solution is to encourage more cooperative forms of ownership, where workers have a stake in the businesses they work for. This model can lead to a more equitable distribution of wealth and a greater sense of responsibility and accountability. It can also reduce the likelihood of a company strike, as decisions would be made with the welfare of the entire community in mind.

Moreover, there needs to be greater transparency and accountability in how businesses operate. Companies should not be able to withdraw their investments without considering the broader impact on society. Regulations and policies should be in place to ensure that business decisions are made with a sense of social responsibility.

Conclusion

A company strike is a powerful yet often overlooked phenomenon that highlights the inherent inequalities in our economic system. While workers are vilified for striking, companies can withdraw their investments or curtail operations without facing the same level of scrutiny or condemnation. This double standard perpetuates a cycle of exploitation and inequality, leaving the working class vulnerable to the whims of the wealthy elite.

To create a more just and equitable society, we must challenge this imbalance of power. We need to value the contributions of the working class and implement policies that protect their rights and ensure fair treatment. By rethinking our economic system and prioritizing people over profits, we can build a society where everyone has the opportunity to thrive, and the silent strike of capital no longer holds sway over the lives of the many.

Dealing with the FUDD Principle

As we approach the end of our current contract at Roseburg Forest Products, we're reminded of the persistent conflict between multibillion-dollar employers who refuse to give workers their fair share and the workers who struggle to eke out a meager existence on declining wages year after year. These powerful employers often use specific tactics to divide workers, enabling them to negotiate at the bottom end of the wage and benefit scale. How do they do it? One common method is the FUDD principle: Fear, Uncertainty, Doubt, and Division. In this post, we'll explore each aspect of FUDD with examples and strategies to combat them.

Fear

One way multibillion-dollar companies use fear is by issuing economic threats. For example, employers might communicate with employees, hinting at job losses or diminished job security if workers obtain higher wages. These tactics activate workers' self-preservation instincts, causing them to turn against one another to maintain their own job security at the expense of their colleagues. Succumbing to this mindset undermines the unity needed for effective negotiation and typically results in infighting, ultimately weakening the workers' position at the bargaining table. To counteract fear, it's crucial to stand together and demand wages that ensure all team members can live with dignity, free from food and shelter insecurity.

Uncertainty

Uncertainty is another tool companies use to undermine workers' confidence. They often point to broader economic conditions, such as inflation or economic downturns, to argue against substantial wage increases. This can make workers feel uncertain about their job stability if they push for higher wages in an unpredictable economic environment. To dispel this uncertainty, workers should examine the company's profits, revenue levels, and reinvestment strategies. This transparency often reveals the true financial health of the company, disproving claims that wage increases are untenable.

Doubt

Employers sow doubt by suggesting that wage increases might come at the expense of other valued benefits. This tactic creates a mindset where workers believe that pushing for higher wages could result in losing other important benefits. To combat this doubt, it is essential to present a unified front during negotiations, clearly articulating that demands for higher wages are both reasonable and data-driven. By doing so, workers can make it clear that they will not accept a trade-off between fair wages and essential benefits.

Division

Division is the final aspect of the FUDD principle, and it is perhaps the most insidious. Companies often foster division by creating a sense of competition among workers, pitting them against each other for limited resources or opportunities. For instance, they might suggest that only some workers will receive raises or benefits, encouraging jealousy and competition rather than solidarity. To combat division, it's vital to maintain a strong sense of unity and collective purpose. Workers must remind each other that their strength lies in solidarity and that divided efforts will only weaken their overall position.

Combating FUDD

To effectively combat the FUDD principle, workers need to focus on a few key strategies:

Education and Awareness: Understand the tactics being used and educate fellow workers about them. Knowledge is a powerful tool against manipulation.

Transparency: Demand transparency from employers about the company’s financial health and reinvestment strategies. This helps counteract fear and uncertainty with facts.

Solidarity: Maintain a strong, unified front. Emphasize collective bargaining and mutual support among fellow workers to combat division and doubt. Show up to union meetings and events!

Legal Knowledge: Be aware of your rights under labor laws. If any illegal threats or actions occur, report them to the proper authorities.

The FUDD principle—Fear, Uncertainty, Doubt, and Division—is a potent strategy used by multibillion-dollar companies to undermine workers' efforts for fair wages and benefits. By recognizing and understanding these tactics, workers can develop effective strategies to counteract them. Education, transparency, solidarity, and legal knowledge are crucial components in this fight. As we approach the end of our contract at Roseburg Forest Products, let us stand together and demand fair wages and benefits, ensuring that every worker can live with dignity and security. By combating FUDD, we can secure a better future for us all.

Welcome to the Local 2929 Workers' Rights Blog!

Hello and welcome to our community space dedicated to advocating for workers' rights and representing the hardworking members of Local 2929. We're thrilled to have you here!

This blog is a platform for sharing the latest news, updates, and stories that matter to our members. Whether you're looking for information on the latest negotiations, updates on workplace safety, or tips for navigating your rights at work, you'll find it all here.

But this blog isn't just for reading—it's for you to actively participate in! We encourage all members to contribute by submitting articles, photos, and posts. Your voice and experiences are what make our union strong, and sharing them helps us all stay informed and connected.

How to Contribute

Have a story to share about your workplace? Insights on labor rights? Photos from a recent union event? We want to hear from you! Please send your submissions to local2949rsbg@gmail.com. Whether it's a short post or a detailed article, your contributions are invaluable.

Thank you for being part of Local 2929 and for supporting our collective efforts to improve working conditions for everyone. Together, we can make a difference.

In solidarity,

The Local 2929 Team