Betriebsratswahl 2024

Works Council Election 2024

What we want

We stand up for you:

Company agreement to secure employment and location
By concluding a company agreement to secure employment and location in Bad Homburg, we want to achieve career prospects for our colleagues. In the current transformation of the company, it is particularly important to us to bring together all parties such as the works councils, the shop stewards, the central works council, the IGBCE and the employees. Because together we achieve more!
Improving the public relations work of the new works council
We want to increase the communication, presence, accessibility and transparency of the new works council with significantly improved public relations<br>. We want to inform you more about your rights and, among other things, identify and enforce your interests with the help of surveys.
Creation of Non-tariff salary bands
In the newly elected works council, we want to have a say in the distribution criteria for Non-tariff salaries and advocate for regular salary increases for Non-tariff employees.
Realistic personnel planning of the employer
We want the employer to finally present us with realistic personnel planning in order to be able to better represent your interests. 
Better cooperation with the General Works Council and the IGBCE.
We want to achieve more together for you and therefore want the future works council to exchange ideas and work together more intensively with the general works council and the IGBCE trade union.
Working hours, intensification of work and overtime
We want to do a survey on work intensification with you to get an inventory. In addition, our goal is to conclude a works agreement to reduce the minimum attendance requirement.
Consistently give preference to internal applicants
Suitable internal applicants must be given priority when filling vacancies! This is particularly true with regard to job cuts. Resources must be created for qualification measures and for induction phases.
Fair profit-sharing for all
A profit-sharing scheme for all colleagues could be linked to the bonuses of the managers and the results of satisfaction surveys on the managers. Because each and every one of us contributes to our common success!
Entitlement to mobile working abroad
Due to our global working environment, we want to extend the Flex Work works agreement to include an entitlement to mobile working within and outside the EU for suitable workplaces.

…and also for

Equal educational and career opportunities for all

We want an objective procedure for internal and external training offers, e.g. through a Fresenius training voucher for all and not a nose factor. The entitlement to statutory training leave must be taken into account in personnel planning.

Advertise more jobs on a part-time basis – consistent compliance with the legal obligation!

If a position is suitable for part-time employment, it must also be advertised as such in accordance with the Part-Time and Fixed-term Employment Act (Section 7). Part-time jobs help reconcile family and career and make Fresenius Medical Care more attractive to skilled workers.

Specific classification of job advertisements based on the job description

Based on the job description, positions in the pay scale area must be correctly classified and advertised in accordance with the federal pay scale agreement. There should no longer be a “minimum grouping.” Jobs may not, for example, be advertised with E9 and then filled with an external person and a non-tariff salary!

Job advertisements only internally

We want a job advertisement to be published internally first and then filled internally as a priority. To this end, we want to adapt the “Selection Guidelines” company agreement. Exceptions would be possible for specialists. We don’t want a minimum salary but a pay scale in line with the collective agreement!

Possibility of partial retirement for all

We want a company agreement with objective criteria to regulate the entitlement to partial retirement for all. The framework conditions for this are already set out in the IGBCE’s collective agreement on working life and demographics. The granting of partial retirement must not depend on the goodwill of the manager!

Abolition of fixed-term contracts without objective reasons for more planning security

Those who do not have a permanent employment contract cannot plan their future. It is hard to see why, in times of a shortage of skilled workers, fixed-term contracts are still being concluded without a material reason.

Careflex supplementary long-term care insurance also for Non-tariff employees

We want to conclude a company agreement so that the Careflex supplementary long-term care insurance launched in 2021 for all employees in the chemical industry covered by collective agreements also applies to you as a colleague not covered by collective agreements with identical conditions.

Attractive benefits for everyone

In times of skills shortages, attractive benefits are needed for existing and new employees.

Working in global teams with Executives abroad

We want Managers abroad to be informed about important German laws, such as the Working Hours Act and protection against dismissal, as well as about valid company agreements. The employer must offer and carry out appropriate training.