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Membership Employees Switzerland

Objectives

  • Creating the best possible working conditions
  • Sustain permanent employability
  • Negotiation, implementation and monitoring of collective employment agreements

Attractive services

  • Legal advice and protection
  • Massive reductions for training courses and further education
  • Reduced fees for health insurance and other insurances

Member fee

  • Individual members of all branches incl. members working in the machine industry without solidarity card pay CHF 150.- per year.
    Individual members working in the machine industry with solidarity card pay CHF 260.- per year. After handing in their solidarity card, they will receive a reimbursement of CHF 170.- (refund solidarity card: CHF 60.- and financial contribution: CHF 110.-). Net amount is CHF 150.-.
  • Pensioners pay 60 CHF per year. This fee is only available if the membership has been continued without interruption after retirement.
  • Apprentices/trainees (to 26 years) pay 30 CHF per year.
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Advocate and voice of the employees

Adaptation of Swiss law

 

Employees Switzerland claims for adaptation of Swiss law to those Directives

In companies affected by the Directives, Swiss representatives often represent Swiss workers interests at European works council level.
 Since Swiss law does not take international consultation procedure into account, representatives are in a blurry legal situation because their rights and obligations are nowhere specified, neither in European law nor in Swiss law. In rare cases, internal company rules give Swiss representatives a formal role but, since Switzerland is no EU member, equal right for Swiss representatives is even more rarely explicitly provided.

In 2008, Employees Switzerland has taken steps toward the SECO (Swiss government's centre of expertise for all core issues relating to economic policy) concerning this subject, with no result as of today. 
Lately, the Swiss press has reported on the subject in relation with the announced mass dismissal at Alstom Switzerland.

Recently, a study of University of Zurich has confirmed the relvancy of EBR for Swiss workers.

In summary, it can be underlined that consultation proceedings that are simultaneously submitted to European and Swiss law are confronted with an unsolvable contradiction. In such case, autonomous implementation of Swiss law is impossible.
 National consultation proceedings are indeed, according to European law, submitted to a prior proceeding at European works council level.

However, according to Swiss law, workers of a company have a claim for information and consultation that cannot be implemented in companies concerned by those Directives because the employer submitted to EU law has to oppose to it as long as the European proceeding is not terminated.

It is therefore obvious for Employees Switzerland that Swiss law has to be adapted, urgently. This adaptation can be implemented in several ways from collective work contract adaptation to legal changes and even, what seems the most efficient, by integration of those Directives in the bilateral agreement between EU and Switzerland on free circulation of persons.
 As already stressed, the solution of necessary improvements depends on social partners, particularly on the employer’s side.

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