Home > Law > Jurisprudence & general issues > Die Abkehr Des Arbeitsrechts Von Der Vertragsfreiheit: Am Beispiel Betrieblicher Mitbestimmung Bei Ubertariflichen Zulagen
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Die Abkehr Des Arbeitsrechts Von Der Vertragsfreiheit: Am Beispiel Betrieblicher Mitbestimmung Bei Ubertariflichen Zulagen

Die Abkehr Des Arbeitsrechts Von Der Vertragsfreiheit: Am Beispiel Betrieblicher Mitbestimmung Bei Ubertariflichen Zulagen

          
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About the Book

Der Autor zeigt die Aufwertung der Betriebsautonomie und die einhergehende Abkehr des Arbeitsrechts von der Vertragsfreiheit auf, exemplarisch am Mitbestimmungsrecht des Betriebsrats bei ubertariflichen Zulagen gemass 87 Abs. 1 Nr.10 BetrVG. Statt diese Norm anhand ihres Zwecks der Gewahrleistung innerbetrieblicher Lohngerechtigkeit auszulegen, ist deren Reichweite anhand des Systems der arbeitsrechtlichen Gestaltungsfaktoren und ihrer Autonomiebereiche, also Individual-, Unternehmens- und Tarifautonomie zu bestimmen. Das Arbeitsverhaltnis findet seine Grundlage in der Privatautonomie des Arbeitnehmers, wobei es keine personalen Elemente aufweist, ebensowenig wie sich die Belegschaft als Betriebsgemeinschaft begreifen lasst, um die Betriebsautonomie auszuweiten. Soziologische Betrachtungsweisen, seien es empirische, betriebswirtschaftliche oder okonomische Analysen, haben ausseracht zu bleiben. Geschutzt wird die Selbstbestimmung durch das Gunstigkeitsprinzip, welches die fremdbestimmte Zwangsordnung begrenzt. Im Hinblick auf die Unternehmensautonomie und auf die Schutzfunktion des Betriebsrats ist kein Teilhabezweck betrieblicher Mitbestimmung anzuerkennen. Die Tarifautonomie schliesslich wird durch den Tarifvorbehalt und den Tarifvorrang gesichert. Ubertarifliche Zulagen betreffen die Entgelthohe, so dass es durch mitbestimmte Verteilungskriterien zu einem Attraktivitatsverlust der Gewerkschaften kommt. Mithin besteht folgendes Zusammenspiel der Gestaltungsfaktoren: Wahrend die tariflichen Regelungen als Mindestarbeitsbedingungen ausreichend Schutz gewahren, dient der ubertarifliche Bereich der Interessenverfolgung des Arbeitnehmers und des Arbeitgebers und somit der Austauschgerechtigkeit. Eine Mitbestimmung kommt nur bei belegschaftsbezogenem Handeln des Arbeitgebers, also bei benannten Zulagen in Betracht, ebenso wie es bei einer nachtraglichen Anderung eines systematischen Vorgehens bedarf, damit ein kollektiver Tatbestand im Sinne einer abstrakt-generellen Regelung vorliegt. Dann hat der Betriebsrat ein Initiativrecht fur die Neuverteilung.


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Product Details
  • ISBN-13: 9783428096671
  • Publisher: Duncker & Humblot
  • Publisher Imprint: Duncker & Humblot
  • Height: 231 mm
  • No of Pages: 201
  • Series Title: Schriften Zum Sozial- Und Arbeitsrecht
  • Sub Title: Am Beispiel Betrieblicher Mitbestimmung Bei Ubertariflichen Zulagen
  • Width: 155 mm
  • ISBN-10: 3428096673
  • Publisher Date: 09 Sep 1999
  • Binding: Paperback
  • Language: German
  • Returnable: N
  • Spine Width: 0 mm
  • Weight: 290 gr


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