24 april 2008

Kort historiebeskrivning:

När denna nya bolagsform inrättades dök också frågan upp om hur man skulle utse en eller flera europeiska arbetstagarrepresentanter i denna nya bolagsform SE. När det var löst kom ett större hinder upp och det var hur ska dessa ersättas ekonomiskt. I Norden har vi våra nationella bolag med styrelserepresentation som erhåller en ersättning för detta som ligger på en relativ låg nivå, genomsnittet kanske ligger på 30 000 kr/år. I de flesta fall så behåller den enskilde dessa pengar.

I de nya SE-bolagen ligger nivåerna på helt andra summor. T.ex. kommer en ledamot i BASF att kunna kvittera ut 180 000 Euro per år. Då kommer frågan hur dessa pengar ska hanteras.

Nuläget:

EFS har att vid sitt möte i juni ta ställning till att etablera en europeisk fond där delar av dessa pengar ska placeras. Inom IN har denna fråga hanterats av Företagspolitiska nätverket och Samordningsgruppen. Vi har drivit en linje mot speciellt EMF, som har varit mycket aktiv i denna fråga, som går ut på att det ska var frivilligt för den enskilde att hantera dessa pengar. Vi har efterhand kunnat se att vi är ganska ensamma om denna uppfattning. Vi har däremot andra åsikter som stöds av övriga som t.ex. en ansvarsförsäkring för den enskilde, att vi pratar om nettobelopp och att vi måste skapa ett europeiskt system.

EFS har i sitt grundförslag, som blev avvisat i styrelsen, överfört det tyska systemet rakt av.

Vi har idag kommit en bra bit ifrån detta grundförslag och är på väg mot en kompromiss som även Norden kan acceptera.

Det är nu viktigt att vi bearbetar våra resp. Nordiska delegater i EFS så at det kan bli ett beslut i juni. Ett viktigt element som vi idag vet för litet om är hur själva fonden ska se ut och hur den ska fungera och hur pengarna ska användas. Innan denna fråga är belyst kommer säkert man inte att kunna komma till ett beslut om pengarna.

INs beslut:

• IN rekommenderar att kraftiga åtgärder sätts in för att snabbt få ett underlag om hur fonden ska fungera.

• Kontakt tas i resp. land inför EFS möte i juni.

• IN accepterar den skiss som i dag finns framtagen om hur fördelningen av pengarna ska ske. Se särskilt papper

Remuneration of workers’ representatives in European companies (se)

Nordic EMF, EMCEF and ETUF-TCL affiliates have discussed the ETUC Secretariat proposal for partial transfer of the remuneration of workers’ representatives in European companies (SE) to national and European funds. Based on national law, employees are represented on company Boards of Directors in Sweden, Denmark and Norway, and as a result of voluntary arrangements in a number companies in Finland. Even though SE is a new legal entity, national practice does play a certain role when assessing the situation.

A mapping exercise done by Nordic IN in January 2008 gave the following results as regards remuneration to workers’ representatives on existing national Boards of Directors:

• In Sweden, half of the respondents received no remuneration at all. The other half received 50-150 euros per meeting and one 450 euros per year, which they all kept themselves. Only in one company was the total remuneration 70.000 euros per year, of which the representative kept 1600 euros. The rest was used to finance trade union activities within the company.

• In Norway, payments typically varied between 1000-4000 euros in smaller and around 40.000 euros in bigger companies. There is no legal or official trade union position on the matter, and most of the representatives kept their remuneration to themselves. In some corporations there were local union agreements on paying part of the money to the local trade union.

• In Denmark, unions feel that workers’ representatives are equal with other board members with same rights and responsibilities. That is why they have right to equal remuneration, which they can keep themselves. Remuneration varied typically between 500-20.000 euros a year, and in some cases it was even more. There were however arrangements to pay part of the sum to the enterprise union structure.

• In Finland, an earlier study showed that in 30% of the companies with voluntary arrangements, a workers’ representative received the same remuneration as other members, in 30% less. Full compensation is around 30.000 euros per year. In addition there is also a 500 euros fee per meeting. It was not clear whether any of the workers’ representatives transferred part of their remuneration anywhere.

Nordic unions feel that the ETUC proposal is for the moment more just an idea based on the Hans Böckler Foundation system in Germany than a thoroughly thought through suggestion. At least the following questions should be examined before we can take a decision on possible partial transfer of the remuneration of workers’ representatives.

• Are workers’ representatives in SE companies individual, national or European representatives? Is their election process clear and transparent?

• Who takes a decision about the principles for possible transfers? ETUC, European industry federations, or will it be the trade unions in every company? Or the colleagues who elect the representatives?

• A legally binding system on a European scale is probably impossible, so what kind of a voluntary system or recommendation would be feasible? Are any sanctions possible for representatives who do not want to contribute?

• What would be the purpose of a possible European fund, how would it be administered and what would the money be used for?

• If a European fund is set up, what is the appropriate level for transfers to it and to possible national systems, and the shares of the two systems? We know already know that remuneration in SE companies will vary from some thousands to hundreds of thousands of euros per year.

• Taxation of remuneration: how will possible transfers be technically handled to ensure an equitable treatment of workers’ representatives? Clarifications in national law in all Member States are hardly a feasible option in this context.

• Legal responsibility: proper protection must be ensured for workers’ representatives against potential liability claims that can be high. As a rule this should happen through an insurance taken by the company. Can a possible fund play a role here?

Nordic EMF, EMCEF and ETUF-TCL affiliates do not exclude discussing a voluntary system for SE companies after the above-mentioned questions have been examined and addressed.