Graduate Institute of Labor Research, National Chengchi University


Better Income Security for Leased Workers

篇名 Better Income Security for Leased Workers
作者 Birger Viklund
刊名 政大勞動學報
期數 200201(第11期)
出版單位 國立政治大學勞工研究所
起訖頁 69-88

A new collective contract will guarantee white collar workers leased from manning firms 85 percent of the monthly salary even when they are not placed outside of the leasing firm. They will also be given training during paid working hours. So far the training has been organised during leisure time.

The contracting parties are the branch organisation of the manning firms, SPUR, part of Commerce Sweden, and the white collar union, HTF. There are at present 20 000 workers in leasing companies but the branch is growing fast. In 1998 the number of employees was 12 900, five years earlier it was no more than 2100. The largest firms are Manpower and Proffice. In 1997, Manpower alone had a turnover of 647 million SEK. The new agreement covers the period up to August 31, 2001.

The new agreement gives the workers a more even monthly income: a guaranteed 125 hours of full time work a month or 75% of full monthly pay , during the first  ten months of employment. After the ten months there is a guaranteed full salary during 143 hours a month, which corresponds to 85 percent of full monthly pay.

The old agreement was based on 75% of pay for hours which could have been booked by the manpower firms. Thus the new agreement provides for a considerably higher income during months of many holidays.

The original union demand was for a 100 percent guaranteed income for all hours at the disposal of the employer, i.e. the leasing firm. But the employer organisation managed to convince the union that the financial margins of the branch were too narrow for such an immediate improvement.

The negotiations and agreement for the manpower leasing firms form a small part of the major negotiations for the entire branch of commerce and private service employers, employing some 100 000 white collar workers. They are not yet completed. The branch is covered by a negotiating agreement, similar to the one in industry, according to which the parties, if they have not reached an agreement by the end of February, will have to call in a preappointed conciliation council with the right to submit a final settlement proposal which will have to be either accepted or rejected. The existing agreement ends March 31st.

The union, the HTF, wants a real wage increase for all including an individual guarantee and a kitty for workplace negotiations which will have to include measures to reduce the salary differentials between men and women.  HTF also seeks more influence over personnel policy with a view to improving the wages of the women members: Women are often discriminated: 1. when they are first hired, 2. when they get added responsibilities, 3. when they are promoted or moved to other jobs in the enterprise and 4. when they take parental leave. The union also wants real co-determination over the scheduling of working hours.

The employer wants to quit the system of national wage negotiations and to be allowed to determine pay at the workshop level in negotiations with the workshop union but without any prescription about pay level and pay differentials from the national organisations. This is unacceptable to the national union. A solution will have to be found in the form of a general salary increase for all and a kitty for local distribution. The size of the kitty as part of the total salary increase will indicate how strong the employer is in widening salary differentials.

The final level of total wage increase in the commerce branch will be closely watched by both sides of manufacturing industry, who will start their negotiations this fall in order to reach an agreement before the present three year agreement expires at the end of March 2001.