{"title":"工作时间","authors":"Burghard Kref","doi":"10.26843/mestradodireito.v4i2.129","DOIUrl":null,"url":null,"abstract":"Working time is subject of health and safety in the form of the Working Time Act (ArbZG) as well as of works councils’ co-determination under section 87 (II) Nrs. 2 and 3 Works Constitution Act (BetrVG), (at times) section 99 BetrVG and of individual and colletive contractual arrangements. Under health and safety aspects, it is about limitation of working time to a maximum permissible threshold and its interruption through necessary repose periods in order to avoid health endangering impacts on the employees. The paper describes the baselines of the German Working Time Act’s rules and the limits to flexibility possible according to it, which are to be tested constantly for their conformity with EU law in the (Working Time) directive 2003/88/EC of 4 November 2003. The question which activities constitute “work” under the German and European rules is of particular importance. There is no definitive answer to this question yet for diverse employee duties and activities for the benefit of others. For co-determination under section 87 (II) Nr. 2 BetrVG the question is, on which weekdays and which concrete times of day employees shall work, i.e. when exactly does working time start and end? In this context as well, it is of importance which activities are “work”, e. g. whether putting on protective clothing at the work place counts as work. For co-determination under section 87 (I) Nr. 3 an alteration of the usual working time volume may only be “temporary”, for co-determination under section 99 BetrVG the increase of the hitherto existing volume must be “significant”. The paper describes the problems in detail. It must be resolved in individual contracts to which temporal extent the employee owes work at all. Here, section 307 Civil Code (BGB) requests sufficient clarity, in particular regarding the agreement for which temporal work extent the employer owes which reimbursement. Here as well it has to be determined what belongs to reimbursable “working time”. 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Under health and safety aspects, it is about limitation of working time to a maximum permissible threshold and its interruption through necessary repose periods in order to avoid health endangering impacts on the employees. The paper describes the baselines of the German Working Time Act’s rules and the limits to flexibility possible according to it, which are to be tested constantly for their conformity with EU law in the (Working Time) directive 2003/88/EC of 4 November 2003. The question which activities constitute “work” under the German and European rules is of particular importance. There is no definitive answer to this question yet for diverse employee duties and activities for the benefit of others. For co-determination under section 87 (II) Nr. 2 BetrVG the question is, on which weekdays and which concrete times of day employees shall work, i.e. when exactly does working time start and end? 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引用次数: 0
摘要
根据《工作时间法》(ArbZG)以及根据《工作宪法法》第87 (II)条第2条和第3条、(有时)第99条以及个人和集体合同安排,工作时间是健康和安全的主题。在健康和安全方面,它是关于将工作时间限制在允许的最大限度内,并通过必要的休息时间中断工作,以避免对雇员的健康造成危害。本文描述了德国《工作时间法》规则的基线和根据它可能的灵活性限制,这些规则需要不断测试,以符合2003年11月4日的欧盟(工作时间)指令2003/88/EC。根据德国和欧洲的规则,哪些活动构成“工作”的问题特别重要。对于不同的员工职责和为他人谋利益的活动,这个问题还没有明确的答案。就第87 (II) Nr. 2 BetrVG条下的共同决定而言,问题是,雇员应在哪些工作日和哪些具体时间工作,即工作时间究竟何时开始和结束?在这种情况下,哪些活动是“工作”也很重要,例如,在工作场所穿防护服是否算作工作。对于根据第87 (I) Nr. 3条进行的共同确定,通常工作时间量的改变可能只是“暂时的”,对于根据第99 BetrVG条进行的共同确定,迄今为止存在的量的增加必须是“显著的”。本文对这些问题进行了详细的论述。它必须在个别合同中解决,雇员暂时欠工作的程度。在这方面,《民法典》第307条要求充分明确,特别是关于雇主应偿还何种暂时工作范围的协议。这里也必须确定什么属于可报销的“工作时间”。这并不一定与健康和安全或共同决定领域相一致。
Working time is subject of health and safety in the form of the Working Time Act (ArbZG) as well as of works councils’ co-determination under section 87 (II) Nrs. 2 and 3 Works Constitution Act (BetrVG), (at times) section 99 BetrVG and of individual and colletive contractual arrangements. Under health and safety aspects, it is about limitation of working time to a maximum permissible threshold and its interruption through necessary repose periods in order to avoid health endangering impacts on the employees. The paper describes the baselines of the German Working Time Act’s rules and the limits to flexibility possible according to it, which are to be tested constantly for their conformity with EU law in the (Working Time) directive 2003/88/EC of 4 November 2003. The question which activities constitute “work” under the German and European rules is of particular importance. There is no definitive answer to this question yet for diverse employee duties and activities for the benefit of others. For co-determination under section 87 (II) Nr. 2 BetrVG the question is, on which weekdays and which concrete times of day employees shall work, i.e. when exactly does working time start and end? In this context as well, it is of importance which activities are “work”, e. g. whether putting on protective clothing at the work place counts as work. For co-determination under section 87 (I) Nr. 3 an alteration of the usual working time volume may only be “temporary”, for co-determination under section 99 BetrVG the increase of the hitherto existing volume must be “significant”. The paper describes the problems in detail. It must be resolved in individual contracts to which temporal extent the employee owes work at all. Here, section 307 Civil Code (BGB) requests sufficient clarity, in particular regarding the agreement for which temporal work extent the employer owes which reimbursement. Here as well it has to be determined what belongs to reimbursable “working time”. This is not necessarily coinciding with the health and safety or the co-determination realm.