natgillin/translations-raw huggingface dataset:
Undersøgelsen har ligeledes til formål at beskrive en virksomhed, der indfører et nyt system for skifte holdsarbejde, og som kan studeres både før og efter ændringen.
A further aim was to find a company which was changing its shift system, where a study could be made before and after the change, this study to be the subject of a separate report.
Undersøgelsen omfatter 11 franske fabrikker, der fremstiller papirmasse, papir eller karton.
The study covered eleven plants producing pulp, paper or board.
Oplysningerne er indhentet ved samtaler med ledelsen (10 tilfælde) og arbejdstagernes repræsentanter (11 tilfælde).
The information was gathered during the course of interviews with managements (on IO occasions) and employees' representatives (on 11 occasions!.
Hovedberetningen omfatter en sammenfattende analyse af de 11 virksomheder, uden at disse nævnes ved navn.
The full report comprises an overall analysis of the eleven units, preserving their anonymity.
I et særskilt bilag beskrives situationen i disse tilfælde for tilfælde, og her nævnes de ved navn.
A separate annex provides descriptions of the situation in each of the units, identifying them by name.
Arbejdstiderne inddelt efter arbejdets art.
Types of work schedule in relation to types of work done
Omstående tabel indeholder en oversigt over de bestående arbejds tider efter virksomhedenes og afdelingernes art.
The table on page 4 provides a summary presentation of the types of work schedule in use in different departments of different types of company.
Varemodtagelse og -forsendelse Vedligeholdelse og reparation X Administration X Vagthold Produktion 1.
Production 1.
Pulpfremstillende Opslibning af træ og fremstilling af celluloseplader Pulp- og papirfabr. Finishing 2 . Ikke pulpfremstillende Fabrikation Finishing X
Units producing pulp - Comminution - Production of pulp and paper - Finishing
Den ugentlige arbejdstid varierer, alt eftersom produk tionen indstilles om sommeren eller ej.
The length of the working week varies according to whether or not there is a shutdown of production during the summer.
Ved anlæg, hvor produk tionen indstilles om sommeren, er den ugentlige arbejdstid på 38,5 timer i de afdelinger, der arbejder halvkontinuerligt, og på 36 til 38 timer i dem, der arbejder kontinuerligt.
In those companies which shut down during the summer, the working week is 38.5 hours in units operating a semicontinuous system and between 36 and 38 hours in those with a continuous system, averaged over the year.
Ved anlæg, der også producerer om sommeren, er der en tendens til kortere ar bejdstid, men den er dog på 33,55 til 38 timer.
In companies which work through the summer, the working week tends to be shorter, but nevertheless ranges from 35.55 to 38 hours.
Holdene skifter i de fleste tilfælde kl. 4, 12 og 20. I nogle tilfælde er udgangspunktet dog kl. 5, 5.30 og endda 6.
Shift starting times are generally 4 a.m., noon and 8 p.m., although there are a few exceptions, with the morning shift starting at 5, 5.30 or even 6 a.m.
Turnusordningerne er beskrevet i detailler i hovedberetningen og kan ikke gentages her, eftersom der er store forskelle i enkelthederne. Disse turnusordninger kan inddeles som følger:
The various rota systems are analysed in detail in the full report and, since they vary so widely, cannot be summarized here.
Afviklingen af ferier i årets løb.
Organization of holidays
Lønmodtagerne har ret til 5 ugers ferie om året. Afviklingen af ferier volder problemer, når produktionen ikke samtidig indstilles.
Employees are entitled to five weeks' holidays with pay a year; when production is not suspended during annual holidays, organization of the timing of leave gives rise to problems.
Virksomhederne sigter mod kun at indstille produk tionen, når dette kræves på grund af vedligeholdelsesarbejder, eller i tilfælde af afsætningsvanskeligheder.
The aim of managements is to avoid having to suspend production except for the purposes of maintenance or when sales are slack.
Personalet ønsker navnlig at holde ferie samtidig med skolerne og er imod, at arbejdstiden forlænges i ferietiden.
The main concerns of employees are that they should be able to take their leave to coincide with school holidays and that they should not have to work longer hours during the summer.
Afviklingen af ferier er tilrettelagt over to perioder:
Leave is organized at two times of the year:
- I sommertiden, hvor fabrikken til tider lukkes i 2 til 4 uger.
- In the summer, when there may be a shutdown for two or four weeks.
Enten holdes ferien samtidig af alle på de enkelte hold eller af en hel gruppe ansatte, almindeligvis således at den ugentlige arbejdstid sættes op, og der antages sæsonvikarer (antallet afhænger af, om virksomheden lukker eller ej).
Either whole crews or groups of employees take their holidays simultaneously, their absence generally being compensated for by an increase in working hours and (particularly if there is no shutdown), recruitment of seasonal workers.
- Om vinteren, hvor ferie ligeledes eventuelt afvikles, medens fabrikken holder lukket (1 uge), men tillige holdvis eller af hver gruppe ansatte, i de fleste tilfælde ved individuelle ordninger.
- In winter, when there may also be a shutdown (of one week), although rosters for crews or groups are organized or, more usually, individual arrangements are made.
Der er en latent konflikt mellem på den ene side arbejdernes ønske om at tage ferie i juli-august og i julen og ikke have merarbejde i disse perioder og på den anden side ledelsens ønske om ikke at standse produktionen i ferietiden eller af hensyn til denne.
There is a latent conflict between the wishes of employees to take their holidays in July and August and at Christmas, and not to have to work longer hours at these times, and manage­ment's wish to avoid having to suspend production on account of the holidays.
De afgørende træk ved skifteholdsarbejdet.
Factors determining forms of shiftwork
De afgørende faktorer af retlig art har navnlig forbindelse med arbejdstidens længde. Der er således en udstrakt frihed til at tilrettelægge skifteholdsarbejdet på virksomhedsplan.
The constraints imposed by legislation or collective agreements are concerned primarily with the length of working time, so that companies enjoy a considerable freedom to determine the basis on which shiftwork is organized.
Virksomhedsledelserne tilsigter først og fremmest at opnå det størst mulige antal årlige produktionstimer, at bibeholde den ugentlige arbejdstid (efter den årlige produktionstid, skifte holdsarbejdernes lønmæssige fordele og overskuddet af arbejds kraft).
The main concerns of managements are to maximize annual productive time and to adhere to weekly working hours (.taking account of annual productive time, shift bonuses and surplus labour).
De ønsker tillige smidighed i tilrettelægges af turnus ordningerne for at kunne erstatte fraværende medarbejdere.
Another consideration for managements is the need to build flexibility into the scheduling of rotas so that absentees can be replaced.
Dette skal ses i sammenhæng med den enkeltes uddannelse til varetagelse af bestemte funktioner og virksomhedens politik, der tilsigter, at alle skal kunne klare flere former for arbejde.
The ratio of men to workstations and policy on developing a multi-skilled workforce are factors having a bearing on this aspect. Trade-union claims in connection with shiftwork are generally concerned primarily with safeguarding jobs, with wages and weekly working hours.
Forbundenes krav i forbindelse med skifteholdsarbejde er almindeligvis dikteret af løn- og beskæftigelsesmæssige hensyn og den ugentlige arbejdstid.
The state of the local labour market is not a significant factor, while double-jobbing (in industry and agriculture) by employees is virtually a thing of the past and is less and less of a consideration.
Arbejdernes indstilling er karakteriseret ved, at de lægger stor vægt på opretholdelse af de væsentligste træk ved de turnusordninger, de er vant til.
The procedure begins with the drafting of proposals for change, which is usually done by a committee; a proposal or a selection of options is then voted on by the workforce.
Fastsættelsen af turnusordningerne sker væsentligst ved beslutninger truffet inden for de enkelte produktionsenheder. Det lokale arbejdsmarked har ingen indflydelse, og da næsten ingen mere tillige er beskæftiget med landbrug, spiller dobbeltbeskæftigelse en stadig mindre rolle.
The Foundation's requirement was for a multidisciplinary study taking in all aspects and all phases of an example of innovation in shift work in the paper industry, setting it in its technological, economic and social contexto More specifically, the aims of the IREP-D were: to observe and report on the psychosociological aspects of the employees' reactions to the change-over to 5 crews; to analyse the relationships between the innovation and the pressures experienced by the workers.
Arbejdstagernes opgave består først og fremmest i at udarbejde forslag til ændringer, som oftest i et udvalg, og senere i at få et forslag vedtaget eller vælge mellem flere forslag ved en personaleafstemning.
Management and labour in the company concerned were interested in the study in that it would give them an opportunity to check the validity of the premises on which the works agreement leading to the innovation had been founded and would provide them with material to be taken into account in future negotiations.
Denne fremgangsmåde medfører vanskeligheder, når de ansatte ikke på forhånd er tilstrækkeligt informeret om fordele og ulemper ved de forskellige mulige løsninger, og når udvalget ikke har udfoldet tilstrækkelig fantasi.
- it was organizing a significant innovation in the organization of shiftwork; - the IREP-D was aware of this innovation before it was introduced, and sufficiently in advance; the management and trade unions at the company gave their agreement to the study.
Overgangen til arbejde med fem hold og virkningerne heraf i cellulose du Rhône et d'Aquitaine (Tarascón - Frankrig).
In January 1983, however, some of the timber depot workers switched to 3 χ 8 continuous working (management decision), adopting the longer rota (vote by the workers concerned).
Det europæiske Institut til Forbedring af Leve- og Arbejds vilkårene har haft til opgave at foretage en alsidig samlet undersøgelse af afviklingen af en fornyelse inden for skifte holdsarbejde i papirindustrien set i dens teknologiske, økonomiske og sociale sammenhæng. IREP-D's formål var nærmere angivet følgende :
The interviews with the employees themselves reflected an image of behaviour patterns which were established (settled, known, accepted), rather than emerging (new).
- at analysere forholdet mellem fornyelsen og den belastning, den udsætter arbejderne for.
It would scarcely have been possible to go beyond the employees' own collective perceptions.
Den pågældende virksomheds parter har haft interesse i undersøgelsen, idet denne gør det muligt for dem at konstatere, om de gjorde rigtigt i at indgå den virksomhedsoverenskomst, der medførte fornyelsen, og forsyner dem med materiale til brug under fremtidige forhandlinger.
The three successive rounds of interviews provide an indication of three situations at three separate points in time rather than of the actual process whereby the original situation was changed.
Den undersøgte virksomhed er valgt, fordi den opfyldte tre betingelser :
1„ THE COMPANY AND CONDITIONS OF THE CHANGE-OVER TO THE 5-CREW SYSTEM
- IREP-D var orienteret om denne fornyelse i tilstrækkelig tid, førend den blev iværksat, og
The reduction of the working week to 33.6 hours was part of a series of technical, organizational and social changes which completely transformed working life at the plant:
- ledelsen og fagforbundene gav samtykke til, at undersøgelsen blev foretaget.
- Full automation of the plant, creating the need for the workers to display greater flexibility, acquire the genuine ability to perform a broad range of tasks and learn to work in groups;
Fabrikken blev opført i 1952 og fuldstændig ombygget i 1979-1981 med det resultat, at produktionen blev forøget med 2h gang uden ansættelse af yderligere personale.
Increasing involvement of the employees in solving production and safety problems through the systematic organization of vertically integrated groups;
Genbrug, neutralisering og brug af spildprodukter: energi og kemiske produkter
Development of a new training policy and a new skill-grading and promotion system.
Ü forsendelse, emballering, skæring fremstilling Pulp-•¿—af cellulose pres plader ning
The company decided to deal with these problems by taking advantage of a legal instrument, the "solidarity contract" introduced under the Orders of 16 January 1982, while at the same time proposing the rescheduling of working time, the details of the package being as follows:
Fornyelsen skete den 4. oktober 1982.
The trade unions could not be opposed to this, having campaigned for years for a reduction in the retirement age.
Før denne foregik arbejdet kontinuerligt i tre skift med 9 halve hold (37 henholdsvis 33 timer ugentligt), der arbejdede i kort turnus (3 eller 4 arbejdsdage i træk) i vedligeholdelsesafdelingen og i lang turnus (7 arbejdsdage i træk) i de øvrige afdelinger.
Moreover, the priority to be given to registered job-seekers in the recruitment of new workers was in keeping with the proclaimed national objectives of promoting "solidarity" and a "reduction in unemployment".
Efter fornyelsen er arbejdet i tre skift i vinterperioden (oktober - juni) tilrettelagt med 5 hold (33,60 ugentlige ar bejdstimer), der arbejder i kort turnus (vedligeholdelse og presning) eller i lang turnus (hollænderi og regenerering). Valget af turnus er truffet ved afstemning blandt de ansatte, afdeling for afdeling.
The reduction of shiftworkers' working hours through the creation of a 5th crew is a very long-standing union demand, now taken up by the French Government, in another Order issued on 16 January 1982 which lays down that "from 31 December 1983 the working hours of workers employed under a continuous shift system shall not exceed 35 hours per working week, averaged over a year".
Tømmerpladsen er principielt ikke berørt, og arbejdet foregår her kontinuerligt i to skift. I januar 1983 overgår en del af de ansatte dog (ifølge ledelsens beslutning) til tre skift kontinuerligt i lang turnus (ifølge de ansattes beslutning).
That all the trade-union organizations signed the works agreement of 23 April 1982 demonstrates that there was real consensus - or at least a convergence of interests - in the company on the arrangements for the innovation and the need for the solidarity contract; the details were as follows:
Undersøgelsen har omfattet halvdelen af de af fornyelsen berørte arbejdstagere (kaldet "skifteholdsarbejderne"), der blev interviewet på deres arbejdsplads eller i umiddelbar nærhed af denne, i tre faser:
— The working week was to be reduced from 37.33 to 33.55 hours, averaged over the year (47 working weeks!, with the workers in each department voting to determine which rota they preferred (long or short);
1. gang før omlægningen (i september 1982) for at skabe klarhed over udgangssituationen: 128 personer blev udspurgt.
- The working week during the summer (15 weeks from July to September) was to be 37.33 hours, with 9 halfcrews working according to the old system;
2. gang (i januar 1983) med henblik på indhentelse af oplysning om de umiddelbare subjektive reaktioner på den nye turnus: 111 personer blev udspurgt.
The difference in wages was to be made up when the reduction in working hours was introduced;
Undersøgelsen har også omfattet arbejdere i en afdeling, der ikke var berørt af omlægningen ("tømmerpladsen"), der blev ud spurgt i 1. og 3. fase (37 henholdsvis 25 personer).
As we see, therefore, the contractually agreed innovation whose effects are analysed below was consistent with the requirements of the production system, with the management's labour relations strategy and with the workers' claims; moreover, it came 15 months before the last date set by the French Government for the reduction of hours for shiftworkers.
I øvrigt er der foretaget stikprøveundersøgelser på det lokale arbejdsmarked ved samtaler med de fem sektretærer for samarbejdsudvalg i samme by og arbejdssøgende, der på forhånd var udpeget til besættelse af ledige stillinger i den virksomhed, der foretog omlægningen.
It was therefore logical that everyone connected with the company should be equally interested in the aims and results of this research.
Karakteren af de indhentede oplysninger -
Job content and working conditions
De stillede spørgsmål angår forhold af meget forskellig karakter, nemlig:
Job content and working conditions vary appreciably from one department to another:
- præcise objektive forhold (f.eks. "hvor gammel er De?") - meninger om en situation ("hvad mener De om ...?" - fænomener af sammensat karakter, hvorom der ønskes en enkel udtalelse (f.eks.: "bliver De træt"?)
The work calls for mental effort above all. With the rise in output at the plant during the period covered by the study, there are fewer incidents and break downs, and there is less anxiety about dealing with them since the arrangements for keeping the situation under control when they occur have been improved„
Spørgsmålene vedrører følgende områder:
But the increase in output has brought an acceleration in the work-rate.
1 - De særlige træk undersøgelserne 2 - Måltider 3 - Søvn 4 - Helbred 5 - Fritidsaktiviteter 6 - Meninger og fremtidsudsigter vedrørende skifteholdsarbejdet.
In maintenance, the work entails both physical and mental effort. The lower frequency of breakdowns makes for a reduced workload.
Andre oplysninger er indhentet hos ledelsen og fagforbundene eller ved direkte iagttagelse og uformelle samtaler.
The work of the security department consists essentially in caretaking and guarding of property.
5.1 - Begrænsninger, der følger af det undersøgte objekts karakter i videnskabelig henseende -
The workforce divides into 4 age groups of roughly equal size: under 30, 30 to 39, 40 to 47 and over 47.
At formålet er at undersøge de positive eller negative følger af omlægningen, medfører visse begrænsninger, nemlig:
On the whole, the pulp press and maintenance departments emerge as those where the work is most tiring.
Indflydelsen fra fritidslivet på, hvad der foregår i arbejdstiden, undersøges ikke.
With the morning shift, the main constraint is having to get up early in the morning (at 4 a.m., or 3 a.m. in the case of security guards).
5.2 - Begrænsninger, der følger af analyse- og iagttagelsesmetoderne -
2 sleep (5.78 hours), which /3 of the workers offset partially by making a regular habit of taking an afternoon nap; frequent loss of sleep experienced by almost half the workers; the missing of breakfast by half the workers and
- Den undersøgte virksomheds størrelse begrænsede antallet af nøjagtige individuelle interviews og en finere statistisk vurdering af forholdene mellem variable størrelser.
4 the taking of a substantial snack at about 6 a.m. by /5 of them; a slightly delayed lunchtime (1 p.m.). The 3rd round of interviews revealed reductions in the duration of sleep and in the frequency with which it was disrupted.
- Undersøgelsen blandt de ansatte selv viser et billede, der er mere præget af nærmest uændret adfærd (stabil, kendt, accepteret) end af ændret (ny) adfærd.
The evening meal is therefore delayed, and this causes loss of appetite; some workers prefer to have a substantial snack at about 6 or 7 p.m. instead of dinner.
- De tre på hinanden følgende undersøgelser viser snarere tre situationer til tre forskellige tider end selve ændringen i udgangssituationen.
In the mornings there is little time for structured non-work activities: about 1 in 3 said that they "did nothing". The 3rd round of interviews again revealed a slight fall in disruption of sleep, but an increase in the overall duration of sleep.
1 - Virksomheden og omstændighederne ved overgangen til arbejdet i 5 hold -
With the night shift, the constraint is having to work at night and sleep during the morning.
1.1 - De ydre omstændigheder ved omlægningen og analyse af denne -
This leads to: fatigue from working at night, a poorer quality of sleep during the morning, of fairly short duration (.6.34 hours), for which 1 shiftworker in 4 compensates by taking an afternoon nap.
Overgangen til 33,60 timer indgår i en række tekniske, organisatoriske og sociale ændringer, der fuldstændig har ændret arbejdet på fabrikken.
When on this shift, the workers organize their sleeping and eating in a variety of ways, but they are always severely disrupted.
- Fuldautomatiseringen af fabrikken gør det nødvendigt for arbejderne at vise tilpasningsevne og lære at udføre flere funktioner samt arbejde i grupper.
As in the case of the morning shift, the 3rd round of interviews revealed reductions in the duration of sleep and in the frequency with which it was disrupted.
- Stadig flere arbejdere involveres i løsningen af produk tions- og sikkerhedsproblemer ved systematisk oprettelse af grupper af ansatte på forskellige niveauer.
The routines imposed by these shifts are out of phase with the rhythm of social.life (weekdays and weekends).
- Udvikling af en ny uddannelsespolitik og et nyt system for erhvervelse af kvalifikationer og forfremmelse.
For the workers on 2 χ 8 shifts, the pattern is the same as for those on the morning and afternoon shifts of the 3x8 system but, with no night shift, the life seems to be less arduous.
I øvrigt gør produktionsprocessens højt udviklede tekniske karakter og den store investering, der har været nødvendig, det vanskeligt, for ikke at sige umuligt, dels at massivt at indsætte dårligt kvalificerede afløsere under det faste mandskabs ferie dels at lade produktionen ligge stille i længere tid om sommeren.
However, the three shifts are not considered to be equally arduous.
Endelig skaber tilstedeværelsen af et stort antal ansatte med høj anciennitet forskellige vanskeligheder.
The morning shift is most widely considered to be the most arduous, and the proportion of respondents stating this view rose between the 1st and 3rd rounds of interviews from 43.8% to 61%.
De har vanskeligt ved at tilpasse sig til de nye former for teknik, og investeringen i den nødvendige efteruddannelse kan måske ikke nå at blive "afskrevet", førend de går på pension.
The night shift is less widely regarded as being the most arduous, and the number of respondents stating that it was fell between the 1st and 3rd rounds of interviews.
Virksomheden benytter sig derfor af en løsning, som loven åbner mulighed for, nemlig indgåelse af en solidaritetsaftale (anordningerne af 16/01/82) ledsaget af et forslag om en ny form for tilrettelæggelse af arbejdet.
This is a reflection of the fact that it is very disagreeable to get up early in the morning (a constraint unchanged by the innovation) and also of the improve­ments made in conditions affecting the accumulation of fatigue and recovery from it, which are most readily perceptible in the case of the night shift: reduction in the number of consecutive duties in the pulp press- department, increase in the number of rest days following the night shift in maintenance and the departments which have kept to the long rota system.
- Solidaritetsaftalen gør det muligt for alle arbejdere over 55 år, der selv ønsker det, at gå på efterløn/førtidspension på meget gunstige økonomiske vilkår.
The workers react to the constraints of shiftwork by seeking to strike a balance avoiding excessive accumulation of fatigue.
Fagforbundene, der i årevis har kæmpet for nedsættelse af pensionsalderen, kan ikke modsætte sig denne beslutning.
They adopt a certain "life discipline", a set pattern for their sleeping and eating habits and non-work activities.
Hertil kommer, at ansættelsen af nye arbejdere, der først og fremmest sker blandt arbejdssøgende, stemmer godt med de nationale slagord "nedsættelse af arbejdsløsheden" og "solidaritet" .
Following the introduction of the innovation, we observed some relaxation of this discipline as far as sleeping habits were concerned, especially during the longest periods of rest days in the long rota system.