natgillin/translations-raw huggingface dataset:
Betydningen af nedgangskonjunkturen siden 1974 vil der blive anledning til at vende tilbage til i flere af de følgende afsnit.
The significance of the recession since 1974 will be mentioned in several of the following sections.
Skulle man forsøge at afveje de to hovedgrupper af faktorer må det gælde, at Danmark fortsat er behersket af de forhold, der be gunstiger en mere harmonisk udvikling, men også at denne udvikling er afhængig af mekanismer, der bidrager til konfliktbehandling, sådan at konflikterne ikke forværres.
If we try to balance the two main groups of factors against each other we shall find that Denmark continues to be influenced by circumstances that favour a more harmonious development, but also that this development is dependent on mechanisms that contribute to the negotiation of conflicts so that they are not rendered irreconcilable.
De første regler, der gav de ansatte indflydelse på virksomheds niveau, var tillidsmandsreglerne.
The regulations relating to shop stewards were the first rules that gave the employees influence in the concerns.
Disse gennemførtes ved en landsdækkende kollektiv overenskomst mellem Dansk Smede og Maskinarbejder forbund og Fællesudvalget for Jernindustriens Arbejdsgivere i marts 1900.
Union of Blacksmiths and Engineering Workers and the Joint Committee of Employers in the Iron and Metal-working Industries in March 1900.
Tilsvarende regler gennemførtes inden for andre overenskomstområder i de følgende årtier (Lund, 1963, s. 14).
Corresponding rules were introduced in the following decades in other fields covered by agreements (Lund, 1963, p. 14).
Ved hovedaftalerne i 1960 og 1973 mellem LO og DA gav hovedorganisationerne deres støtte til tillidsmandsreglerne ved at erklære sig enige om, at tillidsmandsregler burde indføres i de kollektive overenskomster.
In the 1960 and 1973 agreements between the Danish Employers' Confederation and the Danish Federation of Trade Unions the central organizations expressed their support for the rules relating to shop stewards by pointing out that such rules should be contained in collective agreements.
Tillidsmandsdækningen på det private arbejdsmarked er langt fra fuldstændig.
It is estimated that in the early 1960s shop stewards had been elected in approximately 85 per cent of the concerns in which the workers were entitled to elect such representatives (Lund, 1963, p.
I 1960'ernes begyndelse skønnedes det, at der var valgt ca. 85 pet af de tillidsmænd, som arbejderne havde ret til at vælge (Lund, 1963, s. 18), og en repræsentativ undersøgelse i 1976 viste, at mindst 38 pet af arbejderne hverken var repræsenteret ved tillidsmænd, faglige klubber eller samarbejdsudvalg (Geckler et al., 1978, s. 416). Den svage dækning er specielt fremherskende i de mindre urbaniserede områder og på de små virksomheder. somheder.
18), and a representative study carried out in 1976 showed that at least 38 per cent of the workers were not represented by shop stewards, trade clubs or by cooperation committees (Geckler et al., 1978, p. 416) .
Tillidsmanden har medbestemmelse i lønspørgsmål, mens der i produktionstekniske spørgsmål er tale om medindflydelse gennem del tagelse i samråd om sådanne beslutningers udformning.
The shop steward participates in decision making in matters relating to wages, but as regards questions relating to the technical aspects of production his influence takes the form of consultation when such decisions are to be worked out in detail.
De fleste tillidsmænd medvirker endvidere ved beslutninger vedrørende lokale forhold og andre hygiejniske og velfærdsmæssige forhold (Møller, 1970, s. 20-21).
Most shop stewards also participate in the decision-making process with regard to matters relating to workshops and premises and other questions of welfare and hygiene (Moller, 1970, pp. 20-21).
Tillidsmændenes inddragelse i ledelsens beslutningsprocesser er imidlertid ikke problemfri i henseende til arbejdernes med indflydelse.
safeguard pure worker interests (Møller, 1976, p. 11).
Det er således med til at svække tillidsmandsreglernes gennemslagskraft, at til lidsmændene typisk fungerer i forholdsvis korte perioder på 2-r3 år, hvorefter de foretrækker at lade sig udskifte (Lund, 1963, s. 21).
Thus penetration by the shop steward system is diminished by reason of the fact that the term of office of a shop steward is usually relatively shorty say 2 or 3 years, and after this period he will retire and be replaced by another (Lund, 1963, p. 21).
Tillidsmændene er beskyttet i deres job, idet en tillidsmands af skedigelse skal begrundes i tvingende årsagerj men det er et stående krav fra dansk fagbevægelses side, at tillidsmændene bør have en bedre sikring imod afskedigelse.
The shop stewards enjoy protection in their jobs as dismissal of them must be substantiated by compelling reasons; but it is a standing demand from the Danish labour movement that shop stewards should be better protected against being dismissed.
Samarbejdsaftalen 1970
The 1970 Agreement on Cooperation
Under påvirkning af udviklingen i Norge, Sverige og Finland, i Folketingets holdning og efter pres fra LO indgik LO og DA en af tale i 1947 om oprettelse af samarbejdsudvalg, hvor mindst én af parterne på den enkelte virksomhed krævede det (Agersnap, 1960, s. 11; Lund, 1958, s. 6 ff.).
In 1947 the Danish Employers' Confederation and the Danish Federation of Trade Unions concluded an agreement on the setting up of cooperation committees where at least one of the parties at the individual concern requested it; this agreement came into being following the influence of the development in Norway, Sweden and Finland, the prevailing sentiment in the Danish Parliament (the Folketing) and also as a result of pressure from the Danish Federation of Trade Unions (Agersnap, 1960, p. 11; Lund, 1958, pp. 6 et seq).
Efter fornyet pres fra LO i slutningen af 1960'erne indgik de to hovedorganisationer en udvidet aftale om samarbejde og samarbejdsudvalg i 1970.
After renewed pressure from the Danish Federation of Trade Unions at the end of the 1960s the two central organizations concluded an extended agreement on cooperation and cooperation committees in 1970.
Ifølge denne aftale vil LO og DA "virke for udvikling af et frugtbart samvirke mellem arbejdsgivere og arbejdstagere med sigte på at forøge konkurrencedygtighed og arbejdstilfredshed i virksomhederne" (DA/LO, 1970, s. 5).
According to this agreement the two central organizations undertake "to work to promote the development of fruitful cooperation between employers and employees with a view to increasing competitive ability and job satisfaction in the concerns" (DEC/DFTU, 1970, p. 5).
I virksomheder med 50 ar bejdere og derover oprettes samarbejdsudvalg, hvor enten arbejds giveren eller et flertal blandt arbejderne foreslår det.
According to the agreement a cooperation committee is to be set up in concerns employing 50 or more workers when recommended by either the employers or a majority of workers.
Der var pr. 1.1.80 oprettet 1080 samarbejdsudvalg inden for LO/DA området, hvilket svarer til en dækningsgrad på godt 80 pet (DA beretning, 1979-80, s. 34).
As at 1st January 1980 a total of 1080 works committees had been set up in the areas under the Danish Employers' Confederation (DEC) and the Danish Federation of
Samarbejdsudvalgene består af 6-12 medlemmer afhængig af virksomhedsstørrelse.
Trade Unions (DFTU). This corresponds to a coverage of just under 80 per cent (DEC Report, 1979-80, p. 34).
satte.,I gruppe b er tillidsmændene fødte medlemmer.
The shop stewards are ex officio members of group (b).
Kun så fremt der skal vælges flere medlemmer end der er tillidsmænd, kan der ske valg blandt andre ansatte.
An election among the employees will be held only if more members are to be elected than there are shop stewards.
Udvalgene er "medbestemmende med hensyn til principper for til rettelæggelse af de lokale arbejds-, sikkerheds- og velfærdsforhold" og "med hensyn til principper for virksomhedens personale politik ...".
The committees participate in decisions on "formulating principles governing the organization of local work, safety and welfare conditions" and "as regards the formulation of principles governing the staff policy of the concern ... ".
Medbestemmelse stiller de to parter lige i ind flydelse.
Participation in decision making gives the two groups equal influence.
Udvalgene har ret til medindflydelse "med hensyn til retningslinierne for den daglige produktions- og arbejdstilrettelæggelse" og "med hensyn til gennemførelse af større omlægninger i virksomheden".
The committees have a right to influence with regard to the "guidelines for the arrangement of the daily work and production" and "with regard to the implementation of important changes in the concern".
Medindflydelse indebærer ifølge samarbejdsaftalen, at "ledelsen giver samarbejdsudvalget gode muligheder for udveksling af synspunkter og forslag, der herefter indgår i grundlaget for ledelsens beslutninger".
According to the Agreement influence implies "that the management gives the works committee good opportunities for the exchange of viewpoints and suggestions, for subsequent incorporation in the basis of the management's decisions".
Udvalget har ret til at modtage information fra ledelsen om virksomhedens økonomiske situation og fremtidsudsigter.
The committee has a right to receive information from the management relating to the concern's economic situation and future prospects.
Begge parter kan nedlægge veto, idet der kræves enighed, såfremt produktivitetsfremmende lønsystemer eller etablering af fondsdannelser ønskes drøftet.
Both groups have a right of veto since they must both agree if the introduction of productivity-promoting wage systems or the establishment of funds are to be discussed.
Her er der ikke nogen forpligtelse til at tilstræbe enighed.
In such cases there is no requirement that the two groups must strive to reach agreement.
Udvalgenes sidste opgave omfattes af en hensigtserklæring om at ville "arbejde for at tilvejebringe og bevare gode og rolige arbejds og beskæftigelsesforhold i virksomheden, at øge de an sattes trivsel og tryghed samt deres interesse i forbedring af virksomhedens drift og konkurrencemæssige stilling".
The committees' last task is covered by a declaration of intent requiring them "to work to secure and maintain good and smooth conditions 'of work and employment in the concern and to increase the employees' job satisfaciton and security and their interest in raising the efficiency and competitive position of the concern".
På trods af det brede opgavefelt er der ikke vidnesbyrd om, at samarbejdsudvalgene har nogen stor betydning.
In spite of this wide range of tasks there is no indication that the cooperation committee is of any great significance.
Ifølge den seneste undersøgelse (se tabel 3, s.27a) omfattende en halv snes virksomheder inden for metal og servicevirksomheder vurderes repræsentanternes indflydelse til middel indflydelse på en skala gående fra meget stor til meget lille indflydelse.
According to the latest study (see Table 3, p. 39) covering a dozen or so concerns in the iron and metal-working industries and enterprises in the service sector, the influence of the representatives is assessed by the respondents to be "medium" on a scale going from "very great" to "very little" influence.
Med hensyn til vurderingen af samarbejdsudvalgenes funktion er der tale om en lidt mere positiv vurdering, hvilket kunne antyde, at forventningerne til udvalgene ikke så meget går i retning af indflydelse som andre forhold såsom trivsel og kommunikation (jf. også Lund og Jørgensen, 1971 ) .
With regard to the assessment of the function of the cooperation committees, the attitude is rather more positive, which seems to indicate that the expectations of the committees are centred not so much on influence as on other matters such as job satisfaction and communication (cf. also Lund and Jørgensen, 1971).
Blandt de forhold, der bidrager til at understøtte samarbejdsud valgenes virksomhed, skal nævnes såvel en intern som en ekstern faktor.
Both an internal and an external factor serve to support the activities of the cooperation committee.
Internt er det således betydningsfuldt, at samarbejdsudvalget benytter sig af muligheden for at nedsætte underudvalg af permanent eller midlertidig karakter.
Thus internally it is important that the cooperation committee should avail itself of the possibility of setting up sub-committees of a permanent or temporary nature.
En undersøgelse af samarbejdsud valgene inden for DA/LO området fra 1968 viste, at knap halvdelen af samarbejdsudvalgene havde anvendt et eller flere underudvalg i 1968 (Samarbejdsnævnet, 1972, s. 38).
A study of the cooperation committees in the area covered by the DEC and the DFTU in 1968 showed that just under half of the cooperation committees had set up one or more sub-committees by 1968 (Co-operation Board, 1972, p. 38).
Eksternt har det haft betydning for samarbejdsudvalgenes virksomhed, at de er blevet støttet af det af hovedorganisationerne etablerede paritetisk sammensatte samarbejdsnævn og dettes sekretariat.
Externally it has been of importance for the activities of co operation committees that they have been supported by the Cooperation Board set up by the main organizations and its Secretariat. This
Samarbejdsnævnets opgaver omfatter 1) at udføre oplysnings- og vejledningsarbejde til fremme af samarbejdet på virksomhederne, 2) at bistå med oprettelse af udvalg og 3) at fortolke samarbejds aftalen.
Board is composed of an equal number of representatives from both sides. The duties of the Cooperation Board include the following tasks: (1) maintaining an educational, advisory and development service in order to promote cooperation in the concerns; (2) assisting in the setting up of cooperation committes and guiding them in their work; and (3) interpreting the Agreement on Cooperation.
Samarbejdsnævnets fortolkning af aftalen blev bl.a. aktuel i relation til forholdet mellem samarbejdsaftalen og loven om ar bejdsmiljø .
Interpretation of the Agreement by the Cooperation Board came to be of importance in the discussion concerning the Agreement on Cooperation and its relationship to the Working Environment Act.
I forbindelse med den økonomiske krise kunne nan forvente, at virksomhedens ledelse blev mere optaget af rent forretningsmæssige aktiviteter til skade for samarbejdsudvalgene.
In connection with the recession it seems reasonable to expect that the management of a concern would be more interested in purely commercial activities to the detriment of the work of the cooperation committees.
Her er det samarbejdsnævnets (1977, s. 10) opfattelse, at det bliver "stadigt mere almindeligt, at samarbejdsudvalget medvirker i de forskellige til pasninger, der er nødvendige for virksomheder i vanskeligheder som følge af krisen.
In this respect it is the opinion of the Cooperation Board (1977, p. IO) that it is becoming "increasingly common that the cooperation committee participates in the various adjustment procedures that are necessary for concerns experiencing difficulties as a result of the crisis.
Det samme gør sig gældende i mere positive sammenhænge, hvor virksomhederne står over for større omlægninger og ændringer".
The same applies - albeit in more positive contexts - where the concerns are facing substantial restructuring and changes".
Sikkerhedsorganisation
The Safety Service
Det var først med arbejderbeskyttelsesloven af 1954, at de under ordnede ansatte fik en ret og pligt til at vælge sikkerhedsrepræsentanter og indtræde i en sikkerhedstjeneste, hvori også arbejds ledere og ledelse skulle være repræsenteret.
It was not until the passing of the Safety and Health at Work Act 1954 that the subordinate employees got the right - and the duty -to elect safety representatives and to participate in a safety service in which supervisors and management should also be represented.
I 1962 kunne arbejds tilsynet melde om ca. 500 sikkerhedstjenester i Danmark (Rieper, 1977, s. 210).
In 1962 the Directorate of Labour Inspection reported that there were approximately 500 safety services in Denmark (Rieper, 1977, p. 210).
En væsentlig udvidelse af virksomhedernes sikkerhedsorganisation skete ved en ændring af arbejderbeskyttelseslovgivningen i 1972.
An important expansion of the safety service system took place as a result of the passing of an amended Safety and Health at Work Act in 1972.
Herefter skulle virksomheder med 10 beskæftigede og derover inden
In pursuance of this Act, concerns with 10 employees or more in industrial and craft enterprises, etc. are required to set up such
Indenfor hvert arbejdslederområde danner arbejdslederen og én af de ansatte valgt sikkerhedsrepræsentant en sikkerheds gruppe.
In each supervisory area the supervisor and a safety representative elected by the employees make up a safety group.
I virksomheder med 20 ansatte eller derover oprettes et sikkerhedsudvalg omfattende virksomhedens leder, 2 arbejdsledere og 2 sikkerhedsrepræsentanter.
In concerns with 20 employees or more a safety committee must be set up consisting of the manager of the concern, two supervisors and two -safety representatives.
Med vedtagelsen af arbejdsmiljøloven af 1975, der trådte i kraft i 1977, fastholdtes disse regler for sikkerhedsorganisation. Som noget nyt medtages de små virksomheder med 19 ansatte, hvor ar bejdet for sikkerhed og sundhed skal ske ved personlig kontakt mellem arbejdsgiveren, eventuelle arbejdsledere og de øvrige an satte .
These rules relating to the safety service are also incorporated in the new Working Environment Act, 1975, which came into force in 1977 and pursuant to the new Act small concerns also are covered by the regulations; in firms with from one to nine employees the health and safety services are required to operate by means of personal contact between the employer, supervisors (where applicable) and the remaining employees.
Arbejdsmiljøloven af 1975 er en rammelov.
The Working Environment Act, 1975, is a framework law.
De gældende regler om virksomhedernes sikkerheds- og sundhedsarbejde er fastlagt af ar bejdsministeren i en bekendtgørelse fra 1978.
The currently applicable rules on health and safety in companies were laid down in an Order issued by the Ministry of Labour in 1978.
Ifølge denne be kendtgørelse kontrollerer sikkerhedsgruppen "sikkerheden og sundheden i det daglige og er med til at planlægge arbejdsgange og arbejdsmetoder, ombygninger, indkøb af stoffer og materialer, maskiner og andet, der kan have betydning for sikkerhed og sundhed på arbejdspladsen. ...Sikkerhedsudvalget leder og planlægger hele virksomhedens sikkerheds- og sundhedsarbejde.
In accordance with that Order the safety group is responsible for "health and safety from day to day and assisting with the planning of processes and methods of work, alterations to premises, purchase of materials and machinery and anything else that may affect health and safety at the place of work .... The safety committee shall direct and plan health and safety throughout the firm.
Det har så ledes en overordnet koordineringsfunktion i relation til sikkerhedsgrupperne".
It shall consequently exercise a responsible coordinating function in relation to the safety groups".
(Arbejdstilsynet, 1980, s. 34).
(Directorate of Labour Inspection, 1980, pp. 34).
Loven foreskriver således et miljø, der ikke blot udelukker ulykker og øjeblikkelig sygdom, men også "påvirkninger i arbejdet, som fysisk eller psykisk virker skadeligt på helbredet i det lange løb" (Christiansen og Falk, 1976, s. 6).
Thus the Act prescribes an environment such as will exclude not only the danger of accidents and sudden attacks of sickness but also "work factors having a detrimental effect on health in the long term as
I kraft af arbejdsmiljølovens karakter af rammelov er der udstedt en række bekendtgørelser, som det dog ville føre for vidt at omtale i denne sammenhæng.
In line with the Act's function as a framework law a number of Orders have been issued under it but it would take up too much space to discuss these here.
Effekten af den nye arbejdsmiljølov er endnu ikke blevet under søgt.
The effect of the new Act has not been considered yet.
8 og sikkerhedsarbejdets almindelige vilkår blevet vurderet i to undersøgelser udført af henholdsvis Socialforskningsinstituttet og Olaf Rieper (1975) .
On the other hand, the expansion of the safety service system since 1972 and the general conditions of the health and safety work were examined in two studies prepared by the Danish National Institute of Social Research (Socialforskningsinstitut) and Olaf Rieper respectively (1975).
Socialforskningsinstituttets undersøgelse blev udført i 1973 og omfatter 253 virksomheder inden for DA's område.
The study prepared by the Danish National Institute of Social Research was carried out in 1973 and covers 253 concerns attached to the Danish Employers' Confederation.
Den viste, at andelen af virksomheder med sikkerhedsorganisation var stigende fra 36 pet af virksomheder med 10-50 ansatte til 95 pet af virksomhederne med over 200 ansatte (Arbejdsmiljøgruppen, 1974, s. 173) Af virksomhederne med sikkerhedsorganisation oplyste ca. 10 pet at have problemer med denne.
It showed that the proportion of concerns with a safety service was on the increase from 36 per cent of firms with from 10 to 50 employees to 95 per cent of firms with more than 200 employees (Arbejdsmiljøgruppen = Working Environment Group, 1974, p.
Først og fremmest på grund af de an sattes manglende forståelse for sikkerhedsarbejdet.
173) Approximately 10 per cent of the concerns with a safety service stated that they had problems with it, first and foremost as a result of the lack of understanding on the part of employees in regard to safety and health work.
Riepers undersøgelse omfattede kun 5 virksomheder med fra ca. 50 til ca. 1200 ansatte.
Rieper*s study covered only five concerns with from 50 to approximately 1200 employees.
Tre af disse virksomheder havde haft en sikkerhedstjeneste før 1972.
Three of these had a safety service prior to 1972.
Med hensyn til indflydelse viste under søgelsen, at sikkerhedsrepræsentanterne ikke følte, at de havde større problemer med at få sikkerhedssager igennem, og at de der for var tilfredse med deres sikkerhedsmæssige indflydelse.
As regards the question of influence, the study showed that the safety representatives did not feel that they had any significant problems in having their proposals relating to health and safety accepted and they were satisfied with their influence on safety.
Sikkerhedsarbejdet er imidlertid begrænset til de mindre sager på værkstedet.
However, health and safety work is limited to minor matters in the place of work and the safety representatives felt that they had no appreciable degree of
Sikkerhedsrepræsentanterne oplevede således ikke at have nogen væsentlig grad af indflydelse via sikkerhedsudvalget, hvor større sager kunne være taget op (s. 62-63 & 70-71). Årsagerne til at sikkerhedsarbejdet er begrænset til de daglige sikkerhedssager fandt Rieper i sikkerhedsrepræsentanternes bundethed af deres arbejdsrolle.
1 I influence via the safety committoo, which is the proper forum for taking up more important matters touching on safety (pp. 62-63 and 70-71).
Manglende opbakning fra arbejdskammeraternes side med hensyn til sikkerhedskrav til ledelsen.
Rieper found that the reasons for the fact that health and safety work is limited to ordinary problems arising in the daily work stem from the circumstance that the safety representatives are restricted by their role at work.
Manglende initiativ fra ledelsesside, ligesom hvervet som ledelsesrepræsentant i sikkerhedsudvalget typisk var overdraget en ikke-topleder, der varetog det som et bijob (s. 70-71).
They suffered from a lack of backing from their fellow workers with regard to safety demands placed before the management, from lack of initiative on the management side, and from the fact that the management representative on the safety committee was typically an executive below top level, who would normally hold the post as an extra job (pp. 70-71).