[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:de-de\u002Farbeiten-in-deutschland\u002Ftarifvertrag\u002Fglobal-framework-agreement-on-principles-of-social-responsibility-for-the-rheinmetall-group-2018":3},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":23,"data":31,"children":101,"content_type_view":102,"extra_breadcrumbs":103,"body":105,"body_blocks":116,"related_pages":120},3505,"tarifvertrag","Tarifvertrag",null,"","\u002Fde-de\u002Farbeiten-in-deutschland\u002Ftarifvertrag","collective_agreements.collectiveagreementoverview","de_DE","2025-08-12T18:41:12.273027+00:00","2026-04-02T08:57:20.720180+00:00","\u002Fcms\u002Fpages\u002F3505\u002Fedit\u002F",[16,19,22],{"title":17,"slug":18},"Deutschland","de-de",{"title":20,"slug":21},"Arbeiten in Deutschland","arbeiten-in-deutschland",{"title":6,"slug":5},{"title":6,"description":8,"image":24,"canonical":25,"robots":26,"og_type":27,"twitter_card":28,"locale":18,"created_at":29,"last_modified_at":30},"https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fde-de\u002Farbeiten-in-deutschland\u002Ftarifvertrag\u002F","index, follow","website","summary_large_image","2025-08-12T20:41:12.273027+02:00","2026-04-02T10:57:20.890821+02:00",{"cba":32,"clauses":43,"details":99,"translations":100},{"id":33,"uid":34,"url":35,"name":36,"locale":11,"override_title":8,"title":37,"browser_title":38,"browser_description":39,"text":40},"global-framework-agreement-on-principles-of-social-responsibility-for-the-rheinmetall-group-2018","ef990046-bb9c-11ea-b69b-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fgermany\u002Fglobal-framework-agreement-on-principles-of-social-responsibility-for-the-rheinmetall-group-2018\u002Fglobal-framework-agreement-on-principles-of-social-responsibility-for-the-rheinmetall-group-2018\u002F","Global Framework Agreement on Principles of Social Responsibility for the Rheinmetall Group, 2018","Global Framework Agreement on Principles of Social Responsibility for the Rheinmetall Group, 2018 - 2018","Germany - Global Framework Agreement on Principles of Social Responsibility for the Rheinmetall Group, 2018 - 2018","Global Framework Agreement on Principles of Social Responsibility for the Rheinmetall Group, 2018 - 2018 - Verarbeitendes Gewerbe",{"name":41,"data":42},"Rheinmetall Group 2018.html","\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New5\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>Global Framework Agreement on Principles of Social Responsibility for the\nRheinmetall Group, 2018\u003C\u002Fh1>\n\n\u003Ch3>Preamble\u003C\u002Fh3>\n\n\u003Cp>Rheinmetall is an internationally operating high-tech group specialising in\nmobility and security. The company is among the one hundred largest listed\ncorporations in Germany. The companies of the Rheinmetall Group operate\nglobally and are, by virtue of the Group's global production sites, embedded in\nthe economic, environmental, social, legal and political systems of various\ncountries and regions. The company is committed to its social responsibility,\nfree world trade and fair competition as well as legal, sustainable, ethical\nand socially responsible conduct.\u003C\u002Fp>\n\n\u003Cp>Sustainable business has always been an integral part of business and\nproduction processes and helps securing the long-term viability of the company,\nwhich can look back at a successful history of more than 125 years.\u003C\u002Fp>\n\n\u003Cp>The Rheinmetall Group's approach is to take the interests of shareholders,\nemployees, customers and other stakeholders as well as environmental and social\naspects into account to the greatest extent possible in the pursuit of its\nstrategic and corporate objectives. With this Framework Agreement, the Board of\nManagement of Rheinmetall AG, the European Works Council of Rheinmetall AG, and\nIndustriALL Global Union lay down their common principles of social\nresponsibility.\u003C\u002Fp>\n\n\u003Cp>The Rheinmetall Group\u003C\u002Fp>\n\n\u003Cp>•welcomes initiatives fostering responsible business in the ongoing\nprocess of internationalisation that the company is undergoing and the\nincreasing globalisation of the economy.\u003C\u002Fp>\n\n\u003Cp>•recognises the United Nations Universal Declaration of Human Rights in\nits entirety.\u003C\u002Fp>\n\n\u003Cp>•is, under this Agreement, oriented towards the core and social standards\nof the International Labour Organisation (ILO). When national regulations,\nindustry standards or this Agreement address the same subject matter, the\nstricter provisions shall always apply unless the action associated therewith\nwould be unlawful.\u003C\u002Fp>\n\n\u003Cp>•shall do its utmost to prevent the irreversible process of globalisation\nfrom causing personal anxieties and\u002For uncertainties among employees of the\nRheinmetall Group.\u003C\u002Fp>\n\n\u003Cp>•seeks to promote a positive perception of globalisation by means of\nglobally sustainable economic development and creation of new or preservation\nof existing jobs.\u003C\u002Fp>\n\n\u003Cp>•is convinced that social responsibility was and is an indispensable\nelement of value-oriented corporate management and an important factor in the\nlong-term success of the Rheinmetall Group. It is with this in mind that\nRheinmetall intends to make a contribution to social peace at its production\nsites and in the companies and to the prosperity of its employees in the\nfuture.\u003C\u002Fp>\n\n\u003Cp>In the future as well, the Rheinmetall Group can continue to set new\nstandards in the areas of mobility and security - fundamental needs of modern\nsociety - with innovative technological solutions, thereby continuously opening\nup growth and development potential for the company. In the interests of all\nstakeholders, Rheinmetall strives for sustainable business development based\nnot only on technological and economic efficiency, but entrepreneurial\nperformance as well.\u003C\u002Fp>\n\n\u003Cp>In the field of economic efficiency, social responsibility and\nsustainability, Rheinmetall does its utmost to combine economic, environmental\nand social aims and objectives with medium and long-term strategic and\noperational planning and day-to-day corporate decision-making.\u003C\u002Fp>\n\n\u003Cp>The Rheinmetall Group communicates the agreed-upon principles to employees,\ncustomers, suppliers, institutional interest groups and other stakeholders,\nexpressly encouraging them to apply and take account of the principles in their\nown corporate policies.\u003C\u002Fp>\n\n\u003Cp>The parties recognise and acknowledge their responsibility to the\nRheinmetall Group and its employees and are of the conviction that the\nprinciples laid down in this Agreement will make an important contribution to\nthe corporate culture and to better cooperation within the Rheinmetall Group\nacross departmental, hierarchical and national lines.\u003C\u002Fp>\n\n\u003Ch3>1Human rights\u003C\u002Fh3>\n\n\u003Ch3>1.1Human rights\u003C\u002Fh3>\n\n\u003Cp>The Parties are committed to the internationally recognised Universal\nDeclaration of Human Rights of the United Nations and shall support compliance\nwith the principles of this Declaration to the utmost of their abilities.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqpay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Ch3>1.2Equal opportunity and non-discrimination\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqpromotion\">\u003Cp>The Rheinmetall Group is committed to equal opportunity in the selection,\nhiring, employment, further advancement and promotion of employees and shall\nrefrain from any and all discrimination unless the action associated with such\nwould be unlawful.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Rheinmetall ensures that applicable laws on equal treatment are abided by.\nThe employees of the Rheinmetall Group respect all human beings, their personal\ndignity, their personal rights and their privacy. No individual may be unfairly\ntreated, placed at a disadvantage, harassed, excluded or afforded favourable\ntreatment as a result of their nationality, the colour of their skin, ethnic or\nsocial origin, marital or family status, pregnancy or maternity, their religion\nor belief, age, disability, physical constitution, appearance, sexual\norientation, world view or political opinion, gender or membership in a\npolitical party or employee representation or trade union body unless such\naction would be unlawful. Employees may not be treated differently unless the\nactions associated therewith would be unlawful.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1.3Respect, trust and transparency\u003C\u002Fh3>\n\n\u003Cp>Relationships between members of the Board of Management, managers and\nemployees are marked by respect, trust and transparency at all levels, in all\ndivisions and regions in the interest of attaining common corporate goals.\u003C\u002Fp>\n\n\u003Cp>Managers and employees contribute to a productive working atmosphere through\ntolerant, cooperative and considerate interaction with one another.\u003C\u002Fp>\n\n\u003Cp>The managers of the Rheinmetall Group set an example through their conduct\nat the workplace. They communicate actively and openly and treat their\nemployees fairly and with respect. They assign them responsibility to foster\ntheir development while acknowledging their achievements in an appropriate\nmanner.\u003C\u002Fp>\n\n\u003Cp>Human and cultural diversity constitutes an enrichment of cooperation and\nthe corporate culture. The traditions, customs and social values of the\nrespective cultures and countries in which the Rheinmetall Group conducts\nbusiness are taken into account in day-to-day operations.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sexualhar\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-violence\">\u003Ch3>1.4Protected work environment\u003C\u002Fh3>\n\n\u003Cp>Referring to ILO Convention 111, the parties are committed to protecting the\ndignity of all employees and allowing them to work in an inclusive and\nsupportive working environment free from undesired advances or immoral\npropositions, derogatory remarks, physical violence, verbal attacks,\npsychological coercion, visual harassment, inappropriate gestures and\ndisparaging behaviour such as harassment, intimidation, threats or bullying.\nIndications or evidence of misconduct shall be resolutely investigated while\nexhibiting due consideration for parties subject to harassment as well as\nwitnesses.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1.5Forced and child labour\u003C\u002Fh3>\n\n\u003Cp>The Rheinmetall Group rejects all forms of forced labour and does not use\nsuch methods in particular in recruiting workers, as a disciplinary measure, as\na punishment for participating in strikes or to practice ethnic, social,\nnational or religious discrimination (ILO Conventions 29 and 105).\u003C\u002Fp>\n\n\u003Cp>Child labour is prohibited (ILO Conventions 138 and 182). The minimum age of\nemployees is based on respective national laws or collective bargaining\narrangements provided that these do not fall below the minimum employment age\nlaid down in ILO Convention 138. The legal employment of young people must not\npose a threat to their physical and mental development.\u003C\u002Fp>\n\n\u003Ch3>2.Working conditions and employment\u003C\u002Fh3>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_government\">\u003Ch3>2.1Compensation\u002Fremuneration\u003C\u002Fh3>\n\n\u003Cp>The right to an appropriate remuneration is recognised for all employees.\nCompensation\u002Fremuneration and other benefits (social benefits, holidays, etc.)\nare based on the principle of fairness and comply at a minimum with respective\nnational statutory standards.\u003C\u002Fp>\n\n\u003Cp>If such is customary in the region, employees receive a written payroll\nstatement in text or digital form which lists all wages and additional benefits\nand any deductions in a specific and understandable manner upon payment of\ntheir wage. If such payroll statements are not customary in the region,\nemployees may receive such on request. In cases where employees have reading\nand comprehension difficulties, a verbal explanation is provided.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MAXHOURS_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch3>2.2Working time\u003C\u002Fh3>\n\n\u003Cp>Rheinmetall acts to ensure compliance with national regulations and\nagreements on working hours and regular paid holidays. Working hours, including\novertime, may not exceed the maximum working hours permitted by law and\u002For\ncollective bargaining agreements in the respective countries.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2.3Sustainable employment\u003C\u002Fh3>\n\n\u003Cp>Rheinmetall recognises the importance of a safe and secure workplace and\nsustainable, direct and permanent employment. Rheinmetall strives to ensure\nthat all work is performed in accordance with the applicable legal framework\nand exerts its influence on the commissioned external third parties.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-code_application\">\u003Ch3>2.4Occupational health and safety\u003C\u002Fh3>\n\n\u003Cp>Occupational health and safety have the highest priority. Rheinmetall\nensures occupational safety and health protection at the workplace within the\nframework of national regulations and\u002For in accordance with the Agreement on\nHealth Management applicable to European Group companies (to the extent that it\ncontains stricter arrangements) and supports continuous further development to\nimprove the world of work, in particular the safety of employees.\u003C\u002Fp>\n\n\u003Cp>Managers, company and trade union employee representatives play a decisive\nrole in practical implementation at production sites of the Rheinmetall Group.\nIn this context, existing committees for occupational health and safety,\nsecurity specialists, company physicians and the Health Management Steering\nCommittees cooperate closely.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Ch3>2.5Training\u003C\u002Fh3>\n\n\u003Cp>The skills and know-how of Rheinmetall's employees at all its sites around\nthe world are of paramount importance to the company's future. Rheinmetall\ntherefore supports and encourages measures to train its employees.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>2.6Environmental protection\u003C\u002Fh3>\n\n\u003Cp>The Rheinmetall Group's products and services will continue to be\nenvironmentally sustainable. Protecting the environment and improving living\nand environmental conditions are key corporate objectives of the Rheinmetall\nGroup. In order to attain and comply with European and international\nenvironmental standards, we cooperate with local institutions and associations\nin charge.\u003C\u002Fp>\n\n\u003Ch3>3Role of employee representatives and trade union rights\u003C\u002Fh3>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Ch3>3.1Freedom of association\u002Fright to collective bargaining\u003C\u002Fh3>\n\n\u003Cp>Referring to ILO Convention 87, the right of employees of the Rheinmetall\nGroup to form, join and be active in trade unions of their choice is\nacknowledged. The practical application of these rights depend on national\nlaws, collective bargaining agreements and customs.\u003C\u002Fp>\n\n\u003Cp>Rheinmetall and employee and trade union representatives should adhere to\nfundamental democratic principles to ensure that employees can make a free and\nfair decision as to whether they want to form a body to represent their\ninterests or join a body representing their interests and that in such cases\nemployees can freely decide in favour of a representative of their own choice.\nThe company and its managers must conduct themselves in a neutral manner and\nmust not influence the free choice of employees by exerting pressure or\nintervening in any other undue manner. This does not apply to the rights of the\ncompany with regard to the management and operation of the company (e.g.\nstructure and design of working conditions) provided that the measures of the\ncompany as such are not intended to obstruct trade union organisation.\u003C\u002Fp>\n\n\u003Cp>The Rheinmetall Group is guided by ILO Convention 98 and accepts the freedom\nto engage in collective bargaining and the results produced by collective\nbargaining based on national regulations that affect the respective Rheinmetall\nGroup company.\u003C\u002Fp>\n\n\u003Cp>After consultation with the management in charge, the Parties to the\nAgreement are granted access to production sites if such is in compliance with\nnational statutory requirements and is customary in the region.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>3.2Constructive cooperation\u003C\u002Fh3>\n\n\u003Cp>The companies of the Rheinmetall Group, the employees and company and trade\nunion employee representatives work together openly and in a spirit of\nconstructive and cooperative settlement of conflicts while safeguarding the\ninterests of both sides. It is endeavoured to strike a fair balance between the\neconomic interests of the Rheinmetall Group along with its respective companies\nand the interests of its employees.\u003C\u002Fp>\n\n\u003Ch3>4.Execution and implementation\u003C\u002Fh3>\n\n\u003Ch3>4.1Scope\u003C\u002Fh3>\n\n\u003Cp>These principles of social responsibility apply to all Rheinmetall Group\ncompanies in Germany and abroad in which Rheinmetall has industrial leadership.\nRheinmetall also does its utmost to ensure that the agreed-upon principles of\nsocial responsibility are applied in their entirety and that comparable rules\nof conduct are introduced even at companies in which Rheinmetall does not\nexercise industrial control or in which it holds a minority interest.\u003C\u002Fp>\n\n\u003Cp>The principles of social responsibility obligate managers and employees at\nall levels to accept, comply with and foster the agreed principles.\nResponsibility lies with the management of the respective business units and,\nwherever present, employee representatives and the Parties to the Agreement.\u003C\u002Fp>\n\n\u003Ch3>4.2Communication of the principles of social responsibility\u003C\u002Fh3>\n\n\u003Cp>The principles are communicated to all management, employees and employee\nrepresentatives throughout the Group in an appropriate form. They can be viewed\nat any time by any and all employees as well as by external third parties on\nthe Intranet, Internet and through permanent posting. This means not least that\nthese principles are translated into all languages spoken at Rheinmetall Group\nsites.\u003C\u002Fp>\n\n\u003Cp>Information and communication measures to inform employees as well as\ntraining courses for plant managers and employee representatives are discussed\nwith employee representatives at the sites and implemented or carried out\njointly.\u003C\u002Fp>\n\n\u003Ch3>4.3Respect for and adherence to the principles of social responsibility by\nbusiness partners\u003C\u002Fh3>\n\n\u003Cp>The Rheinmetall Group undertakes to communicate this Agreement to its\nsubsidiaries, joint ventures and business partners. It encourages them also to\napply the principles contained in this Agreement.\u003C\u002Fp>\n\n\u003Cp>Compliance with the principles contained in this Agreement should be taken\ninto account in the selection and evaluation of suppliers, subcontractors and\nservice providers.\u003C\u002Fp>\n\n\u003Cp>If these principles, fundamental labour standards or health and safety\nrequirements are violated, Rheinmetall Group should consider taking steps\nagainst the respective company concerned.\u003C\u002Fp>\n\n\u003Ch3>4.4Reporting misconduct and violations\u003C\u002Fh3>\n\n\u003Cp>Employees and their employee representatives have the right to report\nproblems, misconduct and alleged or actual violations of the agreed principles\nto management, local employee representatives, the European Works Council or\nIndustriALL Global Union in writing or verbally. Information may also be sent\nconfidentially to compliance officers at the companies or anonymously via the\nelectronic whistle-blower system or the ombudsman. Protection of\nwhistle¬blowers is to be ensured; they must not suffer any disadvantages.\u003C\u002Fp>\n\n\u003Ch3>4.5Treatment of violations\u003C\u002Fh3>\n\n\u003Cp>Indications of observed suspicious incidents, misconduct or violations of\nrules are resolutely investigated without prejudice and with the diligence\nwarranted.\u003C\u002Fp>\n\n\u003Cp>In the event of justified complaints, those persons in charge on site will\nfirst consult over suitable measures to remedy the situation. They are to\nexplore all possibilities for a local settlement of the conflict.\u003C\u002Fp>\n\n\u003Cp>Confidentiality and discretion are of paramount importance.\u003C\u002Fp>\n\n\u003Ch3>4.6Information and consultation regarding violations\u003C\u002Fh3>\n\n\u003Cp>In the event of complaints or information of fundamental importance which\ncannot be resolved by options at the local level, Rheinmetall Group will follow\nup on the information and involve Rheinmetall AG's Labour Director.\u003C\u002Fp>\n\n\u003Cp>The Rheinmetall Group will notify the Executive Committee of the European\nWorks Council about any such complaints and information in good time before the\nnext meeting of the Executive Committee of the European Works Council. In such\na case, Rheinmetall Group and the Executive Committee of the European Works\nCouncil will consult with each other and exchange proposals for a solution.\u003C\u002Fp>\n\n\u003Cp>This exchange is to take place at a meeting of the Executive Committee of\nthe European Works Council and may be attended by IndustriALL Global Union,\nusually represented by the trade union European Works Council coordinator.\u003C\u002Fp>\n\n\u003Cp>The Labour Director of Rheinmetall AG is required to inform IndustriALL\nGlobal Union about the items discussed at the Executive Committee meeting\nimmediately after the meeting.\u003C\u002Fp>\n\n\u003Cp>In a spirit of cooperation based on trust and confidence, the parties\ninvolved shall refrain from public disclosure of the information.\u003C\u002Fp>\n\n\u003Ch3>5.Final provisions\u003C\u002Fh3>\n\n\u003Cp>5.1The parties agree that any and all differences arising from the\ninterpretation and implementation of this Agreement will be reviewed jointly\nwith the aim and objective of arriving at a solution.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_end\">\u003Cp>5.2The Agreement shall enter into force at the point in time at which it is\nsigned. It remains in force until one of the Contracting Parties terminates the\nAgreement. The other parties shall be notified about the termination in writing\nwithin a period of three calendar months prior to the end of a month.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>5.3The Agreement shall lose its validity effective immediately after expiry\nof the period of notice.\u003C\u002Fp>\n\n\u003Cp>5.4No individual claims or third-party claims may be derived from this\nAgreement. This also applies to the Parties to this Agreement, i.e. this\nAgreement shall not take on any legal effect with regard to the relationship\nbetween the Parties.\u003C\u002Fp>\n\n\u003Cp>5.5In case of questions regarding the interpretation of the contents of this\nagreement, the German version shall prevail.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Done at Dusseldorf on_________________\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>For the Board of Management:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Peter Sebastian Krause \u003C\u002Fp>\n\n\u003Cp>Manager Human Resources \u003C\u002Fp>\n\n\u003Cp>Labour Director\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-casignemployees\">\u003Cp>For the European Works Council\u003C\u002Fp>\n\n\u003Cp>Reinhard Muller \u003C\u002Fp>\n\n\u003Cp>Chairman of the European Works Council\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbamemtrad\">\u003Cp>On behalf of IndustriALL Global Union\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>________________________\u003C\u002Fp>\n\n\u003Cp>Secretary General\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"cbadate_end":44,"casignemployees":48,"cbamemtrad":52,"trainingprogrammes":55,"healthandsafetypolicy":59,"code_application":63,"eqpay":65,"discrimination":69,"eqpromotion":71,"sexualhar":75,"violence":79,"MAXHOURS_trigger":81,"PAIDLEAV_trigger":85,"TRADEUNLEAV_trigger":87,"LOWWAGE_trigger":91,"LOWWAGE_government":95,"OVERTIME_trigger":97},{"bindId":45,"name":46,"text":47},"cbadate_end","5.2The Agreement shall enter into force ","5.2The Agreement shall enter into force at the point in time at which it is\nsigned. It remains in force until one of the Contracting Parties terminates the\nAgreement. The other parties shall be notified about the termination in writing\nwithin a period of three calendar months prior to the end of a month.",{"bindId":49,"name":50,"text":51},"casignemployees","For the European Works Council Reinhard ","For the European Works Council\n\nReinhard Muller \n\nChairman of the European Works Council",{"bindId":53,"name":54,"text":54},"cbamemtrad","On behalf of IndustriALL Global Union",{"bindId":56,"name":57,"text":58},"trainingprogrammes","2.5Training The skills and know-how of R","2.5Training\n\nThe skills and know-how of Rheinmetall's employees at all its sites around\nthe world are of paramount importance to the company's future. Rheinmetall\ntherefore supports and encourages measures to train its employees.",{"bindId":60,"name":61,"text":62},"healthandsafetypolicy","2.4Occupational health and safety Occupa","2.4Occupational health and safety\n\nOccupational health and safety have the highest priority. Rheinmetall\nensures occupational safety and health protection at the workplace within the\nframework of national regulations and\u002For in accordance with the Agreement on\nHealth Management applicable to European Group companies (to the extent that it\ncontains stricter arrangements) and supports continuous further development to\nimprove the world of work, in particular the safety of employees.\n\nManagers, company and trade union employee representatives play a decisive\nrole in practical implementation at production sites of the Rheinmetall Group.\nIn this context, existing committees for occupational health and safety,\nsecurity specialists, company physicians and the Health Management Steering\nCommittees cooperate closely.",{"bindId":64,"name":61,"text":62},"code_application",{"bindId":66,"name":67,"text":68},"eqpay","1.2Equal opportunity and non-discriminat","1.2Equal opportunity and non-discrimination\n\nThe Rheinmetall Group is committed to equal opportunity in the selection,\nhiring, employment, further advancement and promotion of employees and shall\nrefrain from any and all discrimination unless the action associated with such\nwould be unlawful.\n\nRheinmetall ensures that applicable laws on equal treatment are abided by.\nThe employees of the Rheinmetall Group respect all human beings, their personal\ndignity, their personal rights and their privacy. No individual may be unfairly\ntreated, placed at a disadvantage, harassed, excluded or afforded favourable\ntreatment as a result of their nationality, the colour of their skin, ethnic or\nsocial origin, marital or family status, pregnancy or maternity, their religion\nor belief, age, disability, physical constitution, appearance, sexual\norientation, world view or political opinion, gender or membership in a\npolitical party or employee representation or trade union body unless such\naction would be unlawful. Employees may not be treated differently unless the\nactions associated therewith would be unlawful.",{"bindId":70,"name":67,"text":68},"discrimination",{"bindId":72,"name":73,"text":74},"eqpromotion","The Rheinmetall Group is committed to eq","The Rheinmetall Group is committed to equal opportunity in the selection,\nhiring, employment, further advancement and promotion of employees and shall\nrefrain from any and all discrimination unless the action associated with such\nwould be unlawful.",{"bindId":76,"name":77,"text":78},"sexualhar","1.4Protected work environment Referring ","1.4Protected work environment\n\nReferring to ILO Convention 111, the parties are committed to protecting the\ndignity of all employees and allowing them to work in an inclusive and\nsupportive working environment free from undesired advances or immoral\npropositions, derogatory remarks, physical violence, verbal attacks,\npsychological coercion, visual harassment, inappropriate gestures and\ndisparaging behaviour such as harassment, intimidation, threats or bullying.\nIndications or evidence of misconduct shall be resolutely investigated while\nexhibiting due consideration for parties subject to harassment as well as\nwitnesses.",{"bindId":80,"name":77,"text":78},"violence",{"bindId":82,"name":83,"text":84},"MAXHOURS_trigger","2.2Working time Rheinmetall acts to ensu","2.2Working time\n\nRheinmetall acts to ensure compliance with national regulations and\nagreements on working hours and regular paid holidays. Working hours, including\novertime, may not exceed the maximum working hours permitted by law and\u002For\ncollective bargaining agreements in the respective countries.",{"bindId":86,"name":83,"text":84},"PAIDLEAV_trigger",{"bindId":88,"name":89,"text":90},"TRADEUNLEAV_trigger","3.1Freedom of association\u002Fright to colle","3.1Freedom of association\u002Fright to collective bargaining\n\nReferring to ILO Convention 87, the right of employees of the Rheinmetall\nGroup to form, join and be active in trade unions of their choice is\nacknowledged. The practical application of these rights depend on national\nlaws, collective bargaining agreements and customs.\n\nRheinmetall and employee and trade union representatives should adhere to\nfundamental democratic principles to ensure that employees can make a free and\nfair decision as to whether they want to form a body to represent their\ninterests or join a body representing their interests and that in such cases\nemployees can freely decide in favour of a representative of their own choice.\nThe company and its managers must conduct themselves in a neutral manner and\nmust not influence the free choice of employees by exerting pressure or\nintervening in any other undue manner. This does not apply to the rights of the\ncompany with regard to the management and operation of the company (e.g.\nstructure and design of working conditions) provided that the measures of the\ncompany as such are not intended to obstruct trade union organisation.\n\nThe Rheinmetall Group is guided by ILO Convention 98 and accepts the freedom\nto engage in collective bargaining and the results produced by collective\nbargaining based on national regulations that affect the respective Rheinmetall\nGroup company.\n\nAfter consultation with the management in charge, the Parties to the\nAgreement are granted access to production sites if such is in compliance with\nnational statutory requirements and is customary in the region.",{"bindId":92,"name":93,"text":94},"LOWWAGE_trigger","2.1Compensation\u002Fremuneration The right t","2.1Compensation\u002Fremuneration\n\nThe right to an appropriate remuneration is recognised for all employees.\nCompensation\u002Fremuneration and other benefits (social benefits, holidays, etc.)\nare based on the principle of fairness and comply at a minimum with respective\nnational statutory standards.\n\nIf such is customary in the region, employees receive a written payroll\nstatement in text or digital form which lists all wages and additional benefits\nand any deductions in a specific and understandable manner upon payment of\ntheir wage. If such payroll statements are not customary in the region,\nemployees may receive such on request. In cases where employees have reading\nand comprehension difficulties, a verbal explanation is provided.",{"bindId":96,"name":93,"text":94},"LOWWAGE_government",{"bindId":98,"name":83,"text":84},"OVERTIME_trigger","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>Global Framework Agreement on Principles of Social Responsibility for the Rheinmetall Group, 2018 - 2018\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Anfangsdatum: → 2018-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n            \n                \u003Cdiv id=\"display-end_date\">Enddatum: → Ohne nähere Angaben\u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name Branche: → Verarbeitendes Gewerbe\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Öffentlicher\u002F privater Sektor: → In the private sector\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Abgeschlossen durch:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Name Firma: → \n                        \n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Namen der Gewerkschaften: → \n\n                \n                    \n                    \u003Cspan>\n                        \n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-casignemployees\">\n                Name andere Unterzeichner der Arbeitnehmerseite: → European Works Council\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n        \n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">Weiterbildung\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Trainingsprogramme → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Ausbildungen → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Arbeitgeber trägt zum Trainingsfond für Arbeitnehmer bei: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \n\n\n        \n\n        \n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">Themen der Geschlechtergleichstellung\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Gleicher Lohn für gleichwertige Arbeit: → Yes\u003C\u002Fdiv>\n         \u003Cdiv id=\"display-gender\">\n                Besondere Verweis auf Geschlechter zur Lohngleichheit: → Yes\u003C\u002Fdiv>\n         \u003Cdiv id=\"display-discrimination\">Klauseln zur Diskriminierung am Arbeitsplatz: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Gleiche Chancen der Beförderung für Frauen: → Yes\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Gleiche Möglichkeiten zur Weiterbildung und Umschulung für Frauen: → Yes\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Gewerkschaftlicher Vertantwortlicher für die Geschlechtergleichstellung am Arbeitsplatz → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Klauseln über sexuelle Belästigung am Arbeitsplatz: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Klauseln über Gewalt am Arbeitsplatz: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Sonderurlaub für Arbeitnehmer, die häuslicher Gewalt oder Gewalt durch den Intimpartner ausgesetzt sind: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Unterstützung für Arbeitnehmerinnen mit Behinderung: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Kontrolle der Gleichstellung der Geschlechter → No\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">Arbeitszeiten, Zeitpläne und Urlaub\u003C\u002Fh3>\n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-hoursovertimemax\">\n                Höchstgrenze für Überstunden: → -10.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Bezahlter Jahresurlaub: → -10.0 Tage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Bezahlter Jahresurlaub: → -10.0 Wochen\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Ruhezeit von mindestens einem Tag pro Woche vereinbart: → Yes\u003C\u002Fdiv>\n\n            \n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Bestimmungen zu flexiblen Arbeitszeitregelungen : → No\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">Löhne\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Löhne festgelegt anhand der Durchschnitte der Lohnskalen: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Bestimmung, dass die Mindestlöhne von der Regierung beachtet werden müssen: → Yes\u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Anpassung aufgrund steigender Lebenshaltungskosten: → \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Überstundenzuschläge:\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \u003Ch4>Essenscoupons\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Verpflegungszuschuss bereitgestellt: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Kostenfreier Rechtsbeistand → No\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[104],{"title":37,"slug":33},[106],{"type":107,"data":108},"call_to_action_body_block",{"title":109,"description":110,"variant":111,"link":112},"Tarifverträge vergleichen","Vergleichen Sie die Artikel der Tarifverträge in Deutschland zwischen einzelnen Sektoren, Themen und Ländern","dark",{"title":109,"url":113,"description":109,"rel":114,"type":115},"\u002Fde-de\u002Farbeiten-in-deutschland\u002Ftarifvertrag\u002Ftarifvertrage-vergleichen","follow","internal",[117],{"type":107,"data":118},{"title":109,"description":110,"variant":111,"link":119},{"title":109,"url":113,"description":109,"rel":114,"type":115},[]]