07.01.2019 Ι Alexander Liebler has been Germany’s youngest works council chairman for five weeks, at the age of 23. At the vacuum pump manufacturer Vacuubrand in Wertheim, a family business without a tariff, he wants to take care of the employees’ wishes.
We wanted to know about Alexander: why are you doing this? And how do you do that?
Alexander, you have been Chairman of the Works Council at VACUUBRAND for two weeks, at the age of 23. Why do you do that at all – Works Council Alexander Liebler: We founded the works council only a year ago. My predecessor, who has just stepped down from office, approached me then. He showed me newspaper articles about other companies in the region that have a works council and where collective agreements apply. In addition, there have been many changes in the company in the past few years and we want to participate in this. For example, there were start-up problems when introducing the automatic small parts warehouse. The works council intends to participate in new projects in the future and involve its colleagues. Sometimes it seems to be just little things which are of great importance to the employees: in the newly built indoor ship, radios should suddenly be banned before our works council time. It was clear to me: if we want to be heard and to be fairly involved, that can only be done with a works council and IG Metall.
But now you are even chairman. Why do you, of all people, as the youngest works council? I have always been involved with others in the sports club, the carnival club or the SPD in our community. When my predecessor resigned, I knew I had to take responsibility. I know almost all 250 employees here. During my training and later in development, I got around a lot. During my tours in the company colleagues always come to me, especially since I am chairman. Our employees want it to get better and your concerns to be heard. And I have a chance to make a difference.
What has to be improved at VACUUBRAND? We conducted a survey in June, which also showed surprising results – for better or for worse. By and large, our employees are not so dissatisfied; However, many employees want to be paid better and fairer. The wages here are sometimes very different. We are in some areas a lot below the metal tariff, although the company is doing very well. In addition, the employees want more qualification measures and a useful partial retirement model – by the way, the younger ones. We know that from the consultation hours that we offered during the survey in the works council office.
How did you then set up the works council? Did this happen smoothly? We had secret meetings with IG Metall in a garden shed. IG Metall itself or in pubs did not work, because some of us were afraid of being seen. Finally, we posted the invitation to the election meeting so it was then officially in accordance with the law. The employer did not put any obstacles in our way and acted fairly. But at the election meeting other candidates started with their own list. In the election, we as the IG Metall won a narrow majority of five to four seats.
How does the cooperation with the management work? At the moment the relationship is relaxed. The management thinks it’s great that I’m so young. The question is whether this will remain the case if, in the interests of the employees, I have to address grievances.
What are abuses that you want to talk about soon? As in the past, we are currently working in most production areas 45 hours a week due to the good order situation and delivery bottlenecks. This was arranged in consultation with us. However, some employees report that there is not enough work in their area. Next year we’ll have to take a closer look and check the exact capacity utilization and then make a suggestion. The regulation of the closing days in the context of the inventory before Christmas was not optimal in our view. That has to be better next year.
How did it come to the 45 hours? Could not this be remedied with new hires? Yes, this is difficult at our location, since there is almost full employment. It is therefore all the more important that we get more involved and strive for good working conditions and fair and comparable pay with local employers. We also have to demand more information as a basis for decision-making in the future. I notice that I still lack experience here. We also have to address this at the next meeting in January and take the opinions of our colleagues. I think we can not just tear down the world, we have to move forward together step by step.