Starting Friday, dockworkers in all Swedish ports will refuse to offload Teslas, cleaning crews will no longer clean showrooms, and mechanics won’t fix charging points as the labor dispute rages on.
While the vivid description is true, it’s probably better to describe the actual terms of the relationship.
Imagine going on a blind date (or job interview) and the potential partner says:
“I want full control over this relationship regardless of what is normal, acceptable or legal. I will pay you as much or little as I feel like. You must obey my every demand. I will decide your career. I will provide only the minimum required items and knowledge for you to fulfill your obligations to me. That’s my offer. Take it or leave it. Also, for your own sake, don’t mention these terms to anyone.”
Here in Sweden there’s no legally mandated minimum wage, nor is there any law requiring an employer to ever increase your wage. That’s all done through the CLA. The only valid case for not having a CLA in place, that I’ve seen, is if you’re self-employed.
Same in Denmark, however my union also doesn’t even have a minimum wage in the collective agreement, because it often results in a situation in which “minimum wage = maximum wage”, as is seen in the collective agreements that do have minimum wage, like retail.
The employer argument is: “This minimum is what a retailer should cost, even check your union. You want more? Just look, this is the price that we can get people to do it for in this sector. You do better? We didn’t ask for better. This is what we pay you for what we require of you.”
My union is against the EU-minimum wage law for this reason, because we honestly think we can do better and align better with the “danish model” by educating and letting workers know their worth.
The methodology is instead to provide wage information through statistics, courses in negotiation and always always always being open for constructive debate. Everything is negotiable. If a minimum is set, minimum is what you get. We want more and we do get more.
This method can be abused by employers, but I have yet to find one that actually knows their way around it to do so.
Edit: sorry for all the edits if anyone noticed the spelling mistakes.
Yeah there’s not one in mine either. The salaries tend to be set based on the general market rates. If I go to their website and look for my job I can check if my salary falls within the range it ought.
Props to Unionen. I know them only from the employer side, when my company fucks up, but they’re always ahead of what happened. All my coworkers in Sweden are in Unionen.
I wish we had more border crossing cooperation union wise. The current Tesla-shit-show shouldn’t be allowed by 3F to pass Danish borders. Tesla has been physically delivering the cars in ports in Denmark and driving cross Øresund. Should be stopped.
While the vivid description is true, it’s probably better to describe the actual terms of the relationship.
Imagine going on a blind date (or job interview) and the potential partner says:
“I want full control over this relationship regardless of what is normal, acceptable or legal. I will pay you as much or little as I feel like. You must obey my every demand. I will decide your career. I will provide only the minimum required items and knowledge for you to fulfill your obligations to me. That’s my offer. Take it or leave it. Also, for your own sake, don’t mention these terms to anyone.”
Here in Sweden there’s no legally mandated minimum wage, nor is there any law requiring an employer to ever increase your wage. That’s all done through the CLA. The only valid case for not having a CLA in place, that I’ve seen, is if you’re self-employed.
Same in Denmark, however my union also doesn’t even have a minimum wage in the collective agreement, because it often results in a situation in which “minimum wage = maximum wage”, as is seen in the collective agreements that do have minimum wage, like retail.
The employer argument is: “This minimum is what a retailer should cost, even check your union. You want more? Just look, this is the price that we can get people to do it for in this sector. You do better? We didn’t ask for better. This is what we pay you for what we require of you.”
My union is against the EU-minimum wage law for this reason, because we honestly think we can do better and align better with the “danish model” by educating and letting workers know their worth.
The methodology is instead to provide wage information through statistics, courses in negotiation and always always always being open for constructive debate. Everything is negotiable. If a minimum is set, minimum is what you get. We want more and we do get more.
This method can be abused by employers, but I have yet to find one that actually knows their way around it to do so.
Edit: sorry for all the edits if anyone noticed the spelling mistakes.
Yeah there’s not one in mine either. The salaries tend to be set based on the general market rates. If I go to their website and look for my job I can check if my salary falls within the range it ought.
Props to Unionen. I know them only from the employer side, when my company fucks up, but they’re always ahead of what happened. All my coworkers in Sweden are in Unionen.
I wish we had more border crossing cooperation union wise. The current Tesla-shit-show shouldn’t be allowed by 3F to pass Danish borders. Tesla has been physically delivering the cars in ports in Denmark and driving cross Øresund. Should be stopped.