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And in germany the employees councils can do a lot, but very much not negotiate about wages - unions only. (And this does actually go back to beginning of the twenties, like a lot of german labour laws)
a) There is collective bargaining agreement
b) Genuine unions are to weak to force one
c) The employer or a employers association seeks themselves a union and negotiate a agreement
d) In the individual agreements with employees a new clause incorporating the collective agreement is inserted
(It is probably a high fluctuations sector anyway or you can use move the employees to sign new treaties - no union they can complain too)
e) The individual agreement makes the collective agreement legally binding (It would be binding for union members of the contracting union anyway, but we assume few exists)
I can't use "contract"?
Fake unions play a role in temporary work: These slave traders must pay the same wage as the company where the slaves actually work IF THEY DON'T HAVE AN AGREEMENT OF THEIR OWN. So they have fake agreements with fake unions. They get away with it, because so few temp workers are organised in real unions
Worker councils are elected in the companies, but they don't do bargaining and they are banned by law from calling to strike.
You could change the labor laws and then they would have to on strike anyway. Like they just do.
A strike fund and organisation percentage large enough to support participation in a one-month general strike seems like a good benchmark to aim for.
Not that you will ever actually want to do a one-month general strike. But you have to be able to, for the same reason you have to be able to impose hard currency rationing and price controls, even if you don't ever want to actually do it.
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