Two discussions a month without management supervision. In terms of staff management, Lidl, second largest discounter in Germany after Aldi, seems like the sector’s “black sheep” for spying on its employees and preventing, several times, the election of works councils. Thus, in spite of its important workforce (50,000 employees in Germany), the discounter only has a dozen WCs. In the present case, Ver.di pressed charges against Lidl at the Stuttgart labor court to get wider access conditions in Lidl’s 86 subsidiaries, which employ over 1,200 employees in Kirchheim/Teck. However, the court of first instance dismissed its complaint. Verdi lodged an appeal with the labor court of the Land of Bade-Wurttemberg. Verdi says that, on April 15th, the parties put a term to their conflict via an amicable agreement. This agreement allows two Ver.di representatives to go to Lidl subsidiaries twice a month to try and recruit new members. The discussion cannot last more than 30 minutes. It can only take place in selling areas. Resting areas will be closed to unionists, who will have to send a notice fax to the management three days earlier. However, Lidl cannot impose the presence of a manager during the meeting between employees and union representatives.
wever, the court of first instance dismissed its complaint. Verdi lodged an appeal with the labor court of the Land of Bade-Wurttemberg. Verdi says that, on April 15th, the parties put a term to their conflict via an amicable agreement. This agreement allows two Ver.di representatives to go to Lidl subsidiaries twice a month to try and recruit new members. The discussion cannot last more than 30 minutes. It can only take place in selling areas. Resting areas will be closed to unionists, who wil
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