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Codetermination in Germany
Codetermination in Germany is a concept that involves the right of workers to participate in management of the companies they work for.〔For historical development of codetermination in Germany, see E McGaughey, 'The Codetermination Bargains: The History of German Corporate and Labour Law' (2015) (LSE Legal Studies Working Paper No. 10/2015 )〕 Known as ''Mitbestimmung'', the modern law on codetermination is found principally in the ''Mitbestimmungsgesetz'' of 1976. The law allows workers to elect representatives (usually trade union representatives) for almost half of the supervisory board of directors. The legislation is separate from the main German company law Act for public companies, the ''Aktiengesetz''. It applies to public and private companies, so long as there are over 2000 employees. For companies with 500-2000 employees, one third of the supervisory board must be elected.
There is also legislation in Germany, known as the ''Betriebsverfassungsgesetz'', whereby workers are entitled to form Works Councils at local shop floor level.
==Goals of codetermination==
Views differ on the goals of codetermination in general. Some social reformers maintain that workers are not merely factory parts, but citizens with equal rights. The Prussian state aimed for a conciliatory policy between capital and labour, and worker committees were one way to involve and bind workers into a system, and avoid conflict. In return unions conceded objectives on the establishment of a socialist state.
Codetermination aims principally to give worker a voice in the company decisions. This means matters on organisation of the business, the conditions of work and the management of personal and economic decisions affecting the future of the company and jobs. Workers therefore choose Works council representatives and members of the board to represent them.
抄文引用元・出典: フリー百科事典『 ウィキペディア（Wikipedia）』
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