Neues Flugblatt verteilt!

Am 17., 18. und 21. Dezember wurde dieser Text auf Deutsch, Türkisch und Englisch vor dem Depot verteilt. Für mehr Information lest auch den Artikel davor und die früheren Texte auf Deutsch, Türkisch und Englisch:

DPD Duisburg zahlt zu wenig – das ist illegal!

Aushilfen/Minijobber*innen bekommen kein Geld, wenn sie krank sind oder Urlaub nehmen.

Wir haben aber die gleichen Rechte wie Festangestellte! Weil es illegal ist, dass nicht bezahlt wird, ist es möglich, DPD zur Zahlung zu zwingen. Dann werden unsere Verträge aber nicht verlängert.

Dies ist ein Kampf für unsere Rechte! Das Ziel ist, dass DPD sich an bestehende Gesetze hält.

Alle, die auf eine Verlängerung des Vertrags verzichten können, sollten ihr Geld einfordern! Wie das geht? Unterstützung und Rat gibt die unabhängige Betriebsgruppe „Paketdrohnen“.

Dpd Duisburg Aushilfe hakları ile ilgili illegal tutumundan vazgeçmiyor.

DPD Duisburg’da 450 € kadar çalışan (Aushilfe) arkadaşlar,izinli (Urlaub) yada hasta iken (Krank)
Paralarını alamıyorlar. Oysaki kanunen bizde Tamgün çalışan arkadaşlarla aynı haklara sahibiz.
Bu konu ile ilgili haklarını arayıp, DPD Duisburg’tan izin ve hastalık parası alan arkadaşlarımız var ama bu arkadaşlardan süreli iş sözleşmeleri olanların, sözleşmeleri uzatılmıyor.
DPD Duisburg’un iş kanunlarını ayaklaraltına alması ve hiçe sayması kabullenir bir durum deyildir.
Bu haklarınızı elde etmek için başvurularınızı zaman geçirmeden firmaya yapın, Paketdrohnen sayfası ile bağlantıya geçebilir gerekli yardımları ve bilgileri alabilirsiniz.

DPD Duisburg doesn’t pay enough – that’s illegal!

Temporary workers/“minijobber“ don’t get money if they are sick or go on holiday. Though we have the same rights as the permanent/full time employees! As it’s illegal that they don’t pay, it’s possible to force them to pay. In this case they don’t renew our contracts.

This is a fight for our rights! The first aim is to get DPD to stick to the law. All those who can abstain from the renewal of their contract should demand for their money! How to do that? Support and advice will be given by the independent workers group „Paketdrohnen“.


Minijob doesn’t mean: less rights!

If you are sick or on holiday you have the legal right to get paid!

Concerning industrial law there is no difference between temporary workers/“minijobber“ and permanent/full time employees. The only difference is the working time. If someone is doing a „minijob“ he is employed part time and the „Teilzeit- und Befristungsgesetz“ is the law in force.

Certainly at the DPD depot in Duisburg temporary workers only get money for time they have actually worked, even though continued payment of wages in case of illness or holiday are established in law! DPD cannot chose whether they pay or not!

What are the temporary workers entitled to?

As you can see on the web page of the „Minijobzentrale“ many things get ignored by DPD Duisburg. Beyond that the collective agreements determine some important things.

But let’s concentrate on the two subjects of illness and holiday:

According to § 3 des Entgeltfortzahlungsgesetzes DPD has to pay wages even if someone is sick. This right takes effect four weeks after your working contract starts and is in force up to six weeks of illness.

According to § 1 des Bundesurlaubsgesetzes DPD has to pay for everybody’s holiday. In one of the collective agreements 27 day are established. Of course part time workers get less, but all workers can go on holiday for the same time. If you are working less you have to take less holiday time to go on leave.

Besides that the collective agreement says that everybody gets 14€ for each day of holiday. Everybody should get this payment this month with the salary of may!

These two topics are the biggest problems of part time workers at DPD Duisburg. Most of them are calculating if they can afford to stay sick at home or to go on holiday. This can’t be! Part time workers are no day labourers! It’s sheer barefacedness that DPD doesn’t pay that money by themselves!

Soon on this blog we will publish an instruction on how part time workers can get their money from DPD. As this is established in law it will be possible!

Living in the depot?! When the boss calls me I’m already there!

Never to be late for work, no more long journeys to work and back home, the most brilliant wake up call one can imagine – thanks to the new DPD concept „living in the depot“ this will all be available!

How? We will all move in into the depot. Then the depot head can wake us up personally when we are needed. At any time we are ready to work in a few moments. This will save travelling expenses and wages and the depot will turn center of our life at last!

Shocked? But this isn’t far from reality! For many of us it’s usual that every day the time of clocking-on for the next day gets fixed every day anew. Then we find out only at the end of our working time about when we do have to return the next day. Whoever has to go through this knows well the consequences for the family, health or thefinances.

Act: Write us about how you think about this situation. What happens to your lives when you have to be ready all the time? We will publish your comments (of course anonymously) here on the blog.

We need more planning security! That’s why this present state soon has to end!

Save your holiday entitlements 2014

Deadline March 31st of March 2015 – also for temp workers  (download text + form)

According to the collective agreement all workers of DPD have entitlements for holidays and for sick pay – this applies also to temp workers! But most temp workers are told that they don’t have such entitlements, what isn’t true. Because of that they didn’t took any holidays. But till 31st of March they can apply for transferring their holiday entitlements from 2014 to the next year. If they file a petition for that (see the form below), they have the right to claim their holidays of 2014 in 2015. Workers who quit their job can claim the paying out of their holiday entitlements in cash.

How many days of vacation are due to temp workers?
The work contract most temp workers at DPD signed doesn’t specify the weekly working hours. According to § 12 of the German law concerning part-time and limited employment (TzBfG) this isn’t valid. In this case the law declares: “If there is no definition of the weekly working hours in the contract, 10 hours are regarded as agreed.” This means, regardless how many hours were really worked, the temp worker can claim for getting paid 10 hours a week (in our next advice flyer we will explain, how to get the missing money if less than 10 hours a week were actually worked).  Because of this legal requirement the entitlements to holidays have to be calculated on the basis of 10 weekly working hours. For full-time workers (40 hours a week) the annual holiday entitlement is 27 days. Working 10 hours a week therefore claims for proportional 27/4 = 6,75 days a year. Who hasn’t worked the whole year for DPD can claim a proportionate part. Who, for example, started to work at 1st of April can claim for ¾ of these annual vacation days. And who stops working at DPD without having taken all his holiday entitlements as free, but paid, days, can get the money for these days. For one year this would be 567,54 € (6,75 days x 8 hours x 10,51 €).

Attention! After 31st of March your holiday entitlements for 2014 expire. Transferring holiday entitlements of 2014 must be claimed on your employer by 31st of March at the latest. You can use the form printed below. You can submit it directly in the personnel office (demand for a receipt and have a witness with you) or send it by certified mail with return receipt (“Einschreiben mit Rückschein”).

(download text + form)

Read also (german):

What does your DPD time card do while you sleep?

Trust is good, control is better: Making notes of working hours helps!

As you may have noticed many of our time cards now stay inside the depot permanently. Partially our working time is registered directly at our workplace.

What was important before is now getting more important – We have to control our working time by ourselves, too. The less control we have of our time cards, the more rises the risk that the final payment isn’t correct.

One thing to help us to control our working time is the journal of work. We just take a notebook or a calendar and write everything down: On which day have we worked, where, when did we start and when did we finish? The best is to write that down directly after work, because then we don’t forget a thing.

The journal of work can be useful for other things, too. What counts in any case: If it’s done regularly and precisely, it is of great value!