目 次 はじめに ·············································································· 1 第１章 ドイツの雇用を取り巻く組織・団体 ················································ 2 1.1 事業所委員会の重要性 ······························································ 4 1.1.1 事業所委員会とは何か、誰が必要としているか ········································ 4 1.1.2 一般的な任務 ···································································· 5 1.1.3 事業所委員会の権利 ······························································ 6 1.1.4 不満が起きた場合の事業所委員会の関与 ············································· 7 1.2 労働組合 ·········································································· 7 1.3 経営者団体 ········································································ 8 1.4 連邦労働社会省 ···································································· 8 1.5 連邦雇用庁 ········································································ 8 1.6 職業保険組合 ······································································ 9 1.7 商工会議所 ········································································ 9 1.8 手工業会議所 ······································································ 9 1.9 その他の専門職協会 ······························································· 10 1.10 労働裁判所 ······································································ 10 参考資料 ············································································· 11 第２章 意欲あるスタッフづくり ························································· 2.1 動機付け ········································································· 2.1.1 何がドイツ人スタッフのやる気を起こさせるか ······································· 2.1.2 従業員の幸福 ··································································· 2.1.3 日々の動機付け ································································· 2.2 異文化コミュニケーション ························································· 2.2.1 姿勢、習慣、慣行の相違点 ······················································· 2.2.2 こうした姿勢が仕事にどう反映されるか ············································ 2.2.3 日本文化に対するドイツ人の認識 ·················································· 2.2.4 日々の職場生活における異文化コミュニケーション ··································· 2.2.5 トラブル、誤解、不信を避ける ···················································· 12 14 14 14 17 19 19 22 23 23 24 第３章 スタッフの募集・選考 ··························································· 3.1 ドイツの教育・訓練制度 ··························································· 3.2 募集・選考手続きの概要 ··························································· 3.3 採用プロセスで注意すべきポイント ·················································· 3.3.1. 差別禁止法 ···································································· 3.3.2. ドイツの女性労働者 ···························································· 3.4 採用までの流れと手引き ··························································· 3.4.1. ジョブ・ディスクリプション ····················································· 3.4.2 パーソン・スペシフィケーション ·················································· 3.4.3 候補者を集める ································································· 3.4.4 求人広告 ······································································· 3.4.5 応募関連 ······································································· 3.4.6 候補者を絞る ··································································· 3.4.7 審査手続き ····································································· 3.4.8 最終選考 ······································································· 3.4.9 最適な人材を見つけるには：５つのポイント ········································· 3.5 人材サービス会社 ································································· 3.5.1 人材派遣会社 ··································································· 3.5.2 ヘッドハンター ································································· 3.6 外国人スタッフの採用 ····························································· 3.6.1 ドイツの長期滞在外国人 ························································· 3.6.2 ＥＵ加盟国出身の新規従業員 ······················································ 3.6.3 非ＥＵ加盟国出身の従業員 ························································ 3.6.4 外国人を雇用する際の例外と特殊なケース ·········································· 26 28 28 29 29 31 32 36 38 40 43 46 50 54 55 56 56 58 59 59 59 60 62 63 3.6.5 罰則 ·········································································· 3.7 データ保護 ······································································· 3.7.1 概況 ·········································································· 3.7.2 細心の注意を要する質問 ························································· 3.8 健康診断 ········································································· 参考資料 ············································································· 63 63 63 63 65 66 第４章 雇用契約、就業規則、社則 ······················································· 4.1 雇用契約とは ····································································· 4.1.1 雇用主が提示すべきもの ························································· 4.2 採用通知と契約 ··································································· 4.2.1 採用通知 ······································································· 4.2.2 採用通知書 ····································································· 4.2.3 候補者から受け取るべき書類 ······················································ 4.3 雇用契約条項 ····································································· 4.3.1 雇用契約の黙示条項 ····························································· 4.3.2 制定法上の権利 ································································· 4.3.3 雇用条件の文書化 ······························································· 4.3.4 雇用契約書の変更方法 ··························································· 4.4 就業規則 ········································································· 4.4.1 なぜ就業規則が必要か ··························································· 4.4.2 就業規則の内容 ································································· 4.4.3 実践的なヒント ································································· 4.4.4 考え得る内容 ··································································· 4.5 社則 ············································································ 4.5.1 不満に関する方針 ······························································· 4.5.2 機会均等 ······································································· 4.5.3 コンプライアンス規則 ··························································· 4.5.4 電子メールとインターネットに関する方針 ·········································· 4.5.5 従業員ハンドブック ····························································· 参考資料 ············································································· 70 72 72 73 73 73 75 76 76 77 77 86 86 86 86 87 87 92 93 93 93 95 95 98 第５章 従業員の権利と義務 ···························································· 5.1 年金保険、健康保険、失業保険等 ··················································· 5.1.1 年金保険 ····································································· 5.1.2 健康保険 ····································································· 5.1.3 失業保険 ····································································· 5.1.4 介護保険 ····································································· 5.1.5 災害保険 ····································································· 5.1.6 計算例 ······································································· 5.2 従業員の法的権利 ································································ 5.2.1 差別からの保護 ································································ 5.2.2 出産・育児休暇 ································································ 5.2.3 職場の権利 ···································································· 5.2.4 病気と休暇 ···································································· 5.2.5 解雇 ········································································· 5.3 従業員の義務 ···································································· 5.3.1 守秘義務 ····································································· 5.3.2 雇用主の合理的な要求に沿った労働と振るまい ······································ 5.4 データ保護に関する従業員の権利 ··················································· 5.4.1 具体例 ······································································· 参考資料 ············································································ 100 102 102 103 103 103 103 104 104 105 111 113 115 118 119 119 119 119 120 121 第６章 安全衛生規定 ································································· 6.1 安全衛生管理者 ·································································· 6.2 ドイツの一般的な労働保護戦略 ····················································· 6.3 安全衛生法規 ···································································· 124 126 126 128 6.4 主な適応範囲 ····································································· 6.4.1 職場の救急対策 ································································ 6.4.2 防火対策 ······································································ 6.4.3 喫煙 ········································································· 6.4.4 ディスプレイ装置 ······························································ 6.4.5 危険物質からの保護 ···························································· 6.4.6 特定の労働者グループの保護 ····················································· 6.5 職場での心の健康 ································································ 6.5.1 職場でのストレスの兆候を察知する ··············································· 6.5.2 ストレスの悪影響 ······························································ 6.5.3 ストレスに対処する ···························································· 6.5.4 ストレスに関する方針 ·························································· 6.6 職業保険組合 ···································································· 6.7 事故・病気の報告 ································································ 6.8 出張中の安全衛生 ································································ 参考資料 ············································································ 129 129 129 130 130 131 132 132 133 133 134 134 135 135 135 136 第７章 雇用形態の種類 ······························································· 7.1 ブルーカラーとホワイトカラー ····················································· 7.2 非典型労働とは ·································································· 7.2.1 はじめに ······································································ 7.2.2 ドイツでの潮流 ································································ 7.3 非典型労働の例 ·································································· 7.3.1 ミニジョブ ···································································· 7.3.2 ミディジョブ ·································································· 7.3.3 短期労働 ······································································ 7.3.4 高齢従業員のパートタイム労働 ··················································· 7.3.5 フリーランサーと個人事業主 ····················································· 7.3.6 有期契約 ······································································ 7.3.7 高齢従業員の有期契約 ·························································· 7.3.8 パートタイム契約 ······························································ 7.3.9 派遣労働 ······································································ 7.3.10 ゼロアワー契約 ······························································· 7.3.11 ジョブシェアリング ··························································· 7.3.12 労働時間口座 ································································· 7.3.13 テレワーク ··································································· 7.3.14 若者 ········································································ 7.3.15 学生 ········································································ 7.3.16 障害を持つ従業員 ····························································· 7.4 非典型労働の社会的影響をめぐる最新の議論 ·········································· 7.4.1 はじめに ······································································ 7.4.2 非典型労働と差別の問題 ························································ 7.4.3 雇用不安と不安定さ ···························································· 参考資料 ············································································ 138 140 140 140 140 141 141 142 142 142 142 144 145 145 146 146 146 146 147 147 147 147 148 148 149 149 150 第８章 現地スタッフの給与と育成 ······················································ 8.1 ドイツにおける一般的な給与と報酬の構造 ··········································· 8.1.1 最低賃金 ······································································ 8.1.2 給与水準を設定する際に考慮すべき点 ············································· 8.1.3 ベネフィット ·································································· 8.1.4 ガイドラインとしての公共部門賃金協約 ··········································· 8.1.5 給与システム ·································································· 8.1.6 給与の支払方法 ································································ 8.1.7 天引き ······································································· 8.1.8 給与明細書 ···································································· 8.2 給与の見直し ···································································· 8.3 人事考課 ········································································ 152 154 154 156 159 159 160 162 162 162 162 163 8.3.1 人事考課とは ·································································· 8.3.2 人事考課の目的 ································································ 8.3.3 人事考課の利点 ································································ 8.3.4 導入時のポイント ······························································ 8.3.5 法律上、留意すべき点 ·························································· 8.3.6 有用なガイドライン ···························································· 8.4 昇進 ··········································································· 参考資料 ············································································ 164 164 164 165 166 167 169 170 第９章 訓練 ········································································· 9.1 ドイツの職業訓練 ································································ 9.1.1 見習制度 ······································································ 9.1.2 非熟練労働者 ·································································· 9.1.3 高度な職業訓練 ································································ 9.1.4 大学のコース ·································································· 9.1.5 デュアル学習プログラム ························································ 9.1.6 他の機関が提供するコース ······················································· 9.2 人材採用・維持への影響 ·························································· 9.2.1 採用ツールとしての訓練 ························································ 9.2.2 新人研修 ······································································ 9.3 訓練方法 ········································································ 9.3.1 オンザジョブトレーニング（ＯＪＴ） ············································· 9.3.2 民間業者による社外コース ······················································· 9.3.3 公開学習・遠隔学習 ···························································· 9.4 訓練の評価 ······································································ 参考資料 ············································································ 172 174 174 174 174 175 175 176 176 177 177 177 177 178 178 178 179 第１０章 懲戒、解雇、人員整理 ························································ 10.1 ドイツ法における解雇 ··························································· 10.1.1 解雇保護法 ··································································· 10.1.2 解雇保護法における解雇の種類 ·················································· 10.1.3 解雇保護法の下で特別に保護される従業員 ········································ 10.1.4 解雇保護法の下で保護されない従業員 ············································ 10.1.5 他の種類の解雇 ······························································· 10.1.6 解雇を正当化し得る理由・できない理由 ·········································· 10.1.7 証書 ········································································ 10.1.8 解雇に対する補償 ····························································· 10.2 懲戒手続き ····································································· 10.2.1 非公式な懲戒手続き ··························································· 10.2.2 正式な懲戒手続きを実行する ···················································· 10.2.3 懲戒手続きの考え得る結果 ······················································ 10.3 解雇通知 ······································································· 10.3.1 普通解雇 ····································································· 10.3.2 即時解雇 ····································································· 参考資料 ············································································ 182 184 185 185 187 189 189 190 192 195 195 196 196 199 202 202 203 205 第１１章 よく見られる従業員の問題への対処 ············································· 11.1 欠勤・遅刻への対処 ····························································· 11.1.1 欠勤の種類 ··································································· 11.1.2 欠勤の管理 ··································································· 11.2 成績不振への対処 ······························································· 11.2.1 成績不振の測定 ······························································· 11.2.2 成績不振の根本原因を突き止める ················································ 11.2.3 成績不振の管理 ······························································· 11.2.4 成績不振を事由とする解雇 ······················································ 206 208 208 209 211 211 211 212 212 第１２章 困難時のスタッフ管理 ························································ 214 12.1 経済危機が従業員に及ぼす影響 ···················································· 12.1.1 従業員の懸念を理解し対処する ·················································· 12.1.2 効果的なコミュニケーションと文化の違い ········································ 12.2 困難時における人員水準の管理 ···················································· 12.3 取り得る行動 ··································································· 12.3.1 残業時間の削減 ······························································· 12.3.2 ボーナスと自主的なベネフィットの削減 ·········································· 12.3.3 フリーランサーの使用の見直し ·················································· 12.3.4 派遣労働者の使用の見直し ······················································ 12.3.5 採用凍結 ····································································· 12.3.6 長期休暇・教育休暇の奨励 ······················································ 12.3.7 希望退職とパートタイム労働 ···················································· 12.3.8 操業短縮手当（KURZARBEITERGELD） ············································· 12.3.9 団体協約や就業規則の修正 ······················································ 12.3.10 リセッションに伴う人員削減 ··················································· 12.4 ケーススタディ ································································· 参考資料 ············································································ 216 216 217 217 219 219 219 219 220 220 220 220 220 221 222 223 226 キーワード検索 ···································································· 226 CD-ROM 文例集 文例 3-1 ジョブ・ディスクリプション／職務記述書 ······································· 34 （Stellenbeschreibung / Job description ） 文例 3-2 パーソン・スペシフィケーション ··············································· 37 （Persönlichkeitsprofil / Person specification） 文例 3-3 新聞・雑誌広告（Stellenangebot in der Presse / Ad in press ） ················ 41 文例 3-4 応募用紙（Personalfragebogen / Application Form） ··························· 43 文例 3-5(1) 面接の確認書····························································· 47 （Bestätigung des Vorstellungstermins / Confirmation of interview ） 文例 3-5(2) 第 1 回面接のご案内 ······················································· 48 （Einladung zum Vorstellungsgespräch / Invitation for first interview ） 文例 3-6 応募者への断り状（Absage / Rejection on written application ） ··············· 49 文例 4-1 採用通知書（Einstellungsbescheid / Job Offer Letter） ······················· 73 文例 4-2 基本契約書（Hauptbedingungen / Basic Contract） ····························· 84 文例 10-1 照会状（Empfehlungsschreiben / Reference Letter） ························· 194 文例 10-2 懲戒面談への出席要請 ······················································ 197 （Vorladung für ein Abmahnungsgespräch / Request for attendance at a disciplinary interview） 文例 10-3 正式な文書での警告（Abmahnung / Warning） ································· 200 文例 10-4 即時解雇（Fristlose Kündigung / Dismissal with immediate effect） ········· 203 はじめに 在ドイツ日系企業のためのローカルスタッフ人事ハンドブック 2014/2015 年版 このハンドブックの目的は、ドイツの雇用関係法規に関する現状の概要を綿密かつ包括的に把握していた だくことにあります。2014 年版ではこれに加え、現在の経済状況とそれに伴う変化を反映させるだけでな く、ここ数年にわたり国内で注目を集めている最新の議論を皆様にできるだけご紹介するよう努めました。 最新版が目指すところは、関係法規を単になぞるのではなく、より全体論的なアプローチで雇用問題に迫 ることです。 当ハンドブックは雇用関連法規に関する内容の更新に加え、以下の重要なテーマをめぐる充実した最新情 報を取り扱っています： 採用プロセスにおけるアセスメント・センターの活用（第 3 章） コンプライアンス規制の重要性（第 4 章） 交通費に関する最新情報（第 4 章） 連帯年金制度と育児休暇プログラムの提案内容（第 5 章） 全国統一の法定最低賃金（第 8 章） 人気が高まっている職場体験プログラムの詳細情報（第 9 章） 1 第１章 ドイツの雇用を取り巻く組織・団体 2 はじめに この最初の章では、ドイツの雇用問題に影響力を持つ物理的・法的な組織や団体を扱います。この内のい くつかは幅広い問題で極めて重要な役割を果たしており、世界でも類を見ない存在となっています。それ では、様々な組織・団体の種類と役割、権限とその限界について見ていきましょう。こうした組織・団体 の活動範囲がどのようなものかについて、読者の方々の理解につながれば幸いです。 この章で扱う組織・団体は以下の通りです： ・ 事業所委員会 ・ 労働組合 ・ 経営者団体 ・ 連邦労働社会省 ・ 連邦雇用庁 ・ 職業保険組合 ・ 商工会議所 ・ 手工業組合 ・ 労働裁判所 1.1 1.1.1 事業所委員会の重要性 事業所委員会とは何か、誰が必要としているか ドイツ企業の従業員は選挙で選ばれた事業所委員会（Betriebsrat）の代表を通して意思表明する権利を与え られています。事業所委員会は５人以上の成人のフルタイム従業員を抱え、うち少なくとも３人が委員に 選出される資格がある会社で組織することができます。選出される資格があるのは、その会社で少なくと も６ヶ月間働いた 18 歳以上の従業員全員です。委員数はその会社の 18 歳以上のフルタイム従業員数によ って決まります。委員は必ずしも労働組合員でなくても構いませんが、多くの事業所委員会は労組の支援 と支持を受けているので、その動きに準ずるところがあります。 事業所委員会の委員数 1 3 5 7 9 11 13 15 17 19 21 23 25 27 29 31 33 35 従業員数 5-20 21-50 51-100 101-200 201-400 401-700 701-1,000 1,001-1,500 1,501-2,000 2,001-2,500 2,501-3,000 3,001-3,500 3,501-4,000 4,001-4,500 4,501-5,000 5,001-6,000 6,001-7,000 7,001-9,000 3 従業員数が 9,000 人を超える企業の事業所委員会の委員数は、従業員が 3,000 人増えるごとに２人増えます。 事業所委員会は事業所組織法（Betriebsverfassungsgesetz）によって規制されています。雇用主と事業所委員 会の双方が協調関係を構築する義務があります。 グローバリゼーションの時代により柔軟な制度を確立し、労働者を守る必要性が高まったことから、事業 所組織法は 2001 年に改正されました。 目的は： 1. 近代的で柔軟な事業所委員会の組織構造を構築すること 2. 事業所委員会の結成を容易にすること 3. 臨時社員や派遣社員など、ほかの雇用形態をも含めること 4. 事業所委員会の活動を改善し、委員の保護を強化すること 5. 事業所委員会の権利、特に職の保護ならびに専門資格に関する権利を強化すること 6. 個々の従業員がより積極的に社則に関われるようにすること 7. 企業による環境保護を保証すること 8. 社内での男女平等を推進すること 9. 若者と研修生のための特別事業所委員会の職務を強化すること 10. 社内での人種差別を防ぐこと 雇用主は運営に必要なものに限り、事業所委員会の通信費（電話、ファクス、郵便）や交通費、訓練費、 弁護士・専門家の費用を負担します。さらに適切な作業スペース、通信機器、作業設備、非常に規模が大 きい場合はさらに事務員を提供しなければなりません。 事業所委員会は一般的に、自らの判断で支払うことはなく、正当な理由を示し合意を得た上で雇用主に直 接支払うよう要求します。何が必要かについて行き違いがあった場合、事業所委員会は労働裁判所で要求 を提示することができます。従って、雇用主が何を負担すべきかは、判例法によって既にかなり細かく決 められています。 事業所委員会での業務は有給扱いとみなされ、通常の就業時間外で委員会の活動がある場合は、雇用主は その時間分に相当する有給の代休を与えなければなりません。事業所委員会の会議は就業時間内、好まし くは始業または終業間際に開かれるのが普通です。雇用主側は招待されない限り、会議に参加する権利は ありません。 事業所委員会の委員は、会議その他の活動を取り仕切る責任を担う議長を選出します。この人物が雇用主 との主な窓口になります。300 人以上の従業員を抱える大企業では、１人かそれ以上の委員が会社の仕事 から完全に解放されますが、従業員代表としてフルタイムで活動できるよう給与を支払わなければなりま せん。また、事業所委員会の委員は解雇から保護される特別な権利を持っています。 1.1.2 一般的な任務 事業所委員会は従業員の利益を代表して経営側への要求や行動を促し、社内の雇用確保に努めます。 また従業員にとってプラスになる基準が保たれるよう監視する義務を負い、職場での安全性向上や業務上 の環境保護強化に向け、積極的に働き掛けなくてはなりません。 事業所委員会は不利な立場にある従業員を気遣う特別な責務があり、重度の障害者や外国人、高齢者の融 合のほか、男女平等、仕事と家庭の両立をサポートする必要があります。 4 1.1.3 事業所委員会の権利 i）情報を得る権利 事業所委員会は任務を全うするために知る必要のあるどんな状況についても、雇用主から情報を得る権利 を持っています。 とりわけ重要なのが、雇用計画、技術上・組織上の変更のほか、採用や配置転換、転勤、解雇といった 個々の従業員に対する処遇です。事業所委員会に対しては、しかるべきタイミングで包括的な情報を提供 する必要があります。 会社あるいはビジネス上の秘密を除き、事業所委員会は従業員に関するいかなる情報も共有し、公の場で 話し合う権利を有します。 ii）試問を受ける権利 いくつかのケースでは、事業所委員会は情報を得るだけでなく、処置が施される前に試問を受ける権利が あります。例えば技術的な施設の建設、ワークフローの変更、訓練の変更などです。雇用主の行動や決定 がこうした権利に関わる場合、諮問を怠るか事業所委員会の助言に従わなくても、その行動や決定は法的 に有効です。 iii）知らされる権利 事業所委員会はすべての解雇について事前に知らされる権利があります。委員会は解雇に反対はできるも のの、雇用主を止めることはできません。ただ解雇された従業員が裁判所に訴えた場合、雇用主は問題が 法的に解決するまでその従業員を雇用する必要があります。 iv）介入 事業所委員会は個々の従業員に対する処遇（採用、配置転換、転勤、契約解除など）について賛同を差し 控えたり反対することができます。ただし制限された理由群から合致するものが見つかった場合に限りま す。事業所委員会がある特定の処遇に反対した場合、雇用主は労働裁判所から承認されない限りは実行で きません。 雇用主は緊急を要する案件では処遇を実行できるものの、労働裁判所の裁定が下されるまでは暫定扱いと なります。 雇用主が事業所委員会の賛同なしに処遇を実行すると、委員会は法廷で異議を申し立てられます。裁判所 が事業所委員会の反対意見を支持した場合、雇用主は問題の処遇を撤回しなければなりません。 v）本格的な介入 事業所委員会の賛同がなければ実行できない処遇は以下の通り： ・ 日々の始業時間と終業時間、休憩時間、曜日ごとの労働時間の配分 ・ 時間外労働の計画と管理 ・ 就業規則（Betriebsordnung）と職場での従業員の行動に関する全ての問題 ・ 従業員の仕事ぶりや行動を監視する装置の導入と使用 ・ 職場での安全・健康に関わる措置 ・ 補償の計算方法に関する規則の導入または変更 ・ 休暇と休暇の取得計画に関する一般的なルールの確立（雇用主と従業員の意見が合わない場 合） ・ 社員食堂など福利厚生施設に関する全ての問題 ・ 社宅の割り当てと退去 ・ 出来高給と割増手当の固定 5 ・ 改善提案制度の設計 ・ チームワークに関するルール ・ 職業訓練に関する全ての問題 介入は通常、就業規則（Betriebsvereinbarung）を成立させる目的で事業所委員会と経営陣が協議する形を 取ります。双方が合意を形成できなければ、どちらかが協議の失敗を宣言し、仲裁委員会（Einigungsstelle） が招集されることになります。この場合、経営陣は法的アドバイスを得るため経営者団体を関与させる必 要があります。 vi）専門家への諮問 事業所委員会がその問題について専門知識を持たず、事業所協定を成立させる上で重要とみなされる場合 は、アドバイスを得る目的で雇用主に公認の専門家を招聘するよう要求することができます。問題の例と しては、コンピューターのアプリケーション、複雑な労働時間のモデル、人事考課制度、業績に基づく報 酬、福利厚生プラン、採用前の評価、バランスシート分析などが挙げられます。 1.1.4 不満が起きた場合の事業所委員会の関与 多くの場合において、事業所委員会は従業員の不満を代弁します。ドイツ企業では明確な抗議手続きが存 在しないため（団体協約を決定する過程など、団体レベルの不満を除く） 、事業所委員会がどの程度関与す べきかについての規定がありません。従業員は労働裁判所に直接訴えることもできます。ただ実際のとこ ろ、経験豊富で問題解決に自信のある事業所委員会を持つ大企業は、常に社員の不満に対処します。より 規模が小さい企業では、従業員から頼られない場合もあるでしょう。しかし、従業員が労働裁判所に訴え 出た場合は、事業所委員会は何らかの意見を提示しなければなりません。 6
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