Good art needs
good working conditions
For parties
GDBA has the declared goal of fundamentally reforming the NV stage.
With our goal, we are part of a nationwide reform movement to improve working conditions and stand shoulder to shoulder with our sister unions and many important associations.
We want
- A minimum salary level system
- Limitation of working time
- More predictable working hours per day, per week, per month and per season
- Reform of the fixed-term and non-renewal regulations
- Participation of the ensembles in artistic and social issues
- Participation in finding theater management
- Collective agreements for freelancers and hybrid employees
- Protection against abuse of power in cooperation with works and staff councils
NV Stage Reform
The standard contract (NV) for the stage has been criticized for many years because it regulates inadequately or not at all what a collective agreement should actually regulate: Working hours, pay, social protection. Here are our demands for a reform of the NV Bühne in detail.
We want
- A minimum salary level system
- The elimination of the divisional pay gap between the collectives and all other employees
- The elimination of the collective agreement pay gap between the public sector and NV Bühne employees
We want more relief and predictability in everyday artistic life.
- The days off rule should be understandable and equal for all.
- The free day regulation from the special regulation choir (NV stage §74) is to be taken over and adapted, we want one free working day per calendar week and half a free day per week.
- There may be no more than ten working days between workdays off.
- After a half day off, work may not exceed four hours.
- For working on a weekday holiday, we require a workday off within four weeks as a substitute.
- The days off must be announced three months in advance.
- May 1 and December 24 are to be off-duty.
- At least every 3rd calendar week there shall be 1.5 consecutive days off.
- All are entitled to one free weekend per month (all Saturday, all Sunday).
4 hrs. between rehearsals
5 hrs. before main and dress rehearsals
4 hrs. between performances, morning performance and rehearsal
5 ½ hrs. for solo before major parts/roles
5 ½ hrs. for opera chorus before major chorus operas
5 ½ hrs. for dance: if it is exclusively a ballet performance
Compensation for shortening of rest periods
1/3 daily payment for shortening of rest period by 1 hour
2/3 daily payment for shortening of rest period by 2 hours
- Working time shall not exceed 8 hours. One hour of this is trust working time.
- Introduction of a model for quantifying working time - The Framework Model (working title).
- The frame model calculates working time in 4-hour lump sums. These lump sums are called rule-frames.
- If a rule frame is not claimed by the AG or only 10 minutes were worked, 4 hours are calculated within the scope of the working time recording.
- Exceeding the planned rule frame number is possible and will be compensated extra.
- More in the members area
- The days off must be announced 3 months in advance
- Abolition of the accessibility obligation
- Binding weekly and daily schedules
- "Office out of Solo"
The following professions are to be included in the scope of SR ATuV:
Equipment Manager:in, Director:in of Artistic Operations, Director:in as far as they are Employees:in, Dispatcher:in, Dramaturg:in, Graphic Designer:in, Director:in of KBB, Orchestra Managing Director:(management and directorate), press officers, officers/assistants to the artistic directorate and artistic operations, theater photographers, public relations officers, orchestra/choir/dance office, theater educators/facilitators. - ATuV (V= administration) should become ATuB (B= office)
- Introduction SR Guest
- Strengthening the boards (as a prevention against abuse of the part-time regulation).
- In order for boards to advocate for their constituents without direction or fear, they must be given non-renewal protection.
- The Solo and BT boards should be given the same rights as the Opera Chorus and Dance boards.
- Training rights/obligations - costs borne by the employer (cf. Works Constitution Act §37)
- Time off for trade union officers for trade union work
- The participation rights of the management boards must be strengthened in the areas of "working time" and "part-time work".
Non-renewal practices must be fundamentally changed, because the permanent fear of employees that their contracts will end for the so-called artistic reasons is the ultimate breeding ground for abuse of power.
Also, the fact that non-renewals are pronounced when there is a change of director without having to deal with the artistic expression or the social situation of the employees must be changed.
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