Glossary entry (derived from question below)
Swedish term or phrase:
MBL-förhandlingar
English translation:
co-determination negotiations
Added to glossary by
Deane Goltermann
Feb 11, 2014 10:45
10 yrs ago
4 viewers *
Swedish term
MBL-förhandlingar
Swedish to English
Bus/Financial
Human Resources
This term is a description from a regional manager in retail, describing what their job involves.
I really have no idea what the "MBL" acronym might mean. Something to do with a union?
Thanks in advance,
Richard
I really have no idea what the "MBL" acronym might mean. Something to do with a union?
Thanks in advance,
Richard
Proposed translations
(English)
4 +3 | co-determination negotiations | Deane Goltermann |
5 -1 | co-determination in the workplace discussions | Charlesp |
Change log
Mar 4, 2014 09:26: Deane Goltermann Created KOG entry
Proposed translations
+3
7 mins
Selected
co-determination negotiations
MBL = medbestämmande lagen as wiki explains with further citations. This is translated as co-determination (or a spelling variant)
Peer comment(s):
agree |
arvendal
: Another explaining link http://www.government.se/sb/d/5807/a/174131
54 mins
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Thanks, Mats! Going to the source ...
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agree |
Sven Petersson
1 hr
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Thank you, Sven!
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disagree |
George Hopkins
: See discussion entry.
4 hrs
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Sounds like we agree here, George. Negotiations under the Act (which someone else has designated 'co-determination') until it is resolved one way or the other! Or do you mean discussions are not negotiations?
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agree |
Charlesp
: It is a 5 -- but let me see if I can some up with a possible alternative.
5 hrs
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Thanks, Charles! I slipped on the keys...
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agree |
Anna Herbst
: If it is not already clear from the context, an addition of "in the workplace" might be necessary.
14 hrs
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Thanks, Anna! And thanks for the reference!
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4 KudoZ points awarded for this answer.
Comment: "Selected automatically based on peer agreement."
-1
5 hrs
co-determination in the workplace discussions
"co-determination in the workplace discussions"
I wouldn't call them "negotiations," as that implies two opposing sides, each with their self-interest to advance or protect.
I would call them discussions, or mutual explorations.
As for MBL, it is a well-known Swedish statute, well-intentioned, and well-discussed if it has ever actually be implemented.
And medbestämmande should more precisely be translated as "co-determination in the workplace," so that someone who was not familiar with this term would better understand that it is about what occurs in the the workplace (and not something nebulous and abstract.
I wouldn't call them "negotiations," as that implies two opposing sides, each with their self-interest to advance or protect.
I would call them discussions, or mutual explorations.
As for MBL, it is a well-known Swedish statute, well-intentioned, and well-discussed if it has ever actually be implemented.
And medbestämmande should more precisely be translated as "co-determination in the workplace," so that someone who was not familiar with this term would better understand that it is about what occurs in the the workplace (and not something nebulous and abstract.
Peer comment(s):
neutral |
Anna Herbst
: An extension of Deane's answer. Negotiation: "discussion aimed at reaching an agreement" as per Oxford dictionaries http://www.oxforddictionaries.com/definition/english/negotia...
8 hrs
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huh?
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disagree |
George Hopkins
: If no agreement is reached in the workplace further discussions may take place between representatives 'outside' the actual workplace.
14 hrs
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Huh?
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neutral |
Deane Goltermann
: I've had personal experience, and saw no difference between it being a negotiated result as opposed to a 'discussed' result. It is implemented regularly, was even mentioned in the news when SAAB Auto bit the dust.
15 hrs
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"negotiations" have an adversarial aspect, by their very nature; "discussions" implies less adversarial. And the intention in Sweden, and with this statute, is to be less adversarial.
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Discussion
Allmännyttan: Is it not the opposite?
Löntagarfonder: Have never been owned by wage-earners.
Rätten till arbete: If I have the right to a job where is the person who has the corresponding obligation to give me a job?
Ökad jämlikhet: How can one increase equality?
Medbestämmandelagen: There is no “medbestämmande”, only discussion and negotiations. Then the employer makes a decision.
Värnskatt: Defence against what?
Folkhemmet: Similar to expressions such as the “American way of life”, “Not British” or even more indefinable “Not cricket”. All of them are diffuse and can mean all or nothing. I heard on the radio not long ago someone say “Folkhemmet och den så-kallade marknaden”
Can you imagine any Swede saying så-kallade Folkhemmet? (Folkhemmet, enl. Bra Böckers Lexikon: ett politiskt slagord som vid sekelskiftet myntades av högerpolitiken Rudolf Kjellén men blev bevingat genom Per Albin Hansson, som först använde det i remissdebatten 1928.)
Trygghetslagarna: On first sight they appear commendable. In the long run they are simply an attempt to maintain a status quo. One of the rules “First in, first out” is crude. It serves no real purpose, etc.
Having lived away from Sweden for a long time, I am not sure whether these employers are in the majority or few and far between. Please correct me if I am wrong, but I should hope the latter is still closer to the truth.
As to the Swe 'medbestämmande' -- I'll leave those hairs to be split buy native speaking lawyers.
Negotiations give the employer an excellent opportunity to listen to various points of view and it would be a poor employer who does not act on sensible contributions, ie, applied common sense.
I personally experienced implementation of the law (in Swe only); union reps and employer discussed/negotiated/shot the bull and came up with an agreed course of action (redundancies/layoffs - especially who and in what order). This was communicated by both parties to all employees and subsequently implemented accordingly. I got to know my place on the list, and the consequences. This was carried out pretty much as stated. I was laid off; rehired part-time; rehired full-time within a month; and didn't lose seniority or pay scale. The employer responded to Union requests/demands, refraining from deciding alone.
Here, you insist this is ultimately the employer's responsibility, which of course, is in the act (as the LO didn't insist on socialism). To therefore insist the term 'co-determination' is somehow inappropriate is a rather untenable linguistic argument -- in relation to actual international usage and practical impact.
The result is that the union is obliged to stick to the final decision, ie, discussions have been concluded and the employer makes the decision.
The Act can be read at http://www.riksdagen.se/sv/Dokument-Lagar/Lagar/Svenskforfat...
or downloaded for an English translation at the previous web address. Negotiations are dealt with in sections 10 - 17 with sections 10 and 11 stating the rights and obligations as follows: "Section 10: An employees' organisation shall have the right to negotiate with an employer on any matter relating to the relationship between the employer and any member of the organisation who is, or has been, employed by that employer. An employer shall have an equivalent right to negotiate with an employees’ organisation. /---/" Section 11: "Before an employer takes any decision regarding significant changes in its activities, he shall, on its own initiative, enter into negotiations with the employees' organisation with which he is bound to negotiate under a collective bargaining agreement. /---/"
MBL gives Swedish union representatives at company level, if properly organized, the right to discuss important changes proposed by the employer, eg, investment in equipment. The employer is obliged to arrange such discussions. If agreement is reached the company can go ahead. If not the union has the right within a certain time limit to request negotiations at a higher level. This would mean negotiations between representatives of an employers’ association and a central union. Negotiations may or may not result in agreement. However, it is always the employer who makes the final decision following the necessary negotiations.
Re Deane's comment:
Medbestämmande does mean co-determination; but that is something that does not happen in the workplace.
Swedish law stipulates that negotiation must take place prior to serious decisions.
The employer is responsible for all decisions.
Union representatives are not responsible for the resulting decisions.
It is not a matter of co-determination, it is a matter of discussing proposed changes which is no more than applied common sense.