France, Alternative Libertaire #224 - Swiss Peace work for employers (fr)

In 1937, a large strike allowed Switzerland signed the first national sectoral agreement 
in the field of watchmaking. If its contents constitute a breakthrough, the tribute to be
paid by the labor movement was heavy and continues to be felt. -- The Swiss Confederation
likes to present itself as a place where consensus prevails. The reasons for conflicts Yet 
there for employee-es in a country elects a little expanded labor code, preferring 
branches sectoral agreements. This calm is only apparent although the struggles are rarely 
made much noise. In Europe between the two world wars, the organization of the labor 
movement has achieved some victories. In 1937, when several workers and workers from the 
Swiss Jura watchmakers launch a broad strike movement no doubt that they have in mind the
progress made by their neighbors. Given the scale of the movement, the federal government
requires employers to sit at the negotiating table, not to help workers and workers in 
their struggle, but to avoid the contagion of the strike to other cantons. An agreement is 
signed on 15 May 1937.

No right to strike

Historically, some corporations had used industry-wide agreements. But he signed in the 
watch industry - an area already significant export to Switzerland - has a special 
meaning. Indeed, it is clearly stipulated that employers are committed to continuous 
improvement of working conditions, workers will in turn give up the right to strike. 
Future claims go through staff representatives, which have two seats in five boards. These 
representatives tacitly become the guarantors of the continuation of the agreement, 
ensuring that over the years no strike or trigger movement in the factories, so far with 
success.

The agreement quickly gave rise to the establishment of collective labor agreements (CLA)
and was taken as a model by other major branches. These ratify clearly the benefits 
acquired as the granting and duration of paid leave or accrued weekly working time. STCs 
are validated and renegotiated every five years with the risk of losing benefits. Although 
often put forward by the Swiss Confederation to celebrate what is called in the 1950s 
"peace work", the CTC by their sectoral nature never apply to all employee- are only the 
branches concerned. Women were the big losers of the agreement and in 1937: equal pay 
claim was a strike but was hardly defended at the signing of the agreement and the claim 
fails. Other losers unions struggle were gradually excluded because considered not 
legitimate to discuss with employers. If CTC were generally respected in regard to the 
continuous increase in wages - at least for the watch - keeping them is now challenged by
new management teams who fail to recognize and meet little resistance from employee-are 
poorly organized. It does not catch up so fast 75 years of sleep.

Nico G (AL Paris North East)