Considered working in retail as a sales experience
Work at momo
Development, remuneration, application
Momo offers apprenticeships (businessman, clerk in retail; saleswoman).
Age, gender, skin color, school leaving certificate do not play a role, but reliability, teamwork skills and German language skills do.
Mail to -> [email protected]
Work at momo
-> collective wages & works council
-> organic sector
-> Salary structure at Momo
In our society, work is mostly seen as a necessary evil. Earn money, as much as possible with the least possible effort
Whose motivation is limited to that is out of place in retail.
Collective wages & works council
"The retail trade is the largest low-wage industry in Germany," writes the development organization Oxfam. In fact, retail is lagging behind other industries, despite the low level. The collective bargaining rounds of the past few years have at most adjusted the inflation rate.
Collective agreements are aimed at large retail companies. For owner-managed companies like Momo, clear rules, but also individual solutions, are just as important, depending on the situation of the employee or the company.
The collective wage is graded according to training, experience and position in the company. A trained saleswoman receives around 9.50 euros in the first 2 years, after 6 to 8 years around 13.50 euros gross. Executives receive between 15 and 25 euros.
In addition, there are holiday pay and Christmas pay, together that makes up more than another monthly salary, holiday entitlement is just under 6 weeks.
Large retail chains pretend to pay according to the tariff. Is that also true? How do they do it? A look behind the scenes shows how it works. Overtime is the order of the day, due to planned understaffing, unattainable time constraints, and is not paid.
Marginally employed people make up 33% of the industry. In the discounter up to 50%, which are listed in the lowest salary level. Expensive positions for team leaders are not even filled in branch operations. Bogus self-employment for warehouse workers, for example, does the rest.
The wages in the organic food trade are not miles away from the tariff, but they are still well below. Are collective agreements the measure of all things? Which wages are social and fair?
It is common knowledge that nobody in the food retail sector gets rich. Likewise, that in large parts is paid below the tariff. But the organic specialist trade claims for itself and its range to act fairly, socially and in partnership. How does that work together?
Good working conditions make a significant contribution to employee satisfaction, according to the DGB in its "Gute Arbeit" index, which uses 15 dimensions to try to make work quality measurable.
Income is just one of them. Opportunities for advancement, company culture, co-determination, work intensity or meaningfulness of work are also included. However, they do not justify lower salaries, but can at most compensate for them up to a certain point.
In partnership without a works council?
In small companies where all employees can still sit down with the boss at the same table, a works council may not be necessary. Job satisfaction depends above all on the employees being able to work independently, their competence being recognized and they discovering that their opinions are incorporated into decisions.
But the larger the company, the more important clear structures become. The advantage of a works council is that information obligations and the right to have a say are clearly regulated and not at the discretion of the entrepreneur.
In the journal Ökologie & Landbau, Lebensbaum boss Ulrich Walter explains why he is happy that there is a works council in his company: "You can no longer record everything and talk to everyone at any time. The works council is an excellent link. For many We have been working together successfully and trustingly for years. To see the works council as an opponent is nonsense. I can really only advise every company to install and maintain one. " So far there have been few companies in the organic sector with a works council.
In fair trade, to which the organic sector is committed, fair prices should cover the costs of sustainable production and enable a life in dignity. This could also apply as a principle for wages to be paid in the organic sector. Assuming that the Hartz IV rates just allow a life in dignity, this would correspond to a gross wage of 8.50. Anyone who thinks that Hartz IV standard rates cannot be used in a decent way must pay more.
Fair working conditions contain many more criteria than fair wages: Selling organic food is a meaningful activity. And it is satisfactory when the working atmosphere is good, the hierarchies flat, the working hours can be flexibly designed and there is the possibility of organizing processes independently. It is undisputed that the organic sector is doing well overall with these soft factors, even if these are different depending on the company.
"Yoga instead of collective wages" was the essence of the taz 2010. The topic was the wages at Alnatura. In view of the public outrage, it was announced that collective wages would be introduced.
References to subsidized yoga courses, financed further training, opportunities for advancement and shopping vouchers are seen as excuses when a chain store from the organic sector defends itself against collectively agreed wages.
Dennree, wholesaler and retailer, also known here in Bonn, rejects specific questions with the note that one does not comment publicly on personnel and salary policy.
The only exception was an interview in the taz at the end of 2011, when Dennree boss Thomas Greim declared that the tariff was based on, sometimes under and sometimes over. The comments from Denns employees on this and similar articles as well as the ratings of Denns as an employer in the relevant portals show a different reality.
Labor costs in organic retailers
In company comparisons of labor costs in organic retailers, the figures show that organic food retailers always invest significantly in staff. 3/4 of the increases go in wage increases, 1/4 in new jobs.
In 2011, each hour worked cost the employer an average of EUR 13.65 gross. For the employee, this corresponds to around 11.50 euros gross. The share of temporary help on a 400 euro basis was ten percent of the working hours. The average gross wage for permanent employees was around twelve euros. This already includes additional remuneration, job tickets, shopping vouchers, additional monthly salaries, etc.
However, the rule is to pay a few skilled workers well, to hire short-term jobs at peak times and for "low" jobs. Momo is far from that. There are no temporary helpers, apart from one or the other student who lends a hand on Saturdays or during the school holidays.
Salary structure at Momo
Review: In the 1980s, Momo was a collective. The employer was also an employee, and the actual boss was not a person, but the company itself.
Regardless of experience or qualification, the same remuneration took place, based on work performance in hours, which was somewhere between operational feasibility and personal endurance. The salary was between 4 and 10 DM, at that time you could actually live on it, even if only in connection with the low demands on luxury. The motivation was paramount.
This form of unit wage was around for many years. Today, the differences between boss pay and that of a newbie are very small. All salaries, including the boss's salary, are related to performance. Pay without performance, such as interest income or stock market speculation, are a questionable part of the capitalist system. This money does not come from nirvana but is missing elsewhere, where the sweat of the work is not fairly rewarded.
The hierarchy at Momo today is flat. There are two bosses, many committed, long-standing employees with areas of responsibility and responsibility. On average, the employees at Momo, as of 2019, have already been TWELVE YEARS at Momo.
Momo employees have a say. Wishes and suggestions for improvement find an open ear in the business or division management. Independence and a willingness to take responsibility are top priorities. However, identifying with work at Momo alone does not feed a family.
The percentage of the pot from which Momo's salaries are paid has always remained the same, then as now. Half of all costs are salaries with their ancillary costs and make up 15% of sales.
Momo already had a works council, but it vanished into thin air within a few years.
What is special about Momo is that the staffing is higher than elsewhere. With the advantage that the work pressure remains low, more flexibility, creativity, more time is possible for special customer requests.
With the disadvantage that the remuneration is distributed among more people. The development opportunities are flatter, at least in terms of salaries. We are a long way off from a collective wage, such as that provided for a trained businessman who has been with the company for several years.
For years there have been constant annual increases of 5-10 percent wages at Momo. Partly in gross euros, partly in higher discounts on purchases or in substantial subsidies for old-age provision.
Not without ulterior motives: With the high discounts, we intend that all Momos deal with the products; With the high allowances for old-age provision, we create a long-term relationship with the company; the allowances grow with the length of service. In addition, Momo pays overtime, which can unfortunately be seen as a special feature.
Lots of people want to work at Momo. Anyone who knows the store, suspects that something at Momo is different, more attractive than in many other stores.
We receive a large number of applications that we often cannot process because of the abundance. Most seekers, however, come from completely different areas, have no experience or training in retail, which is not exactly beneficial for the application: Of course, we are nice people and do an important, content-laden, identification job, but life is - even at Momo- no pony farm.
What should Momo do with your training as a nurse or social therapist?
In addition, the fluctuation at Momo is very low. This may not be immediately accessible to outsiders, because with around 40 faces the perspective can be lost.
An application only makes sense if you have experience with food. Of course, working at Momo is a learning process (that never ends), but you have to bring the basics with you. Above all, they can be described as "social competence" (which, in our experience, is usually lacking, especially in the younger generation): punctuality, honesty, reliability. Grocery retailing is sysiphos work with heavy physical strain, you need a backbone in two respects.
The working hours are from very early in the morning or until late in the evening, especially around weekends and public holidays, someone is constantly on vacation and something is always anyway.
You need a sense of order and hygiene. Last but not least, you have to be critical and willing to learn.
Expertise is also an important point at Momo. In contrast to most other companies, we can advise you. Product advice, tips on use, nutritional advice, we convey our own experience, knowledge of ecological relationships and organic agriculture.
There is always someone in the store who knows how or what and with what, or at least where it can be read. The wealth of experience of all momos together results in many hundreds of years.
Expertise is not a prerequisite for working at Momo, but the ability to learn and the additional personal effort associated with it is the basis.
In return, Momo has to offer: A lot of work, little vacation, always variable with the working hours ... OK, joking aside, but it's not entirely out of thin air. Momo offers a workplace that makes sense. If that is your point too. Fulfilling, but demanding.
Momo trains. Up to four trainees at the same time. To the seller, to whom this also succeeds to the merchant. The training lasts 2 or 3 years and is remunerated according to the tariff.
Because of job and calling, sounds strange, but it is like this: Most people neither know what they want nor what they can do, nor do they work where they belong. All your life.
The basics for training in retail are: punctuality, reliability, flexibility, being able to deal with people, being able to work in a group.
Communication means good language and written skills and, as the name KAUFmann suggests, you need math skills. If you also have a sense of order, we will teach you a sense of hygiene.
In addition, there are working hours between 6 a.m. and 10 p.m., especially on weekends, around the holidays, on bridging days, at Christmas, Easter, Whitsun, and even Sundays are sometimes busy. In addition, there are further education, training courses, overtime and short-term changes to the duty roster.
Some people think the training allowance is being exploited. Working full-time for 7-900 euros a month sounds like that at first. It is neglected that a trainee spends around half of his time learning and is more of a burden than a relief for the company, at least in the first year.
With around 25 working hours per week, an apprentice costs around 8.50 euros per hour.
An application folder should not be sent to us unannounced, but should be brought to an appointment after prior agreement. This may be followed by a few days of trial work.
How an application should look safe -> NOT ...
Contact persons are:
momo-batte ,[email protected]
momo-raoul, [email protected]
Phone: 0228 46 27 65
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Sun., January 13th, 2019
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