The construction sector was in the past and is now and will also be in the future an important part of the world economy. There is always a necessity to build new structures, to implement new techniques and materials or to renovate existing buildings. Like elsewhere there is also in Germany always an up and down in the building sector. The building sector means: Domestic buildings, infrastructure and industrial buildings. The changes in building investments depend on the Gross Domestic Product GDP. If the GDP is rising, the number of building investments is also rising. This is also effective the other way round. The following graph demonstrates this relationship.
Table of Contents
1 Introduction
1.1 Development of the building industry in Germany
1.2 Present situation in Germany
2 Legal basis
2.1 Introduction of legal basis
2.2 Employment of employees from states of Central and Eastern Europe and from Turkey
2.3 Employment of employees from EU member states
2.4 The Employee Sending-Law (AEntG)
2.5 The EU Sending-Guideline
2.6 The Law on Temporary Employment (Arbeitnehmerüberlassungsgesetz AÜG)
2.7 Construction Rules for Award of Public Works Contract (VOB)
2.8 Basis under fiscal law
3 Analysis of the German building sector based on foreign subcontractors
3.1 General information
3.2 Wage costs and non-wage labour costs
3.3 The general contractor
3.4 Pros and contras of foreign subcontractors
3.4.1 Competitive advantages
3.4.2 The financial risks for the main contractor
3.4.3 Communications problems
3.4.4 Culture problems
3.4.5 Quality of work and labour
3.4.6 The administrative regulations
3.5 The experiences of the building company Krämmel
3.5.1 Short description of the building company Krämmel
3.5.2 The experiences based on foreign subcontractors
3.6 The situation of small companies
3.7 The experiences of Czech building companies
3.7.1 General information about Czech subcontractors in Germany
3.7.2 The experiences of the Czech building company Metrostav
4 Comparison between the Danish and the German building industry
4.1 Development of the Danish building industry
4.2 Analysis of the Danish building sector based on foreign subcontractors
4.2.1 General law basis
4.2.1.1 Building Regulations
4.2.1.2 General Conditions
4.2.2 The integration of subcontractors in the building process
4.2.2.1 Forms of construction regulations
4.2.2.2 The traditional contract
4.2.2.3 The main contract
4.2.2.4 The design and build contract
4.2.2.5 The main forms of relations in Germany
4.2.3 Foreign subcontractors in Denmark
4.3 The experiences of the building company Pihl
4.3.1 Development of the company Pihl in Denmark
4.3.2 The experiences based on foreign subcontractors
5 The effects of the enlarging European Union
5.1 History of the European Union
5.2 Enlarging of the European Union
5.3 Reasons for the enlarging of the European Union
5.4 The negative sites in the enlarging European Union
5.5 Temporary regulations for the European Union extension
5.6 The effects on the Danish economy
6 General recommendations for stabilizing the German building market
6.1 Recommendations for companies
6.1.1 The selection of subcontractors
6.1.2 Safeguard possibilities
6.1.3 The handling of culture differences
6.1.4 Orientation of the home organisation
6.2 Recommendations for the German government
6.3 Possible exit strategies
1 Introduction
1.1 Development of the building industry in Germany
The construction sector was in the past and is now and will also be in the future an important part of the world economy. There is always a necessity to build new structures, to implement new techniques and materials or to renovate existing buildings. Like elsewhere there is also in Germany always an up and down in the building sector. The building sector means: Domestic buildings, infrastructure and industrial buildings. The changes in building investments depend on the Gross Domestic Product GDP. If the GDP is rising, the number of building investments is also rising. This is also effective the other way round. The following graph demonstrates this relationship.
The relation between Gross Domestic Product and Building investments (1975 - 1996) [1]
illustration not visible in this excerpt
After the Second World War the whole of Germany was devastated. Through the motivation of the people to rebuild Germany the economic boom could start. But the economic miracle could happen not only because of the reconstruction boom after the lost war, but also because of the economic support from the U.S.A. and of the economic reforms undertaken by Ludwig Erhard. He was the first federal economics minister and he introduced the social market economy in 1948. He also implemented the DM ( Deutsche Mark ) through the currency reform of 1948.
Implementing a free economic system was a precondition for the exploitation of the reconstruction potential. The result of Erhard’s politics was that there was almost no unemployment in Germany. Therefore Ludwig Erhard still enjoys a legendary reputation. The building sector was self-regulated because there were no regulations of the labour market. The labour market was so large that the German workers were not adequate, and so a lot of guest workers, especially from Italy, were welcomed in Germany.
In the 1950s and 1960s the whole of West Germany enjoyed an impressive growth record. But this period had an end with the conclusion of the economic crisis in the beginning of the 1970s. The downswing of the German industry, which includes also the construction sector, started in the late 1960s with the changing policy regime. The “Christian Democratic Union” and the “Christian Social Union” (Christlich Demokratische Union, Christlich Soziale Union CDU/CSU) entered into a coalition with the “Social Party of Germany” ( Sozialistische Partei Deutschlands SPD) in December 1966 and West Germany was experiencing unprecedented economic troubles. The social market economy switched to a welfare state with high subsidies and social transfers and a regulated labour market. This led to a high unemployment and a relatively high budget deficit. [2]
After a short upsurge period in the years 1968 – 1970, which involved a decreasing number of unemployed workers, followed another crisis, which took a long time span from 1971 till the beginning of the 1980s. This recession bottomed out in mid 1975 and the unemployment rate overstepped the edge of one million people without work. The downswing was caused by the U.S.-dollar depreciation (dollar-shock), and the recession in the later 1970s was influenced by the oil crisis. The oil crisis during 1973 was the best-known reason. But the steep price rise of raw materials led also to the steel crisis in 1975. Both reasons had a strong influence on the German construction sector, because the prices for a building grew up and therefore the demand of the building work decreased. The different sectors in the construction industry had to fight to survive. [3]
The building companies who survived experienced after a peak in 1980 during the following decade a normal evolution with short ups and downs.
In the earlier 1990s the pace of construction enjoyed a greater upswing than that of the 1980s and arrived 1994 a very high peak because of the construction investment for the German unification in 1989. It was a challenge for the reunited Germany to adapt the East part to the level of West Germany. To actualise the assimilation there was plenty of reconstruction work necessary. A high number of West German building companies used the possibility to go to the former German Democratic Republic to rebuild and to build infrastructure and buildings. There was enough labour available and the West German companies hired East German employees, because they worked for a lower wage. Therefore it was possible for these companies to maximise their profit and the whole building industry boomed. The unification was the reason for the last great boom in the construction sector.
After the year 1995 the building economy experienced a constant downswing, which is still going on. So the present situation in Germany is covered by an economic crisis that has also an influence on the construction sector. Unemployment achieved the highest level since 1945. The German welfare state has to pay a lot of social and unemployment benefits. So the working population has to deliver a high rate of social security contributions. Therefore the labour costs are very high compared to other countries. West Germany has the second highest labour costs of the world. [4]
International comparison of labour costs 2002 in EUR/h [5]
illustration not visible in this excerpt
In our times it is really expensive to build an estate due to the fact of the amiss common economic situation. Therefore the demand is less and many building companies have announced their insolvency or have laid-off employees. So more and more building workers are without job. This is the temporary downturn, but predicts show an upswing in the building sector. The whole construction sector hopes that this forecast will happen in the near future.
1.2 Present situation in Germany
In the year 2002 the forecasting for the building activity in Europe was embossed from cautious optimism. But the end of the crisis in the building industry was not reached in 2002.
In 2003 a slow regeneration of the activity in the building sector was expected which should speed up from 2004. These predictions did not happen. First 2004 or 2005 a slight increase of the activity in building is now predicted, but the European building volume will be small. The hopes for a quick end of the economic weakness stage in the European building sector were set back again and again.
Germany has the lowest economic growth in the building sector in comparison with the other European countries. Nevertheless Germany has still the largest building volume in the whole of Europe (about 22 %).
Construction Volume in Europe 2001 [6]
illustration not visible in this excerpt
As long as there is no upswing in the German building industry there will be no improvement in the overall building industry in Europe. The constant recession and the slow development of the building sector in Germany have different reasons. On the one hand the global economic conditions are getting worse since 2001. This causes that for the first time since the oil crisis in 1973 the USA, Japan and Germany, the three states with the largest economic power, are in a recession at the same time. On the other hand there are country-specific causes, too. For instance the changing of the currency in 2001 had adverse effects. Furthermore, heavy structure problems in the social system and in the labour market are still unsolved. The German government could not agree on tax rates and on subsidy reduction. This leads to additional uncertainty in the building sector due to the fact that the target of the planned measures is the building economy.
Constructing a building is a measure with high capital needs and a long production process. The uncertainty in regard to earnings and job is the reason for many people to be careful in building nowadays. Also the budget restricts of the communes set a limitation on the building activity.
For the next years there will be financial sufferings especially for West Europe and Germany due to the enlarging European Union. Therefore it is necessary for the large building sector, but also in general, to arrange the structure reforms quickly.
In the building industry crisis the massive lay-offs will continue presumably also in the coming year. The “Headquarters Association of the German Building Trade” ( Zentralverband des deutschen Baugewerbes ZDB) predicted that in 2004 40,000 places of work will be deleted. A further sales drop is reckoned on around three to four percent. The end of the recession will be reached 2005 at the earliest.
The building sector is after a boom due to the reunification in a crisis already since the middle of the 1990s. In 1995 it existed in the building branch about 1.4 million jobs and in the year 2003 there are only about 0.8 million employees in the building sector. Thus nearly half of all places of employment at the building sector were destroyed within a decade.
Employees of the building sector in Germany [7]
illustration not visible in this excerpt
Unlike some experts, who forecast a cautious mobilisation of the activity in building, the ZDB is pessimistically. Admittedly, the downward run will presumably slow down. With the investments the ZDB reckons for the year 2004 on a minus of a percent after a minus of 4,5 % in the year 2003. The public building activity shows the worst evolution of all building sectors in this year. The thriftiness of the communes is regarded as the greatest problem.
2 Legal basis
2.1 Introduction of legal basis [8]
Since beginning of the 1990s the German building market is under international adaptation pressure. Enterprises from Central and Eastern Europe and the European Union (EU) send employees mostly and in great number to Germany. The negative economic situation in the German building industry intensifies the situation. This evolution leads to a lasting drop of social security contributions due to less German employees in the building sector. A cause for that is to be seen in the cross-national labour market, which happens in the building sector in particular. The conditional aperture of the labour market for Central and Eastern European enterprises and the completion of the EU domestic market are the reasons for considerable social problems. Domestic workplaces are omitted and job and social standards are under pressure. Some of these standards do not exist anymore, for example full continuation of wage payment in the illness case, 13th monthly salary and vacation remuneration.
Through the increasing cross-national situation there is an additional flexible worker potential for the disposal in the German labour market. In former times foreign workers were only integrated in German building enterprises when the order situation was lucrative. But nowadays the German companies employ foreign subcontractors especially in economic crisis to be able to offer a cheap price to get one of the remaining orders. This anti-cyclical employment causes the substitution of domestic workers and it concerns particularly the building sector because of the local constraint. The relocation of the production into foreign countries with lower labour cost level, for example practised in the automotive industry frequently, is not possible in the building sector since the building production is bound to the place of the later use of the product.
But in particular personnel are mobile and can be brought from a foreign country onto the place of the production. In this way the lower labour costs can be used as a competitive advantage. It is the counterpart for the relocation of the production in other sectors.
The employment, which means that an enterprise becomes active in another country by sending its own workers to this country, occurs frequently from countries with a low labour cost level into countries with a high labour cost level. It is practised mainly in fields with a high labour cost part in the production like in the German building industry. There are two forms of employment. On the one hand since beginning of the 1990s enterprises from Central and Eastern Europe as well as from Turkey are allowed to send contract employees to Germany because of bilateral contracts. On the other hand the employment of workers takes place from member states of the European Union due to the completion of the EU domestic market in the year 1993.
2.2 Employment of employees from states of Central and Eastern Europe and from Turkey
The bilateral contracts between Germany and several states that do not belong to the EU are the legal basis of the employment from these countries. The destinations of the declarations are the approximation of these states onto Western Europe and the promotion of the economical relationships. In accordance with the declarations workers can be sent to Germany. The sending enterprises must be resident in the respective sending-countries. The sent workers need a residence permit and a job permission that is temporary within a maximum duration of two years (in an exceptional case three years).
They have to be paid as it is planned for comparable activities in German collective agreements. The maximum number of employees that can work in Germany, the so-called Kontingent, was determined for the individual states in different levels, which are adapted every year according to the labour market situation in Germany. Due to the negative trend in the labour market, the number of the employees from Central and Eastern Europe and Turkey is continuously restricted.
Subcontractors from Central and Eastern Europe in Germany (1991 - 2000) [9]
illustration not visible in this excerpt
2.3 Employment of employees from EU member states
In 1993 the EU domestic market was completed. Companies and employees from EU member states are allowed to work within the EU, which had the result of a higher number of sent employees than before.
The legal foundation for the freedom of services is written down in the “Consolidated Version of the Treaty Establishing the European Community” as in force from the 1st of February 2003. The important chapter 3 in title III includes the article 49:
“Within the framework of the provisions set out below, restrictions on freedom to provide services within the Community shall be prohibited in respect of nationals of Member States who are established in a State of the Community other than that of the person for whom the services are intended.
The Council may, acting by a qualified majority on a proposal from the Commission, extend the provisions of the Chapter to nationals of a third country who provide services and who are established within the Community”.
This article 49 allows the subsidiary and service freedom of enterprises and self- employed persons as well as the freedom of movement for employees. Mobility on basis of the freedom of movement and mobility on basis of the service freedom are to be distinguished. The basic freedom of the movement allows every person in the EU to relocate into another EU member state for the purpose of working there. On this basis foreign employees work already since decades in Germany, but they have to pay the common German social contributions.
In particular the service freedom has comprehensive results for the German building operation market. The companies from EU member states are allowed to send employees into another EU country in order to work. In this case the sent employees work for the lower labour cost level and for the lower job and social standards as arranged in the sending-country. This possibility exists because the EU law regulates the service freedom within the EU, so no job or social conditions can be regulated. Concerning that the EU domestic market was unadjusted. [10]
A limit on the number of workers, as with the Kontingente for employees from Central and Eastern Europe, was not possible. A determination of working conditions that are to be kept with the employment to Germany occurred first through the Arbeitnehmer-Entsendegesetz AEntG (the Employee Sending-Law).
Already early it was realised that there was a necessity of the arrangement of job and social conditions that are to be kept with transborder services. Since 1991 an EU ending-guideline was negotiated. The discharge of this guideline was delayed, because no consensus could be found in the member states. The resistance came in particular from countries in which sending-enterprises have their seat, simply because these countries did not have any interest in a restriction of the sending- practice. Due to the delay some EU member states decided to induce a national law: Belgium, France, Austria and Germany. In Germany it is the AEntG, which commits since 1996 urgent conditions of work with transborder services like minimum wage and vacation arrangements. The EU Sending-Guideline came into force in 1999 and since then working conditions are unified for all EU member states.
2.4 The Employee Sending-Law (AEntG) [11]
From the completion of the EU domestic market at the beginning of the year 1993 up to the commencement of Arbeitnehmer-Entsendegesetz AEntG on 01.03.1996, and up to the activation of the collective agreement declared as obligatory for the minimum wage on 01.01.1997, employees, occupied in an enterprise from EU member states, who were active in Germany, were not obliged to the German job standards. They worked for the conditions of the sending enterprise and country. Particularly lower labour costs and low-cost vacation arrangements allowed the companies to offer services at by far lower prices than was possible for the German companies. Also German enterprises used the competitive advantage of foreign enterprises by assigning suborders to foreign construction firms.
These strategies caused a collapse of prices for building services and a replacement for domestic workers with foreign workers. This situation was in addition combined with considerable disadvantages for many sent employees: They were employed at by far lower prices, worked under unreasonable conditions, did not have any vacation claim and paid exorbitant prices for accommodation and catering. Due to this development, the conditions of work to be kept were urgently determined by the AEntG.
Below the two most important paragraphs from the Arbeitnehmer-Entsendegesetz („ Gesetz über zwingende Arbeitsbedingungen bei grenzüberschreitenden Dienstleistungen “) in the last changed version of the 23.12.2002 are pointed out.
§ 1
(1) 1 Die Rechtsnormen eines für allgemeinverbindlich erklärten Tarifvertrages des Bauhauptgewerbes oder des Baunebengewerbes im Sinne der §§ 1 und 2 der Baubetriebe-Verordnung vom 28. Oktober 1980 (BGBl. I, S. 2033), zuletzt geändert durch Artikel 1 der Verordnung vom 13. Dezember 1996 (BGBl. I, S. 1954), die
1. die Mindestentgeltsätze einschließlich der Überstundensätze oder
2. die Dauer des Erholungsurlaubs, das Urlaubsentgelt oder ein zusätzliches Urlaubsgeld
zum Gegenstand haben, finden auch auf ein Arbeitsverhältnis zwischen einem Arbeitgeber mit Sitz im Ausland und seinem im räumlichen Geltungsbereich des Tarifvertrages beschäftigten Arbeitnehmer zwingend Anwendung, wenn der Betrieb überwiegend Bauleistungen im Sinne des § 211 Abs. 1 des Dritten Buches Sozialgesetzbuch erbringt und auch inländische Arbeitgeber ihren im räumlichen Geltungsbereich des Tarifvertrages beschäftigten Arbeitnehmern mindestens die am Arbeitsort geltenden tarifvertraglichen Arbeitsbedingungen gewähren müssen.
2 Ein Arbeitgeber im Sinne des Satzes 1 ist verpflichtet, seinem im räumlichen Geltungsbereich eines Tarifvertrages nach Satz 1 beschäftigten Arbeitnehmer mindestens die in dem Tarifvertrag vorgeschriebenen Arbeitsbedingungen zu gewähren. 3 Dies gilt auch für einen unter den Geltungsbereich eines Tarifvertrages nach Satz 1 fallenden Arbeitgeber mit Sitz im Inland unabhängig davon, ob der Tarifvertrag kraft Tarifbindung nach § 3 des Tarifvertragsgesetzes oder aufgrund der Allgemeinverbindlicherklärung Anwendung findet. 4 Tarifvertrag nach Satz 1 ist auch ein Tarifvertrag, der die Erbringung von Montageleistungen auf Baustellen außerhalb des Betriebssitzes zum Gegenstand hat.
(2) Absatz 1 gilt unter den dort genannten Voraussetzungen auch für allgemeinverbindlich erklärte Tarifverträge im Bereich der Seeschiffahrts- assistenz.
(2a) Wird ein Leiharbeitnehmer von einem Entleiher mit Tätigkeiten beschäftigt, die in den Geltungsbereich eines für allgemeinverbindlich erklärten Tarifvertrages nach Absatz 1, Absatz 2 oder Absatz 3 oder einer Rechtsverordnung nach Absatz 3a fallen, so hat ihm der Verleiher zumindest die in diesem Tarifvertrag oder dieser Rechtsverordnung vorgeschriebenen Arbeitsbedingungen zu gewähren sowie die der gemeinsamen Einrichtung nach diesem Tarifvertrag zustehenden Beiträge zu leisten.
(3) 1 Sind im Zusammenhang mit der Gewährung von Urlaubsansprüchen nach Absatz 1 die Einziehung von Beiträgen und die Gewährung von Leistungen durch allgemeinverbindliche Tarifverträge einer gemeinsamen Einrichtung der Tarifvertragsparteien übertragen, so finden die Rechtsnormen solcher Tarifverträge auch auf einen ausländischen Arbeitgeber und seinen im räumlichen Geltungsbereich des Tarifvertrages beschäftigten Arbeitnehmer zwingend Anwendung, wenn in den betreffenden Tarifverträgen oder auf sonstige Weise sichergestellt ist, daß
1. der ausländische Arbeitgeber nicht gleichzeitig zu Beiträgen nach dieser Vorschrift und Beiträgen zu einer vergleichbaren Einrichtung im Staat seines Sitzes herangezogen wird und
2. das Verfahren der gemeinsamen Einrichtung der Tarifvertragsparteien eine Anrechnung derjenigen Leistungen vorsieht, die der ausländische Arbeitgeber zur Erfüllung des gesetzlichen, tarifvertraglichen oder einzelvertraglichen Urlaubsanspruchs seines Arbeitnehmers bereits erbracht hat.
2 Ein Arbeitgeber im Sinne des Absatzes 1 Satz 1 ist verpflichtet, einer gemeinsamen Einrichtung der Tarifvertragsparteien die ihr nach Satz 1 zustehenden Beiträge zu leisten. 3 Dies gilt auch für einen unter den Geltungsbereich eines Tarifvertrages nach Satz 1 fallenden Arbeitgeber mit Sitz im Inland unabhängig davon, ob der Tarifvertrag kraft Tarifbindung nach § 3 des Tarifvertragsgesetzes oder aufgrund der Allgemeinverbindlicherklärung Anwendung findet.
(3a) 1 Ist ein Antrag auf Allgemeinverbindlicherklärung eines Tarifvertrages nach Absatz 1 Satz 1 oder Absatz 3 Satz 1 gestellt worden, kann das Bundesministerium für Arbeit und Sozialordnung unter den dort genannten Voraussetzungen durch Rechtsverordnung ohne Zustimmung des Bundesrates bestimmen, daß die Rechtsnormen dieses Tarifvertrages auf alle unter den Geltungsbereich dieses Tarifvertrages fallenden und nicht tarifgebundenen Arbeitgeber und Arbeitnehmer Anwendung finden. 2 Vor Erlaß der Rechtsverordnung gibt das Bundesministerium für Arbeit und Sozialordnung den in den Geltungsbereich der Rechtsverordnung fallenden Arbeitgebern und Arbeitnehmern sowie den Parteien des Tarifvertrages Gelegenheit zur schriftlichen Stellungnahme. 3 Die Rechtsverordnung findet auch auf ein Arbeitsverhältnis zwischen einem Arbeitgeber mit Sitz im Ausland und seinem im Geltungsbereich der Rechtsverordnung beschäftigten Arbeitnehmer zwingend Anwendung. 4 Unter den Geltungsbereich eines Tarifvertrages nach Absatz 1 oder Absatz 3 fallende Arbeitgeber mit Sitz im Inland sind verpflichtet, ihren Arbeitnehmern mindestens
die in der Rechtsverordnung vorgeschriebenen Arbeitsbedingungen zu gewähren sowie einer gemeinsamen Einrichtung der Tarifvertragsparteien die ihr nach Satz 1 zustehenden Beiträge zu leisten; dies gilt unabhängig davon, ob die entsprechende Verpflichtung kraft Tarifbindung nach § 3 des Tarifvertragsgesetzes oder aufgrund der Rechtsverordnung besteht. 5 Satz 4 Halbsatz 1 gilt auch für Arbeitgeber mit Sitz im Ausland und ihre im Geltungsbereich der Rechtsverordnung beschäftigten Arbeitnehmer.
(4) Für die Zuordnung zum betrieblichen Geltungsbereich eines Tarifvertrages nach den Absätzen 1, 2, 3 und 3a gelten die vom Arbeitgeber mit Sitz im Ausland im Inland eingesetzten Arbeitnehmer in ihrer Gesamtheit als Betrieb.
(5) Von einer nach Absatz 2a, Absatz 3 Satz 1 und 2 oder Absatz 3a Satz 1 und 5 bestehenden Verpflichtung zur Zahlung von Beiträgen an eine gemeinsame Einrichtung der Tarifvertragsparteien kann bei der Beschäftigung eines Arbeitnehmers nach Absatz 1 oder eines Leiharbeitnehmers nach Absatz 2a in Ausnahmefällen abgesehen werden, wenn dies in dem betreffenden Fall wegen des geringen Umfangs der zu erbringenden Leistungen angemessen und begründet erscheint.
§ 1a
1 Ein Unternehmer, der einen anderen Unternehmer mit der Erbringung von Bauleistungen im Sinne des § 211 Abs. 1 des Dritten Buches Sozialgesetzbuch beauftragt, haftet für die Verpflichtungen dieses Unternehmers, eines Nachunternehmers oder eines von dem Unternehmer oder einem Nachunternehmer beauftragten Verleihers zur Zahlung des Mindestentgelts an einen Arbeitnehmer oder zur Zahlung von Beiträgen an eine gemeinsame Einrichtung der Tarifvertragsparteien nach § 1 Abs. 1 Satz 2 und 3, Abs. 2a, 3 Satz 2 und 3 oder Abs. 3a Satz 4 und 5 wie ein Bürge, der auf die Einrede der Vorausklage verzichtet hat.
2 Das Mindestentgelt im Sinne des Satzes 1 umfaßt nur den Betrag, der nach Abzug der Steuern und der Beiträge zur Sozialversicherung und zur Arbeitsförderung oder entsprechender Aufwendungen zur sozialen Sicherung an den Arbeitnehmer auszuzahlen ist (Nettoentgelt).
§ 2
(1) Für die Prüfung der Arbeitsbedingungen nach § 1 sind die Bundesanstalt für Arbeit und die Behörden der Zollverwaltung zuständig.
(2) 1 §§ 304 bis 307 des Dritten Buches Sozialgesetzbuch sind entsprechend anzuwenden mit der Maßgabe, daß die dort genannten Behörden auch Einsicht in Arbeitsverträge, Niederschriften nach § 2 des Nachweisgesetzes und andere Geschäftsunterlagen nehmen können, die mittelbar oder unmittelbar Auskunft über die Einhaltung der Arbeitsbedingungen nach § 1 geben, und die nach § 306 Abs. 1 des Dritten Buches Sozialgesetzbuch zur Mitwirkung Verpflichteten diese Unterlagen vorzulegen haben. 2 § 308 Abs. 3 des Dritten Buches Sozialgesetzbuch findet entsprechende Anwendung. 3 Die genannten Behörden dürfen nach Maßgabe der datenschutzrechtlichen Vorschriften auch mit Behörden anderer Mitgliedstaaten des Europäischen Wirtschaftsraums, die entsprechende Aufgaben wie nach diesem Gesetz durchführen oder für die Bekämpfung illegaler Beschäftigung zuständig sind oder Auskünfte geben können, ob ein Arbeitgeber die Arbeitsbedingungen nach § 1 einhält, zusammenarbeiten. 4 Für die Datenverarbeitung, die dem in Absatz 1 genannten Zweck oder der Zusammenarbeit mit den Behörden des Europäischen Wirtschaftsraumes dient, findet § 67 Abs. 2 Nr. 4 des Zehnten Buches Sozialgesetzbuch keine Anwendung.
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