The SMV pay scales are the result of a careful calculation that takes numerous factors into account. They are regularly adjusted to ensure that they remain realistic for musicians and reflect professional and social changes. The tariffs have already been increased recently to bring them into line with the rising cost of living. A new version of the tariff regulations with revised wording was recently published and will apply from September 1 of this year. In addition, new tariffs were introduced for shorter assignments and for audio and audiovisual recordings of ensembles of up to 12 musicians (BK and CK tariffs, which also apply when rehearsals and concerts are recorded or filmed). Additional information has also been added at the level of remuneration and expenses. The PDF document with the tariff regulations can be found on the SMV website by clicking on "Services" and then on "Tariffs". On the same page you will find the correspondingly updated online tariff calculator, which is useful for both musicians and event organizers. Incidentally, all of these tariffs apply to any style of music, not just classical music.

Once again, we must remember how important it is to set minimum rates in order to prevent wage dumping. Nobody would think of underpaying an engineer or a teacher with a university degree, even though their earnings are often at least double those of a freelance professional musician. The latter have both artistic and technical skills at a high level and have completed a university education, often with an additional specialization. Therefore, the rates set by the SMV represent the minimum level of fair compensation for musical services on a case-by-case basis and should be taken into account by all concert and project organizers.

In 2000, the State Secretariat for Economic Affairs published a study on the subject of stress, which revealed that just over a quarter of Swiss employees often or very often felt stressed. The situation has hardly improved since then, as the most recent European survey on working conditions provides worrying figures: In Switzerland, the proportion of employees who suffer from deadline pressure on the one hand and find the pace of work often or always high on the other is 51.6 and 58.5 % respectively. In terms of health, no fewer than 54.9 % of employees experience muscle pain in the upper limbs and neck; 47.5 % also complain of headaches and eye pain and 45.8 % of back pain. In addition, 20.611 % are often or always physically exhausted at the end of their working day, 4 % are often or always emotionally exhausted, and 9.2 % experience both. 23.2 % also state that their work endangers their health or safety. In the area of health, these results are generally just slightly below the European average, but factors such as access to medical care, including paramedical care, economic stability and the good employment situation are likely to have a positive influence on the Swiss results. It is rather disappointing that a rich country like Switzerland is not in a better position when it comes to the health of wage earners. This makes it all the more important to prevent a deterioration in working conditions and structural framework conditions so that the situation does not get any worse. The federal elections this fall will be particularly decisive, especially as far as the Council of States is concerned. Not only are certain political forces not interested in improving the current labor law, but on the contrary, their representatives are striving for a gradual reduction despite the flexibility of the current law, although a clear distinction between working time and rest time is essential for the physical and mental well-being of employees.

This year's SMV delegates' meeting took place in the time-honored "Schweizerhof" hotel in Lucerne in beautiful summer weather. Geneva Co-President Muriel Noble welcomed the delegates and several guests. The Co-President of the Lucerne section, Iwan Jenny, briefly recalled the extraordinary history of the hotel, which opened in 1845 and is still owned by the Lucerne family, and where many important personalities such as Richard Wagner have come and gone. A significant event in the hotel's history was the peace negotiations after the Sonderbund War, the last war on Swiss soil. Jenny sees the fact that the Lucerne hotel has overcome all crises as a symbol of an optimistic view of the future. In Lucerne, the future, not uncontroversial theater renovation is currently the dominant cultural topic of the day.

Gabriela Medici, Central Secretary of the Swiss Federation of Trade Unions, noted in her welcome address that - still very topical shortly after the feminist strike - a good education does not necessarily lead to a good salary for women. However, she said that bourgeois politicians will work on certain issues such as maternity protection, even though they have distanced themselves from the feminist strike. Medici recalled that "more work for less money" is unfortunately favored in parliament, even though real wages have fallen for three years in a row. Pensioners are particularly at risk, as the 2nd pillar does not cover inflation and a lot of purchasing power is lost as a result. She noted that the pension funds are doing well, but not the pensioners. She has high hopes for the next three referendums on pension issues, e.g. on a 13th AHV monthly pension. The feminist strike on June 14 was also a ray of hope for Medici.

After a minute's silence for the deceased members, the minutes of the 2022 DM, the activity reports of the sections, the FIM and the SMV accounts were approved. The Audit Committee gave the SMV's administration an excellent report, and discharge was granted to the Central Committee and the Central Secretary. The 2023 budget was also unanimously approved. The transfer of the death fund to the SMV Foundation and the revision of the expenses regulations were also accepted.

Co-President Davide Jäger reported on the Presidents' Conference, which, among other things, approved a revision of the tariff regulations that stipulates the remuneration of short assignments such as church services or funerals, which were not previously covered. The section fees for freelancers were harmonized, which previously complicated registration for new SMV members. A possible merger with Sonart has not yet been conclusively discussed. An extraordinary conference on this topic is planned.

The delegates were able to use the early end of the meeting for further welcome informal discussions among the members of the various sections.

The minutes of this DM will be published on the SMV website and can also be viewed at the Central Secretariat.

A treaty between Switzerland and the EU is also of fundamental interest to musicians. An ice age in relations could make it more difficult for young Swiss people to study in the EU and find a job in an EU country.

Exploratory talks with the EU

The end of the undignified seasonal worker status and the introduction of the free movement of persons with effective accompanying measures were major steps that the trade unions fought for. The 2018 framework agreement, on the other hand, would have worsened wage protection and public services. The Swiss Federation of Trade Unions (SGB) therefore spoke out against it. The EU had been pushing for the agreement to be signed since 2019. After further negotiations did not lead to the changes demanded by the Swiss side, the Federal Council unilaterally ended the talks. The Federal Council then decided to make a fresh start and held exploratory talks with the EU. Developments in these talks to date are worrying. The SGB is sounding the alarm. At its delegates' meeting, the SGB stated that wage protection is a prerequisite for opening up to the EU to benefit employees. It has therefore engaged in talks with the Federal Council, employers and the administration to ensure that the problems with wage protection are resolved. However, apart from deteriorations, nothing binding has been put on the table to date. Swiss working conditions and the public service are at risk. The accompanying measures must be improved, not worsened.

A resolution of the Assembly of Delegates

At its delegates' meeting, the SGB adopted a resolution that sets the following priorities, among others:

• The SGB is committed to a social, open Switzerland and recognizes the great importance of the EU for peaceful development and cooperation in Europe. It supports opening up to the EU in principle.
• Wage protection and public services have not yet been secured. This is all the more dangerous because there are forces in Switzerland that are misusing the discussions with the EU to push through their liberalization programmes.
• In terms of wage protection, both the enforcement of the CLA on a parity basis and important instruments such as the suspension of services and the deposit are not binding. Wage protection has become more challenging in recent years due to the increased use of subcontractors and temporary work. The basis of Swiss CLAs is gradually eroding. Temporary workers still have fewer rights than permanent employees.
• The SGB is fundamentally in favor of adopting the EU Citizens Directive, i.e. the free movement of persons. It means better legal status for employees from the EU.
• The SGB rejects the adoption of the EU expenses regulation and the total market opening for electricity and public transport.
• The conclusion of an agreement in the area of public health would be positive for Switzerland, but should not lead to a reduction in public subsidies in the healthcare sector.
• The SGB supports cohesion contributions to the EU, which can also be increased. They are an important, solidarity-based instrument for reducing income disparities in Europe. It would also be positive if Switzerland's suspended cooperation projects with the EU were quickly resumed. Switzerland and the EU have a great common interest in close cooperation in research, culture and education.

For the SGB, it is clear that a negotiating mandate from the Federal Council must include these points.

It is twice as difficult for a woman to survive in such a highly competitive environment as the artistic world than it is for a man in the same situation.

Scrutinized and assessed

Firstly, a woman is constantly scrutinized and judged. Having been a victim of assault, I have, to my great dismay, "experienced" the harmful games and abuse of power myself, a power over women that men try to keep at all costs, to make it quite clear that women can never be equals. This is all the more striking when you are a freelance female musician who is dependent on employment and where the employer has the power to select, reject, favor or harm a career. The artist is constantly scrutinized, whether for the length of her jumper, the color of her shoes, the height of her heels or her pretty face (too much or too little make-up, the volume of her hair...) and is often, without being able to complain about it, confronted with other even more unpleasant sexist remarks and gestures that create a harmful climate. Therefore, refusing advances or denouncing an abuse of power is still dangerous for one's career, even five years after #MeToo.

When you are a victim, and even though the victim is never really to blame, you are overcome with unjustified shame. Because you think you were weak at a certain moment and "let it happen", the assault robs us of our strength and our own power and leaves us confused, speechless, shocked and paralyzed and without knowing how to react. Lucile Quillet, writer and journalist, explains this mechanism very aptly: because we don't want to be the "victim of an assault", there is a reflex to minimize the situation and to think that if we "tolerate" it, we still have a certain power over ourselves. The brain thus creates a situation that unfortunately cannot last long by saying to itself: "It's not bad. It wasn't intentional. It's not worth making a big story out of it...". So you absolutely have to start by recognizing an assault for what it is in order not to suffer another one. Let us never forget that an assault does not call us into question and does not cast doubt on our qualities. This is a difficult task, but it does not prevent our future... and it will pass.

Ethical guidelines

To this end, I encourage all cultural institutions and venues to become active on the ground and announce clearly visible, detailed ethical guidelines. It would be desirable for them to become tools to show the boundaries - which may be different for each and everyone - and what is or is not acceptable. In this way, any form of discrimination should disappear in terms of equal treatment, and consideration should be given to the physical and mental health of everyone as a first priority. Empathy and goodwill should become a basic rule of living together. Furthermore, non-violent communication should become a habit and everyone's feelings should be respected and everyone should become aware of their ways and habits of thinking: "What is my personal opinion and does it correspond to my beliefs? Or what do I repeat without thinking because society has whispered it to me?" It is important that the testimonies of victims of abuse are no longer doubted, no matter what type of abuse they concern, and that they are believed because they have a lot to lose by speaking out. It should also be recognized that rejection can be felt so strongly that it can lead directly to depression, and also that kindness should be seen as an important quality and not a weakness. In short, it is about valuing equality, safety, respect and self-actualization. It would also be advisable to include a procedure in these guidelines in the event of abuse, stating that you should contact the staff representatives or the company doctor internally or the cantonal labor inspectorate or your trade union, the SMV, externally. All these services are free of charge!

Sisterhood/women's solidarity

Secondly, a woman will not be able to count on the support of her sisters. Nevertheless, sisterhood - or women's solidarity, to use a more common expression - need not be considered a naïve utopia. Even in the music world, where competition is fierce, I think sisterhood can work and be a powerful antidote to the sexism that inherently divides and rules. It represents a power, a practice and a solid foundation to become stronger together.

Unfortunately, it is the reflex of every minority to see that which is like us as the most direct competition. We need to recognize this and not adopt the familiar male patterns of behavior (for example, willingly laughing at sexist jokes) in order to be seen as belonging and trying to move up a hierarchy influenced by patriarchal behavior at the expense of other women. The myth of the "catfight" associated with female rivalry must be dismantled by becoming aware of and analyzing small everyday reflexes and gestures and facing one's own insecurities: One should not see other women as rivals, as on the contrary they can turn out to be allies! Amina Sow speaks of a theory of charisma: "What benefits one woman also indirectly benefits the others." So if you criticize a woman, you criticize yourself; if you sabotage the work of another woman musician, you weaken your own position.

Sharing your experience in a musical environment, for example as a mentor, is a great thing and much more relevant than letting the new colleague "struggle like I once had to". Sisterhood will make it possible to confront inequality and sexism, make decisions, act together and advocate for equality.

In a word, as I wrote above, the musical environment is doubly difficult for a female musician, firstly because of the abuse of power she suffers and secondly because of the lack of support from other women. Men are never judged by the length of their jeans, and male solidarity has always been very strong. Standing together, uniting, supporting each other, listening to each other and giving each other advice: all this power is in our hands! The text by writer Chloé Delaume sums it all up well: "Sisterhood is an attitude. One should never deliberately harm a woman, never publicly criticize a woman, never provoke a woman's contempt. Sisterhood is inclusive, without hierarchy or birthright. Sisterhood is like an ethos of life."

I hope that this sisterhood will live in all women's hearts on June 14, 2023!

Muriel Noble, Co-President of the SMV, violinist in the OSR

What are the specific problems that you can encounter as a woman who is a freelancer and joins orchestras?

First of all, it should be noted that "freelancers", whether women or men, are exposed to the same stressful conditions: adrenaline levels are particularly high when you have to step in at short notice, and the vagaries of life (illness or otherwise) are the same for everyone. The corona pandemic has also been a particular challenge and has highlighted the problems that freelance musicians face - for me personally, it has certainly caused anxiety and fear.

With regard to gender-specific characteristics, the issue of pregnant women within an orchestra (or in other noisy places) is beginning to be taken into account within the framework of the maternity protection ordinance of the labor law and is being examined to see whether prolonged excessive loudness can lead to harm to mother and fetus. In anticipation of the results of the risk analysis commissioned by the cantonal doctor and the cantonal labor inspectorate, the OSR had to take precautionary measures and no longer employs women from the first day of pregnancy. If salaried female musicians are affected by this ban on work, they will still receive their wages, but this is not the case for freelancers, who will suffer financial hardship as a result. There is also a fear of falling out of work networks due to a longer absence: A solution would therefore have to be found that does not put women at a disadvantage; at the moment there are discussions about this at trade union level.

And finally, since the same conditions prevail in music as in other areas and it is of course no exception, we as women are not protected and are more exposed to power relations than men.

Have you had problems with power games and sexism yourself?

I have not been confronted with problems of this kind myself, but I am very convinced that they exist, sometimes on a subtle level. In general, as women, we want to be valued for our work as musicians and not for outward appearances. We want to be judged on our abilities and not on how we are dressed or how we look. But can we be sure for what reasons we were chosen for something or not? Be that as it may, I think it's important to respect everyone's sensitivity and adapt your behavior accordingly. The younger generation is more open to this issue and that gives me hope.

How do you see the place of women in the orchestra?

As long as the candidates play behind a curtain in an audition, there is a better equality of opportunity. In the orchestras, the gender balance in the strings is pretty good, especially in the violins, although the important positions are still often reserved for men - to get a responsible position, a woman often has to be overqualified, even better, to be considered credible. Brass and percussion are still largely in the hands of men, while the harp is almost always played by women. Other areas of music are still a long way from parity: composition, conducting, but also other styles of music such as rock. This is not about a lack of interest or talent, but rather about social codes that children experience from an early age, or behavioural patterns that demand that men should be enterprising and strong, while women should be beautiful and good listeners - differences that are presented as eternal truths and are intended to legitimize privileges and discrimination. These archaic prejudices can still be found in the choice of instruments, as some are seen as masculine and others as feminine. As an anecdote, it is worth mentioning that in the 19th century, for example, women were discouraged from playing a wind instrument because it could damage their face. Again, I believe that the current phase of deconstructing the patriarchal system will make the future better.

Do you find that women tend to criticize each other or do they tend to show solidarity?

In our profession, we have to be very demanding of ourselves and we have to be equally demanding of others. I can imagine that there are difficult situations that exacerbate the competitive atmosphere that already exists in the music scene when you play as a temp: It's a fantastic but demanding profession, and it's easy to find your place threatened in this pursuit of perfection, especially if you don't have a "real job" anywhere. As for solidarity, it all depends on the people and orchestras, these are personal experiences. As far as I'm concerned, I'm lucky to have the support of other newcomers with whom I can share my impressions. In other areas, I also have the advantage of being surrounded by exceptional women who are generous and benevolent, real role models who give me more strength. No matter what profession we are in, we all win when we help each other and are kind to each other, and we can find our place in life more easily when we show solidarity.

After the AHV revision, which was voted on September 25, 2022, the 2nd pillar is now the new construction site for old-age provision. After intensive negotiations between employers and trade unions (on the one hand the Swiss Employers' Association, on the other the Swiss Federation of Trade Unions and Travail.Suisse), a clever compromise solution was found: The conversion rate, on which the pension depends, would have been lowered, but with a guarantee of the pension level in the BVG mandatory scheme and an improvement in pension protection for people with low incomes and for part-time employees. A solidarity-based salary contribution (0.25% for employees, 0.25% for employers) was planned: It would have been levied on income up to CHF 850,000 and would have made it possible to simultaneously raise the pensions of low earners and prevent the pensions of the middle classes from falling. The highest incomes would have financed this social measure through a modest salary deduction (for the above-mentioned salary maximum it would have amounted to CHF 2125 for employees and CHF 2125 for employers). The Federal Council adopted this proposal, which was negotiated by the social partners. Unfortunately, the fact that the highest incomes would have had to accept a small deduction seems to have made the middle-class parties (Center, Green Liberals, FDP and SVP) sick to their stomachs. As a result, they preferred to torpedo this compromise in the deliberations of the two chambers of parliament.

A shameful dismantling

Not only did these parties not want to accept this gesture of solidarity in favor of the less well-off, on the contrary, they took pleasure in making life even more difficult for them. In fact, the conversion rate is to be lowered from 6.8% to 6%, which corresponds to a reduction of 11% in the pension amount without any compensatory measure, while the minimum income for compulsory pension fund contributions is to be lowered from CHF 22,050 to CHF 19,845. At first glance, one might find it gratifying that people with lower incomes are paying into the 2nd pillar and thus improving their pension, but those who wish to do so can already do so at their own discretion anyway (incidentally, the SMV proposes solutions that are tailored to their personal situation, for example for freelancers), while the others, whose income is below or close to the poverty line, cannot do so because they lack the means to do so. One might ask what the point is of forcing these latter people to save for the 2nd pillar. If, at the time of retirement, pensions and income are not sufficient to cover basic needs, there is support from supplementary benefits. With a reduced conversion rate, a BVG pension that is too low for low incomes will probably not help, except that the cantonal compensation funds, which are responsible for supplementary benefits, can save on the backs of low earners.

The financial sector benefits

Not only does this reform not improve the situation of low-income earners, but the middle class will also be affected by a reduction in pensions and lower purchasing power at retirement age, as well as increased contribution payments, as the conservative parliamentary majority has also decided to drastically reduce the coordination deduction. Employers deduct AHV and pension fund contributions from wages. To ensure that the pension funds only levy contributions on the salary components that are not insured by the 1st pillar, there is the so-called coordination deduction, which corresponds to 7/8 of the maximum AHV pension. On January 1, 2023, this was CHF 25,725 per year, an amount that is deducted from the annual gross income to calculate the contribution for the 2nd pillar. The right-wing parties are demanding a change to this calculation: the coordination deduction is to be set at 20% of the salary subject to AHV contributions, which would flush 2 billion additional contributions into the coffers, with a particularly brutal increase for low incomes. All this despite the fact that pension fund assets currently exceed 1000 billion, a colossal sum that is still growing (it has almost doubled in twenty years), while benefits are falling. This is a huge source of profit for the financial sector and insurance companies (which take up to 10% from the earnings of those insured under the BVG* and charge CHF 7 billion a year for their administrative costs). The President of the Swiss Federation of Trade Unions (SGB), Pierre-Yves Maillard, is of the opinion that the right is trying to reduce the benefits of the 2nd pillar so that people pay into the 3rd pillar, which is even more lucrative for the financial sector.

In the referendum campaign before the AHV vote last year, the right-wing majority promised to improve the situation of women and pensioners in the BVG revision. In view of the unconvincing result, to say the least, the trade unions (including the SGB, to which the SMV belongs) and the left-wing parties decided to launch a referendum, while certain sector-specific employers' associations are also opposed to the reform.

Information and the opportunity to sign the referendum at: https://rentenabbau.ch

*see the study on this topic The lost billions - The profits of life insurers in the 2nd pillar by Matthias Kuert Killer, Travail.Suisse, 2014, 2nd edition 2016

The SGB has evaluated over 100 studies for its research on trade unions and collective employment agreements (CEAs). Research was conducted in particular on the topics of wages, working conditions, employment, unemployment, productivity and innovation activity. Of course, not all of the results are applicable or relevant to our profession. However, it is worth reminding musicians of the importance and value of trade unions, which have been fighting for working people for over 100 years. Trade unions negotiate collective labor agreements with employers and thus replace individual wage policies, which affects around half of wage earners in Switzerland. The researchers have identified the following three central theses: Unions and CLAs can increase wages and reduce inequalities, wage increases come at the expense of profits rather than employment, and furthermore, unions can increase productivity.

Smaller pay gaps, greater pay equality

Looking at the details, it appears that CLA minimum wages are normally within the range of wages customary in the industry. CLAs generally make it more difficult to open a wage gap and lead to smaller wage differences than fully individual wage negotiations. In Switzerland, the trade unions have an additional task compared to most countries: since the labor market was opened up to foreign companies, CLA minimum wages and strict controls prevent foreign companies from undercutting the usual wages with dumping wages and squeezing out local employees and companies.

Another key concern of the trade unions is equal pay between the sexes. According to the Federal Statistical Office, women were still paid 18% less than men in 2022. Almost 7 percentage points cannot be explained by differences in education, occupations and sectors. Women are also systematically passed over for recruitment and promotions. Trade unions combat direct wage discrimination through CLA minimum wages, specific provisions on equal pay, participation in the workplace, political campaigns and awareness-raising work. Trade unions also help to ensure that jobs performed predominantly by women are upgraded.

The fact that higher wages come at the price of higher unemployment is an accusation that the researchers cannot substantiate. On the contrary, it may even be worthwhile for employers to produce more and employ more people if wages are higher.

A new view of the trade unions

In addition to wages, working conditions are very important for employees. This is why trade unions demanded the eight-hour working day early on, lowered the retirement age in Switzerland to 60 in the construction industry, for example, and campaigned for more staff in the care sector. Generally speaking, working hours are shorter when trade unions negotiate at least part of them. In Switzerland, CLAs are particularly important for health and safety at work because the legal requirements are weak.

Trade unions do not consciously try to influence productivity, innovation or investment and therefore economic growth. Nevertheless, many of their activities, such as the CLA minimum wage, could have an impact. While trade unions tended to be associated with less innovation in older studies, the picture has changed today: Trade unions seem to tend to strengthen product innovations. When products are newly invented or further developed, companies can sell more, which benefits wage earners because growing companies have more scope for higher wages and new jobs.

Economists also recognize the importance of trade unions for society beyond the labour market and see them much more positively today. Trade unions have fought for important basic social rights. In addition, their political fight for progressive taxes and political stability is important, and they are also successfully combating poverty as a result.

It is to be hoped that the new image of trade unions from science will also be reflected in politics in Switzerland.

• Joël Bühler and Daniel Lampart, The value of trade unions, A meta-study on the influence of trade unions and collective labor agreements on wages, working conditions and productivity, Dossier No. 153, publication series of the Swiss Federation of Trade Unions, December 2022

SMV members, but also non-members, cannot be recommended enough to visit the new website, which has been online for a few weeks now. If you compare it with the previous version, you are immediately struck by the clarity of the layout and the graphic design, as well as the easier access to the various sections. Moreover, the pages can now be opened much more quickly.

One of the strengths of the SMV website is the tariff calculator, which is particularly appreciated by musicians. They make it possible to calculate the minimum tariff, social security contributions and expenses for occasional musical activities in an orchestra, a smaller formation or a chamber music ensemble. They also help concert organizers who want to pay performers correctly to draw up an appropriate budget.

The presentation of the numerous services from which SMV members can benefit (social security, advice, legal protection, mediation, further training, support services, various discounts, including for insurance) takes up a lot of space. Further sections provide detailed information on the areas in which the SMV is active: Improving working conditions in the music sector (including through the negotiation of collective labor agreements), collective bargaining, social security, cultural policy, health & safety, ancillary copyrights, networking and international solidarity. Finally, interested parties will also find a membership application form.

It should also be mentioned that the new website is designed in four languages (German, French, Italian and English).

www.smv.ch

The DOV was founded in Düsseldorf in 1952 by professional musicians to jointly represent their cultural and economic interests and promote young artists. In 1971/72, the collective agreement for musicians in cultural orchestras (TVK) agreed with the German Stage Association came into force. This provided musicians in municipal orchestras with comprehensive protection for their employment relationships with specific regulations on working hours and remuneration. It remains an international model to this day. While every orchestra in Switzerland has its own collective employment agreement, which the SMV is involved in drawing up, German orchestras are integrated into a uniform national wage structure. Depending on the size of the orchestra, the orchestras belong to pay groups A - D, although there are numerous exceptions, including for radio orchestras and choirs, which have their own collective agreement.

Detailed collective agreement for all orchestras

The latest "Collective Agreement for Musicians in Concert and Theatre Orchestras", concluded in 2019 between the German Stage Association (Federal Association of Theatres and Orchestras) and the German Orchestra Association, not only meticulously lists all relevant details regarding working conditions, working hours, salary and social benefits in 63 paragraphs on 78 pages, but also regulates, for example, the election, composition and tasks of the orchestra board. Section 17 specifies the distribution of positions in the respective remuneration groups, for example, a so-called Bb orchestra (66 musicians) must have 36 string positions, as well as 4 flutes, 3 oboes, 4 clarinets, 3 bassoons, 5 horns, 3 trumpets, 3 trombones and a tuba for the wind section.

Great appreciation

In 2014, the German theater and orchestra landscape was included in the nationwide list of intangible cultural heritage. The DOV writes that the number and diversity of professional orchestras in Germany is unique in the world, and that concerts and live classical music in concert halls, theaters or at music festivals have forty percent more visitors than the Bundesliga in football stadiums. Nevertheless, it is regrettable that the number of orchestras has fallen from 168 in 1992 to 129 today. The German Music and Orchestra Association unisono considers one of its most important goals to be to completely stop the loss of permanent jobs and to commit itself to creating new jobs in the long term. Since 2002, unisono has had a cooperation agreement with the service trade union ver.di. Strikes are also held from time to time to enforce wage demands (see picture).

Enormous challenges

unisono represents the interests of around 12,800 members in professional orchestras and radio choirs as well as an increasing number of freelancers, students and lecturers at music academies. The unionization rate in orchestras and radio ensembles is over 90 percent. For some years now, the association has received a large influx of freelancers, who have relied on strong representation of their interests, primarily due to their experiences during the pandemic. unisono Managing Director Gerald Mertens says: "Maintaining and expanding good framework conditions for practising the music profession is at the heart of our work, regardless of whether our members work on a permanent or freelance basis. Together and in solidarity, we represent the interests of our members most successfully. We are facing the major challenges of social change, climate change and other overlapping crises." unisono is a founding member and board member of the "Netzwerk Junge Ohren" (Young Ears Network), of which the SMV is also a sponsor. This institution brings together protagonists from all areas of music education in German-speaking countries so that they can regularly exchange ideas and learn from each other.

uni-sono.org

At the DM on May 19 this year, the delegates elected four new members of the Board of Directors, who we present to you here. The new Co-Presidents also answered a few questions for us.