An extremely important aspect is the limitation of the effectiveness of collective agreements in relation to the individual employment contract. Under Article 14, paragraph 1, employment contracts can always improve the terms set by the agreements, which means that they can never be considered absolutely binding standards for individual contracts. Individual autonomy can always improve the system of collective autonomy in favour of the worker. Read also: The collective agreement means considerable benefits Pro Shop Steward negotiates in the workplace with the employer on the issues of office workers` contracts and monitors and protects the rights of EU members. The collective agreement guarantees the correct evolution of wages. To this end, he agrees with the minimum wages and general wage increases that form the basis of the employee compensation system. In addition, you can negotiate your personal increases. In addition, there are generally binding collective agreements. These important agreements also bind disorganized employers and workers who work for them.
Collective agreements also include decisions on working time and overtime pay. Trade Union Pro`s collective agreements include, for example, agreements on shift work differences, travel allowances, sick pay, maternity leave benefits, leave pay and child care benefits. Before the union can enter into collective bargaining, it must be certified by the Labour Council. In a short period of time after the certification is received, the union will begin collective bargaining (or negotiations) with the employer. The aim of the negotiations is to reach agreement on the many issues that can be included in the agreement. Although the collective agreement itself is not applicable, many of the negotiated terms relate to wages, conditions, leave, pensions, etc. These conditions are included in a worker`s employment contract (whether the worker is unionized or not); and the employment contract is of course applicable. If the new conditions are not acceptable to individuals, they may be contrary to their employer; but if the majority of workers have agreed, the company will be able to dismiss the complainants, usually unpunished. Horizontal and Vertical Collective Agreements The Collective Relations Act distinguishes horizontal collective agreements, i.e. professional agreements that cover a group of workers identified for a particular occupation or job (. B, for example, an agreement for pilots) and vertical collective agreements, that is, .
Sectoral agreements governing workers` industrial and labour relations, set for all employees in a particular sector (. B for example, an agreement for the textile industry or the banking sector). In Article 12, the law gives priority to vertical agreements which stipulate that they enter into force after publication and denounce horizontal agreements, even if the minimum duration of these agreements is not respected. This priority assumes, of course, that an organization that has signed the horizontal contract that has been terminated is also a party to the new vertical agreement, because only if this is the case will the relevant principles in terms of the right to negotiate and the scope of collective agreements can be respected.