Which Would Be An Example Of A Procedural Right In A Collective Agreement

Worker participation is generally ensured for all workers in an organization, but until recently only the trade union organization was empowered to defend the rights and interests of workers. This unfavourable situation in terms of worker participation and social dialogue in companies where no trade union organisation is created was changed in 2002. As of 1 April 2002, the new labour law (SK0206101N) provides for the election of company committees in all companies and organisations that are not made up of local unions. Corporate committees are legitimate representatives of staff in the social dialogue with management. They have the right to information, consultation and control, but they have no right to collective bargaining and joint decision-making. Under the relevant ILO conventions, the right to collective bargaining applies to all workers` organizations and all employers and organizations12, unless specific exclusions are allowed and any restrictions related to the representative nature of an organization are allowed. The trade union rights defined in collective agreements – sector/branch and enterprise/organisation – exceed the standards of the labour code mentioned above. For example, union representatives may participate in decision-making processes on issues such as the application of rules for women`s night work, setting company leave dates and firing union delegates. Unions very often receive information on labour costs and wage developments, organizational changes and new and resilient employment contracts. Collective bargaining is therefore a means of overcoming the initially unequal bargaining power of different workers vis-à-vis their employers, through the negotiation of collective agreements that followed the conditions set out in the various employment contracts. On the other hand, employers can expect greater productivity and loyalty from a highly motivated and skilled workforce that enjoys better working conditions. The promotion of collective bargaining is one of the ILO`s main concerns.1 As the Philadelphia Declaration acknowledges, the ILO has a “solemn commitment … among the nations of the world that reach …

effective recognition of the right to collective bargaining, cooperation between management and work to continuously improve productive efficiency and cooperation between workers and employers in the preparation and implementation of social and economic measures.” 2 A fourth right, usually included in collective agreements, generally provides that workers have more leave each year when the length of their service increases. An extra week can be added. B after five years and 14 years of service. Worker participation is an important issue in collective bargaining. Unions have the right to be informed and consulted on certain issues. These rights are defined in the labour code and are generally applied before workers are laid off and significant organizational changes are made. According to the labour code, employers should also: given the current structures of social partners, there are generally fewer trade unions negotiating at branch or branch level than employers` organisations. For example, the influential metalworkers` union (Odborové zvz KOVO) negotiates separately with employers` organisations in mechanical engineering, electrical engineering, metallurgy, foundries and blacksmiths.

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