In the Common Law, Ford v A.U.E.F. , the courts once ruled that collective agreements were not binding. Second, the Industrial Relations Act of 1971, introduced by Robert Carr (Minister of Labour in Edward Heath`s cabinet), provided that collective agreements were binding, unless a written contractual clause explained otherwise. After the death of the Heath government, the law was rescinded to reflect the tradition of the UK`s labour relations policy of legally refraining from workplace disputes. Worker participation is generally ensured to all employees of an organization, but until recently only the trade union organization was entitled to represent the rights and interests of workers. This unfavourable situation in terms of worker participation and social dialogue in companies where no trade union organisation has been set up was changed in 2002. From 1 April 2002, the new labour law (SK0206101N) provides for the election of works councils in all companies and organisations where no local trade union has been set up. Works councils are legitimate employee representatives in the social dialogue with management. They have the right to information, consultation and control, but they do not have the right to collective bargaining and joint decision-making. The collective agreement for workers in the industrial sector sets minimum working conditions in the retail trade, such as remuneration, working time bonuses, working time and holidays.
For example, wages should not be covered by the minimum wages negotiated by WFP in the collective agreement. It is good to keep in mind that you cannot conclude an individual employment contract on lower terms than those agreed in the collective agreement. Worker participation is an important issue in collective bargaining. Trade unions have the right to be informed and consulted on certain subjects. These rights are set out in the Labour Act and are usually enforced before dismissals of workers and significant organizational changes. According to the Labour Act, employers should also: collective bargaining at sectoral or sectoral level takes place between the respective sectoral or sectoral trade union organisations and the corresponding employers` organisation (SK0208102E). In Finland, collective agreements are universal. This means that a collective agreement in a sector of activity becomes a universal legal minimum for everyone`s employment contract, whether unionized or not. For this condition to apply, half of the workers in this sector must be unionized and therefore support the agreement.
A tradition has already been established in Slovakia with regard to collective bargaining at sectoral, sectoral and enterprise level. Today`s collective bargaining is based on the experience gained so far by the social partners involved in the social dialogue process. Over the past five years, many effective working contacts have been established between Slovak representatives of employers and trade unions and experts and their partners abroad, in particular in the EU Member States and in the International Labour Organisation. . . .