At the law firm NJORD, we have extensive experience in legal advice in relation to collective agreements. We support you by giving you an overview of the conditions of your employees. Our lawyers advise on both collective agreement rights and rights arising from other countries. The collective agreement covers you against arbitrary dismissals and dismissals, because the agreements set out the rules to be followed in the event of termination, i.e. the so-called termination procedures. A collective agreement (TES) is an interim contract between a union and an employer union on the conditions of employment observed in this area. Pro`s collective agreement guarantees a level playing field of contractual relationship and fair compensation. Read also: The collective agreement means substantial benefits The collective agreement ensures 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. 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. Collective agreements in Germany are legally binding, which is accepted by the public, and this is not a cause for concern. [2] [Failed verification] While in the United Kingdom there was (and probably still is) an « she and us » attitude in labour relations, the situation is very different in post-war Germany and in some other northern European countries. In Germany, the spirit of cooperation between the social partners is much greater.

For more than 50 years, German workers have been represented by law on boards of directors. [3] Together, management and workers are considered « social partners. » [4] The Act is now contained in the Trade Union and Labour Relations (Consolidation) Act 1992 s.179, which provides that collective agreements are definitively considered non-binding in the United Kingdom. This presumption can be rebutted if the agreement is written and includes an express provision that it should be legally enforceable. The United States recognizes collective agreements[9] [10] [11] In addition, there are generally binding collective agreements. These important agreements also bind disorganized employers and workers who work for them.