Collective Agreement Steps

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The right to bargain collectively with an employer enhances the human dignity, freedom and autonomy of workers by giving them the opportunity to influence the definition of employment rules and thus gain some control over an important aspect of their lives, namely their work. Collective bargaining is not only an instrument for achieving external objectives. on the contrary, [it] is valuable as experience in self-management per se. Collective bargaining enables workers to achieve a form of democracy for employment and to guarantee the rule of law in the workplace. Workers get a voice to influence the definition of rules that control an important aspect of their lives. [8] The Collective Bargaining Act 1991 (No. 2/1991 in the Act), as amended, provides for collective bargaining which governs the individual and collective employment relationship between the employer and the worker, as well as the rights and obligations of the parties concerned. Until 1 April 2002, collective bargaining was uniformly governed by the 1991 Act and the Labour Act. This situation was modified by the implementation of the new labour law (SK0206101N), which provided for the adoption of specific laws on the civil service and public service. Sectoral collective agreements and collective agreements can now be concluded at company or organisational level in the private sector and in the public service.

In the public service, only sectoral collective agreements are possible. Less individual choice. Collective bargaining is necessarily aimed at achieving a good result for the collective, which can sometimes lead to a frustrating outcome for individuals. . . .