Collective Bargaining Agreement Para
Section 9. Warranties and indemnifications during the negotiation period. During the negotiation period, participants as representatives of the Parties and experts invited to participate in the work of the Committees shall be suspended from their main activities and shall receive the applicable average remuneration for a maximum period of three months per year, and their participation in negotiations for the purpose of calculating the service time shall be taken into account. All costs incurred in participating in the negotiations shall be reimbursed in accordance with the labour law procedure, the collective agreement or the agreement. With the exception of the legal provisions on financing, organizations or bodies set up or financed by employers, as well as executive bodies, management or political parties, are prohibited from negotiating the conclusion of collective agreements or agreements on behalf of workers. Section 8. Dispute Resolution. The parties use conciliation procedures to settle disputes arising from collective bargaining. Workers in former employment groups 1 to 6 must be assigned to categories D to H in the new system of employment groups according to their activity. Under the collective agreement, they are classified in the immediately higher minimum wage of each job category, with previous years of service having no relevance – the worker is always attached to the first year of the new stage. Such minimum wage increases can be set off against existing (unassumed) payments. If, according to the collective agreement, the old minimum wage is higher than the new minimum wage of the fifth stage, the worker must nevertheless be attached to this level.
The difference between the new minimum wage and the old minimum wage is counted as «reform amount 1» and increased each year as conventional wages (a «reform amount 2», which may have to be paid for transfers before November 1, 2019, is not discussed here). This «Reform Amount 1» cannot be set off against existing overtime payments or used to pay for overtime, overtime, bonuses, commissions, allowances, allowances or travel allowances. The amounts of the reforms must be included in the basis for calculating the rights according to wages. British law reflects the historical contradictory nature of British industrial relations. In addition, workers are concerned that if their union is prosecuted for violating a collective agreement, the union could go bankrupt, allowing workers to remain in collective bargaining without representation. This unfortunate situation could change slowly, partly under the influence of the EU. Japanese and Chinese companies that have British factories (especially in the automotive industry) are trying to pass on the company`s ethics to their workers. [Clarification needed] This approach has been adopted by local UK companies such as Tesco. The employer shall give the trade union or workers` representative body the opportunity to inform each worker of the draft collective agreement drawn up by the parties and to provide these bodies with the internal means of communication and information in his possession, computers and other technical equipment, premises for meetings and consultations outside working hours and the necessary space for: Installation of black boards to be supplied. In the event of disagreement within the joint representative body, the General Assembly (or conference) of the workers` collective shall adopt the draft collective agreement it deems appropriate and request the trade union or any other representative body empowered by the workers who drew up the draft to enter into negotiations on this basis; after approval by the general meeting (or conference) and the conclusion of a collective agreement with the employer on behalf of the collective of workers.