Today between many employers and employees working in their company, in addition to the standard individual labor contract, the conclusion of which necessarily when an employment relationship, there is often a so-called collective bargaining.
Most often his compilation is initiated by the employer, but sometimes there are cases where employees or trade union acting to protect their interests, requests for the conclusion of such a document.But, unfortunately, still not all employees understand why they need this document, and whether it is needed.
So, a collective agreement - is an internal agreement drawn up legally, between employees of the company or companies and their employer.It is for the purpose of, firstly, clearly stipulate some rules work, occupational safety and additional payments in certain cases, and secondly, in order to alleviate some of the tax burden borne by the employer.How does this happen?
collective agreement is beneficial to employees that it is possible to specify in advance all sorts of conflicts that may for some reason occur during operation.Thus, it is possible to include the following items:
- Additional benefits, vacation or compensatory payments for employees who combine learning and work.
- size, shape, the specifics of calculating premiums, additional payments or rewards from the employer.
- Those or other categories of workers, which in the event of a situation where the need to resort to redundancies, will operate a guarantee to preserve jobs.
- regular indexation of wages and the formula by which it will be held.
- working conditions, as well as their improvement, especially for privileged categories of employees.
For many businesses, an important issue is the inclusion of a collective agreement about sanitation employees and their families.
This is not a complete list of items that can be specified in this document.The specificity of its content is caused by the peculiarities of the production and the relationship between employees and managers of the enterprise.However, employees should be aware that the employer may also be included in the collective agreement at the enterprise points of the ban on carrying all kinds of strikes that would make inadmissible any sabotage on the ground.
In some cases, employees of enterprises may stipulate in the document and such "sensitive" issues as the use of the head of profanity, threats, or other forms of psychological pressure.The inclusion of such conditions in the text of the treaty is quite legitimate and acceptable, so in some cases, its conclusion will help encourage a negligent staff chief to order.
Contrary to popular belief that the collective agreement is more than appropriate to large corporations and enterprises, where the number of employees exceeds a few hundred people, recent experience shows that even in small organizations it is able to significantly improve the microclimate and facilitate negotiation between employees and their management.
In connection with this issuance of such a document is appropriate in all cases where the occurrence of labor disputes and conflict is inevitable, because on the basis of representatives of both parties signed an agreement to resolve the dispute would be much easier.And when you consider the fact that a collective agreement can also contribute to the development of certain corporate ethics, it becomes clear why more and more employers initiate its own conclusion.
