Answer: Collective bargaining is a voluntary process and must be conducted freely and in good faith. It can cover all working and employment conditions and regulate relations between employers and workers, as well as between employers` and workers` organisations. It is up to the social partners to decide what will be dealt with in their negotiations. Among the themes of collective bargaining defined by the ILO`s Committee for Freedom of Association are: wages, benefits and allowances, working time, annual leave, selection criteria in the event of dismissal, coverage of collective agreements and the granting of trade union institutions. Question: Is the participation of workers` representatives in restructuring/sales processes in enterprise law within the scope of collective agreements? This is an option open to parties to a claim that allows an arbitrator to settle the action within a specified time frame. You can request an expedited conciliation after exhausting the claim procedure in accordance with your collective agreement or having elapsed 30 days since the claim was first brought to the attention of the other party, depending on what happens in the first place. All workers who are defined in a collective agreement unit represented by a union may legally be subject to a strike or be excluded by an employer, with the exception of those who are employed as firefighters and police officers who do not have the right to strike. Answer: The ILO`s Freedom of Association Committee has concluded that wages, benefits and allowances can be the subject of collective bargaining.  This link provides a comparative table of the legal obligation to consult workers` representatives on collective redundancies: /public/english/dialogue/ifpdial/info/termination/downloads/table4.pdf However, the existence of freedom of association does not necessarily mean that trade unions are automatically recognized for bargaining purposes. In particular, in systems where there are a large number of unions, pre-defined objective criteria are needed within the framework of the labour relations system to decide when and how a union should be recognized for collective bargaining. Are there cases where employers are not required to inform workers` representatives in collective bargaining? If the appeal procedure described in the collective agreement is exhausted and the complaint is not resolved, the parties may submit the appeal to a final and binding decision. The arbitration procedure can be carried out by a single arbitrator or by an arbitration body. 11.
What happens if employers and unions fail to agree on the inclusion of a collective agreement during negotiations? Collective bargaining is the framework within which collective agreement negotiations take place. It is a process in which a union and an employer negotiate in good faith the rights and obligations of a first collective agreement or the renewal of a previous collective agreement. Parties generally focus on issues such as wages, working conditions, redress procedures and ancillary benefits. Answer: The ILO`s Tripartite Statement of Principles on Multinational Enterprises and Social Policy (“MNE Declaration”) states that companies should “contribute to the implementation of the ILO Declaration on Fundamental Principles and Workplace Rights (FPRW) adopted in 1998 and its follow-up.”  The FPRW examines the importance of respect for freedom of association and the right to collective bargaining as well as other “fundamental labour standards” with regard to child labour, forced labour and non-discrimination.