Collective agreements ensure good remuneration and wage developments. It is an agreement on minimum wages and general wage increases, which form the basis of the wage system for office workers. In addition, you can negotiate your personal salary increases. Pro`s collective agreement guarantees fair rules of the contractual relationship and fair remuneration. In the United States, the National Labor Relations Act of 1935 made it illegal for any employer to deny union rights to a worker. The issue of the union organization of government employees in a public sector union was much more controversial until the 1950s. In 1962, President John F. Kennedy passed an executive order granting federal employees the right to unionize. 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.  In Sweden, the coverage of collective agreements is very high, although there are no legal mechanisms to extend agreements to entire sectors. In 2018, 83% of all private sector employees were covered by collective agreements, 100% of public sector employees and 90% in total (across the labour market).  This reflects the predominance of self-regulation (regulation by the labour market parties themselves) over government regulation in Swedish industrial relations.  The National Labor Relations Act prohibits employers from disturbing, restricting, coercing workers in the exercise of rights related to organizing, creating, joining, or assisting in a work organization for the purpose of collective bargaining or cooperating to improve working conditions and employment, or refraining from engaging in such an activity. Similarly, labour organisations must not restrict or coerce staff in the exercise of these rights. It is important to note that once a KNA is reached, both the employer and the union are required to abide by this agreement. Therefore, an employer should hire a lawyer before participating in the collective bargaining process. In a workplace where the majority of workers voted in favour of union representation, a committee of workers and union representatives negotiates with management a contract on wages, working time, social benefits and other conditions of employment, such as.
B protection against termination of employment without simple reason. Individual negotiations are prohibited. Once the works council and management have agreed on a contract, it will be put to the vote of all workers in the workplace. If the contract is approved, it is usually in effect for a fixed term of years and, once that term is completed, it is renegotiated between staff and management. There are sometimes quarrels over the union contract; This is particularly the case for workers made redundant at a trade union workplace for no simple reason. These are then the subject of an arbitration procedure that is similar to an informal trial; A neutral arbitrator shall then decide whether there is denunciation or other breach and, if so, order its correction. . . .
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