There are provisions that are stipulated in collective agreements that are not governed by legislation. These issues are, for example, travel expenses, vacation pay, additional days of leave (called “pekkasvapaat”) or sickness or maternity benefits. Agreements are usually field-specific. They include the conditions of employment of office workers working for example in the field of financing, information technology services, construction, metallurgy or data reporting. In addition, there are generally binding collective agreements. These important agreements also bind unorganized employers and the workers who work for them. You can get more detailed information about the collective agreement from your trusted agent or from Pro`s employee counsel. In possible cases of conflict, pro members can contact the trusted man and the council of the union`s employees. Nevertheless, a party`s insistence on a fixed term of the contract is not necessarily an unfair labour practice. The NLRB and the courts that re-enforce and enforce their injunctions are not prepared to replace their judgment with that of the parties and will not judge the content of collective agreements (NLRB v. American National Insurance Co., 343 U.p. 395, 72 pp. Ct.
824, 96 L. Ed. 1027 [1952]). Moreover, the use of “economic weapons” such as pressure tactics, pickets and strikes to impose bargaining concessions is not necessarily bad faith bargaining (NLRB v. Insurance Agents` International Union, 361 U.p. 477, 80 pp. Ct. 419, 4 L.
Ed. 2d 454 [1960]). While a collective agreement is in force, it can only be amended by mutual voluntary agreement. A change in the duration of the contract must be approved by the labour agency. Once a provisional agreement has been reached between the employer and the union representatives, each member of the union has the opportunity to vote in favour of acceptance or rejection. If at least 50% of the union members who actually vote accept the agreement, it becomes legally binding. If union members do not accept the agreement, the employer and union representatives can continue negotiations. Alternatively, the union may call for a strike vote. A strike vote must also receive at least 50% support from voters. Very rarely, where a union cannot obtain ratification or strike authorization, it will give up its right to represent workers. Although most decisions made by an employer concern workers, not all bargaining matters are mandatory.
Some decisions, such as advertising and product selection, are so indirect to the employment relationship and have such a small impact on them that they are almost certainly just generous subjects of negotiation. Other decisions, such as. B recruitments, dismissals and operating rules are so directly relevant to the employment relationship that they are almost certainly subject to compulsory negotiation. Other decisions are not aimed at the employment relationship, but have a considerable impact on it and are therefore difficult to consider as permissive or mandatory subjects of negotiation (First National Maintenance Corp). v. NLRB, 452 U.S. 666, 101 p. Ct. 2573, 69 L.
Ed. 2d 318 [1981] [citing Fibreboard Paper Paper Products v. NLRB, 379 U.p. 203, 85 pp. Ct. 398, 13 L. Ed. 2d 233 (1964) [Stewart, J., concordant]). The Supreme Court has made several attempts to define the scope of mandatory negotiations for this third category of management decisions. Collective agreements also include decisions on working time and overtime pay. Trade Union Pro`s collective agreements include, for example, agreements on job difference, travel allowance, sickness benefits, maternity benefits, leave allowances and on-call allowances.
The collective agreement binds the members of the signed unions and the employers who are members of an employers` union that has signed the agreement. This type of agreement is normally considered binding. In Finland, collective agreements are universal. This means that a collective agreement in a sector of activity becomes a universal legal minimum for everyone`s employment contract, whether or not they are unionized. . . .