However, the existence of freedom of association does not necessarily mean that 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. Six common rights found in most collective agreements are the same: 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 for wages, hours, benefits and other conditions of employment, such as. B protection against the termination of the employment relationship, without wanting to deceive. Individual negotiations are prohibited. Once the Workers` Committee and management have agreed on a contract, it is put to a vote by all workers in the workplace. If the contract is approved, it is normally in effect for a fixed term of one year and, when that term expires, it is renegotiated between staff and management. Sometimes there are disputes about the union contract; This occurs particularly in the case of workers dismissed without legitimate cause on union employment. These then go to an arbitration procedure that is akin to an informal trial; a neutral arbitrator then decides whether the information or any other offence is still in place and, if so, orders that it be corrected.
Question: What are the themes that can be covered by collective bargaining? Question: Do companies have a responsibility to promote or respect collective bargaining with respect to the principle of “promoting collective bargaining”? To what extent should a company be proactive in promoting the principle? Is it sufficient to negotiate collective agreements when workers demand it? or should a company also encourage collective bargaining between its employees and in its supply chain? The third right frequently found in collective agreements is the requirement that workers be dismissed or disciplined for a fair reason. This rule is unlikely to apply until the worker completes a trial period.