Read also: The collective agreement means substantial benefits Collective agreements also include decisions on working time and overtime pay. Trade Union Pro`s collective agreements include, for example, agreements on shift work differences, travel allowances, sick pay, maternity leave benefits, leave pay and child care benefits. The collective agreement covers you against arbitrary dismissals and dismissals, because the agreements set out the rules to be followed in the event of termination, i.e. the so-called termination procedures. A union-negotiated collective agreement provides you with benefits that are well above the collective agreement of the Pro Employment Contracts Act and that guarantee fair contractual relations and fair compensation. In addition, there are generally binding collective agreements. These important agreements also bind disorganized employers and workers who work for them. Although the collective agreement itself is not applicable, many of the negotiated terms relate to wages, conditions, leave, pensions, etc. These conditions are included in a worker`s employment contract (whether the worker is unionized or not); and the employment contract is of course applicable. If the new conditions are not acceptable to individuals, they may be contrary to their employer; but if the majority of workers have agreed, the company will be able to dismiss the complainants, usually unpunished.
More detailed information about the collective agreement can be obtained from Shop Steward or pro employee council. In the event of a conflict, Pro members can get assistance from the Shop Steward and the Union staff council. Under common law, Ford v. A.U.E.F. , , the courts found once that collective agreements were not binding. Second, the Industrial Relations Act, introduced by Robert Carr (Minister of Labour in Edward Heath`s office), provided in 1971 that collective agreements were binding, unless a written contractual clause indicated otherwise. Following the fall of the Heath government, the law was struck down to reflect the tradition of the British labour relations policy of legal abstention from labour disputes.