Answer: Yes. Collective bargaining concerns the definition of working conditions, including restructuring. The specific conditions of a collective agreement fall within the competence of the negotiating parties. It is customary to include in the debate provisions on consultation procedures, the provision of information and the involvement of employees and their representatives when an undertaking envisages a change which could affect workers, their conditions of employment or their employment in general. Answer: The right of workers to found or join organizations of their choice implies the effective possibility of creating organizations independent of organizations that may exist. According to the ILO Committee on Freedom of Association, this includes the right of workers to establish more than one workers` organization per enterprise. Compulsory subjects are the subjects prescribed by law and the National Labor Relations Board (NLRB). These issues include issues such as wages, overtime, bonuses, complaint procedures, safety and work practices and seniority, as well as dismissal, dismissal, recall or discipline procedures. Workers employed in undertakings should have the right, without distinction, to set up and join organisations of their choice without the intervention of the employer, management or public authorities.  The number of sectoral or sectoral collective agreements has steadily increased over the past three years. The reduced number of new collective agreements in recent years has added to the fact that collective agreements concluded in previous years were often longer (two, three years or more). Collective agreements can improve the rights established by the Labour Code (SK0207102F), other laws (SK0206102F) or government decrees, and their provisions must not be inferior to existing labour law. An important principle is that the minimum or maximum standards set out in sectoral or sectoral collective agreements (CTVS) with regard to agreed terms and conditions of employment and remuneration must be respected in collective agreements at company or organisation level.
Answer: The right to strike is not explicitly mentioned in ILO Convention 87. However, ILO supervisory bodies, including the Committee on Freedom of Association, have often stated that the right to strike is a fundamental right of workers and the main means of legally promoting and defending their economic and social interests. SHRM`s HR Knowledge Advisors provide guidance and resources to help members with their HR queries. The court ruled that if the royalties are used by the union for “collective bargaining, contract management and complaint adjustment, the agency shop clause is valid.” Answer: Collective bargaining is a voluntary process and must be conducted freely and in good faith. It may cover all conditions of work and employment and regulate relations between employers and employees, as well as between employers` and trade union organisations. It is up to the social partners to decide what will be covered by their negotiations. Among the topics of collective bargaining identified by the ILO Committee on Freedom of Association are: wages, benefits and allowances, working time, annual leave, selection criteria in the event of dismissal, scope of collective agreements and granting of trade union bodies. .