For decades, a union coalition has been negotiating with General Electric for a coordinated bargaining council. In the 1980s, this collective bargaining had 40,000 GE employees until 201250,000, and the collective agreement set out a model that would apply to other manufacturers of electrical equipment, equipment and component suppliers. Due to company changes, downsizing and job losses due to outsourcing and trade, only about 6,600 workers are currently covered by collective agreements at GE. If, in good faith, it is not possible to reach an agreement, the employer can explain the impasse and then apply the last offer that was made to the union. However, the union cannot accept that a real impasse has been reached and lay a charge for non-bargaining in good faith for an unfair labour practice. Based on the history of negotiations and agreements reached between the two parties, the NR LNR will determine whether a real impasse has been reached. The labour and employment legislation adopted by the Finnish Parliament lays the foundations for collective agreements. As the minimum wage is not defined in Finnish labour and employment legislation, workers` wages are based on collective agreements negotiated by trade unions. Under existing legislation, workers and trade unions cannot insist that employers in their sector collaborate with the union or a group of trade unions on the basis of several employers.10 Workers and trade unions are obliged to adopt this employer approach, although it coordinates both negotiations within a sector or sector and prevents employers from: 18.104.22.168.2001, point 1.3.11 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 unionized or not.
For this condition to apply, half of the workers in this sector must be unionized and therefore support the agreement. 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. .