If this is the first agreement for your employment, you must ensure that union fees are deducted from union wages or salaries and paid to the union (unless this has been negotiated under the collective agreement). An employer`s refusal to allow workers to work in the collective agreement unit. From a legal point of view, the employer can only lock up workers after conciliation and seventeen calendar days have passed since the Minister of Labour presented a “No Board” report. Interim employment contracts will be published as soon as they become available. If the collective agreement is not ratified, the proposed contract is not final or binding on employers, workers or unions. This may mean that negotiations on unresolved issues must continue. Unions have a ratification process to decide how their members will approve the collective agreement; This includes the percentage of votes required to ratify the collective agreement and how the vote is organized (. B, for example, a vote of 50% -1 of the members covered by the agreement). This process is already defined and the parties are consulted at the beginning of collective bargaining.

The ratification requirements and ratification process must be decided for each Union, and these can be defined in the rules or in the Eu Constitution. If employees of a collective agreement unit stop working or engage in other forms of strike-related activity to push the employer to accept the union`s proposals in collective bargaining. Strike activity is any collective action by workers to stop or limit work, and can take many forms, including: a strike where workers all stop working completely, or a selective/rotating strike, sit-downs, slowdowns or work campaigns to the rule. Legally, workers can only strike after conciliation and seventeen calendar days have passed since the Minister of Labour submitted a “No Board of Directors” report. In addition, a union must have held a strike vote and have obtained the approval of a majority of the electorate. Collective agreements must be sent to the Director General of the Ministry of Economy, Innovation and Employment as soon as possible after the agreement is reached: an official appointed by the provincial Minister of Labour (the conciliator) assists the parties in obtaining an interim agreement. The conciliator cannot demand anything from the parties, has no decision-making power and is not a responsible witness in any judicial proceedings. Each party can ask the minister to appoint a conciliator. Parties can legally strike or lock down only after meeting with a conciliator and the Minister has submitted a report on the “No Board.” Union ratification is the process by which members of the collective agreement unit vote in favour of accepting or rejecting the terms of the collective agreement negotiated by the university and the union. The ratification vote will take place at the end of collective bargaining, following an interim agreement between the university and the union.

Arbitration also involves a procedure for resolving complaints between the university and the Union, following the completion of all internal stages of the appeal procedure and the non-resolution of the complaint. Arbitration in the context of the appeal is considered to be a “rights arbitration procedure” (i.e.