Collective Agreement Register

Equal pay provisions for work of equal value (comparable value) open up a wider area of challenge, but this strategy has proved difficult to implement. Historical bias in the assessment of “female” occupations has not been easy to eliminate, as even fairly detailed methods of job evaluation can maintain aspects of gender bias and, in fact, perpetuate existing hierarchies (Steinberg 1992). In addition, the cases have proven to be complex and time-consuming. However, the comparable value allows for a review of the assessment of work and is particularly important given the clear resistance of occupational segregation patterns to change. It will be most effective when the margin of comparison is wide and the results will collectively apply to the types of jobs and not to individuals. Yes, all agreements must be reduced to the letter and signature by the CEO of an employer, a national secretary or a representative of the employer organization that is a contracting party (section 59, paragraph 4). Agreements become enforceable after registration. A Registered Employment Contract (REA) is a collective agreement between a union or union and an employer, a group of employers or an employer organization on the pay or conditions of employment of workers of any class, type or group. It only engages the contracting parties with respect to workers in this class, type or group.

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. If we compare Table 4.2 to Table 4.1, we can get an approximate overview of the changes that have taken place since 1990. In the public sector, there appears to have been a significant shift of jobs and workers to registered collective agreements. In the private sector, the changes appear to be less dramatic and more fragmented. Rewards remain important, particularly in sectors such as hotels and restaurants and retail, where large numbers of women work, often underpaid. While there is a shift in distinctions in the private sector, it is both the move towards the less regulated sector of unregistered individual contracts and the transformation into registered collective agreements. In Finland, collective agreements are of general application. This means that a collective agreement in an industry becomes a general legal minimum for an individual`s employment contract, whether or not he or she is unionized. For this condition to apply, half of the workers in this sector must be unionized and therefore support the agreement.

Business agreements can be tailored to the needs of some companies. An agreement should be overall better for an employee when compared to the corresponding bonuses or rewards. The labour tribunal may declare a collective agreement within 14 days of receipt, unless there is an objection. The process of recognizing a union is provided for in Sections 2 and 54 (1) of the Labour Relations Act, 2007, Laws of Kenya. A recognition agreement refers to a written agreement between a union and an employer, a group of employers or an employer organization that regulates the recognition of the union as a representative of the interests of the unionized employees of the employer or members of the employer organization.