The proper and timely implementation of the treaty is essential to the success of collective bargaining. If a contract is applied in such a way as to reduce or cancel the benefits expected by the parties, it will destroy the fundamental objective of collective bargaining. It can lead to new labour disputes. Therefore, the spirit of the treaty should not be violated in the implementation of the treaty. As soon as the group reaches an agreement or agreement (which can take many months and many proposals), a new contract is written and union members vote on whether to accept the agreement. If the union disagrees, then the process starts again. Under common law, Ford v. A.U.E.F. [1969], [8], 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.
Collective bargaining prevents the government from resorting to violence because it is possible to reach an amicable agreement between employers and workers on the implementation of the legislation. Labour problems must be minimized by collective bargaining and peace at work must be encouraged in the country without violence. With regard to collective bargaining on working time, it acknowledged that “in one way or another, working time will continue to play an important role in collective bargaining; even if the decisive battles go well in the halls of Parliament. Collective agreements in Germany are legally binding, which is accepted by the public, and there is no concern. [2] [Failed verification] While in the United Kingdom there was (and probably still is) an “she and us” attitude in labour relations, the situation is very different in post-war Germany and in some other northern European countries. In Germany, the spirit of cooperation between the social partners is much greater. For more than 50 years, German workers have been represented by law on boards of directors. [3] Together, management and workers are considered “social partners.” [4] There are 5 main types of collective bargaining1. Distribution negotiations2. Integrative trading3. Productivity negotiations4.
Bargaining Composite5. Dealer negotiations In Scandinavia, collective agreements are concluded by branch. For example, retail may have a different minimum wage than the hotel and restaurant industry. There are also agreed variations that allow experience and age. Another important point of collective bargaining is the aspect of union security. Clearly, it is in the union`s interest to collect members` fees and recruit as many new members as possible. The contract allows a registration system to be negotiated. This provision occurs when the employer, on behalf of the union, automatically withdraws wages from union members` salaries. This ensures that the union benefits from a constant flow of taxes.
It can be noted here that the establishment of collective bargaining is a fair and democratic attempt to resolve reciprocal disputes.