Section 6. Right to conduct negotiations. Each party has the right to take the initiative of collective bargaining to prepare, conclude or revise a collective agreement or agreement. Unions and employers engaged in collective bargaining must be in good faith with with one another. Within three days of the draw-up of the minutes of disagreement, the parties shall consult each other and set up a Conciliation Committee; If the Conciliation Committee fails, the parties shall refer the matter to a mediator chosen by mutual agreement between them. For example, if your company is a member of an employers` organization that has a collective agreement with a workers` association/union. The uniform draft collective agreement must necessarily be submitted to the workers of the various branches of the undertaking and finalised taking into account the additional comments, proposals and proposals made. The single draft, as complete, must be ratified by the General Assembly (or conference) of the workers` collective and signed, on behalf of the workers, by all the members of the joint representative body. If, in the course of the negotiations, the Parties do not reach an agreement for reasons which abstain from their wishes, a Protocol should be drawn up containing final proposals from the Parties on appropriate measures to remedy them and the date of resumption of negotiations. This chapter provides a comprehensive and up-to-date overview of collective bargaining systems and rules of employee participation in OECD countries. Despite the decline in union density and collective bargaining coverage over the past 40 years, collective bargaining remains an important institution in the labour market. However, understanding of this key institution is limited by the fact that collective bargaining systems are often described by crude and oversimplified indicators in the literature. This chapter describes in more detail the characteristics of collective bargaining systems, which are particularly important for labour market outcomes.

NjORD Law Firm provides legal advice on all challenges related to collective agreements. We can make sure your company is aware of the rules of the collective agreement in question. In addition, we advise and support for the following: § 25. Liability for non-participation in negotiations. Persons representing the employer who are not involved in negotiations relating to the conclusion, amendment or supplementation of a collective agreement or agreement who do not comply with the time limit set out in paragraph 2 of Division 6 of this Act or who do not participate in the meetings of the competent committee within the time limits prescribed by the parties; are liable to a fine imposed by the courts; an amount equal to ten times the minimum wage for each day following the expiry of the prescribed period. The Code of Good Faith for Collective Bargaining states that the bargaining process should take into account the usual values and practices of Tikanga Maori. It is also stated that negotiations should take into account cultural differences or minutes in the negotiating environment. . . .