On the employers` side, collective agreements are binding only for their signatories or for members of signatory organisations – a list of the names of signatories should be attached to the collective agreement – although agreements are binding on workers who are not members of the signatory unions. Branch or branch collective agreements (concluded by several employers) may be extended to non-signatories in the same sector or sector through a simple administrative procedure within the department. This procedure for renewing a collective agreement takes place at the request of the competent union or the employers` organisation or on the proposal of the ministry. At least six months before the expiry of the collective agreement, a proposal to extend a collective agreement to a higher level may be submitted to the department. The compensation system is an integral part of the collective agreement as it defines minimum wages. The Office of Labor Management Standards, part of the U.S. Department of Labor, is required to collect all collective agreements for 1,000 or more workers, with the exception of those involving railroads and airlines. [16] They offer the public access to these collections through their website. A collective agreement is a written contract between an employer and a union representing workers. The KBA is the result of a broad negotiation process between the parties on issues such as wages, hours and terms of employment.

After a steady increase in the number of branch or branch collective agreements, there has been a slight decline over the past three years. The decrease in the number of new collective agreements in recent years has been reduced to the fact that collective agreements concluded in previous years were often longer (two, three or more). Worker participation is generally ensured for all workers in an organization, but until recently only the trade union organization was empowered to defend the rights and interests of workers. This unfavourable situation in terms of worker participation and social dialogue in companies where no trade union organisation is created was changed in 2002. As of 1 April 2002, the new labour law (SK0206101N) provides for the election of company committees in all companies and organisations that are not made up of local unions. Corporate committees are legitimate representatives of staff in the social dialogue with management. They have the right to information, consultation and control, but they have no right to collective bargaining and joint decision-making. Collective agreements are used to supplement legislation or to negotiate scope-specific contracts. The main principle is that collective agreements cannot contain terms that are less than the statutory requirements. Collective bargaining is initiated by one of the parties (usually by the unions) by submitting a written proposal to the other party for the conclusion of a collective agreement. Contracting parties are required to negotiate, unless it is contrary to their legitimate interests.