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Your terms and conditions of employment are governed by laws, collective agreements and your own employment contract. Legislation provides basic protection, while collective agreements and employment contracts complement and adapt these conditions. General or framework collective agreements are agreements that regulate the basic working conditions of all employees in an industry. Collective agreements regulate payments in a particular company or sector. As long as a collective agreement is in force, it can only be amended by mutual voluntary agreement. A change in the duration of the contract must be approved by the Labour Authority. The involvement of trade unions and strict guidelines can complicate the process of drawing up a collective labour agreement. For advice and assistance, call Employsure on 0800 675 700. Agreements are usually domain-specific. These include the conditions of employment of office workers working, for example, in finance, computer services, construction, the metallurgical industry or the data communications industry. The wage system is an integral part of the collective agreement as it defines the minimum wage.
If more than two employees in your workplace are covered by a registered union, it is likely that your employees are covered by a collective agreement. A collective agreement is the formal employment contract that is ratified and signed after a collective bargaining process. Collective agreements include items similar to individual agreements, but the terms are agreed between an employer and a union representing the group of workers. The group of employees has the same agreement, usually with a salary range for different jobs or different levels within the jobs. The Act is now included in the Trade Unions and Labour Relations (Consolidation) Act 1992, p. 179, according to which collective agreements in the United Kingdom are conclusively regarded as non-legally binding. This presumption can be rebutted if the agreement is in writing and contains an express provision that it should be legally enforceable. The labour and employment legislation adopted by the Finnish Parliament lays the foundations for collective agreements. Since minimum wages are not defined in Finnish labour and employment legislation, workers` wages are based on collective agreements negotiated by trade unions. .