The Labour Law takes into consideration collective negotiations and collective agreements focused on, in addition to other things:
- empowering participation between an association of workers and bosses for the promotion of social development of workers,
- improving work terms and conditions,
- controlling the relation between the bosses and workers,
- settling disputes relating to the work
A boss must actively take part in negotiation upon collective terms through written request by at least one registered union addressing over twenty percent of the venture’s laborers who will be dependent upon the collective agreement. A binding collective agreement is for the most part finished up after a period of collective negotiation. On the off chance that the dealings don’t bring about any agreement between the parties, any of the party may have recourse to appropriate authorities to take the essential measures to settle the question as per the Labour Law. By and large, collective agreements provide for terms and conditions governing wages and the procedure for their determination, paid vacations, pay for over time, disciplinary rules, hours of working, rights of trade unions and the system for the settlement of disputes.
A female staff is qualified for maternity leave at full compensation for at least fourteen weeks per year. This period of maternity leave can be stretched out to as long as nine months, subject to a choice of the competent medical authority, in case of a troublesome labour, a various birth or pre or post-natal inconveniences. Subject to the consent of boss, a staff can take non-paid maternity leave for up to one year to give care to her kid, given that the youngster is under one year old enough. The Labour Law doesn’t give fathers paternity leave. Any parent (male or female) is qualified for non-paid leave for up to three days to keep an eye on a child of under six years old.On finishing of maternity leave, the staff should get back to either a similar position or an equivalent position with a similar pay.
The opportunity to set up and join trade unions is perceived and ensured. Trade unions can assume a significant part in negotiation and conclusion of collective agreements acting on behalf of their members with the employer or any association of employers. When one or more trade unions having the representation of more than twenty percent of an employer’s workers submit a written request for the negotiation of a collective agreement to the employer, the employer cannot deny such negotiations. Where there is more than one trade union, they can present a common call for negotiations; otherwise, any union can negotiate acting on behalf of its members. In addition to other things, trade unions can ask for and start arbitration for the settlement of a collective dispute with respect to future interests, where the dispute concerns the negotiations. In case of failure of arbitration, the trade union can go on for a peaceful strike for protection of social, professional, monetary interests of the workers.