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What Is A Collective Workforce Agreement

What Is A Collective Workforce Agreement

The proportion of people of working age who are actually looking for work (labour) and who can therefore be part of the labour supply is highly variable. Factors determining whether people are looking for work include educational and professional qualifications, marital status, gender, regional infrastructure and socio-cultural norms. The proportion of job seekers can be measured by the participation rate. This is achieved by desuring the number of people employed (or unemployed) by the number of people employed. Finally, job seekers offer their work for a fixed period of time, which depends on personal preferences and legal standards. By multiplying the supply of labour by the working time offered, it is possible to calculate the total volume of work offered. Nevertheless, the components and mechanism of the geographic labour market correspond to those of the non-spatial model. The labour supply offers their availability for work and skills and targets high wages, job security and career opportunities. The demand for labour, i.e. businessmen, entrepreneurs, public bodies and representatives of all kinds of associations, aspires to this willingness to work and specific qualifications and strives, for cost reasons, to pay low wages in return, while promising job security and career opportunities to some employees.

This research process is accompanied, on both sides, by organizations that, through collective agreements, have created framework conditions that significantly shorten the negotiation process. For most workers, collective agreements, minimum wages and labour laws narrowly limit the individual bargaining margin. Income gaps by level of education reflect monetary incentives that offer someone to invest in education. Post-education income gaps are the intersection of supply and demand curves for educated workers. The relative income differences between countries reflect a number of factors. B the demand for skills in the labour market, minimum wage legislation, the strength of trade unions, collective agreements, the supply of workers with different levels of education, the work experience of workers with a high and low level of training, the distribution of employment between occupations and the relative impact of part-time and seasonal work (OECD) , 2007). The potential of workers to be affected by different regulatory flows makes the current allocation difficult to calculate; For example, part of their compensation and terms can be paid by bonuses and some of it can be settled by another form of agreements. Table 4.2 contains some indications. It suggests that the proportion of workers who paid exactly the premium quota in 2006 was relatively low – 19%.5 What were the main alternatives to rewards? The category of registered individual agreements, particularly federal ACCORDS, was small (3.1 per cent). An important category consisted of unregistered individual contracts covering 31.7% of employees, but it should be a heterogeneous group composed of certain employees in an unregulated sector, mainly governed by national contracts, with certain employees whose wages are determined mainly by an increase or agreement, but who benefit from additional remuneration granted by their employer. , known as the Over-Award.


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