Pro`s collective agreement guarantees a level playing field of contractual relationship and fair compensation. Unlike such restrictions, the law also provides for certain binding elements that a collective agreement must contain (Article 23, paragraph 1): the identity of the signatory parties, the extent and scope of their application, and the day they are signed. In addition, explicit pay levels for all occupations and categories need to be included in the pay scales (Article 23, paragraph 2). The collective agreement guarantees the correct evolution of wages. To this end, he agrees with the minimum wages and general wage increases that form the basis of the employee compensation system. In addition, you can negotiate your personal increases. While a collective agreement is in force, it can only be amended by a voluntary and reciprocal agreement. An amendment to the duration of the agreement must be approved by the Labour Council. The NNRA regulates labour relations only for companies involved in intergovernmental trade; it therefore does not protect the interests of collective agreements of all categories of workers.
Several categories of employers are located outside the NRL, including those working for the U.S. government and its companies, states and their political divisions, railroads and airlines. The NNRA also does not protect certain types of workers, such as agricultural workers. B, independent contractors and managers. But other federal and regional laws often offer protection to workers outside the NRL. For example, federal employees have the right to bargain collectively under the Public Service Reform Act 1978, which is largely inspired by the NRA and enforced by the Federal Labour Relations Board. Railways and airlines are generally subject to the Railway Labor Act, the predecessor of the NLRA. In addition, many states have adopted statutes similar to those of the LNRA, which protect the right of civil servants and local authorities to bargain collectively.
Under common law, Ford v. A.U.E.F. [1969], [8], the courts found once that collective agreements were not binding. Second, the Industrial Relations Act, introduced by Robert Carr (Minister of Labour in Edward Heath`s office), provided in 1971 that collective agreements were binding, unless a written contractual clause indicated otherwise.