Collective Bargaining Agreement Slovakia

Slovak legislation does not require a formula for salary increases. Wage increases can normally be governed by collective agreements that are then binding on the employer. No no. At present, no decision has yet been taken in this area. With regard to collective agreements, since the existence of the Slovak Republic, there has been a rule according to which collective agreements can regulate workers` wage conditions only more favourably than legislation (e.g. B the Minimum Wage Act). There is also a rule that the wage conditions agreed in company collective agreements must not be less favourable to workers than those agreed in the multi-company collective agreement (upward wage flexibility). Parties to employers` agreements have agreed that forms of remuneration should aim to motivate workers to obtain the best work. After the application of wage forms, a strong differentiation of wages was manifested on the basis of the actual performance of work of the workers. For workers who have been providing banking services for more than two years, a minimum wage above the minimum wage set by law has been guaranteed.

Collective bargaining in Slovakia takes place at both sectoral and company level, and the main trade union confederation KOZ SR estimates that between 35% and 40% of employees are insured. For 2010, EIRO estimated that about 35% of all employees were covered by collective agreements1. 1 The respective rights and obligations of the employer and trade unions may be defined in a manner different from that of the Labour Code (or other provisions) if a collective agreement so provides. However, this is only possible if the provisions of collective agreements benefit workers and their representatives and there is no prohibitive legislation. Therefore, workers` rights and obligations must not be limited by collective agreements. If the contract of employment is terminated by mutual agreement between the employer and the employee, an employee is entitled to compensation at least: in addition, under the said law, the forum agreement on contracts of employment applies only if it does not exclude the jurisdiction of the State in which the worker resides or if it was concluded only after the commencement of the dispute. In the event of dismissal from the employment relationship by dismissal of the employer or by mutual agreement on grounds of accident at work and occupational disease, the worker shall be entitled to compensation equal to at least ten times his average monthly salary. . . .

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