Portuguese law distinguishes between three types of collective agreements, depending on the type of signatories of the employer (Article 2, Law on Collective Labour Relations): association agreements negotiated by employers` organizations; multi-employer agreements negotiated by a number of employers who, whether or not they are members of employers` organisations, do not act through an association to negotiate the agreement in question; and company-level agreements negotiated by a single employer. This distinction is used by law to resolve specific cases of conflict between collective agreements (see also collective bargaining: level of collective agreements, instruments of collective labour regulation). Another legal distinction, based on the different nature of the scope of collective agreements, is defined in horizontal and vertical agreements (see below). British law reflects the historical contradictory nature of British industrial relations. In addition, workers are concerned that if their union is prosecuted for violating a collective agreement, the union could go bankrupt, allowing workers to remain in collective bargaining without representation. This unfortunate situation could change slowly, partly under the influence of the EU. Japanese and Chinese companies that have British factories (especially in the automotive industry) are trying to pass on the company`s ethics to their workers. [Clarification needed] This approach has been adopted by local UK companies such as Tesco. Collective agreements in Germany are legally binding, which is accepted by the population and does not worry them. [2] [Failed verification] While in Britain there was (and still is) an attitude of “she and us” in labour relations, the situation is very different in post-war Germany and other northern European countries. Germany has a much broader spirit of cooperation between the social partners. For more than 50 years, German workers have been legally represented on company boards.

[3] Together, management and workers are considered “social partners”. [4] In Sweden, relations between employers and workers and their organisations are governed by several laws. Parties to the labour market may, by means of collective agreements, make significant derogations from the legislation. A collective agreement is a written agreement on the terms and conditions of employment between an employer`s representation or employer and a trade union organization. It can also settle other conditions between employers and workers. The National Mediation Office has more information on the Swedish model. As a sending employer, you can sign collective agreements with a Swedish workers` representation or become a member of a Swedish employers` representation and thus be bound by a Swedish collective agreement. Workers` representatives have the right to take trade union measures to encourage employers to sign collective agreements.

“We, the people who are taking this initiative and signing the following document, are addressing an appeal for solidarity to European citizens. We need your support to get a law to protect workers` rights adopted by effectively restoring collective agreements by the Greek parliament. This initiative will be open and inclusive.

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