Answer: The ILO`s Tripartite Statement of Principles on Multinational Enterprises and Social Policy (“MNE Declaration”) states that companies should “contribute to the implementation of the ILO Declaration on Fundamental Principles and Workplace Rights (FPRW) adopted in 1998 and its follow-up.” [1] The FPRW examines the importance of respect for freedom of association and the right to collective bargaining as well as other “fundamental labour standards” with regard to child labour, forced labour and non-discrimination. Companies should “also respect the commitments they have made freely in accordance with national law and international commitments.” [2] Promoting the recognition of the right to collective bargaining in the supply chain can be an effective way to contribute to the implementation of the 1998 declaration. In Sweden, the scope of collective agreements is very high, although there are no legal mechanisms to extend agreements to entire industrial sectors. In 2018, 83% of all private sector employees were subject to collective agreements, 100% of public sector employees and 90% in total (compared to the overall labour market). [10] This reflects the predominance of self-regulation (regulation by the labour market parties themselves) over state regulation in Swedish industrial relations. [11] Each teacher wishes to be properly compensated for his or her work. They also want to be treated fairly in the workplace, have the training, tools and working conditions to do their jobs effectively, respect their professionalism, work in a safe and healthy environment and have their voices heard by their employer. Collective bargaining (i.e. joint negotiations) gives educators greater strength to achieve these goals. Consultation should not be seen as a substitute for collective bargaining. Question: Can you provide guidelines for a protocol on management-worker relations, particularly the elements and mechanisms necessary for a mature industrial relations system? The labour and employment legislation adopted by the Finnish parliament lays the foundations for collective agreements.

As minimum wages are not set by Finnish labour and employment legislation, workers` wages are based on collective agreements negotiated by trade unions. Pro`s collective agreement guarantees a level playing field of contractual relationship and fair compensation. The Act is now enshrined in the Trade Union and Labour Relations (Consolidation) Act 1992 p.179, which provides that collective agreements are definitively considered non-binding in the United Kingdom. This presumption can be rebutted if the agreement is written and includes an express provision that it should be legally enforceable. Workers have the right to choose their representative for collective bargaining. [7] In order to facilitate real participation in the negotiations, workers` representatives should be allowed to prepare for the negotiations. [8] The provisions of collective agreements are most often about working time.