Of the 465 effective collective agreements at the enterprise level, 105 were concluded by union representatives. The reason for this dualism in agreements from the point of view of workers is that there are few union members in Estonia. In 6% of companies, trade unions were created, and in 13.3% of companies, a workers` representative was elected. One of the reasons why coverage of agreements is greater than that of union affiliation is the provision of paragraph 4, paragraph 1 of the Collective Agreements Act 12 (CAA), which states that a collective agreement may apply to all workers in a company, regardless of their union affiliation, if the parties agree. The second reason for the increase in coverage by the agreements is the provision of paragraph 4, paragraph 4, of the CAA, according to which wages and periods of work and rest regulated by sectoral and national agreements can be extended to all workers in the sector concerned or to all companies in Estonia. Section 2 of the Court of Auditors is formulated in a way common to the laws of many European countries that impose the principle of derogation. In the Czech Republic `33 `33`, `Italy`, `34`, Sweden `35`, `Holland`, `36` and Belgium `37, trade unions at the enterprise level have the right to deviate from the law in their collective agreements, even if the derogation is less favourable to the worker, provided that such a possibility is provided for by the sector`s collective agreement. In Sweden,38 for example, the law sets mandatory maximum working hours for partners for whom working time is not agreed either through collective agreements or others. Agreements are usually specific to the field. They include the conditions of employment of working office workers, for example. B, in the finance, IT services, construction, metallurgical and data communication sectors. Collective agreements also include decisions on working time and overtime pay. Trade Union Pro`s collective agreements include, for example, agreements on shift work differences, travel allowances, sick pay, maternity leave benefits, leave pay and child care benefits.
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. In any event, the tendency to regulate periods of work and rest in collective agreements complementing individual employment contracts and beyond must be supported. It is also necessary to ensure that the choice of derogatory provisions is the result of carefully analysed decisions by proponents of labour performance, which examine the overall working conditions and the evolution in general that an individual worker is often unable to analyse when negotiating the contract. In the Court`s current provisions, the chapter on working and rest time is very detailed compared to other chapters and will probably be even more detailed if these issues are not delegated to collective agreements.