Collective Bargaining Agreement Of Companies
Collective agreements are widespread in the Swedish labour market and to a large extent govern the relationship between an employer and his employees. In Sweden, around 90% of employees are covered by collective agreements and 83% in the private sector (2017).   Collective agreements generally contain minimum wage provisions. Sweden has no legislation on minimum wages or laws to extend collective agreements to disorganized employers. Unorganized employers can sign replacement agreements directly with unions, but many are not. The Swedish model of self-regulation applies only to companies and workers covered by collective agreements.  A collective agreement is reached through negotiation. The Participation Act specifies that any trade union organization and any employers` or employers` organization has the right to negotiate in all matters concerning the relations between the employer and the worker. This may involve resolving unresolved issues between the parties through an agreement or replacing existing regulations with new ones. A right to negotiate for one party implies an obligation for the other party to participate in the negotiations. However, there is no legal obligation to agree (see the « Participation at work » section for more information). The Swedish Confederation of Industrial Employers is bound by thirteen collective agreements.
Seven of them are workers` contracts. The workers` union Industrifacket Metall is a counterpart in five agreements, Pappers (the Swedish union of paper workers), GS (the Swedish Union of Forestry, Wood and Graphics Workers) in one and SEKO (The Union of Service and Communication Employees) in two. The Swedish Confederation of Industrial Employers is also bound by four collective agreements for employees. The counterparts to this agreement are the employee unions Ledarna (the Swedish Management Organisation), Unionen and Sveriges Ingenjörer (Swedish Federation of Graduate Engineers). In addition, the Swedish Industrial Employers` Association is bound by a collective agreement which includes both counterparties and employees in the same agreement with Pappers (the Swedish Paper Workers` Union) as a fellow worker. Collective bargaining can only function effectively if it is conducted freely and in good faith by all parties. This link provides a comparative table of the legal obligation to consult workers` representatives on collective redundancies: /public/english/dialogue/ifpdial/info/termination/downloads/table4.pdf A collective agreement (CBA) is a written legal contract between an employer and a union representing workers. The KNA is the result of a broad negotiation process between the parties on issues such as wages, working time and working conditions.
The collective bargaining process also includes the pre-negotiation phase – exchange of information, consultation, joint assessments – and the implementation of collective agreements. Although the collective agreement itself is not applicable, many of the negotiated conditions relate to wages, conditions, leave, pensions, etc. These conditions are included in an employee`s employment contract (whether or not the worker is a member of the union); and the employment contract is of course applicable.. . . .