According to the Act No. 2/1991 (Act about collective bargaining) as amended, there are every year negotiated higher-level collective agreements by Trade Union WOOD, FORESTS, WATER for:

- forestry,
- water management,
- sector for public water and sewerage systems (water
  companies),
- wood and furniture industry,
- cellulose-paper industry.

In the area of higher-level collective agreements there were for the past four years (2008 - 2012) successfully negotiated numbers of benefits beyond the minimum entitlement under the Act. 311/2001 Z. of. as amended by  negotiators of Trade Union WOOD, FORESTS, WATER. In the past year there has been especially successful negotiations for increasing the minimum rates of pay, compensation of occupational accidents and diseases beyond the current legislation, increasing the minimum wage and many other benefits to employees beyond the minimum rights guaranteed by applicable legislation. The main achievements related to adjustment - raising the minimum rates of pay, provide to employees, regardless of whether it was a blue-collar professions or technical-economic workers, growth of real wages.

Employees of Trade Union WOOD, FORESTS, WATER specialized on area of collective bargaining successfully participate too in collective bargaining of company collective agreements.

In relation with the issue of collective bargaining, either higher-level collective agreements or company collective agreements, there is necessary to highlight the importance of a reasonable increase in the need to bargain collectively, whether on the level of employers' associations, or at the enterprise level. At the same time there must be emphasized that collective bargaining and its result - collective agreement, is the output of negotiations between the social partners, employers' associations, concrete employers, and representatives of workers - union members.

Therefore, trade unionists WOOD, FORESTS, WATER appreciates the constructive approach and their social partners in collective bargaining and express the belief that disunity of opinion, will never be an obstacle to final agreement which will respect the requirements and the reasonable demands of employees and the needs and opportunities of employer. This dialogue is the proof of equivalence of the social partners in collective bargaining.

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