20 dezembro 2020
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. For those who pass rewards to agreements, the Labor government has introduced a non-disadvantage test on agreements to ensure that agreements would not be used to reduce wages and conditions relative to bonuses. The awards were awarded as a safety net for business bargaining. The non-disadvantage test contained weaknesses from the start and was gradually watered down by Labour and coalition governments. In addition, the effectiveness of rewards as a safety net has been compromised by changes in the way they operate. Some of these changes have been indirect due to barriers to updating procurement rules and weakening enforcement mechanisms. However, others have been more direct and have been used to reduce the content of labour pricing standards. Under the Labor government, the AIRC had been encouraged to liberalize the rewards clauses, but the big change came in 1996 with the advent of the coalition government, which initiated a process of simplification of public procurement. This meant limiting the AIRC`s powers to 20 “authorized procurement issues.” Other public procurement provisions were prohibited and had to be removed from existing premiums until June 1998 (although some were recovered through negotiations with individual employers who entered into certified agreements and quality assurance agreements). Comparative studies indicate that employers are willing to accept centralized collective bargaining if it helps them prevent unions from working. Workplace trade unionism, particularly in a craft tradition, reduces the prerogative of managers and may undermine management`s attempts to increase productivity. On the other hand, even industrial unions must be present in the workplace, if only to recruit members, to monitor the implementation of collective agreements and, in general, in the management of the employment relationship and the “wage contract” inherent in the work process.
The balance of central and professional representation or external and internal trade union organisation has been and remains one of the main problems of the trade union relationship and the working relationship. Many employment contracts are partly or entirely made up of conditions obtained collectively through bargaining with a union.