Example 2: Electricians working in a construction project refuse, as part of a solidarity action, to work for the client because the foreign company responsible for the other construction tasks has not yet signed an agreement, as requested in the main fight against the foreign company. However, the aforementioned specific provisions (which allow exemptions from the working time regime) are implemented in various collective agreements at the enterprise level. For example, in its collective agreement 50, the AS G4S regulated, through the application of a legal exemption, the principles of night work, shift work and rest periods, as well as the flexibility for the implementation of these conditions, justification and specific situations in relation to occupational health and safety. At the same time, it must be said that these derogatory agreements, made possible by law, are of value only if these collective agreements provide, in addition to the flexibility provided by law, for measures to protect the health and safety of workers. This is a new area for collective agreements in Estonia, which was opened up by the adoption of the new rules of the Court of Auditors, and this area of regulation in collective agreements will certainly develop. 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. Neither Estonian legislators nor major social partners have strengthened the regulation of industrial relations through collective agreements during the reform of labour legislation. Current collective agreement practices have been largely ignored. In addition to the laws, the various employment contracts have a central role to play in regulating working conditions. The provisions relating to the arrangement of working time and rest periods are an exception in this regard, insofar as collective agreements have slightly more weight than individual contracts, and this has also been applied by the social partners in collective agreements. A collective agreement negotiated by a union gives you benefits that are much higher than the employment contract law A number of complementary rules are also part of the agreement, such as the general agreement between the Danish Employers` Confederation (DA) and the Danish Confederation of Trade Unions (LO) (Hovedaftalen). The author of this article believes, however, that in the state of the Estonian labour market, where collective agreements are rarely concluded, it is necessary to direct the values of the parties to a working relationship by making the law semi-binding depending on whether or not the collective agreement applies to the parties in a working relationship relating to the predefined issue.
This is the case in areas where specific detailed regulation is needed to improve worker protection (for example. B other conditions for working time and rest and the exceptional termination of a contract, in order to achieve as appropriate a regulation as possible in terms of flexibility and safety in economic and labour market conditions). In Finland, paragraphs 13 of Employment Contract Act 6 to 9 define the principle of the date and degree of application of the collective agreement. The Lithuanian labour code allows collective agreements to be applied to agree on different principles of the law with regard to the entry into the CDD, the notice of compulsory dismissal of the employer and the amount of compensation paid by employers. In addition, the Lithuanian labour code collectively delegates the overtime scheme (Article 152) and the agreement on the summary registration of working time (Article 149), which sets only a maximum amount.