If the agreement does not allow it by a “stop clause” or if it is more favourable, it is impossible to agree at company level on working conditions already set by a collective agreement. There are, however, some exceptions, such as.B wages. In order to allow greater flexibility in the labour market, the legal framework can sometimes be “modified”. (7) German collective agreements govern a wide range of subjects. In addition to remuneration, the agreements also deal with issues such as shiftwork allowances or wage structures, working time, the treatment of part-time workers and training. Modality of German collective bargaining: who, when, what. ? In Finland, collective agreements are universal. This means that a collective agreement in a sector of activity becomes a universal legal minimum for everyone`s employment contract, whether unionized or not. For this condition to apply, half of the workers in this sector must be unionized and therefore support the agreement. The promotion of the market economy in collective bargaining (6) m2bde.u-paris10.fr/content/les-niveaux-de-n%C3%A9gociation-collective-comparaison-franco-allemande-par-margot-charrier?destination=node%2F2191 company conciliation, the collective agreement, Germany, the minimum wage, negotiations, collective agreements A minimum wage committee composed of representatives of trade unions and employers, with external experts in an advisory capacity, presents proposals for increasing the rate taking into account increases in conventional rates. These proposals will be submitted to the government for the final decision. Collective agreements in Germany are legally binding, which is accepted by the population and does not worry them.  [Failed verification] While in Britain there was (and still is) an attitude of “she and us” in labour relations, the situation is very different in post-war Germany and other northern European countries.
Germany has a much broader spirit of cooperation between the social partners. For more than 50 years, German workers have been legally represented on company boards.  Together, management and workers are considered “social partners”.  The traditional mechanism of generalising existing collective agreements is subject to a number of conditions. This implies that the agreement to be renewed should cover at least 50% of workers in the sector and that employers and trade unions should cover those directly covered. With the decline in the coverage of negotiations (see below), this mechanism is less widespread. In the summer of 2019, the website of the Ministry of Labour (BMAS) reported that as of that date, only 443 (0.6%) of the approximately 73,000 registered collective agreements, covering a wide range of collective agreements other than payment, were currently universally binding and that the list of generally binding agreements has been revised. . . .