The labour and employment legislation adopted by the Finnish Parliament lays the foundations for collective agreements. As the minimum wage is not defined in Finnish labour and employment legislation, workers` wages are based on collective agreements negotiated by trade unions. The collective agreement covers you against arbitrary dismissals and dismissals, because the contracts define the rules to be respected in the event of termination, i.e. the so-called termination procedures. The possibility for workers to be affected by different regulatory flows makes the current distribution difficult; For example, part of their payment and terms may be settled by allowances and part by another form of agreement. Table 4.2 gives some indications. This suggests that the proportion of employees who paid exactly the premium rate in 2006 was relatively low – 19%.5 What were the main alternatives to rewards? The category of registered individual contracts, particularly at the federal level, was small (3.1%). A significant category consisted of unregistered individual agreements, which included 31.7 per cent of workers, but this is likely a heterogeneous group consisting of some workers in an unregulated sector, governed primarily by individual contracts under the common law, as well as some workers whose wages are determined primarily by assignment or agreement, but who receive an additional payment from their employer. Known as sursous. Subsequently, we registered collective agreements that represented 38.1 per cent of employees.

These data do not distinguish between union collective agreements and non-unionized collective agreements, but it is likely that union agreements are much more numerous. Unlike the European system of collective bargaining, Japanese employers` organisations have never been directly involved in the negotiations. Collective agreements are always concluded at company level between management and company unions (with very rare exceptions such as the seafarers` union). Previously, however, the national employers` organisations played a coordinating role. At the national level, there were four major employers` organizations: (1) the Japan Association of Economic Organizations, which brought together large enterprises; (2) the Japanese employers` organization specializing in work issues of similar composition; 3) Keizai Doyukai was an association of independent (progressive) managers of large companies (it is rare for this association to intervene in labor matters) and 4) The Japan Chamber of Commerce represented medium and small enterprises. In many tripartite bodies, both at national and regional level, it had one seat and one vote for its members (minimum wage councils, industrial tribunals, etc.). In addition, there are generally binding collective agreements. These important agreements also bind unorganized employers and the workers who work for them. These agreements have to a large extent moved from minimum wage requirements as the main objective to the negotiation on wage ceilings. For example, the recent 2011 agreement included salary caps, free agency rules, rookie compensation, and franchise guidelines. .

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