PRIORITIES OF COLLECTIVE BARGAINING Budapest, 2-3 July 2012 Mato Lalić

IMPLEMENTATION OF WAGE POLICY Better informing of workers: before, during and after the activities concerning wage changes The concept of wage changes as a “participation campaign” Wage conflicts as a reflection of power struggle The power of our trade union Number of members Degree of organisation Ability to make a compromise and to enter into conflicts Ability to fight for labour relations

FREEDOM OF COLLECTIVE BARGAINING Important contributions to the improving the conditions for pay realisation, for working and living conditions Current and future tasks Increased recent attacks by employers Legal regulations and judicial power undermine the freedom of collective bargaining The trade union directs its activities against all attacks The support of basic activities in order to ensure the freedom of collective bargaining

Neo-conservative attacks on the freedom of collective bargaining and on wage system reduction of social rights reduction in workers rights undermining of wage system through deregulation collective agreement as a non-binding “pay recommendation” legalisation of breach of collective agreement Limiting union strikability and warning strikes

COLLECTIVE AGREEMENT Is a specific legal document which has a limited duration and it goes further than law All conflicts between people end up with an agreement Negotiations, dialogue, pressure and strike

The negotiators have to be familiar with: Laws and regulations Social status of the employees International legal instruments ILO recommendations Basic socio-economic indicators of the country and the region Data on the movement of the living costs and purchasing power of the population

When negotiating a collective agreement in a company, it is necessary to collect data: on the business activities of the company on financial activities on plans for development and investment on programme of technical-technological development, etc.

Thank you 