Otherwise, workers have the right to resign at their convenience, provided that the dismissal is respected on time. An employer`s inherent rights to make decisions about its business. These may be expressly reserved for management in a collective agreement or, as in RCW 41.80, they may be removed by law from the scope of collective bargaining. However, the refusal to provide the requested information is not necessarily an unfair labour practice. For example, the Detroit Supreme Court established Edison Co. v. NLRB, 440 U.S. 301, 99 P. Ct.
1123, 59 L. Ed. 2d 333 (1979) finds that an employer`s refusal to provide a union with confidential test results is not an unfair labour practice in which the company allegedly violated the privacy rights of audited employees by dividing the results. Many collective agreements refer to a widely held concept that requires the employer to use good sufficient reasons to discipline workers. There are generally accepted elements for the just cause that an employer must prove to an arbitrator in order for disciplinary action to be upheld. Workers who voluntarily resign must resign in advance, the duration of which is set by the national collective agreement. The KBA is valid for a number of years, but the duration of the contract is disproportionate to the length of the workers` employment under that contract. Just because a CBA “expires” does not mean that union employees are no longer employed. The company and the union are required to make efforts to renegotiate the agreement and the old contract can be maintained after its “expiry” if no new agreement is reached.
Even if the employment contract has been executed orally, the employer must nevertheless inform the employee of the legal obligation that two social partners meet and negotiate at reasonable times and places, with the will to agree on the terms of a collective agreement. If no national collective agreement applies (except in some limited cases, there is no obligation to subject labour relations to a national collective agreement), it is appropriate to refer to Section 36 of the Italian Constitution, which defines the principles of proportionality and adequacy that workers` pay must respect. An offer from one party in collective bargaining in response to a proposal from the other party. The KBA limits the employer`s right to the dismissal of workers by requiring the employer to indicate the “cause” of an employee`s dismissal. The agreement will define what is considered the “cause” of discharge and it is very likely that violations of employment policy, repeated and intentional serious misconduct or work performance at a very unsatisfactory level. Collective agreements can also define the procedures applicable to a worker who wishes to challenge his dismissal, for example the filing of a complaint. B and the appeal procedure that must be followed. Section 36 of the Italian Constitution states: “Workers have the right to… paid annual leave and cannot waive this right. »