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Wage Agreement Deutsch

Although the collective agreement itself is not applicable, many of the negotiated terms relate to wages, conditions, leave, pensions, etc. These conditions are included in a worker`s employment contract (whether the worker is unionized or not); and the employment contract is of course applicable. If the new conditions are not acceptable to individuals, they may be contrary to their employer; but if the majority of workers have agreed, the company will be able to dismiss the complainants, usually unpunished. This minimum hourly wage must also be guaranteed when the employment relationship is covered by a pejorative collective agreement. If the conventional wage is less than a minimum set according to an existing wage floor, workers are entitled to equal pay during their periods of secondment (see Article 10, paragraph 2, of the ESG), it must be considered that the application of the principle of equal pay does not result in exceeding the wage floor. Similarly, the due date for the payment of the minimum hourly wage set in a derogatory collective agreement cannot be after the due date set by the wage regulation. In this sense, Article 8, paragraph 5, of the A-G provides that temporary workers are entitled to the minimum hourly wage set as a minimum wage, irrespective of the contrary provisions of an employment contract or collective agreement. When temporary workers perform several activities during their secondment, which fall under different collective agreements or minimum wage regulations, the principle of supremacy (relative) during the accounting period (usually the calendar month) should be applied when setting the minimum wage. In other words, a worker who engages in different activities for a certain period of time must receive, for the entire period, the minimum wage set for the activity, which (relatively) outweighs the other activities on the basis of the number of hours they spend. The United States recognizes collective agreements[9] [10] [11] Article 8, paragraph 1, first paragraph, of the Law on the Provision of Salaried Workers (A-G) provides that temporary workers are generally entitled, for the duration of their secondment, to a salary at least equal to that which workers in comparable occupations should pay to their own workers (principle of equal pay). If the working relationship between the temporary worker and the employer (work provider) is governed by a collective agreement, the acting worker receives, by derogation from the principle of equal pay, the salary set out in this “derogatory” agreement.

This principle also applies where the conventional salary is less than the salary that would have been owed under the principle of equal pay (see Article 8, paragraph 2, A-G). Article 8, paragraph 4, of Article 8, paragraph 4, of the A-G stipulates that the salary paid by the collective agreement for the first nine months of posting and, if the conditions set out in Article 8, paragraph 4, of the A-G apply, may also depart from the principle of equal pay for up to fifteen months. Collective agreements in Germany are legally binding, which is accepted by the public, and this is not a cause for concern. [2] [Failed verification] While in the United Kingdom there was (and probably still is) an “she and us” attitude in labour relations, the situation is very different in post-war Germany and in some other northern European countries.

 
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