NLD Association of Cooperating Dutch Universities (VSNU) - 2019
{'id': 1, 'label': 'Occupations / Job title / Job type'}, {'id': 2, 'label': 'Skill levels'}
Loi n°61-33 du 15 juin 1961 Relative au Statut Général des Fonctionnaires - 2005 - 1961
{'id': 1, 'label': 'Individual dismissal'}, {'id': 4, 'label': 'Resignation by the employee'}
LOI n° 2011-08 du 30 Mars 2011 Relative au Statut Ge__ne__ral des Fonctionnaire des Collectivite__s Locales - 2011 - 2011
{'id': 1, 'label': 'Individual dismissal'}, {'id': 2, 'label': 'Collective dismissal'}, {'id': 4, 'label': 'Resignation by the employee'}, {'id': 3, 'label': 'Mutual agreement'}
Convention Collective Nationale  Interprofessionnelle - 2019
{'id': 2, 'label': 'Collective dismissal'}, {'id': 4, 'label': 'Resignation by the employee'}
{'id': 22, 'label': 'Professional risks'}
{'id': 11, 'label': 'Work accidents'}, {'id': 22, 'label': 'Occupational diseases'}, {'id': 88, 'label': 'Individual working conditions arrangements'}
Convention Collective Nationale du Secteur de la Securité Privée - 2019 - 2019
{'id': 1, 'label': 'Individual dismissal'}
{'id': 11, 'label': 'Work accidents'}, {'id': 22, 'label': 'Occupational diseases'}
{'id': 1, 'label': 'Occupations / Job title / Job type'}
HND Empresa Minerales de Occidente S.A. - 2016
{'id': 1, 'label': 'Individual dismissal'}, {'id': 2, 'label': 'Collective dismissal'}, {'id': 5, 'label': 'In all cases of termination of the employment relationship'}
{'id': 22, 'label': 'Occupational diseases'}, {'id': 11, 'label': 'Work accidents'}
Convention Collective Nationale du Secteur de l'enseignement Prive - 2008 - 2018
Convention collective nationale des entreprises de l'industrie et des commerces en gros des viandes - 20/02/1969 - 1969
Convention collective nationale des hôtels, cafés restaurants (HCR) - 30/04/1997 - 1997
Convention collective nationale des bureaux d'études techniques, des cabinets d'ingénieurs-conseils et des sociétés de conseils - 1987 - 1991
{'id': 55, 'label': 'General improvements in working conditions'}
suspension del contrato por maternidad, de conformidad con lo dispuesto en las leyes
{'id': 5, 'label': 'Flexible hours'}, {'id': 6, 'label': 'Change work-status (for example from full-time to part-time)'}
BGD Bangladesh Finished Leather, Leathergoods and Footwear Exporters' Association (BFLLFEA) - 2010
Tripartite Collective Bargaining Agreement between Bangladesh Finished Leather, Leathergoods and Footwear Exporters' Association (BFLLFEA), Bangladesh Tanners Association (BTA), and Hazaribag Tannery Workers' Union, (01 January 2008-31 December 2009) - 2008
Chairpersons, Executive Directors, Managing Directors, and Directors of different leather/tannery companies
Provident fund. For Provident fund, 10% of workers' basic salary to be put in the fund each month, as per previous agreement. If worker resigns or is terminated, both employee and employer's contribution, plus profit-sharing will be considered when paying out. For death, within 15 days the nominee will get above (contributions plus profit sharing calculated). In continuation of previous agreement, if employee's term exceeds 10 years, can take 80% of the combined fund (non returnable), which will be adjusted with final payout.
All temporary and permanent workers, will get speedy healthcare arranged by factory authority. Until full recovery, full cost of recovery/treatment to be borne by company, and employee to be given leave on pay.
{'id': 1, 'label': 'Individual dismissal'}, {'id': 2, 'label': 'Collective dismissal'}, {'id': 3, 'label': 'Mutual agreement'}, {'id': 4, 'label': 'Resignation by the employee'}, {'id': 5, 'label': 'In all cases of termination of the employment relationship'}
No work in tannery is to be done via contractor, as also in 2010 agreement. All employees will be hired directly by owner/authority.
In case of workplace accident, quick treatment will be sought by factory authority. In case of limb loss, damages will be decided after talking to union. If worker receives heavy injury, worker will be allowed full time to recover fully, and will be given full paid leave till they can return to work.
{'id': -9999, 'label': 'No clear provision'}
{'id': 11, 'label': 'Work accidents'}, {'id': 44, 'label': 'Health impairments, incapacities'}
Wage increments, leaves, and bonuses will all be regardless of gender.
It is important to note that the structural wage increase is for ALL categories of workers, but it is different for permanent workers and temporary workers. Wage increments are given in two separate clauses for permanent workers. One is the very first point, which mentions 30% increment on new basic salary. The second is the clause cited here. The new increment amounts for each of the four Skill Grades are: BDT 40, 37, 33, and 30. All are effective from 1st January of 2010. Temporary workers have their increment amount of 17 BDT everyday considering 8 hours of work.
It is important to note that bonuses are available for all categories of workers, but are different for temporary and permanent workers. The first bonus which is for permanent workers, is paid twice annually for each of the two religious Eid festivals (1 month's basic salary equivalent + 1 month's basic salary equivalent). These are to be paid at least 7 days prior to the festival. The next bonus is applicable to all temporary workers, and is the equivalent of 25 days' attendance/wage for each festival. These are also to be paid at least 7 days prior to the festivals. For both the bonuses, employees who have worked for 6 months or more at the factory, will get full bonus, while those below 6 months will get bonus in proportion to their duration with the factory.
The clause mentions BDT 5 additional per attendance, for night duty allowance.
Mainly covers the tanneries in Dhaka Division.
BGD Bangladesh Finished Leather, Leathergoods and Footwear Exporters' Association (BFLLFEA) - 2008
Tripartite Collective Bargaining Agreement between Bangladesh Finished Leather, Leathergoods and Footwear Exporters' Association (BFLLFEA), Bangladesh Tanners Association (BTA), and Hazaribag Tannery Workers' Union, (01 January 2006-31 December 2007)
It is explicitly mentioned that these benefits will be as the previous 2006 agreement. Provident fund. For Provident fund, 10% of workers' basic salary to be put in the fund each month, as per previous agreement. If worker resigns or is terminated, both employee and employer's contribution, plus profit-sharing will be considered when paying out. For death, within 15 days the nominee will get above (contributions plus profit sharing calculated). In continuation of previous agreement, if employee's term exceeds 10 years, can take 80% of the combined fund (non returnable), which will be adjusted with final payout.
As per previous 2006 agreement, all temporary and permanent workers, will get speedy healthcare arranged by factory authority. Until full recovery, full cost of recovery/treatment to be borne by company, and employee to be given leave on pay.
These will be as per the previous 2006 agreement.
As per previous 2006 agreement, in case of workplace accident, quick treatment will be sought by factory authority. In case of limb loss, damages will be decided after talking to union. If worker receives light injury and is able to do light work, that work will be assigned to the worker, but in case of heavy injury, worker will be allowed full time to recover fully, and will be given full paid leave till they can return to work.
There is clear discrimination of gender-wise wage increment for temporary workers, similar to the 2006 agreement. For the same 8 hours of work, male temporary workers will get additional 14 BDT daily, whereas females will get additional 11 BDT daily.
It is important to note that the structural wage increase is for ALL categories of workers, but it is different for permanent workers and temporary workers, and within temporary workers it is different for males and females. Wage increments are given in two separate clauses for permanent workers. One is the very first point, which mentions 23% increment on new basic salary. The second is the clause cited here. The new increment amounts for each of the four Skill Grades are: BDT 40, 37, 33, and 30. All are effective from 1st January of 2008. Temporary male workers have their increment amount of 14 BDT everyday considering 8 hours of work. If female, it is an increment of BDT 11 per day.
These are explicitly mentioned to carry on as per the previous 2006 agreement. It is important to note that bonuses are available for all categories of workers, but are different for temporary and permanent workers. The first bonus which is for permanent workers, is paid twice annually for each of the two religious Eid festivals (1 month's basic salary equivalent + 1 month's basic salary equivalent). These are to be paid at least 7 days prior to the festival. The next bonus is applicable to all temporary workers, and is the equivalent of 20 days' attendance/wage for each festival. These are also to be paid at least 7 days prior to the festivals. For both the bonuses, employees who have worked for 6 months or more at the factory, will get full bonus, while those below 6 months will get bonus in proportion to their duration with the factory.
These are likely to continue as per teh previous 2006 agreement, where overtime was applicable.
BGD Bangladesh Finished Leather, Leathergoods and Footwear Exporters' Association (BFLLFEA) - 2004
Bipartite Collective Bargaining Agreement between Bangladesh Finished Leather, Leathergoods and Footwear Exporters' Association (BFLLFEA), and Hazaribag Tannery Workers' Union, (01 January 2002-31 December 2003) - 2002
All temporary and permanent workers, if injured in workplace, will get healthcare consultation arranged by factory authority. In case of severe accident or limb loss, will be given full treatment cost and leave until full recovery.
No work in tannery is to be done via contractor, as also in 2010 agreement. All employees will be hired directly by owner/authority. If contracting is active in any tannery, it will be stopped by tannery authority.
As per previous 2002 agreement, in case of workplace accident, quick treatment consultation will be sought by factory authority. In case of major accident like limb loss or death, payable damages will be decided after talking to union. If worker receives light injury and is able to do light work, that work will be assigned to the worker, but in case of heavy injury, worker will be allowed full time to recover fully, treatment cost will be covered in full, and will be given full paid leave till they can return to work.
There is a worker welfare fund where the employer contributes, but not specifically health insurance.
{'id': 11, 'label': 'Work accidents'}, {'id': 44, 'label': 'Health impairments, incapacities'}, {'id': 99, 'label': 'Reallocation / reclassification in case of health problems or incapacity for work'}, {'id': 55, 'label': 'General improvements in working conditions'}
It is important to note that the structural wage increase is for ALL categories of workers, but it is different for permanent workers and temporary workers. Wage increments are given in two separate clauses for permanent workers. One is the very first point, which mentions 8.5% increment on new basic salary. The second is the clause cited here. The new increment amounts for each of the four Skill Grades are: BDT 31, 28, 24, and 21. All are effective from 1st January of 2002. Temporary workers have their increment amount of 7 BDT everyday if their work duration is 1 year or above, and increment of 6 BDT per day if their work duration is less than 1 year. It should also be noted that for female workers, it is mentioned that their wage increment will be decided upon evaluation of their skill and capability.
The clause mentions BDT 5 in addition to the regular attendance, for night duty allowance.
Like the previous agreement in 2002, if workers are not given earned leave within 6 months of being eligible for them, factory authority will pay appropriate leave pay as per law.
Overtime for temporary workers is mentioned, and it is said it will be determined based on their wages.
BGD Bangladesh Finished Leather, Leathergoods and Footwear Exporters' Association (BFLLFEA) - 2002
Bipartite Collective Bargaining Agreement between Bangladesh Finished Leather, Leathergoods and Footwear Exporters' Association (BFLLFEA), and Tannery Workers' Union, (01 January 2000-31 December 2001) - 2000
As per previous 2000 agreement, in case of workplace accident, quick treatment consultation will be sought by factory authority. In case of major accident like limb loss or death, payable damages will be decided after talking to union. If worker receives light injury and is able to do light work, that work will be assigned to the worker, but in case of heavy injury, worker will be allowed full time to recover fully, treatment cost will be covered in full, and will be given full paid leave till they can return to work.
{'id': 11, 'label': 'Work accidents'}, {'id': 44, 'label': 'Health impairments, incapacities'}, {'id': 55, 'label': 'General improvements in working conditions'}, {'id': 99, 'label': 'Reallocation / reclassification in case of health problems or incapacity for work'}
This is for temporary workers. Permanent workers get higher wages.
Like the previous agreement in 2000, if workers are not given earned leave within 6 months of being eligible for them, factory authority will pay appropriate leave pay as per law.
BGD Bangladesh Finished Leather, Leathergoods and Footwear Exporters' Association (BFLLFEA) - 2000
As per previous 1998 agreement, in case of workplace accident, quick treatment consultation will be sought by factory authority. In case of major accident like limb loss or death, payable damages will be decided after talking to union. If worker receives light injury and is able to do light work, that work will be assigned to the worker, but in case of heavy injury, worker will be allowed full time to recover fully, treatment cost will be covered in full, and will be given full paid leave till they can return to work.
It is important to note that the structural wage increase is for ALL categories of workers, but it is different for permanent workers and temporary workers. Wage increments are given in two separate clauses for permanent workers. One is the very first point, which mentions 8% increment on new basic salary. The second is the clause cited here. The new increment amounts for each of the four Skill Grades are: BDT 31, 28, 24, and 21. All are effective from 1st January of 2000. Temporary workers have their increment amount of 6 BDT everyday if their daily wage was BDT 31 or above, and increment of 5 BDT per day if their daily wage was BDT 30 or below.
Like the previous agreement in 1998, if workers are not given earned leave within 6 months of being eligible for them, factory authority will pay appropriate leave pay as per law.
BGD Bangladesh Finished Leather, Leathergoods and Footwear Exporters' Association (BFLLFEA) - 2006
Tripartite Collective Bargaining Agreement between Bangladesh Finished Leather, Leathergoods and Footwear Exporters' Association (BFLLFEA), Bangladesh Tanners Association (BTA), and Hazaribag Tannery Workers' Union, (01 January 2004-31 December 2005) - 2004
As per previous 2004 agreement, in case of workplace accident, quick treatment will be sought by factory authority. In case of limb loss, damages will be decided after talking to union. If worker receives light injury and is able to do light work, that work will be assigned to the worker, but in case of heavy injury, worker will be allowed full time to recover fully, and will be given full paid leave till they can return to work.
{'id': 11, 'label': 'Work accidents'}, {'id': 99, 'label': 'Reallocation / reclassification in case of health problems or incapacity for work'}
It seems that female temporary workers are paid less than male temporary workers, since the wage increment for female temporary workers is mentioned separately, and is less than for males (BDT 5 and 6, as opposed to BDT 8 and 9 for male temporary workers). It is unclear if this is supposed to be in addition to the increment of BDT 8 and 9, but it seems that it means the lower rate for females.
Work hours during the month of Ramadan will be 7 hours as before, irrespective of gender.
It is important to note that the structural wage increase is for ALL categories of workers, but it is different for permanent workers and temporary workers. Wage increments are given in two separate clauses for permanent workers. One is the very first point, which mentions 12% increment on new basic salary. The second is the clause cited here. The new increment amounts for each of the four Skill Grades are: BDT 35, 32, 28, and 25. All are effective from 1st January of 2006. Temporary workers have their increment amount of 9 BDT everyday considering 8 hours of work, if their work duration is 1 year or more. If less than 1 year, it is an increment of BDT 8 per day. However, lower amounts are mentioned separately for female temporary workers - BDT 6 per day (if duration 1 year or more), and BDT 5 per day if less than 1 year.
It is important to note that bonuses are available for all categories of workers, but are different for temporary and permanent workers. The first bonus which is for permanent workers, is paid twice annually for each of the two religious Eid festivals (1 month's basic salary equivalent + 1 month's basic salary equivalent). These are to be paid at least 7 days prior to the festival. The next bonus is applicable to all temporary workers, and is the equivalent of 20 days' attendance/wage for each festival. These are also to be paid at least 7 days prior to the festivals. For both the bonuses, employees who have worked for 6 months or more at the factory, will get full bonus, while those below 6 months will get bonus in proportion to their duration with the factory.
Like the previous agreement in 2004, if workers are not given earned leave within 6 months of being eligible for them, factory authority will pay appropriate leave pay as per law.
Hasan, Hasnat, Al-amin, Asma, Shilpi, Abdul Halim, Ruma
Overtime for all workers for May 2019 is agreed to be paid on 8th July 2019.
This is a factory-specific and issue-specific agreement.
This CBA is regarding payment of arrears that were unpaid for four months due to low order volume.
This is a factory-specific, issue-specific agreement.
Memorandum of Understanding between Creative Woolwear Ltd., Bangladesh Textile and Garments Workers League (BTGWL), and workers’ representatives, 20th January 2020
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{'id': -999, 'label': 'Insufficient data'}
10 days' wage-equivalent bonus is given to workers who have been with the factory for more than 1 year, and 6 days' equivalent is paid to those who worked less than a year.
Payment for maternity welfare and benefits is mentioned in this CBA.
BGD Bangladesh Finished Leather, Leathergoods and Footwear Exporters' Association (BFLLFEA) - 2014
Bipartite Collective Bargaining Agreement between Bangladesh Finished Leather, Leathergoods and Footwear Exporters’ Association (BFLLFEA) and Tannery Workers’ Union, 28th April 2012
Skill grade - high skilled, skilled, semi-skilled, and unskilled
All temporary and permanent workers, irrespective of gender, will get speedy healthcare arranged by authority. Until full recovery, full cost of recovery/treatment to be borne by company, and employee to be given leave on self-pay.
Dearness Allowance (DA) is paid in addition to gratuity.
No work in tannery is to be done via contractor, as also in 2010 agreement. All employees will be hired directly by owner/authority. If contract work is ongoing anywhere, the employers' association (BFLLFEA) will take steps to shut it down.
Full cost of recovery and treatment will be borne by factory until full recovery. In case of death or limb loss, punitive damages will be decided upon discussion with the union. In case of major accident which results in loss of limb and prevents the worker from doing a particular work, the Labour law will be followed for damage payment, and the worker will be retained in work but will be assigned only the work now physically possible for them.
{'id': 11, 'label': 'Work accidents'}, {'id': 55, 'label': 'General improvements in working conditions'}
The factory authority will pay for and manage service of sending the dead body to the worker's home, and will additionally pay for burial-related services.
During the month of Ramadan, reduced working hours will be total 7 hours a day, and on Fridays (during Ramadan) will include a 2-hour break in between.
It is important to note that the structural wage increase is for ALL categories of workers, but it is different for permanent workers and temporary workers. Wage increments are given in two separate clauses for permanent workers. One is the very first point, which mentions 37% increment on new basic salary. The second is the clause cited here, which mentions increments in amount for permanent workers. The new increment amounts for each of the four Skill Grades are: BDT 70, 67, 63, and 60. All are effective from 1st January 2014. Temporary workers have their increment amount of 60 BDT everyday considering 8 hours of work.
It is important to note that bonuses are available for all categories of workers, but are different for temporary and permanent workers. The first bonus which is for permanent workers, is paid twice annually for each of the two religious Eid festivals (1 month's basic salary equivalent + 1 month's basic salary equivalent). These are to be paid at least 15 days prior to the festival. The next bonus is applicable to all temporary workers, and is the equivalent of 25 days' attendance/wage for each festival. These are also to be paid at least 15 days prior to the festivals. For both the bonuses, employees who have worked for 6 months or more at the factory, will get full bonus, while those below 6 months will get bonus in proportion to their duration with the factory.
The actual amount is said to be at least 12 BDT additional to the attendance, but is not specified if it is hourly or monthly.
Meal allowances are agreed to be minimum 10 BDT daily, in addition to the wage. In factories where a higher amount is being given, that will continue. Reduced priced meals have been agreed to be considered but the amounts or percentages have not been decided.
BGD Bangladesh Finished Leather, Leathergoods and Footwear Exporters' Association (BFLLFEA) - 2012
{'id': 1, 'label': 'Individual dismissal'}, {'id': 2, 'label': 'Collective dismissal'}, {'id': 4, 'label': 'Resignation by the employee'}, {'id': 5, 'label': 'In all cases of termination of the employment relationship'}, {'id': 3, 'label': 'Mutual agreement'}
Sick leaves or medical leaves are mentioned without specifying number of days, but from earlier and subsequent renewed CBAs it is seen to be 14 days.
Full cost of recovery and treatment will be borne by factory until full recovery. In case of death or limb loss, punitive damages will be decided upon discussion with the union.
Occupation hazard, damage, and healthcare cost; holidays; these all mention that employees will be covered irrespective of gender.
It is important to note that the structural wage increase is for ALL categories of workers, but it is different for permanent workers and temporary workers. Wage increments are given in two separate clauses for permanent workers. One is the very first point, which mentions 50% increment on new basic salary. The second is the clause cited here, which mentions an additional 20 BDT increment for permanent workers. The new increment amounts for each of the four Skill Grades are: BDT 60, 57, 53, and 50. All are effective from 1st January 2012. Temporary workers have their increment amount of 40 BDT everyday considering 8 hours of work.
The actual amount is not given. Rather, an increment is given, which is agreed to be at least 5 BDT additional to the already existing night duty allowance.
Meal allowances are agreed to be minimum 7 BDT daily, in addition to the wage. In factories where a higher amount is being given, that will continue. Reduced priced meals have been agreed to be considered but the amounts or percentages have not been decided.
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BGD Bangladesh Finished Leather, Leathergoods and Footwear Exporters' Association (BFLLFEA) - 2018
Bipartite Collective Bargaining Agreement between Bangladesh Finished Leather, Leathergoods and Footwear Exporters’ Association (BFLLFEA) and Tannery Workers’ Union, 19th June 2016
{'id': 11, 'label': 'Work accidents'}, {'id': 22, 'label': 'Occupational diseases'}, {'id': 55, 'label': 'General improvements in working conditions'}, {'id': 99, 'label': 'Reallocation / reclassification in case of health problems or incapacity for work'}, {'id': 44, 'label': 'Health impairments, incapacities'}
Maternity leave and maternity welfare benefits will be paid as per Labour law.
During the month of Ramadan, reduced working hours will be total 7 hours a day, and Fridays at all times will include a 2-hour break in between the total 7 hours.
It is important to note that the structural wage increase is for ALL categories of workers, but it is different for permanent workers and temporary workers. Wage increments are given in two separate clauses for permanent workers. One is the very first point, which mentions 30% increment on new basic salary. The second is the clause cited here, which mentions increments in amount for permanent workers. The new increment amounts for each of the four Skill Grades are: BDT 90, 87, 83, and 80. All are effective from 1st January 2016. Temporary workers have their increment amount of 80 BDT everyday considering 8 hours of work.
The actual amount is said to be at least 26 BDT additional to the attendance, but is not specified if it is hourly or monthly.
Meal allowances are agreed to be minimum 16 BDT daily, in addition to the wage. In factories where a higher amount is being given, that will continue. Reduced priced meals have been agreed to be considered but the amounts or percentages have not been decided.
BGD Bangladesh Finished Leather, Leathergoods and Footwear Exporters' Association (BFLLFEA) - 2016
Bipartite Collective Bargaining Agreement between Bangladesh Finished Leather, Leathergoods and Footwear Exporters’ Association (BFLLFEA) and Tannery Workers’ Union, 28th April 2014
{'id': 11, 'label': 'Work accidents'}, {'id': 22, 'label': 'Occupational diseases'}, {'id': 44, 'label': 'Health impairments, incapacities'}, {'id': 55, 'label': 'General improvements in working conditions'}, {'id': 99, 'label': 'Reallocation / reclassification in case of health problems or incapacity for work'}
It is important to note that the structural wage increase is for ALL categories of workers, but it is different for permanent workers and temporary workers. Wage increments are given in two separate clauses for permanent workers. One is the very first point, which mentions 25% increment on new basic salary. The second is the clause cited here, which mentions increments in amount for permanent workers. The new increment amounts for each of the four Skill Grades are: BDT 80, 77, 73, and 70. All are effective from 1st January 2016. Temporary workers have their increment amount of 50 BDT everyday considering 8 hours of work.
The actual amount is said to be at least 19 BDT additional to the attendance, but is not specified if it is hourly or monthly.
Meal allowances are agreed to be minimum 13 BDT daily, in addition to the wage. In factories where a higher amount is being given, that will continue. Reduced priced meals have been agreed to be considered but the amounts or percentages have not been decided.
coiffure et des professions connexes 2006 - 2006
{'id': 1, 'label': 'Occupations / Job title / Job type'}, {'id': 2, 'label': 'Skill levels'}, {'id': 3, 'label': 'Tenure (years of experience)'}
FRA National Federation of Retail Textile Stores - 2004
depends on the choice of distribution of working hours
{'id': 1, 'label': 'Occupations / Job title / Job type'}, {'id': 3, 'label': 'Tenure (years of experience)'}, {'id': 2, 'label': 'Skill levels'}
{'id': 8, 'label': 'Pay scales related to job types (like professional versus manual workers)'}, {'id': 9, 'label': 'Pay scales related to workers’ years of tenure'}
XII CONVENIO COLECTIVO DE ÁMBITO ESTATAL DE CENTROS DE ASISTENCIA Y EDUCACIÓN INFANTIL 2019 - 2021 - 2019
CONVENIO COLECTIVO ESTATAL DE INDUSTRIAS CÁRNICAS, 2018 - 2020 - 2018
{'id': 5, 'label': 'In all cases of termination of the employment relationship'}
first 3 months at 100% wage, the following 3 months are at 50% wage
different increases depending on the job level
By 2017 January, a female doctor would be hired full time on factory premises for employees, as well as an ambulance.
A safety committee will be formed in accordance to Labour law, by 31st October 2016.
Increment will be based on skill level, but the minimum increment will be 5% annually.
This is a factory-specific and issue-specific agreement
The concerned 7 workers shall be paid their earned leave-pay
This was a due bonus for the last year's religious Eid festival, which is to be paid to the 7 workers.
This was a payment equivalent of 30 days' wage for the 18 workers, on request of the workers' representatives.
This was the pending pay for last year's leave for the 18 workers.
Selim, Jamal, Delwar, Iqbal, Rumi, Khadija, [two other names are illegible]
BGD Bangladesh Garment Manufacturers and Exporters Association (BGMEA) - 2017
Entry will marked as on-time allowing up to five (5) minutes’ delay each day. Later than 5 minutes will be counted as late. If the worker is late for 3 days, s/he won’t receive attendance bonus. Salary and overtime issues (if applicable) will be sorted out each month through discussion between workers and factory authority.
Memorandum of Settlement between Apex Holdings Ltd. and Bangladesh Garment, Textile, & Leather Workers’ Federation (BGTLWF), 24th September 2017
All arrears would have to be paid from the date that the workers were fired. During this period if any of those workers were provided financial benefits by the company, those would be adjusted with their arrears.
Six of the twelve fired workers were rehired by 5th September. The remaining six were to be hired within 20th September if they responded affirmatively to the company's request to rehire by 20th September.
different lenght of trial periods according to the job level
first 183 days at 100%, following 182 days at 75%
{'id': 44, 'label': 'Employee involvement in the monitoring'}
different level of wage increase according to the job level
workers who have been assigned a work area
{'id': 22, 'label': 'Professional risks'}, {'id': 44, 'label': 'Employee involvement in the monitoring'}
ccnl area sanita__ dirigenti 2016-2018 - 2016
The agreement applies to medical directors and it defines tasks and duties for these workers only
There is a fund helping workers facing some economic difficulties
90% for the first 3 months, then 50% for the following 6 months
notice that 90% for the first 3 months, then 50% for the following 6 months
measures to protect workers in particular psychophysical conditions (drug addicts and alcoholics)
{'id': 77, 'label': 'Individual working time and working hours arrangements'}
Paid leaves for visits, therapies, specialist services or diagnostic test for all workers
working days per week can be 5 or 6 ( working hours per day will change accordingly)
{'id': 11, 'label': 'Pay scales differentiated otherwise (please specify in the following textbox)'}
pay scales differientate according to the functions and roles of the workers (which are all medical directors)
different wage increases in the previous years
only to workers exposed to the risk of radiation
the agreement applies only to medical directors
{'id': 11, 'label': 'Work accidents'}, {'id': 22, 'label': 'Occupational diseases'}, {'id': 55, 'label': 'General improvements in working conditions'}, {'id': 77, 'label': 'Individual working time and working hours arrangements'}, {'id': 88, 'label': 'Individual working conditions arrangements'}
{'id': 2, 'label': 'Skill levels'}, {'id': 1, 'label': 'Occupations / Job title / Job type'}, {'id': 3, 'label': 'Tenure (years of experience)'}
ccnl personale dipendente croce rossa, enti terzo settore, volontariato, fondazioni 2020-2022 - 2020
Il sistema di classificazione del personale
Social partners undertake to set up a pension fund (not yet existing)
the social partners undertake to set up complementary health and medical assistance
different lengths of the trial period according to job title (3 months for lower titles, 6 months for higher categories)
{'id': 1, 'label': 'Occupations / Job title / Job type'}, {'id': 3, 'label': 'Tenure (years of experience)'}
{'id': 4, 'label': 'Pay scales related for different years'}
possibility to introduce a premium at firm- level
there is also a compensation for ordinary service during the night
this allowance is only for those workers that are exposed to radiation risk
{'id': 11, 'label': 'Work accidents'}, {'id': 55, 'label': 'General improvements in working conditions'}, {'id': 99, 'label': 'Reallocation / reclassification in case of health problems or incapacity for work'}
{'id': 8, 'label': 'Pay scales related to job types (like professional versus manual workers)'}
{'id': 55, 'label': 'General improvements in working conditions'}, {'id': 11, 'label': 'Work accidents'}
Lowest wage to be paid: Provincial and/or Sectoral Minimum Wages
{'id': 1, 'label': 'Individual dismissal'}, {'id': 2, 'label': 'Collective dismissal'}
{'id': 33, 'label': 'The relationship between work and health'}
{'id': 22, 'label': 'Occupational diseases'}, {'id': 11, 'label': 'Work accidents'}, {'id': 55, 'label': 'General improvements in working conditions'}
{'id': 1, 'label': 'Individual dismissal'}, {'id': 3, 'label': 'Mutual agreement'}
{'id': 2, 'label': 'Skill levels'}, {'id': 3, 'label': 'Tenure (years of experience)'}, {'id': 1, 'label': 'Occupations / Job title / Job type'}
{'id': 6, 'label': 'Pay scales related to workers’ educational level'}
ÖOsterreichische Agentur für Gesundheit und Ernährungssicherheit GmbH
{'id': 8, 'label': 'Pay scales related to job types (like professional versus manual workers)'}, {'id': 6, 'label': 'Pay scales related to workers’ educational level'}, {'id': 7, 'label': 'Pay scales related to the sub-sector (like distribution versus retail workers)'}
Aryanto, Solehudin, M. Yudi Sopyan, Rudi Saputra
{'id': 33, 'label': 'The relationship between work and health'}, {'id': 44, 'label': 'Employee involvement in the monitoring'}
Lowes wage to be paid: Regional Minimum Wage
Premium for night work are Rp. 4000/days, calculated per month: on average 21 working days per month
Transport allowances given are Rp. 5000/days, calculated per month: on average 21 working days per month
ccnl trasporto aereo Parte Specifica catering aereo 2014-2016 - 2014
different lenghts of period according to the job title
The first three days paid at 100% of the wage , then 80% from 4th to the 180th day of illness
this is the lowest wage for the lowest job title
there is a wage increase for all job titles from one year (2015) to another (2016)
higher compensation for night overtime work : 160 % normal wage
CONVENIO COLECTIVO DE EMPRESAS DE ELABORACIÓN DE PRODUCTOS DEL MAR CON PROCESOS DE CONGELACIÓN Y REFRIGERACIÓN, 2018 – 2021 - 2018
{'id': 6, 'label': 'Change work-status (for example from full-time to part-time)'}
ccnl agenzie di somministrazione di lavoro 2019-2021 - 2019
Classificazione del personale ed inquadramento
different lenght of trial period according to the job title
this is the collective agreement for temporary agency companies
The CBA introduces also a new model of temporary agency work with guaranteed paid hours
Since this CBA regards temporary agency companies, the wage is determined at company level according the correspondent collective bargaining level.
Convenio colectivo para la empresa Servicio de Coches de Lujo, SL, 2020 - 2025 - 2020
Representación social en la mesa negociadora
{'id': 22, 'label': 'Occupational diseases'}
{'id': 6, 'label': 'Change work-status (for example from full-time to part-time)'}, {'id': 5, 'label': 'Flexible hours'}
different lenghts according to the job title
Shift services and horizontal part-time services are excluded from flexibility.
Specific and separate rules for training and orientation traineeships
100 % for the first 12 months, then 50% for other 6 months
{'id': 22, 'label': 'Professional risks'}, {'id': 33, 'label': 'The relationship between work and health'}, {'id': 44, 'label': 'Employee involvement in the monitoring'}
{'id': 99, 'label': 'Reallocation / reclassification in case of health problems or incapacity for work'}
pregnant workers may ask to switch to teleworking with priority over other workers
{'id': 2, 'label': 'Tele-work'}, {'id': 5, 'label': 'Flexible hours'}
this is lowest wage for the lowest job level in 2018
daily availability : 15.49  euro; daily night and holiday availability : 20.66 euro
different allowances according to the job level
ccnl personale dipendente da enti, opere e istituti valdesi 2010-2012 - 2010
TAVOLA VALDESE, COMMISSIONE SINODALE PER LA DIACONIA (CSD)
social parts engage to set up a pension fund for the workers
different lenghts of trial period according to the job level
different compensation for full-time and part-time workers in case of hours flexibility
this is the lowest wage for the lowest job level in 2013
different dates of increase (at least one for each year)
the social parts undertake to define a production premium
also for ordinary work during holidays or sunday
10.55 for availability during working days, 21.10 for availability during holidays or weekly rest days
ccnl personale area istruzione e ricerca dirigenti 2016-2018 - 2016
It applies only to education and research directors
first 9 months at 100% wage, then 3 months at 90%
management of different types of institutions (school, university, research)
ccnl personale area funzioni centrali rinnovo 2020 - 2020
{'id': 5, 'label': 'Pay scales related to specific groups of workers (like apprentices, disabled or previously unemployed)'}
different minimum level according to the category of worker and the institution in which he/she works
ccnl parte generale trasporto aereo 2019 - 2019
the coverage of health and medical assistance provisions is regulated in specific and distinct sections of the CBA
limit of 30% of temporary agency workers over the total workforce
specific provision for alcoholism and drug addiction
working hours are regulated in specific sections of the CBA
the clauses on wages are regulated in distinct and separate sections of the cba
ccnl imprese esercenti servizi di pulizia e servizi integrati multiservizi 2011 - 2010
blue collars and clerks have different regimes
female clerk workers full wage for the first 4 months of maternity
this is the lowest wage for the lowest job level
the wage increase changes according to the job level(we consider the lower job level)
uncomfortable work: they carry out the cleaning with the use of specific tools
when the company is more than 3 km away from the perimeter of the nearest inhabited centre, in the absence of public transport, the company that does not provide the transport itself will pay compensation to be agreed between the respective territorial OO.SS. competent.
max 8 steps (here we are considering clerks)
it depends on the contracting companies and their canteen service availability
ccnl dirigenti dei consorzi ed enti di sviluppo industriali aderenti alla federazione italiana consorzi e FICEI 2016-2018 - 2016
in the absence of company bonus, a seniority allowance is provided every two years
ccnl trasporto aereo sezione handlers 2015 - 2015
ccnl parte generale trasporto aereo 2019
different lenght according to the job title
first 180 days with 100% of wage , then 50% for 6 months
Attention to guaranteeing safety standards for the entire sector
different pay scales refer to different wage items
notice that this is the increase from 2011  wage to 2017 wage for the lowest job level
different compensation according to the working time schedule
ccnl dipendenti delle misericordie e organizzazioni ambito sociosanitario assistenziale educativo 2010-2012 - 2010
1300 euro per year and 15 calendar days of paid leave
ccnl trasporto aereo vettori aerei stranieri personale di terra 2014-2016 - 2014
Suddivisione del personale e declaratorie
different trial periods lenght according to the job level
6 months with 100% wage, following 6 months with 50% wage
availability for the employees' relatives not specified
this is the lowest wage for the lowest job levele
only to employees working in the airport
ccnl dirigenti ENAV spa 2014-2016 - 2014
the gross annual fixed salary is based on contractual minimum,professional minimum and seniority allowances
ccnl del personale delle fabbricerie aderenti A.F.I 2018-2020 - 2018
sistema di classificazione del personale
social partners undertake to establish pension fund
5 or 6, but also other working hours systems
{'id': 5, 'label': 'Flexible hours'}, {'id': 2, 'label': 'Tele-work'}
accordo quadro associazione nazionale DOMUS e FelsaCISL 2018-2021 - 2018
ccnl per gli addetti imbarcati su natanti esercenti la pesca marittima 2018-2021 - 2018
{'id': 1, 'label': 'Occupations / Job title / Job type'}, {'id': 5, 'label': 'Geographical regions'}
{'id': 3, 'label': 'Pay scales related to geographical regions (like capital versus non-capital regions)'}, {'id': 4, 'label': 'Pay scales related for different years'}
These  extra payments are paid monthly during the year by way of derogation from the law
ccnl trasporto aereo parte specifica vettori 2014-2016 - 2014
the organisation of distance learning is envisaged
this is the trial period for the technical crew
first 6 months at 100% wage, following 6 months at 50% wage
specific section on health insurance for pilots in case of work accidents
{'id': 99, 'label': 'Reallocation / reclassification in case of health problems or incapacity for work'}, {'id': 11, 'label': 'Work accidents'}
{'id': 3, 'label': 'Tenure (years of experience)'}, {'id': 1, 'label': 'Occupations / Job title / Job type'}
The CBA contains different sections (pilots, flight attendants, ground staff) and therefore different salary tables
this is the basic salary for commanders in 2016
different flight allowance for commanders, pilot of I, pilot of II.
ccnl cooperative di consumo per dipendenti da imprese della distribuzione cooperativa 2011-2013 - 2011
{'id': 22, 'label': 'Professional risks'}, {'id': 11, 'label': 'Musculoskeletal solicitation of workstations'}
{'id': 55, 'label': 'General improvements in working conditions'}, {'id': 77, 'label': 'Individual working time and working hours arrangements'}
{'id': 44, 'label': 'Employee involvement in the monitoring'}, {'id': 22, 'label': 'Professional risks'}
{'id': 66, 'label': 'Targeted improvements in working conditions'}, {'id': 11, 'label': 'Work accidents'}
CONVENIO COLECTIVO DE LA INDUSTRIA DEL CALZADO, 2019 - 2021 - 2019
{'id': 5, 'label': 'Flexible hours'}, {'id': 3, 'label': 'Work from home'}
CONVENIO COLECTIVO DE TRABAJO DE LA EMPRESA UTE ENLLUMENAT BCN, SA PARA LOS AÑOS 2017-2019 - 2017
{'id': 7, 'label': 'Pay scales related to the sub-sector (like distribution versus retail workers)'}
commerces et services de l'audiovisuel, de l'électronique et de l'équipement ménager 1992 - 1992
Batiment de la région parisienne - 2020 - 1960
agences de voyages et de tourisme 2013 - 2013
{'id': 3, 'label': 'Mutual agreement'}, {'id': 4, 'label': 'Resignation by the employee'}
Accord national interprofessionnel des voyageurs, représentants, placiers - 2020 - 1982
Angestellte der Industrie in der für die Angestellten der Österreichischen Brauereien - 01/09/2018 - 2018
Sektion Industrie der Bundeskammer der  gewerblichen Wirtschafteinerseits
BAUINDUSTRIE UND BAUGEWERBE - 01-05- 2010 - 2010
Fachverband der Bauindustrie, der Bundesinnung Bau
Bediensteten der österreichischen Privatbahnen 01.07.2019 - 2019
{'id': 3, 'label': 'Tenure (years of experience)'}, {'id': 1, 'label': 'Occupations / Job title / Job type'}, {'id': 8, 'label': 'Sub-sectors'}
{'id': 8, 'label': 'Pay scales related to job types (like professional versus manual workers)'}, {'id': 7, 'label': 'Pay scales related to the sub-sector (like distribution versus retail workers)'}, {'id': 9, 'label': 'Pay scales related to workers’ years of tenure'}
IDN PT. Indorama Synthetics - Spun Yarn - Purwakarta - 2018
Asep Solihin, Dede Rostaman, Rostam Priyatna, Bambang, ENur, Agung, Indah, Karmini, Teti Sukaesi
{'id': 44, 'label': 'Employee involvement in the monitoring'}, {'id': 33, 'label': 'The relationship between work and health'}
IDN PT. Sumber Makmur Anugerah - Temanggung - 2020
{'id': 3, 'label': 'Tenure (years of experience)'}
IDN PT. Gistex Indonesia - Purwakarta - 2019
Egi Faisal, Dedi Supriadi, Asep, Ahmad, Sumarna, Umar, UU Suherlan, Mia Maryati, Chepi Haryadi
IDN PT. Pan Brothers Tbk - Tangerang - 2020
Rukati, Joko Purnomo, Isani, Praptiani, Rahman, Edi, Nanang, Rusneli, Maya FItri
lowest wages to be paid: Regional Minimum Wages
Arbeitnehmer der Straßengesellschaften in Österreich - 01.01.2020 - 1993
{'id': 3, 'label': 'Tenure (years of experience)'}, {'id': 2, 'label': 'Skill levels'}, {'id': 1, 'label': 'Occupations / Job title / Job type'}
job titles given based on which different categories are established
Those employees providing trainings for other workers get a surcharge of 10% (if training an inexperienced person then 15%).  Employees who participate in a professional, extraordinary, periodic or differential examination are entitled to a salary in the amount of 100% of the tariff salary. If the employee participates in the re-examination, he is entitled to a salary of 70% of the tariff salary.
Mentioned several times in CBA but no exact details given.
CBA refers to Labour Code provisions in which cases how large severance payment can be paid to employees
reference to Labour Code No. 262/2006 Coll., As amended, and Act 309/2006 on further requirements with regard to occupational safety and health.
A contribution between CZK 1000 and 6000 is paid to workers whom the employer stipulates a compulsory medical training
{'id': 33, 'label': 'The relationship between work and health'}, {'id': 22, 'label': 'Professional risks'}
{'id': 11, 'label': 'Work accidents'}, {'id': 55, 'label': 'General improvements in working conditions'}, {'id': 66, 'label': 'Targeted improvements in working conditions'}
most of the railway workers employed in a multi-shift working time: 36 hours / for some others in multi-shift working and for employees in one-shift working time it can be more: 37.5 or 40 hours per week, while their usual shift cannot be longer than 12 hours per day however the total time from the planned start to the planned end of shifts may not exceed 15 hours, while the time of work performance may not exceed 13 hours.
The total amount of overtime work for an employee may not exceed 8 hours in individual weeks and 150 hours in a calendar year. The employer may require overtime work beyond the specified extent only on the basis of an agreement with the employee. The period during which overtime work may not exceed an average of 8 hours per week for individual employees is set at 52 consecutive weeks, starting on 1 January 2019.
It depends on the position and weekly working hours (shift types): it can be 35 calendar days (5 weeks), but also 30 or 42 calendar days (both 6 weeks) in some cases.
Depending on their shift, employees with less than a 6-hour shift are not entitled to have a rest period, with a shift between 6-8 hours the rest period is 30 minutes, while between 8-12 hour shift the rest period is 45 minutes, and in case of a 12+ hour shift the rest period is 60 minutes. The employer is obliged to schedule working hours so that the employee has a continuous rest of at least 11 hours between the end of one shift and the beginning of the next shift, the employee under 18 years of age for at least 12 hours in 24 consecutive hours.Staff must be given uninterrupted rest during the week during each period of seven consecutive calendar days of at least 36 hours. Uninterrupted rest of 48 hours belongs to individual employees once every two weeks.
Employees are entitled to uninterrupted rest on Saturdays and Sundays at least once every two weeks.
CBA regulated the wages of employees, except for CEO and his/her deputies which is regulated by the Board of Directors
Two kinds of one-off payments: 1. payment based on personal evaluation which can range between 5% to 20% of the wage 2. An employee whose employment with CD lasted continuously for at least 5 years before the occurrence of the fact stated under letters a) to b) of this point shall be provided with an extraordinary remuneration in the amount of CZK 10,000 as an appreciation of the benefit of his practical knowledge and skills. An employee whose employment with CD lasted continuously for 10 years or more before the occurrence of the fact referred to in letters a) to b) of this point shall be provided with an extraordinary remuneration in the amount of 15,000 as an award of his practical knowledge and skills
Night work is governed by the provisions of § 78 and § 94 of the Labor Code. Night time is the time between 22:00 and 06:00.
The performance of work within the scope of on-call time beyond the scope of the specified weekly working hours is overtime work and is included in the limits of overtime work.
25% of average earnings,  > 50% of average earnings for overtime work on nights or Saturdays, Sundays and public holidays,  > 35% of the average earnings in the case of overtime work for an employee engaged in a three-shift continuous or multi-shift procedure with unevenly distributed working hours for day, night and non-working days, regardless of whether it is overtime during the day, in nights or Saturdays, Sundays and public holidays.
Compensation for the difficulty of the work schedule, in the case of a performance consisting of two shifts with rest (Article 30)  CZK 200 for each planned performance consisting of two shifts with rest.
Dependent on number of years and work category, the min. amount is CZK 500, while the max. amount is CZK 3200 (after 40 years of service)
Meals should be organised, if not possible then vouchers in the amount of CZK 110 should be given
Raiffeisen Bankengruppe und Raiffeisen-Revisionsverbände - 01.01. 2008 - 2008
{'id': 3, 'label': 'Tenure (years of experience)'}, {'id': 1, 'label': 'Occupations / Job title / Job type'}, {'id': 2, 'label': 'Skill levels'}
DIE BESCHÄFTIGTEN DER MÜRZTALER VERKEHRS-GMBH - 2015 - 2015
KOLLEKTIVVERTRAG FÜR DAS KLEINTRANSPORTGEWERBE ÖSTERREICHS 2020 - 2020
PAPIER UND PAPPENINDUSTRIE (ARB) FÜR DAS JAHR 2020 - 2020
Angestellten in den Fahrschulen 2019 - 2019
{'id': 1, 'label': 'Occupations / Job title / Job type'}, {'id': 3, 'label': 'Tenure (years of experience)'}, {'id': 6, 'label': 'Specific groups of workers (like apprentices, disabled or previously unemployed)'}
{'id': 4, 'label': 'Pay scales related for different years'}, {'id': 8, 'label': 'Pay scales related to job types (like professional versus manual workers)'}, {'id': 9, 'label': 'Pay scales related to workers’ years of tenure'}
IDN PT. Parkland World Indonesia 2 - Lanud Gorda, Serang - 2019
Perjanjian Kerja Bersama Antara PT. Parkland World Indonesia 2 Dengan PSP SPN Dan PK FSBSI PT. Parkland World Indonesia 2 - 2016/2018
Syarifuddin, Yus, Zulfikar, Arief, Takwin, Apendi
{'id': 11, 'label': 'Work accidents'}, {'id': 44, 'label': 'Health impairments, incapacities'}, {'id': 55, 'label': 'General improvements in working conditions'}
Lowest wage to be paid: Regional Minimum Wages
Czech Association of Employers in the Energy Sector - Ceský svaz zamestnavatelu v energetice
A system of 12 tariff levels is applied in employers' organizations, which are graded according to the complexity, responsibility and effort of the work performed. Employers shall classify employees on the basis of the agreed type of work in the tariff level of the relevant occupation or function in accordance with the company system.  Employees are entitled to a tariff wage in the amount of the wage tariff of the relevant tariff level in which it was assigned. Wage tariffs are listed in Annex No. 1 to this collective agreement. The amount of wage tariffs is set as a minimum value; higher tariffs can be agreed in company collective agreements (for all employees, for certain groups of employees, etc.).
Employers shall, within their needs and capabilities, assist employees in improving their qualifications and are obliged to enable them to maintain the qualifications necessary for the performance of the agreed type of work, on the basis of generally applicable legal regulations.
Participation in on-the-job training and study in order to deepen the qualification to perform the work agreed in the employment contract is the performance of the work for which the employee is entitled to a salary. Deepening the qualification also means maintaining and renewing it.
Employers shall, according to their economic performance, contribute to supplementary pension insurance for employees who have been employed by them for at least three years and have concluded or conclude a supplementary pension insurance contract with the pension fund with a state contribution with regular monthly payments of own resources of at least 100, - CZK.
A social fund is created from which in the event of termination of employment by the organization due to organizational changes or rationalization measures, employers shall allow redundant employees to enter into an agreement to repay outstanding loan balances
{'id': 3, 'label': 'Mutual agreement'}, {'id': 1, 'label': 'Individual dismissal'}, {'id': 2, 'label': 'Collective dismissal'}
CBA refers to Labour Code as regards specific cases when severance payment can be provided. Only specific case mentioned in Art. 31: Employees whose employment is terminated by notice given by the employer for the reasons stated in § 52 letter e) of the Labor Code or by agreement for the same reasons and whose employment with the employer lasts more than 5 years, a remuneration in the amount of at least one average earnings is due.
{'id': 22, 'label': 'Professional risks'}, {'id': 33, 'label': 'The relationship between work and health'}
{'id': 11, 'label': 'Work accidents'}, {'id': 44, 'label': 'Health impairments, incapacities'}, {'id': 99, 'label': 'Reallocation / reclassification in case of health problems or incapacity for work'}
The period during which overtime work may not exceed an average of 8 hours per week shall be 52 consecutive week
The basic amount of leave provided for in Section 213 (1) of the Labor Code shall be extended to employees by at least one week, with the exception specified in paragraph 2
Employers are obliged to provide employees with a work break for food and rest lasting 30 minutes after a maximum of 6 hours of continuous work; juveniles must be given this break after no more than 4.5 hours of continuous work
CBA has minimum wages for different job categories but higher wages can be negotiated at company level
The union obliges employers to determine, in the framework of company collective bargaining, no later than one month after the conclusion of this collective agreement or supplement concerning wage growth, the expected increase in average earnings.
For work performed in continuous work regimes, the employee is entitled to a supplement to the achieved wage, which ensures the wage preference of this work regime, in the amount of at least CZK 10.00 for each hour worked in the continuous shift regime. For each hour of on-call time, the employee is entitled to a remuneration of 10% of the employee's average earnings, but at least:  • CZK 7.50 for emergency services outside the workplace on weekdays, but at least CZK 37.50 per day,  • CZK 14.30 for emergency work outside the workplace on Saturdays, Sundays and public holidays (on non-stop rest days), but at least CZK 71.50 per day.
For overtime work ordered by the employer or performed with his consent, the employee is entitled to a wage and a supplement to the achieved wage in the amount of at least 25% of the average hourly earnings for each hour of overtime work worked, unless otherwise specified. The employer may, in agreement with the employee, provide compensatory leave for overtime work, for one hour of overtime work, one hour of compensatory leave. In this case, the employee is not entitled to the wage supplement .
The minimum rate of this surcharge is CZK 8.00 for each hour worked -calculated above with 8 hours.
Skanska a.s., Skanska Transbeton, s.r.o., Lom Klecany s.r.o., Jihomoravská obalovna s.r.o., Skanska Facility s.r.o., Skanska Asfalt s.r.o.
after trial period, on voluntary basis: the monthly contribution of the employer will correspond to twice the monthly contribution paid by the employee himself, but will not exceed CZK 800
cases stipulated in § 52 letter a) to c) of the Labor Code - min. 10 years of continous service and then 4 times the average salary - in case of min.20 years of continous salary -5times the average salary
The employer shall provide the representatives of the relevant trade union in accordance with the previous paragraph with training enabling them to perform their duties properly and shall make available to them legal and other regulations to ensure occupational safety and health (OSH) and provide them with necessary time off work.
With an uneven distribution of working time, the average weekly working time shall not exceed the specified weekly working time for a period of 52 consecutive weeks.
The total amount of overtime work may not exceed 8 hours per week on average over a period of 52 consecutive weeks. For middle-management: 150 hours per year overtime is calculated into salary, for higher management a reference to Labour Code is given
10 years service: 3000 CZK - increasing amounts per each 5 year more
The amount of the employer's contribution to meals is 55% of the price of company meals, but not more than the amount of CZK 90 (in words: ninety Czech crowns), resp. 55% of the nominal value of the meal voucher (the nominal value of the meal voucher is CZK 90).
EUROWINGS EUROPE GMBH - 01.03.2018 - 2018
{'id': 3, 'label': 'Tenure (years of experience)'}, {'id': 6, 'label': 'Specific groups of workers (like apprentices, disabled or previously unemployed)'}, {'id': 1, 'label': 'Occupations / Job title / Job type'}, {'id': 2, 'label': 'Skill levels'}
The university contributes to employees' supplementary pension insurance and supplementary pension savings (Pillar III of the pension reform)  With effect from 1 September 2018, the employer provides a contribution in the amount of 4% of the assessment base for the payment of the employee's social security premium, however, in the maximum amount of CZK 1,500 / month. There is also a social fund (Chapter IV), which consists of a basic allocation debited to costs up to 2% of the annual volume of eligible costs of the University for wages, compensation of wages and remuneration for on-call duty. The social fund is intended for:  ___ supplementary pension insurance for employees in accordance with the Principles for Providing Contributions to University Employees for Supplementary Pension Insurance,  ___ social assistance to employees in the event of a natural disaster, personal tragedy, illness, etc.,  ___ reimbursement of costs associated with cultural, sporting events and events associated with major events at the University,  ___ coverage of costs for interior equipment of sports and recreational facilities owned by the University.
3 months - not explained if for all employees
In cases stipulated by Czech Labour (Par.52. a)-c)): The employer may give notice of termination to an employee only for the following reasons: (a) if the employer's undertaking, or its part, is closed down; (b) if the employer's undertaking, or its part, relocates; (c) if the employee becomes redundant owing to the decision of the employer or the employer's competent body to change the activities (tasks), plant and equipment, to reduce the number of employees for the purpose of increasing labour productivity (efficiency) or to introduce other organizational changes (restructuring).
In the first three days of incapacity for work, the University of Economics provides employees with an allowance, the maximum amount of the hourly allowance is CZK 60. This amount is subject to health insurance and social security premiums and income tax. It is valid only if at these days the employee does not receive wages, wage compensation, sickness insurance benefits or other compensation or social benefits.
In the first three days of incapacity for work, the University of Economics provides employees with an allowance, the maximum amount of the hourly allowance is CZK 60. This amount is subject to health insurance and social security premiums and income tax. It is valid only if at these days the employee does not receive wages, wage compensation, sickness insurance benefits or other compensation or social benefits. From the 4th day, a wage compensation is provided.
In accordance with the provisions of the Labour Code, the contracting parties agree that in the case of flexible working time arrangements, the average weekly working time must be filled in the balancing period of 52 consecutive weeks.
In accordance with Section 93 of the Labor Code, this collective agreement stipulates a period in which overtime work may not exceed an average of eight hours per week for 52 consecutive weeks, ie. the maximum time of ordered and agreed overtime work is 416 hours per year.
8 weeks for academic staff and 5 weeks for other employees
According to Labour Code: after a maximum of six hours of continuous work, for juveniles no later than 4.5 hours of continuous work
Labour Code determines the minimum wage, but surcharges for performance of functions and other bonuses are decided by the university
The university annually undertakes to discuss the possibility of increasing wage tariffs. This increase in tariffs should reflect growth trends in other areas of education.
one-time bonuses for 1) successful completion of some extra task, or 2) in case of assisting the prevention of a natural events
min. 5 years at the university and reaching a specific age, i.e. 50, 60 or retirement age. For 5 years an amount of CZK 5000 is given as a minimum.
Vouchers for the purchase of food in other facilities will be used only by employees who cannot eat in the above facilities due to serious operational reasons. The entitlement of employees is subject to approval by the Quaestor of the University.
Lowest wage to be paid: Regional Minimum Wage
Wawan Setiawan, Isnaini, Risa Ristiyani, Junarti
{'id': 5, 'label': 'In all cases of termination of the employment relationship'}, {'id': 1, 'label': 'Individual dismissal'}, {'id': 2, 'label': 'Collective dismissal'}
refers to equality without explicitly mentioning gender
the CBA only stipulated an extra 5 days of leave for civil servants above their regular leave days (indispozicni volno)
{'id': 5, 'label': 'Flexible hours'}, {'id': 2, 'label': 'Tele-work'}, {'id': 3, 'label': 'Work from home'}
if it does not disturb the proper job performance, the trade union may request the civil service body to introduce flexible hours for employees, as well as to allow work from a place other than the seat of the employer (it is not detailed whether this entails telework, home office or work from another office)
CBA stipulates that trade unions have the right to discuss with employers the development of salaries
it is a one-time amount of CZK 5000 after 10 years, CZK 10000 after 20 years, etc so it is not really an allowance but a one-time reward (cannot add it to one-time payments because it asks a question about 1-year experience at the amount)
all civil servants in the Czech Republic are covered by this CBA (higher-level CBA)
https://appsso.eurostat.ec.europa.eu/nui/show.do?dataset=prc_rem_nr&lang=en: it shows the number of civil servants in national public administration (the real number can be higher due to local and regional level civil servants)
Employees are entitled to wages or remuneration for agreements performed according to its complexity, responsibility and effort and according to the difficulty of working conditions, work performance and achieved work results. The provision of wages in accordance with this wage regulation corresponds to the activities provided, the systematization of jobs and the structure of employees.
Professional development of employees will be focused primarily on deepening and increasing qualifications in the form of: a) professional courses and training according to the needs of the employer and with the use of the ESF, b) basic courses and training for obtaining the qualification necessary for the proper performance of the agreed work - an informative overview of these courses and training will be continuously updated in the annex to the internal standard on professional development of employees, c) periodic renewal, deepening and examination of the competence of employees to perform certain professions in accordance with the relevant regulations, d) studies at state and private schools according to the needs of the employer, e) language courses for the needs of the employer.
Depending on employee's contributions, in 2020 in the amount of CZK 1,300 / month by transferring the amount to an employee-selected fund. Employees who have taken out life insurance with an employer's contribution or if they apply for a contribution in a lower nominal value before the entry into force of this KS and do not request an increase in the employer's contribution, the employer provides a contribution of at least CZK 300 / month
{'id': 2, 'label': 'Collective dismissal'}, {'id': 1, 'label': 'Individual dismissal'}, {'id': 3, 'label': 'Mutual agreement'}
Higher level of severance pay in case of mutual agreement
{'id': 11, 'label': 'Work accidents'}, {'id': 22, 'label': 'Occupational diseases'}, {'id': 55, 'label': 'General improvements in working conditions'}
Social assistance can be paid to employees who find themselves in an extremely serious financial or social situation.  Only unforeseeable events worthy of special attention can be the reason for providing social assistance. Social assistance can also be provided in the event of the death of an employee to the next of kin (spouse, spouse, partner, partner, registered partner, dependent children, or another person dependent on the employee for maintenance). A written request is submitted by an employee or family member to the head of department. Social assistance is subject to taxation pursuant to Act No. 586/1992 Coll., On Income Taxes, as amended.
The working hours are: a) for public transport drivers and metro drivers and for employees to whom § 16 of Government Decree No. 589/2006 Coll. applies, which provides for a deviating regulation of working hours and rest periods of employees in transport, as amended, 40 hours per week ( the functions and professions of these employees are listed in Annex 1 to the Internal Standard on working time and rest periods), b) for other employees, 37.5 hours per week, with the exception of employees with other working time arrangements, working in a special regime during night transport closures in the metro.
Overtime work is work performed by an employee on the order of the employer or with his consent over a specified weekly working time resulting from a predetermined schedule of working hours and performed outside the scope of the work shift schedule. The total amount of overtime work may not exceed 8 hours per week on average over a period of 52 consecutive weeks.
Flexible working hours are addressed by an internal standard on working hours and rest periods.
Wages of employees are determined in accordance with the KS and the Rules for Remuneration of Employees of Dopravní podnik hl. m. Prahy, akciová spolecnost, which are an annex to the KS.
different groups of employees (the more manual workers get an hourly wage, while the other a monthly salary)
In 2020, as of 1 January, wage tariffs (wage tariffs) for point 2.1 and Wednesdays of wage tariffs of tariff ranges according to points 2.2, 2.3 a), 2.3 b) and 2.4 will be increased by 1% above the annual CPI inflation of the previous year.
For employees of the Traffic Information Center, Ticket Sales and Coin Processing Departments from ticket machines, the amount to be distributed to individual employees is based on the actual amount of funds and valuables realized by each individual employee in the relevant month. + TH employees are provided with performance bonuses for employees who carry out transport inspections. Its amount is based on the penalties charged on passengers during the year.
For night work, the employee will be provided with a surcharge of 10% of his average earnings for each hour worked between 22:00 and 06:00. Employees working in the maintenance of lines, tunnels and technological equipment of the metro permanently only in night shifts during night transport closures will be provided with a specific night surcharge for each hour worked in the amount of CZK 8.50.
If the employee agrees with the manager that he will be ready to work at the workplace outside working hours, he will provide him with a remuneration of 10% of the average hourly earnings for each hour of on-call time. In the case of on-call time on Saturdays and Sundays or on public holidays, the remuneration is 15% of the average hourly earnings for each hour of on-call time. For drivers waiting for contract rides, employees are entitled to a remuneration of 28% of average hourly earnings per hour of waiting (maximum 8 hours per day).
For overtime work, the employee is entitled to the achieved salary and a surcharge of 25% of average earnings. Instead of a supplement, the employee may, after a demonstrable agreement with him, be granted an hour of compensatory leave for each hour of overtime work, no later than three calendar months after the performance of overtime work, unless another time has been agreed with the employee.
For work in a difficult work environment, employees are entitled to a surcharge of CZK 8 for each hour worked in this environment, and from 2017 in the amount of CZK 10. The list of works is given in Part II.
after each year more CZK per hour, i.e. 1-2 years: 1 CZK, 35+ years_ 13 CZK per hour (max)
Public transport of the Capital City of Prague
employer provides just a very basic periodical medical check
once a year - obligatory training/retraining
{'id': 22, 'label': 'Occupational diseases'}, {'id': 77, 'label': 'Individual working time and working hours arrangements'}
flexible working time is agreed according to the Labour Code § 78/1m
{'id': -999, 'label': 'Insufficient data'}, {'id': 5, 'label': 'Flexible hours'}
extra payment varies; it is 15% of regular wage; but during bank holidays and Sundays it is 25% of regular wage
employer pays 55% of the voucher or min. 70 CZK
IDN PT. Lucky Print Abadi Textile Factory - 2018
{'id': 2, 'label': 'Collective dismissal'}, {'id': 1, 'label': 'Individual dismissal'}
lowest wages to be paid: Regional Minimum Wage
Triyanto, Agus Supriyanto, Ririn Windarti
IDN PT. Panggung Jaya Indah Textile (PT. Pajitex) - 2019
lowest wage to be paid: Regional Minimum Wage
Ang. Handelsangestellte / Rahmen - 2020 - 2020
{'id': 1, 'label': 'Occupations / Job title / Job type'}, {'id': 2, 'label': 'Skill levels'}, {'id': 3, 'label': 'Tenure (years of experience)'}, {'id': 5, 'label': 'Geographical regions'}, {'id': 6, 'label': 'Specific groups of workers (like apprentices, disabled or previously unemployed)'}
{'id': 5, 'label': 'Pay scales related to specific groups of workers (like apprentices, disabled or previously unemployed)'}, {'id': 7, 'label': 'Pay scales related to the sub-sector (like distribution versus retail workers)'}, {'id': 8, 'label': 'Pay scales related to job types (like professional versus manual workers)'}
IDN PT. YKK Zipper Indonesia Factory 1 - Depok, IDN PT. YKK Zipper Indonesia Factory 2 - Bekasi - 2017
Ilo Illah, Eli, Yuyun, Noval Romdoni, Ali Akbar, Imron Suntoro, Deden S, Nani Supyani, Narma
Lowest wages to be paid: Regional Minimum Wages
Jauharin, Madsoleh, Heri Sutanto, Agus Haryanto, Agus Suprianto, Sulami