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« We support our Turkish trade unions in their fight for fair wage increases. It is important that workers retain their fair share of productivity gains. We support our member organisations in all the steps they will take in the coming days and weeks to achieve a satisfactory outcome of collective bargaining. In day-to-day human resources management, we often encounter the following situation: opinions differ between the employer and staff about a management decision or proposal. If two parties disagree, the laws may provide different answers. If we are talking, for example, about the dismissal of women employed during pregnancy, maternity leave or the period of care, or workers at the time of forensic medicine, labour law says no to the employer. When it comes to relocating or training incompetent workers, labour law allows for certain unilateral conditional measures. However, in this case, labour law remains silent in the absence of an agreement. The result is a dilemma for the company: if steps are taken to enforce the decision, there may be labour disputes, but if nothing is done, the decision can have no effect. We call it a deadlock in labour law. The existing collective agreement for some 200 jobs, including large multinationals, expired last August. Even strikes with a legal purpose If the union`s contract with the employer (the collective agreement) contains a non-strike clause. With a few exceptions (for example.

B when workers do not want to work due to unusually dangerous working conditions), a strike that stagnates against a refusal to strike is illegal. But with the persuasive force of team conciliation under the direction of Director Javines and conciliator mediator Ma. Delia D. Yu, Michelle Jean O. Reido and Corazon M. Fegi, the blockade became an agreement. Calapar Services, Inc. is a METER reading company of MERALCO, primarily active in the Cavite region.

A strike is a work stoppage caused by workers refusing to work, usually to protest an employer`s decision (closing a factory, freezing wages, reducing benefits, imposing unpopular work rules or refusing, for example, to improve working conditions). The legality of a strike depends on the purpose of the strike, whether the collective agreement contains a non-strike clause and how the strikers behave. It is not uncommon for this labour law impasse, which often consists of wage negotiations between employers and workers, as well as in this case, to be managed. If employers and unions find themselves at an impasse in negotiations on mandatory bargaining issues, this is called a dead end. If the impasse is reached, the obligation to negotiate is suspended and an employer may unilaterally apply the terms of its final proposal. In other words, an employer can implement all changes in working conditions that it had proposed to the union during the negotiation without the union`s agreement. However, an employer is prohibited from offering its employees higher benefits or conditions of employment, different from those proposed during the negotiations. The planned month of protests, involving all local unions, threatened to cause chaos at airports during the summer holidays, resulting in significant losses for Groundforce. For example, a single day of strike action in October 2007 would have cost the company about 5 million euros. On 24 June 2008, however, TAP`s Director of Directors, Fernando Pinto, highlighted groundforce`s plight due to the oil crisis, which resulted in losses of 100 million euros in six months.

As a result, according to Pinto, the only way to save the company and employment is to suspend wage increases or rewards for ground workers and probably suspend the collective agreement. Overall, a party in a working relationship is always a person who has emotions and interests.