Collective Agreement Austria 2019

Collective bargaining in Austria is highly coordinated throughout the economy. Indeed, there is a „typical bargaining” practice in which the metallurgical industry is the first major sector to conduct wage negotiations in the annual bargaining process. The results have an important signal effect for other sectors and are taken as models. However, in practice, due to the relative strength of metalworkers` unions, they are often one of the highest collective agreements compared to other sectors. Despite this strong coordination of collective agreements, the Austrian system of collective bargaining is not characterized by a centralized wage fixing. Collective agreements apply to all workers of employers who are members of the signatories, whether or not workers are members of the signatory unions. The move to the NEW system is subject to a clear key date system: the change must apply jointly to all employees of a given company on the same day. Thus, the company will not have to manage two compensation systems in parallel, but the OLD compensation system also applies to new employees until the change. Newly created companies or companies that apply the collective agreement for the first time in the trade sector (for example. B because they pass this collective agreement) must classify their employees under the NEW compensation system. Otherwise, the tipping date (which must be the first day of a given month) must be set by a store agreement. If no works council has been set up, the company can set the date, but must notify workers in writing no later than three months before the planned conversion.

Second, workers must be transferred to the new remuneration system (in collaboration with the Works Council, if one of them has been created) and be informed no later than four weeks before the date of the changeover to the euro by a new declaration of work („service sheet”). In Austria, the adjusted rate reimbursement rate for public official employees is estimated at more than 95%. In international comparison, this is mainly due to the fact that almost all agreements are concluded by sub-units of the CSC whose membership is mandatory. For historical reasons (bitter class struggles in the First Republic, experiences of austrofascism and the Nazi regime), the characteristic characteristic of the Second Republic is a strong commitment to the principle of harmonious cooperation. In the industrial relations system, this principle has resulted in the creation of collective organizations of interests representing employers and workers, far beyond partisan and non-rivalry political lines. The basic structure of this commitment to harmonious cooperation in Austria is the system of social partnership. As far as societal values are concerned, this means the willingness of the government and collective organizations to make all social and economic issues the subject of negotiations in order to reach consensus solutions. Institutionally, social partnership is a complex system, based on institutional participation at the micro level, the collective bargaining system at Meso level, and tripartite and bilateral forms of macroeconomic consultation. While the government inserts an exclusive circle of social partner organizations into all economic and social decisions, the regulation of employment conditions under the ArbVG remains the autonomous province of labour market parties.

The central area of labour relations remains free from substantial state intervention. However, if the collective agreement does not include other rules, it would be advisable to agree on the due date no earlier than one month after the overrun has expired. In addition, vacancies must be reported gender-neutral and advertisements must include the conventional minimum wage for the position and a statement on the employer`s willingness to pay more than the minimum wage.