As Per The Collective Bargaining Agreement
Collective agreements are signed for certain periods, usually two to four years. A collective agreement is mandatory for both the employers` organization and its members, the union and its members, on the other. In addition, a collective agreement is generally also in practice, if not theoretically, for individual non-unionized workers and unionized workers who belong to a union other than the union that are part of the collective agreement, provided that (i) the worker works with collective agreement tasks and (ii) that the union to which the worker is affiliated is not bound by another collective agreement with the employer. The Court considered whether an employer`s decision to terminate certain transactions was a mandatory bargaining object. The Court, which relied primarily on the agreement of Stewart in Fibreboard J.A., found that the decision to discontinue all operations on a given site was an economic-motivated management decision, separate from the employment relationship, when it clearly called into question job security. However, the Court found that the effects of the employer`s decision, such as severance pay and benefits, were mandatory bargaining elements under Section 8 A(5) NLRA. This is why, under this fibreboard-First National Maintenance Framework, the main economic decisions, such as plant closures, layoffs and relocations, are not mandatory bargaining partners, although the employer must intervene as a result of these “impact negotiations”. The Swedish Association of Industrialists is bound by thirteen collective agreements. Seven of them are employment contracts. The Industrial Workers` Union Metall is the opponent in five agreements, Pappers (The Swedish Paper Workers Union), GS (Swedish Union of Forestry Workers, Wood and Graphic Designers) in one and SEKO (Union of Service and Communication Employees) in two.
The Swedish Association of Industrialists is also bound by four collective agreements for employees.