In Finland, paragraphs 13 of Employment Contract Act 6 to 9 define the principle of the date and degree of application of the collective agreement. The Lithuanian labour code allows collective agreements to be applied to agree on different principles of the law with regard to the entry into the CDD, the notice of compulsory dismissal of the employer and the amount of compensation paid by employers. In addition, the Lithuanian labour code collectively delegates the overtime scheme (Article 152) and the agreement on the summary registration of working time (Article 149), which sets only a maximum amount. The basis of workers` personal liability (Article 255) and the categories of workers likely to enter into a property commitment agreement (Article 256) have also been incorporated into this Regulation. If mediation fails to reach an agreement, the next step may be an arbitration procedure that may be mandatory or voluntary. Mandatory arbitration is not often used in U.S. employment services negotiations. However, the federal government sometimes asks the union and management to submit to forced conciliation. In the context of voluntary conciliation, both parties agree to use arbitration and agree that it will be binding. Subsection 46, paragraph 3, of the Court of Auditors gave certain agreements the right to deviate from working time. This provision limits working time to 52 hours per seven days over a four-month calculation period and these overtime conditions must not be unfair to the worker. From a workers` safety perspective, a change to Section 46 of the CEC could be considered. The law should require that collective agreements regulating the principles governing the application of overtime in enterprises, including potentially unfair conditions for workers and the principles of safety and health care related to overtime, and that the labour inspector be subject to review in accordance with paragraph 46, paragraph 4 Court of Auditors.
In parallel with the practice of many other EU Member States, national legislation has given the right to agree on the total working time of collective agreements in Belgium; Organization of working time in Sweden -47; and possible cases of overtime obligations, for example. B in Spain. The Court cites only three cases where derogatory agreements are allowed in collective agreements: collective agreements may, under Article 97 of the Court of Human Rights, set, for economic reasons, a shorter notice period than is provided by law in the event of termination of an employment contract; Point 51, paragraph 3 of the Court of Defences states that daily rest may be reduced to less than 11 hours by collective agreement; and point 46, paragraph 2 of the Court of Auditors, provide that a collective agreement for health, social services, agriculture and tourism workers may provide a less favourable working time of up to one year.