Status quo: In the event of disputes that cannot be resolved, any practice or agreement that existed before the difference will continue to function as part of the dispute resolution process. Both parties are the spirit and intent that there should be no unwarranted or disproportionate delay in dealing with issues in the agreed procedure. If one party is trying to change one aspect of the agreement or current working methods, that party must communicate in writing to the other party x (date) of its obligation to discuss the amendment; unless both parties agree to these changes on that date. This agreement between (employer name) (company) and (union name) (Union name) applies from (date) for recognition of the Union within the company for the purpose of representing workers and establishing a framework for consultation and collective bargaining. This agreement is maintained unless one of the parties grants a six-month period before the written termination. Pay rates and other section 3 conditions are reviewed annually with union representatives, in accordance with standard bargaining methods or long-term agreements. This verification requirement does not necessarily mean that the payment or conditions are increased. 3. In the event of an ongoing non-agreement, the two parties will jointly seek, within 15 working days from the date of the aforementioned meeting, third-party entities reconciling the Jersey Advisory – Conciliationy Service (JACS) to ensure that all efforts are made to resolve the conflict within the framework of the entry into force and the minds and procedures provided for by this agreement. Note 2: In addition to the conditions set out in this agreement, each worker should receive written terms of employment no later than 4 weeks after the start of work. Details of the questions to be included in the written conditions are available from JACS in print or electronic form at www.jacs.org.je 1. The issue of concern to one of the parties to this agreement will be discussed as soon as possible between the company`s representatives who have been empowered by the company to act on their behalf and staff representatives (including Shop Stewards) at a periodic or specially convened meeting, with these discussions to take place in the spirit of this agreement.
Knowledge of the results of the deliberations is taken into account and distributed to those present. The recognition agreement should provide sufficient detail to ensure the effectiveness of collective bargaining and provide for regular meetings to be held in the run-up to a regular wage review date, as stipulated in the agreement. Both parties agree to negotiate all issues related to the agreed issues and reach an agreement (examples below). The Code of Conduct (1) specifies that once a union is recognized, employers and unions should agree on a minimum method for collective bargaining of wages, hours and leave, otherwise recognition will make virtually no sense. Note 1: Employers and unions may agree that the scope of the collective agreement contains provisions specific to all other conditions agreed by the parties. If this is the case, each topic should contain sufficient details: to appropriately describe the negotiated provision: signed for and in the name of Signed for and in the name of a standard recognition agreement, it is stated below, but it must of course be adapted to the particular circumstances/business sector: have been agreed as the subject of consultations and negotiations: both sides commit to maintaining the status quo with regard to normal trade and EU relations and neither side will take action to the detriment of the other party until a secret vote has been duly carried out; all other attempts to resolve disputes have failed.