It Collective Agreement Austria

Collective agreements can be downloaded free of charge from the following websites: Austrian working time legislation is defined by the Working Time Act (AZG) and the Residual Pensions Act (ARG), which defines the legal framework governing working time. Under these laws, derogations from legal standards are possible at the industry and company level, but this requires first a branch collective agreement and, on this basis, an enterprise agreement between the works council and management. Therefore, working time remains a theme in collective bargaining. This is particularly true since the last amendments to the Working Time Act (AZG), which have increased the possibilities for flexible working time arrangements, reserved their implementation by collective agreement and increased the maximum working hours from 10 to 12 hours per day and from 50 to 60 hours per week (2018). The Bundesschlichtungsstelle is responsible for the settlement of tariffs. When a statute is to be established, a contracting party must apply to the federal conciliation body. Legal interest groups in a collective bargaining position include: collective bargaining in Austria is highly coordinated economically. 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. There is no legal system for setting a single national minimum wage in Austria.

However, since 2007, the Confederation of Trade Unions and the Austrian Economic Chambers (WKO) have agreed on a minimum number of collective agreements they have signed. In 2007, this amount was set at 1,000 euros per month, which should be reached by the beginning of 2009. In June 2017, the two sides agreed on a new target of EUR 1,500 per month, which is expected to be reached by the end of 2019. Sources: Eurofound, European Company Survey 2013 (ECS), private sector companies with offices >10 employees (NACE B-S) – several possible answers; Eurostat, survey on the structure of wages, companies >10 employees (NACE B-S), single answer: more than 50% of workers covered by such an agreement. See also Bunisch (2008) and OECD (2012), p. 136. Employers and employees are represented by various companies involved in collective bargaining. These bodies agree on the working conditions of workers under the collective agreement. This text in English is not an authentic and therefore legally binding version of the IT collective agreement, but a work aid. There is no explicit concept of representativeness that applies to collective labour and economic interest organisations in Austria. However, with regard to the ability of voluntary organisations to enter into collective agreements, Austrian labour law (ArbVG) identifies certain general conditions that a voluntary collective interest organisation must fulfil: independence (financial) (particularly on the other side of the industry); broad professional and territorial coverage of the affiliation area, which means that the organization must be at least above the level of the business; and great economic importance for the absolute number of members and activities, in order to be able to exercise effective bargaining power.