4) semi-binding legal provisions, derogations of which may be made by a collective agreement; The right to family leave is governed by Chapter 4 of the Employment Contract Act. Maternity, paternity and parental leave leave is granted for the period during which the corresponding benefit, governed by the amended Health Insurance Act (1963), is considered to be linked. For example, maternity leave usually begins 30 days a week before the calculated delivery date and lasts 105 days per week. Paternity leave is granted for 6 to 12 days per week in connection with childbirth and for an additional 6 days at a later date. Maternity leave is followed by 158 days of parental leave per week, which can be used by the mother or father depending on their choice. According to a reform plan that has already been agreed by politically, one month of parental leave is reserved for the father alone. The worker`s salary does not exceed 70% of the previous salary. Under the Employment Contract Act, the employer is not required to pay wages during the family leave period. However, under certain collective agreements, the worker is entitled to full compensation for the first two or three months of maternity leave.
The collective system of terms of employment takes place within the framework of the Collective Agreements Act (1946), which defines the competence of social partners and the legal effects of these agreements. During a period that is not covered by an agreement, the state may intervene in labour disputes of interest under the Labour Mediation Act (1962). Employee participation at the enterprise level is based on the Enterprise Cooperation Act (1978), the Employee Representation Act in the Administration of the Company (1990) and the Personnel Funds Act (1989). Since 2007, this system of centralized agreements, which began in 1968, seemed to have ended when the Confederation of Private Sector Employers (EC) refused to negotiate a new national agreement and insisted that the system collapse. At the time, employers insisted that negotiations be conducted at the industrial level. It argued that this was more flexibility in the negotiations to take into account the particular situation of the different industries and companies. Industry and enterprise-level agreements cover normal wages and normal conditions and, in some cases, involve broader issues. A source mentioned in the list, despite its hierarchical status, can generally be set aside by an agreement reached in favour of the worker. Directly effective EU law can also repeal the contrary national provisions.
The contract may be terminated by dismissal of the employer for reasons of lack of work (collective dismissal) or for reasons related to each employee (individual dismissal). In both cases, termination is subject to the general condition set out in Chapter 7, Section 1, paragraph 1, that the reason must be objective and serious. The content of this condition may vary from case to case, but in all cases, the reason for dismissal should not be discriminatory if it is inconsistent with the employer`s duty of loyalty. The procedural rules of the Labour Dispute Mediation Act come into force when the peace commitment is not in force.