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Collective Bargaining Agreements Austria

In addition, vacancies must be reported gender-neutral and advertisements must include the conventional minimum wage for the position and a statement on the employer`s willingness to pay more than the minimum wage. In 2016, a requirement was introduced to inform part-time workers of future full-time jobs: if an employer plans to advertise full-time employment or a job with a higher number of hours, part-time workers from the employer will be informed in advance. In this way, internal workers who wish to increase their working time can first apply – this is especially true for female workers because of the high incidence of female part-time work in Austria. While in 2011 Austria`s largest trade union, the Union of Employees, Graphic Employees and Journalists (GPA-djp), proposed to hold regular collective bargaining specifically for women to raise their wages and reduce the high gender pay gap in Austria, this has never been implemented. As a result, there are no regular initiatives by social partners to close the gender pay gap. At the same time, many collective agreements have in recent years mentioned the recognition of superannuation (parents, care, hospice) for wage increases, which benefit mainly female workers, who generally benefit from longer periods of leave than men. In addition, the federal conciliation body of the Federal Ministry of Labour, Social Affairs, Health and Consumer Protection may also formally recognize the ability to enter into collective agreements of voluntary professional organizations of employers and workers and certain other associations. With regard to two-part coordination, there is a long tradition of voluntary and informal cooperation and negotiation between social partners, both at the national and sectoral levels, as well as at non-formalized bi-annual institutions. The move to the NEW system is subject to a clear key date system: the change must apply jointly to all employees of a given company on the same day.

Thus, the company will not have to manage two compensation systems in parallel, but the OLD compensation system also applies to new employees until the change. Newly created companies or companies that apply the collective agreement for the first time in the trade sector (e.g.B.