Układy zbiorowe jako narzędzia kształtowania wynagrodzeń w zakładach pracy
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Since the late fifties, wages and working conditions for all major groups of employees in the socialized economy were determined by means of collective labour contracts. Such contracts were concluded between the main trade union board and the branch minister with an approval of the Minister of labour, Wages and Welfare Affairs secured earlier on. In practice, collective bargains were the main instrument appiled by the government in formulating the wage policy. In the present conditions of the economic reform both contents and methods of concluding collective bargains will undergo changes. Collective bargains will be concluded between direct employers and employees or their representatives within the framework of particular enterprises. There will have to be found now appropriate methods of collaboration between employees and employers, on the one hand, and the stale, on the other hand, implementing the economic policy for the benefit of the entire nation. That is why, studies have been undertaken on the model of collective bargain as concluded at the enterprise level. To this end, it was necessary to analyze and evaluate serveral collective bargains being in force till now. The article discusses results of the studies with regard to collective bargains concluded by power engineers, ship builders, drivers, geologists, academic teachers, and clerical employees.