Undertaking’s general plans, principles and objectives
The co-operation negotiations must cover:
1. Principles regarding the use of temporary agency workers
- The employer must notify the representatives of the personnel groups, whose employees’ work would be affected by the work performed by temporary agency workers, if the employer is contemplating a contract based on the use of temporary agency workers.
- The information provided to representatives of the personnel groups must include the number of temporary agency workers engaged, their duties and work sites, the duration of the contract and the period or periods when the workforce in question will be used.
- A continued negotiation procedure applies to undertakings of at least 30 employees.
- During the co-operation negotiations, the employer may not conclude the contract under discussion on the use of temporary agency workers.
After receiving the information referred to above, the appropriate employees’ representative has the right to request that, by the end of the second working day following the employer’s communication, the contract contemplated by the employer be subject to co-operation negotiations. These must be conducted within a week of the request.
The employees’ representative may not request co-operation negotiations, if the intention is to have the temporary agency workers perform work that is not established practice for the employees of the undertaking, or if the work in question is urgent and of short duration, or involves installation, repair or maintenance tasks that cannot be performed by the employees of the undertaking.
2. Establishment of a personnel fund, the performance or profit bonus system accruing personnel fund contributions, discontinuing the system, and dissolution of the personnel fund
In undertakings of at least 30 employees, the co-operation negotiations must cover:
3. Principles and practices applied to recruitment
- Necessary information provided for new employee orientation within the workplace and the undertaking
- Principles and practices followed by the undertaking on the information collected on the employee upon recruitment and during the employment relationship
- Principles and practices of internal communication within the undertaking
4. Plans, principles and practices based on other legislation
- The equality plan, when it forms part of the personnel plan
- Prior to the approval of a comprehensive action plan on alcohol and drugs, work tasks in relation to which a job applicant or employee is either obliged to provide, or may consent to provide, the employer with a drug test certificate
- The purpose of, and implementation and methods used in, camera surveillance, access control and other technical employee monitoring
- The principles underlying the use of electronic mail and data networks and the handling of information concerning electronic mail and other communication.
Further information: cooperation ombudsman