Main Collective Agreement 2015 To 2020

To this end, we establish a data set containing information on employment and wages (as well as turnover, export and productivity) according to the agreement, the year and the membership status. This dataset is the result of a combination of information provided by the PQ group of employers and workers and information from the ministry of labour`s collective agreements (DGERT). Unfortunately, the link between the two sources of information is not simple in practice, as the contractual codes of the PQ do not necessarily correspond to those used by DGERT. We did it this way. First, since the workers in each company can be covered by more than one agreement, we focus on the agreement, which represents the largest proportion of workers in the company. Secondly, we use the names of employers` organizations to which related companies are affiliated to link collective agreements in the PQ and DGERT. Third, we are extending the link between the two collective agreements (PQ and DGERT) to non-related companies. In other words, we establish the scope of each collective agreement with respect to enterprise identifiers, first using 2010 data (for which we have information) and then in the remaining years. Fourth, the data at the company level have been adjusted according to the year, the agreement and the status of a member of employers` organizations. The result is a data set containing 62 observations (31 conventions for each membership group) for each year. In the case of collective dismissal (more than five employees if all staff are affected; at least 10 employees in companies with less than 100 employees; 10% of employees of companies with 100 to 300 employees; and 30 employees in companies with more than 299 employees), the legislation provides that employees receive a minimum legal allowance of 20 days per year of service. up to a maximum of 12 months` salary. Our next topic is the requirement that unrelated companies pay retroactively for wage increases over the period from the entry into force of collective agreements between affiliated companies to the date of publication of the extension to non-related companies.

The retroactive effect on enlargements is to ensure a level playing field between signatory and non-signatory companies, in line with the spirit of sectoral negotiations and the logic behind enlargements (Hijzen et al., 2019). However, their potential is considerable, especially for companies at risk of liquidity: in fact, the processing period for an extension in Portugal was about 180 days (about six months) between the end of 2010 and the beginning of 2011. Eurofound European Company Survey (ECS) collects data on collective agreements and examines the extent to which companies are subject to collective bargaining at all levels. It examines the level of communication, consultation and negotiation of information in companies and also examines the influence of worker representation and social dialogue at the enterprise level. In concrete terms, this document analysed the causal impact of administrative extensions on employment growth using natural experience resulting from the immediate suspension of extensions by the government, which took office in Portugal in June 2011.

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