Unlike such restrictions, the law also provides for certain binding elements that a collective agreement must contain (Article 23, paragraph 1): the identity of the signatory parties, the extent and scope of their application, and the day they are signed. In addition, explicit pay levels for all occupations and categories need to be included in the pay scales (Article 23, paragraph 2). In Sweden, about 90% of employees are subject to collective agreements and 83% in the private sector (2017).   Collective agreements generally contain minimum wage provisions. Sweden does not have legislation on minimum wages or legislation extending collective agreements to disorganised employers. Unseated employers can sign replacement agreements directly with unions, but many do not. The Swedish model of self-regulation applies only to jobs and workers covered by collective agreements.  Horizontal and Vertical Collective Agreements The Collective Relations Act distinguishes horizontal collective agreements, that is, collective agreements that cover a group of workers identified by a particular occupation or job (e.g. B an agreement for pilots) and vertical collective agreements, that is. Sectoral agreements governing workers` industrial and labour relations, set for all employees in a particular sector (. B for example, an agreement for the textile industry or the banking sector). In Article 12, the law gives priority to vertical agreements which stipulate that they enter into force after publication and denounce horizontal agreements, even if the minimum duration of these agreements is not respected.
This priority assumes, of course, that an organization that has signed the horizontal contract that has been terminated is also a party to the new vertical agreement, because only if this is the case will the relevant principles in terms of the right to negotiate and the scope of collective agreements can be respected. This is generally the case, as many vertical agreements are signed by a large number of primary unions, which may include trade unions. To see conflict between collective agreements . Section 5. Prohibition of acts that impede the conclusion, revision or application of collective conventions or agreements. It is forbidden for the organs of the executive and management of industry, political parties and any employer association to intervene in any way to restrict the legal rights of workers or their representatives or to obstruct the exercise of these rights in the conclusion, revision and application of collective agreements and collective agreements. Against the manager who is responsible for the violation or non-compliance with the obligations arising from the collective agreement. The compensation system is an integral part of the collective agreement as it defines minimum wages. The United States recognizes collective agreements   A collective agreement is in progress until a 12-month period or until it is replaced, when the union or employer begins to negotiate before the expiry date. In the event of the dissolution of a business according to the procedure and under the conditions set out in the law, the collective agreement remains in force throughout the dissolution process. A framework for a collective agreement and a number of proposed contracts. As part of the review of a collective agreement, it is necessary to decide whether to maintain workers` benefits and apply the other conditions that were originally provided for.