The employer must notify the union for at least 60 days of changes requiring an accommodation plan. The parties would then meet and try to negotiate an adjustment plan to deal with the amendment. Any agreed plan is applicable as if it were part of the collective agreement. A person with a collective agreement may also agree with his employer additional terms and conditions. Additional conditions: the bargaining power between employers and workers is not the same in many labour relations. Workers may decide that their interests are best represented by unions and collective bargaining. When a union represents workers in a workplace, a collective agreement can be negotiated. 1.- The regulation of legal regulations on ultra-activity implies, as article 86, paragraph 3, of the status of workers, that one year after the end of the contract “applies, if necessary, the collective agreement with a higher scope “. The clarity of the legislature will be developed on the normative construction itself and on the justifications of the reform rules. A collective agreement expires on the previous expiry date or three years after it comes into force. The brief answer is that things will continue as before one of the three things happen: a.- If the renegotiation of the collective agreement is not possible, Parliament wants to avoid “fossilizing” the working conditions agreed in this text and not unduly delay the renegotiation of the agreement to limit the ultra-activity of the agreement to one year. v.- on the other hand, because Article 8 indicated that improvements in the annual calculation had to be taken into account, which were greater than those of the agreement itself. Until recently, there was a more compelling reason for unions to extend their collective agreement.
Until 2012, the NRLB had decided for more than 50 years that an employer should not comply with the provisions for controlling the expiry of a expired collective agreement. The result of this decision was that in the absence of an extension agreement, a union could be financially paralyzed by an employer who simply decided not to pay taxes to the union. The union would be reduced to looking for direct payments. During an employment or lockout operation, failure to obtain fees can be fatal. Fortunately, the NLRB repealed this rule in WKYC-TV, Inc. and NABET, Local 42, 359 NLRB No. 30 (2012). It is no longer permissible for an employer to comply with deductions made under an expired collective agreement. After a union is certified, it has the right to negotiate collective agreements on behalf of the workers it represents.