At the same time, many collective agreements have begun to agree on issues important to the social partners, which are regulated within the framework of the European Court and are easier to define legally. The general text of the Court`s .38, which governs the continuation of wage payments for a reasonable period of time in the event of work barriers, requires that the provisions be made more concrete by the social partners in cases where personal factors render the worker unable to work. For example, AS Stockmanni Kaubamaja has entered into a collective agreement that contains a specific provision for the maintenance of such remuneration (consultation with a doctor, illness of a family member, job interview during the notice, etc.) and how long if the worker is to be away from the workplace. Other provisions relate to the enforcement procedure; Wording; and, if necessary, prove it. The collective agreement concluded in AS SEBE -57 established the necessary care for the work (after-sales service for passengers, rules for ticket sales, work in the event of an accident, etc.), which is taken into account when awarding benefits. In Section 16 of the Court, the degree of caution is generally advanced. An agreement by which the uninterrupted rest of a worker is less than 11 hours over a 24-hour period is, under Article 51, paragraph 1, of the Court of Appeal, annue, unless otherwise stated by law. A derogation (daily rest of less than 11 hours) from the provisions of S. 51 al. 1 can only be agreed through a collective agreement, in accordance with Article 51, paragraph 3, of the Court.

In the specific provisions of Section 51, paragraph 4, of the Court, the principle that the Court`s paragraph 51, paragraph 1 does not apply to health care workers and social workers. Since the Court is not applicable in the health and welfare sector, the requirement for a collective agreement does not apply if this provision is ignored for the duration of rest. Despite the absence of such a delegation in the Court, a rest period of less than 11 hours on collective agreements in the health sector is currently agreed. Given the importance of the subject, this is clearly justified. The collective agreement of AS PĂ©lva Haigla 49 stipulates that the agreed working time of workers working on a work list does not exceed 12 hours and that it is possible to agree, on the basis of a particular agreement, that a position must last up to 24 hours. The rules mentioned in collective agreements most often concern working hours. These issues include, for example, systems for balancing shift work time, shift work pay and days off. In general, EU Member States have the principle that exceptions to the law concerning workers fall within the scope of collective agreements. Collective agreements are seen as more capable of compensating for the effects of working conditions less well than those prescribed by law as individual contracts. The aim is to have adequate regulation to ensure adequate security and maximum flexibility.