Wage drift across the private sector has generally increased in all types of agreements, particularly for companies governed by individual employer agreements. This is probably the result of a human resources management policy in very large companies, where salaries are much higher for senior management and highly skilled positions. Figures from the Green Paper on labour relations show that most agreements are signed by trade unions linked to the two main confederations CGPT-IN and UGT. Analysis of 65 agreements showed that 9 of them concerned only 9 other unions, three of which also concerned the CGTP-IN and the UGT. It was all at the corporate or business level. No industrial agreement has been signed by trade unions outside the two major confederations. Yes, it is possible. On average, the appeal takes one year to be tried by a court in the second instance. The possibility of appealing against a trial decision depends on the value of the appeal (usually more than EUR 5,000). However, in certain circumstances, it is possible to appeal a trial decision, regardless of the amount.

With regard to work-related accidents, redundancies, the validity of employment contracts and the definition of categories of workers. However, if the employment contract is terminated, the employer may require the worker to take the remaining days off during the notice period. Portuguese legislation provides for industrial agreements (CTCs) that can be signed at national, regional or local level, enterprise agreements (AEs) for a single company and agreements for several companies (ACT). The average monthly wage in individual employment contracts (AEs) in manufacturing is lower than that set by ACT, while the salary in banks is higher than the ACT. inflation and wage increases (excluding public administration) if the employer decides to terminate the employment contract during a trial period that lasted more than 60 days. 1.6 To what extent are the terms of employment agreed in collective bargaining? Do negotiations usually take place at the company or sector level? With regard to workers` motivations, dismissal may take place whenever there is an essential reason that can be considered a fair ground; namely, a violation of the worker`s employment contract or other legal obligation which, because of its seriousness and consequences, makes the maintenance of employment directly and virtually impossible. Both sectors are mainly governed by agreements with several employers, while both sectors also have single-employer agreements, which generally provide for better conditions. The main difference between the two sectors is that, in the manufacturing sector, negotiations with several employers are conducted by an employer organization representing individual companies (these collective agreements are called CTCs), while in the retail banking sector, multi-employer negotiations are conducted by individual companies that sign collective agreements with the main unions (in this case collective agreements are called ACT). The assignor and the purchaser may also have to consult with workers` representatives (or, if there are none, directly employees) in an attempt to reach agreement on the measures they plan to implement as a result of the transfer. In the absence of an agreement, however, the transfer can take place and there should be no negative consequences. The government is also looking at other issues, including strengthening the power of enterprise committees to negotiate collective agreements and changing the duration of agreements that will not be renewed when they expire.

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