National Working Practices Agreement

We still expect a lot from fair working practices if the economy continues to grow. Scotland is rightly proud of its reputation as a leader in fair work and, in these exceptional times, taking a fair approach to work is more important than ever. Scotland`s success as an economy depends on a joint effort by workers, unions and employers, and we must continue to work together to make the right decisions, protect workers and public safety, keep workers in the workforce and revive the economy. The employment package follows current employment rules and leads to safety in employers` employment practices The unprecedented package of support measures from the Scottish and UK governments has helped many employers maintain their businesses, preserve jobs and pay their workers during this crisis; For more information, please contact This support and guide is based on what we have learned from listening and with our partners. It includes sector councils, advice to small businesses and advice on healthy working life and the Equality and Human Rights Commission, which aims to help workers and employers gradually ease restrictions. This circular is intended only for unreproliferated teachers and describes how higher education institutions should move to the new national salary scale for unreproseed teachers and how harmonization payments for non-subsidized teachers are then calculated in order to achieve harmonization by April 2019. The collective agreements we are considering here are national conventions, either territorial or undertaken. National and territorial contracts are drawn up by the most representative national and territorial trade union confederations, while enterprise contracts are entered into by the enterprise unions or by the single union (Article 51, decree-law. n. 81/2015).

Important provisions and penalties for working time (decree-law. No. 66/2003) The worker is entitled to a paid period of at least four weeks per year. If collective bargaining is not necessary, this period must last at least two weeks (consecutive, if the worker requires it) throughout the year; the remaining two weeks must be used within 18 months of the end of the year in which the leaves were completed. This period (at least 4 weeks) cannot be paid by the corresponding allowance for the sheets not taken, unless the employment is terminated (Article 10 of the aforementioned decree) As a general rule, the employer is entitled to decide the date of resignations taking into account the needs of the company`s activities and the requirements of the workers. (Article 2109, paragraph 2, of the Civil Code). Working from home is an essential part of the public health strategy and remains, as far as possible, the standard position. Support for flexibility is essential, given the exceptional burdens that some workers will face. This will be essential for some disabled workers and for those with caring duties – especially women – who still too often suffer from the balance of care.