An employer`s inability to comply with a negotiated agreement or the legal provisions of the CIS (but not for existing agreements) must be made known to the Central Arbitration Committee within 3 months and could result in a fine of up to $75,000. The third article, called “tariffs,” will also contain a field of information that will be provided directly. The blank lines that follow the statement “The Duties Of The Contractor Are As Follows” should be used to describe the tasks that the massage therapist must perform to fulfill the obligations arising from this agreement. The compensation that the massage therapist should expect for the fulfilment of his obligations must also be documented in this paperwork. The article entitled “IV. Payment” allows you to accomplish this task easily. Choose one of three checkbox instructions to define how the massage therapist`s salary at work is intended for the company. Existing good practices are not compromised – regulations provide only a legal minimum for information and consultation rights. If a union is content to be properly consulted in these areas, its agreement with a company is maintained. An application for C-I rights cannot be made if the existing workplace is less than 3 years old. However, if the company and the union want to strengthen existing information and consultation rights, there is no reason why they should agree on normal collective bargaining mechanisms. What you spend and what you do In my lectures, when I ask the massage-therapist-turned professionals, how they got to the financial terms of their agreement, they often say “it was right.” Although a huge advantage in providing care, intuition is not a substitute for accounting when it comes to setting financial conditions! Standard information and consultation rules apply only when an employer does not enter into negotiations on a D-C agreement, if necessary, or if negotiations have not resulted in an agreement. General collective agreement 1 January 2020 FINAL 5 If the union and the company do not agree on whether the existing agreement (which is more than 3 years old) is sufficient, the union must ask the company, in the manner described above, for the names of 10% of the employees.

If the company still refuses to negotiate, it must prove that the existing agreement retains the support of workers by voting in the workplace. If 40% of workers and a majority of those who vote to vote for the improvement of the rules of the CIS, the employer must negotiate a new agreement. If less than 40% of the workforce or a minority of voters support the need for new C-D rights, the employer is not required to negotiate a new agreement and a three-year moratorium opens up on other applications. To be valid, existing agreements must be concluded in writing, cover all workers in the company and explain how the employer will inform and consult with workers or their representatives. The legislation does not impose any requirements on the method, frequency, date or purpose of information and consultation agreements concluded under existing agreements. Alternatively, employees or RMTs who work with commissions (i.e. percentage agreements), marketing and signage, operating systems, equipment, income tax deductions, and established reputation and location have more confidence in the hospitality business.