These fundamental agreements are negotiated every four years. This means that the rate reimbursement rate is 100% in the public sector, but only about 58% in the private sector, according to the calculations of the Fafo study for 2013.5 Collective bargaining in Norway operates in a clearly hierarchical structure. Basic agreements (hovedavtalene) between trade union confederations and national employers` organisations define the framework for negotiations and the regulation of legislatively governed issues in many other countries. These include the right to information and consultation, procedures for electing workers` representatives, including the election of representatives of European works councils, and rules for the implementation of trade union actions. Within the most common collective agreements (LO and NHO), the scheme consists of a three-tiered hierarchy; The agreement fills some gaps in the current AFP regime. Currently, many workers lose their coverage because they become ill or are laid off towards the end of their working lives. They are now entitled to early retirement. In addition, a new system, phased in to fill all gaps, means that more than twice as many workers will be eligible for early retirement from the AFP. This will particularly benefit young workers and provide greater financial security for those who qualify for the future. The relative impact of business and organisational negotiations on wage increases varies from sector to sector. The impact is greater in the private sector, particularly in the service sector, than in the public sector, and more important for non-manual workers than for manual workers, which also reflects individual wage increases, which are more common among non-manual workers in the private service sector. The “wage drift” figures compiled by the tripartite wage monitoring body (TBU) indicate the importance of collective bargaining at the enterprise and individual operations level. They show that between 2010 and 2014, wage drift averaged 1.7% for workers and 2.3% for non-manual workers in the LO-NHO sector and 2.6% in the financial sector.
However, the agreement represented only 0.6% of the employees of the central administration and 0.5% in the communal sector.4 The applicability of a CBA for employees is defined in the agreement. As a general rule, the administration is not within the scope. There are three ways to hire an employer in Finland: at the sectoral level, the agreements provide for a wide range of details on issues such as wage systems, leave, working hours, travel expenses, health and safety, special holidays – such as funeral leave and equality issues. They are also looking at early retirement schemes (AFP in Norwegian) which in recent years have raised serious concerns. Nevertheless, there are still aspects of the agreements that are specific to certain sectors and, in some cases,. B, for example, in the financial field, the various unions play a more important role. As with basic agreements, confederations and their related companies sign separate agreements with employers. For example, the employers` organisation of the financial industry enters into separate agreements with Finansforbundet (the union affiliated with YS) and HK and Postkom (two LO member organisations).