8. For a recent debate on the extent to which different countries apply laws to promote collective bargaining, see Casale, G., collective bargaining and law in Central and Eastern Europe: some comparative issues (ILO-CEET, discussion paper 20, 1997). Of the six common rights found in most collective agreements, collective bargaining is a well-developed and important part of labour relations in Slovakia, about half of which is covered by collective agreements at the sectoral level. This feature describes the legislation relating to negotiated procedures and structures and examines the current situation with respect to the number and extent of agreements concluded and their content. The promotion of collective bargaining is one of the ILO`s main concerns.1 As the Philadelphia Declaration acknowledges, the ILO has a “solemn commitment … among the nations of the world that reach … effective recognition of the right to collective bargaining, cooperation between management and work to continuously improve productive efficiency and cooperation between workers and employers in the preparation and implementation of social and economic measures.” 2 Collective agreements are very different, if a worker is to take a leave of absence, when he must be taken and as planned. At least most agreements require employees to take at least two weeks off per year. The most difficult negotiations are, of course, those on wage increases, where the positions of the social partners are generally the most diverse.
Although these negotiations are generally very difficult, the social partners have so far reached compromises acceptable to both sides. According to available statistics, real wages finally increased after three years of continuous decline in 2001, which could confirm the effectiveness of wage negotiations. Another indicator of the effectiveness of negotiations is the decrease in the number of collective bargaining disputes. In this regard, there is no data on major extreme actions such as strikes. (Audovét Cziria, RILSAF) The results of a survey conducted in 2000 by the Research Institute for Work, Social Affairs and the Family (RILSAF) show the true extent of the topics covered. This survey includes an analysis of 56 sectoral or sectoral collective agreements concluded for the period 1999-2003, which identified wages, other compensation issues and collective redundancy management rules as the main topics discussed. Issues relating to vocational education and training were included in about 40% of the agreements analysed. The agreed provisions have often been formulated in a general and sometimes reformulated manner to the provisions of the labour code that define the social obligations and rights of the employer`s workers. The right to collective bargaining is managed by several ILO conventions and recommendations, in particular Convention No.