The proposal should include an updated description of positions and ways to meet employment requirements as part of an agreement on reducing working time. If this does not work, you may want to try to file a complaint against your employer. Defined in Austrian law (Labour Constitution Act, Article 29) as a written agreement between the employer and the Works Council (or association of works councils, works councils or group works councils) on matters whose regulation is reserved by law or collective agreement for such agreements. This means that the parties to the enterprise agreements do not have unlimited regulatory authority, but can only deal with matters whose regulations have been entrusted to the parties involved in the law or the collective agreement. This skill almost invariably includes so-called social issues (i.e. issues in which the employer has significant rights for workers, such as the introduction of computerised personnel information systems, the setting of departure and end times for daily working hours (see working time/work hours: flexible hours), the length and duration of breaks and the allocation of working time during the days of the week, the implementation of staff questionnaires and control measures or technical equipment to monitor workers` performance, adaptation of work to human needs, etc. However, the responsibility for setting (basic) remuneration is not delegated by law to parties to enterprise agreements. The only wage-related issues that may fall within the regulatory scope of these agreements are the remuneration rights for participation in company meetings (see working time/working time: flexible hours), payments specific to the institution concerned, incentive schemes and occupational pension schemes. This restriction is intended to avoid conflicts between collective agreements and enterprise agreements and to reserve the setting of remuneration rates primarily to social partners and to ensure their priority throughout the system of representation of workers. The main objective is to prevent trade union wage policies from being compromised by company-specific policies, based on different priorities. An enterprise contract, such as the corresponding collective agreement, is directly binding on the employment relationship; The contrary provisions agreed between the parties to the individual employment contract apply only if they are more favourable to the worker (favourable welfare principle).
In articles 30 to 32, the Act also provides for specific provisions relating to the entry into force, legal effects and duration of enterprise agreements. Terminology is made difficult by the use of many other types of contracts involving one person working for another. Instead of being considered a ”worker,” the person could be considered a ”worker” (which could mean less protection of work) or a ”work relationship” (which could mean protection somewhere in between) or a ”professional” or a ”salaried contractor,” etc. Several countries will adopt more or less sophisticated or complex approaches to this area. You are entitled to the declaration, even if your work ends before the first 2 months, as long as the work should last more than a month and you have worked at least one month.