Trade union and collective bargaining with the employer

Ovim diplomskim radom istražit će se sindikati i kolektivno pregovaranje kao društveni, socijalni proces u kojem sudjeluju 2 strane. Jedne strane su poslodavci, druge strane zaposlenici organizirani u sindikate. U tom procesu se odvija niz različitih okolnosti. Postoje okolnosti kada kolektivni ugovor o kojemu se pregovara bude potpisan i obje strane ga se pridržavaju, u nekim se okolnostima tijekom pregovaračkog procesa odustane od daljnjeg tijeka pregovaranja od strane jednog pregovaračkog tima, a ponekad se potpiše kolektivni ugovor pa se o njemu do unedogled pregovara (pa čak i do samog završetka trajanja) dok se dio članaka niti ne primjenjuje i slično. Postoje i situacije kada se tijekom kolektivnog pregovaranja o kolektivnom ugovoru, u nekom poduzeću pojavi (osnuje) novi sindikat. Ovdje postoji niz pitanja koja jasno ukazuju na sva prava i obveze, primjerice, koja su prava toga sindikata, može li novi sindikat očekivati ulazak u pregovarački odbor i na koji način, što mora znati, na koje načine može pristupiti kolektivnom pregovaranju i može li uopće pristupiti, ako u trenutku potpisivanja kolektivnog ugovora nije postojao? Što je reprezentativnost sindikata i koju važnost ima za kolektivno pregovaranje? Što kaže Zakon o radu? Mijenja li se Zakon o radu i u čiju korist? Kakvo je mišljenje javnosti? Postoji li u svemu diskriminacija malih sindikata i drugo. Na tragu ovih kompleksnih pitanja u ovom radu pokušava se dati pregled teorijskih razmatranja i dobrih praksi kao i prikaz osnivanja jednog sindikata u Republici Hrvatskoj pa sve do postizanja reprezentativnosti u postupku pregovaranja, nakon čega se donosi rješenje te nastupaju uvjeti za kolektivno pregovaranje.This thesis will explore trade unions and collective bargaining as a social, social process in which 2 parties participate. On one side are the employers, on the other are the employees organized into trade unions. A number of different circumstances take place in this process. There are circumstances when the collective agreement that is being negotiated is signed and both parties adhere to it, in some circumstances during the negotiation process the further course of negotiations is abandoned by one negotiating team, and sometimes a collective agreement is signed and it is negotiated indefinitely (and even until the very end of the duration) while part of the articles are not even applied and the like. There are also situations when a new union appears (founds) in a company during collective bargaining on a collective agreement. There are a number of questions here that clearly indicate all rights and obligations, for example, what are the rights of that union, can a new union expect to enter the bargaining committee and in what way, what must it know, in what ways can it access collective bargaining and can it at all access, if it did not exist at the time of signing the collective agreement? What is union representativeness and what importance does it have for collective bargaining? What does the Labor Law say? Is the Labor Law being changed and in whose favor? What is the opinion of the public? Is there discrimination against small unions and other things? On the trail of these complex issues, this paper attempts to give an overview of theoretical considerations and good practices, as well as a description of the establishment of a trade union in the Republic of Croatia, up to the achievement of representativeness in the negotiation process, after which a solution is made and the conditions for collective bargaining appear