31 Employers who enter into the terms of the employment contract under the terms of their employees do not automatically enter into a recognition agreement with a union. Full recognition requires a formal agreement with the employer and the union concerned if the employer agrees to enter into negotiations, talks, etc., with the union and to provide the trade with certain entities. Unions wishing to apply for recognition can do so either through direct representations to the employer or through an application to the Central Arbitration Committee (CAC). Employers who are faced with such requests should be immediately advised and advised by experts. In cases where employers are contacted by union officials, most employers felt that cooperation was the most reasonable way forward. Often, the union officer simply wants to visit the site and distribute union brochures to staff. Age and Retirement Discrimination When the Age Discrimination Regulation was introduced in 2006, it is a procedure for a 65-year-old employer to retire and work. Since April 2011, the age of 65 has been abolished, which means that employers can no longer force workers to retire. Prior to the 2006 Age Discrimination Order, workers lost the right to assert a large number of rights when they reached retirement age of 65.

But now, all rights that are not limited to the law, such as discrimination, unfair dismissal, dismissal, etc., remain, regardless of age. 29 22 As an example from above and assuming that the Operateus would have worked three hours of overtime on Friday afternoon (from 12:30 to 3:30 p.m.), the businessman had to be paid with the five-hour journey for the whole day plus two hours of overtime at the basic fare. The operation with the ten-hour journey should be paid for the whole day plus five hours of overtime at the basic rate. The same principle should apply to round trips. This is the rule that assumes that operational reports for work at the normal departure time on the day of return, but if a later departure time is agreed, then missed but paid work hours should be taken into account in calculating the eight-hour requirement. 2. The payment of WR16.2 fares stipulates that if an employer does not exercise the possibility of being able to be affordable free of charge, the obligation to pay fares at the employer`s choice may be met by the provision of a free train ticket or bus ticket or a travel voucher or rail fare. This is an area of the agreement that requires a meeting agreement! Who offers a bus ticket? And the price of train tickets varies considerably depending on when they are booked, etc. In practice, some employers look for the price of a train ticket (which are multiple) and use it as a payment base. Others use the standard tariff scale and extrapolate for distance on a single-use basis.