Worker participation is generally ensured for all workers in an organization, but until recently only the trade union organization was empowered to defend the rights and interests of workers. This unfavourable situation in terms of worker participation and social dialogue in companies where no trade union organisation is created was changed in 2002. As of 1 April 2002, the new labour law (SK0206101N) provides for the election of company committees in all companies and organisations that are not made up of local unions. Corporate committees are legitimate representatives of staff in the social dialogue with management. They have the right to information, consultation and control, but they have no right to collective bargaining and joint decision-making. Equal pay provisions for work of equal value (comparable value) open up a wider area of challenge, but this strategy has proved difficult to implement. Historical bias in the assessment of „female“ occupations has not been easy to eliminate, as even fairly detailed methods of job evaluation can maintain aspects of gender bias and, in fact, perpetuate existing hierarchies (Steinberg 1992). In addition, the cases have proven to be complex and time-consuming. However, the comparable value allows for a review of the assessment of work and is particularly important given the clear resistance of occupational segregation patterns to change. It will be most effective when the margin of comparison is wide and the results will collectively apply to the types of jobs and not to individuals. Sectoral or sectoral negotiations are common in Slovakia and it is estimated that more than 50% of employees are covered by collective agreements concluded at this level. Available figures show that the number of sectoral or sectoral collective agreements has gradually increased over the past decade.
The total number of sectoral or sectoral collective agreements registered by the department in 1995-2001 is presented in the table below. A collective agreement is legally binding if its provisions do not violate the minimum or maximum standards set by law. The validity of sectoral or sectoral collective agreements is subject to registration with the Ministry of Labour, Social Affairs and the Family (hereafter the ministry). The relevant employers` organisation should submit the agreement within 15 days of the signing date. These collective agreements must be filed with the department, but their legal effect does not depend on such registration, with the exception of non-signatory employers who, after filing with the department, could be bound by an extension (see below). In 1968, the National Football League Players Association (NFLPA) and the National Football League (NFL) reached their first collective bargaining agreement. The NFLPA was the first union of recognized players, and in 1968 they went on strike over wages and pensions. Integration negotiations are underway to ensure that both sides benefit from the so-called „win-win“ negotiations. Both parties can draw up a list of demands to reach an agreement that benefits both parties.