Regulation of working hours in collective bargaining agreements

With the autonomy of the collective bargaining agreement envisaged in the Constitution, it is now possible for the employee and the employer to come to mutually beneficial agreements about the terms of employment, working conditions, and rights and obligations within the framework of the collective labor agreement—as long as they abide by the mandatory legal regulations. The parties are free to alter some of the components that Law No. 4847 and the applicable laws define as working conditions, even while some of them are governed by required rules. Rigid work schedules are being replaced with flexible ones for a variety of reasons, including the financial strains brought on by globalization, the fierce competition in the workplace, and technological advancements. To accommodate the changing needs of the workforce, Law No. 4857 implemented a flexible approach to working hours, departing from the strict framework of Law No. 1475 addressing working conditions. It is crucial that the parties, within the bounds set by law, come to agreements about working conditions, rights, and obligations to adjust to evolving circumstances. One of the best strategies is for employees who lack the individual ability to bargain with their employer to take control of working conditions by using collective bargaining agreements upheld by collective action. The article texts of collective labor agreements must be drafted in a way that is legally sound to add functionality. This paper focuses on the rules pertaining to working hours found in collective bargaining agreements within the context of work regulation. The labor agreements under discussion pertain to collective labor agreements that local administrations and their linked firms bind workers working in labor relations according to Law No. 4857. The thesis focuses on the collective bargaining agreement's regulations from several angles and attempts to solve the issues that are found.