The form, registration and publication of collective agreements must be in writing; Otherwise, they are null and void (Article 4(1) of the Law on Collective Labour). They must also be registered and published with the Ministry of Employment and Social Security. Registration shall take effect fifteen days after this filing, unless the Ministry has notified the parties of its formal refusal, which is permitted only on the grounds set out in the law. There is therefore a form of administrative control of certain requirements relating to the creation and content of collective agreements, which works by refusing registration. However, since the law does not give administrative authorities discretionary powers with regard to compliance with legal requirements, these are purely formal systems. The review of the legality of collective agreements is subject to the courts (Article 43). After registration, the agreements must be published within fifteen days at the Boletim de Trabalho e Emprego (Article 26). Such publication is essential at the beginning of its validity. Although most decisions made by an employer concern workers, not all bargaining matters are mandatory. Some decisions, such as advertising and product selection, are so indirect to the employment relationship and have such a small impact on them that they are almost certainly just generous subjects of negotiation. Other decisions, such as. B recruitments, dismissals and operating rules are so directly relevant to the employment relationship that they are almost certainly subject to compulsory negotiation. Other decisions are not aimed at the employment relationship, but they have a considerable impact and are therefore difficult to classify as permissive or mandatory subjects of negotiation (First National Maintenance Corp).
v. NLRB, 452 U.S. 666, 101 p. Ct. 2573, 69 L. Ed. 2d 318  [citing Fibreboard Paper Paper Products v. NLRB, 379 U.p. 203, 85 pp. Ct. 398, 13 L. Ed.
2d 233 (1964) [Stewart, J., concordant]). The Supreme Court has made several attempts to define the scope of mandatory negotiations for this third category of management decisions. “A collective agreement is a written or written agreement between an employer and a trade union that sets out the terms and conditions of employment or contains provisions relating to the rates of pay, hours of work or other conditions of employment of workers.” The Office of Labor-Management Standards, part of the U.S. Department of Labor, is required to collect all collective agreements for 1,000 or more workers, except those for railroads and airlines.  They offer public access to these collections via their website. . . .