With regard to all other specific written information, thus, in accordance with Royal Order 1659/1998 of 24 July, which transposes Article 8.5 of the SSE (“RD 1659/1998”), workers must receive certain essential information in writing, if this information has not been previously transmitted or amended (for example. (b) the identity of the parties, the start of the employment, the category, the occupational category, the salary, the working day, the period of leave and the collective bargaining, among others). The main ministry of social dialogue and working conditions is the Ministry of Labour, Migration and Social Security as well as the employment services of autonomous communities. The ministry plays an important role in promoting tripartite social dialogue. In addition, these institutions are responsible for the registration of collective agreements. After a collective agreement has been concluded, the signatories must submit the collective agreement to the government (the Ministry of Labour, if they are national authorities and the employment services of autonomous communities, if they are regional) within 15 days. Before registration, the authorities ensure that the content of the agreement complies with the legislation. If the collective agreement violates the law, the government can challenge it. Negotiations between employers and trade unions take place at three levels: at the national, industrial and social/organisational level. For work-related complaints, several procedures apply depending on the nature of the problem. As a general rule, Spanish law provides for an obligation to conciliation before an administrative conciliation authority before an application is filed with the labour courts. However, there are specific procedures in which conciliation is not mandatory (for example.
B social security rights, collective redundancies and substantial changes in working conditions). Admittedly, the new structure of collective agreements introduced by the Labour reform is sparking an ongoing debate on whether collective bargaining and freedom of association are violated or not as constitutional freedoms. However, there is no doubt that this decision confirms a significant change in structural structure, with the conditions set out in the AECs at the facility level prevailing over regional or national CFAs. A KBA or agreement between the company and workers` representatives may introduce an irregular distribution of working time throughout the year (i.e. an annual agreement on working time). In the absence of an agreement, the company can allocate only 10% of irregular working time throughout the year, with the rest set. Distribution must be consistent with the minimum legal periods of rest and weekly rest and workers must be informed five days before the exact date and time of irregular working days.