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Although there are differing views, it is well-established in the legal literature that the trade unions’ right to information under this regulation is not unlimited. It is limited primarily by the condition referred to in the regulation that the information be necessary to conduct union activity, and moreover by the scope of the functions and entitlements of trade unions provided by the relevant regulations of the Trade Unions Act and other laws, such as the Labour Code and the Act on Resolution of Collective Disputes. A request for information by a trade union must in any case fit within these bounds. On the other hand, in line with current trends, the specific scope of information which a trade union may demand from an employer under Art. 28 of the Trade Unions Act is evolving over time, and increasingly often extends not only to information directly concerning the interests of employees, but also, broadly speaking, concerning the situation of the employer which may have an impact on the employees’ interests. Following trends in EU law and corresponding national legislation concerning employee participation in workplace issues, such as the European Works Councils Act, trade unions have a right to information concerning, for example, the economic and financial situation of the employer and its opportunities for growth, and plans concerning the workplace and its operations, such as organisational structures, work methods, and changes in business profile.
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