The right to collective bargaining is recognized by international human rights conventions. Article 23 of the Universal Declaration of Human Rights makes the ability to organize trade unions a fundamental human right. [5] Point 2(a) of the International Labour Organisation`s Declaration on Fundamental Principles and Rights at Work defines “freedom of association and the effective recognition of the right to collective bargaining” as an essential right of workers. [6] The Freedom of Association and Protection of the Right to Organise Convention, 1948 (C087) and several other conventions explicitly protect collective bargaining through the creation of international labour standards that prevent countries from violating workers` right to collective and trade union bargaining. [7] Acceptance of the practice of collective bargaining, which is now indispensable to any payroll policy in the United States. After eleven days of strike, an agreement was reached, increasing the salaries of beginners and veterans while guaranteeing them a pension. The NLRA does not only protect or promote workers` collective bargaining rights. It also makes it illegal for employers to discourage such activities or to retaliate against those who participate in such activities. In short, it protects the right to form unions and negotiate for better working conditions. It is a form of worker protection. An agreement is usually reached in principle and it is at this stage that the most complex details are elaborated. Simply put, in productivity negotiations, both sides try to agree on changes that would increase productivity in exchange for higher wages or other benefits.

Collective bargaining is a voluntary process aimed at defining working conditions and regulating relations between employers, workers and their organizations, which leads to the conclusion of a collective agreement. . . .