Collective bargaining is a process of bargaining between employers and a group of workers who aim to regulate wages, working conditions, benefits and other aspects of workers` compensation and workers` rights. The interests of workers are generally represented by representatives of a union to which the workers belong. Collective agreements concluded in these negotiations generally define the size of wages, working time, training, health and safety, overtime, claim mechanisms and rights to participate in professional or professional affairs.  Collective agreements in Germany are legally binding, which is accepted by the public, and this is of no concern.  [Failed verification] While in the United Kingdom there was (and probably still is) an “she and us” attitude in labour relations, the situation is very different in post-war Germany and in some other northern European countries. In Germany, the spirit of cooperation between the social partners is much greater. For more than 50 years, German workers have been represented by law on boards of directors.  Together, management and workers are considered “social partners.”  The Act is now contained in the Trade Union and Labour Relations (Consolidation) Act 1992 s.179, which provides that collective agreements are definitively considered non-binding in the United Kingdom. This presumption can be rebutted if the agreement is written and includes an express provision that it should be legally enforceable. Political mandate on collective bargaining and gender: Can collective bargaining help close the gender pay gap in atypical occupations? In June 2007, the Supreme Court of Canada examined in detail the reasons for respecting collective bargaining as a human right. In the case of the Facilities Subsector Bargaining Association/British Columbia, the Court found that the union may negotiate with a single employer (who generally represents the shareholder of a company) or with a group of companies, depending on the country, in order to reach an inter-professional agreement. A collective agreement functions as an employment contract between an employer and one or more unions.
Collective bargaining is conducted in negotiations between union representatives and employers (usually represented by management or, in some countries such as Austria, Sweden and the Netherlands, by an employers` organisation) on the conditions of employment of workers, such as wages, working time, working conditions, redress procedures and trade union rights and obligations.