Answer: Yes. Collective bargaining focuses on the definition of working conditions, including restructuring. The specific terms of each collective agreement are the responsibility of the negotiating parties. It is customary to include provisions in the debate relating to consultation procedures, the provision of information and the participation of workers and their representatives when a company is considering changes that could affect workers, their conditions of employment or their employment in general. In 24 states, workers working in a unionized company may be required to participate in representation fees (for example. B for disciplinary hearings) if their colleagues negotiated a union security clause in their contract with management. The fee is usually 1 to 2% of the salary. However, union members and other employees receive on average a wage increase of 5 to 10% compared to their non-unionized (or unsured) colleagues.  Some states, particularly in the southern parts of the central and southeastern United States, have banned union security clauses; This can be controversial because it allows some net beneficiaries of the union contract to avoid paying their share of the cost of contract negotiations.
Regardless of the state, the Supreme Court ruled that the law prevented a person`s trade union rights from being used without consent to fund political concerns that might conflict with the individual`s personal policy. Instead, in states where union security clauses are permitted, these deviants can only pay the share of levies paid directly to the representation of workers.  The collective agreement may have the following reciprocal obligations of the employer and the worker: Section 4. Fundamental principles for the conclusion of collective agreements and collective agreements. The basic principles for the conclusion of collective agreements are: Section 15. Changes and additions to a collective agreement. Amendments and complements to an existing collective agreement are made only by mutual agreement between the parties and according to the procedure defined by the collective agreement itself or, failing that, by the procedure provided for by this Law for the conclusion of such agreements. In accordance with national laws and dissent, measures should be taken to allow voluntary negotiations between company representatives and workers` representatives on the regulation of wages and conditions of employment through collective agreements.  This chapter examines how collective bargaining and the voice of workers can be flexible instruments that complement labour market regulation to promote a more profitable and inclusive work future. This chapter examines the type of state intervention that may be needed to keep bargaining systems healthy and make the most of collective bargaining in a changing world of work. Finally, the chapter outlines how existing institutions and social partners are adapting to new labour market challenges, as well as the role of emerging actors and practices.
Section 9. Guarantees and compensation during the negotiation period. During the negotiation period, committee participants and experts invited to participate in committee work receive samples of their core activities and receive the applicable average salary for up to three months per year, and their participation in negotiations for the purpose of calculating length of service is taken into account. All expenses resulting from participation in negotiations are compensated according to the procedure of labour law, collective agreements or agreements. Workers have the right to choose their representative for collective bargaining.  In order to facilitate real participation in the negotiations, workers` representatives should be allowed to prepare for the negotiations.  Regarding the future of work: how to use collective bargaining: do companies have a responsibility to promote or respect collective bargaining on the principle of “promoting negotiations pass