In addition, voluntary bargaining of collective agreements is a fundamental aspect of freedom of association, which involves the obligation to negotiate in good faith the maintenance of harmonious labour relations. Employers and unions should negotiate in good faith and do everything in their power to reach an agreement; Genuine and constructive negotiations are a necessary element in establishing and maintaining a relationship of trust between the parties. A collective agreement is a written contract between an employer and a union representing workers. The KBA is the result of a broad negotiation process between the parties on issues such as wages, hours and terms of employment. A worker should be able to make a complaint without prejudice. The element of good faith is an important aspect of collective bargaining. Good faith negotiations are aimed at obtaining collective agreements that are acceptable to both parties. In the absence of agreement, dispute resolution procedures can be used, from conciliation to arbitration to conciliation. Governments should consult with employers` and skilled workers` organizations to determine the minimum benefits and the minimum number of workers needed to make them available, to ensure that the scale of the minimum service does not, in practice, result in the strike becoming ineffective because of its limited effects.
 Any difference of opinion in determining these minimums should be resolved by an independent body and not by the Ministry of Labour or by the relevant department or (public) company.  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.  In cases where workers are prohibited from exercising their right to strike or being limited in the exercise of that right, appropriate, impartial and expediting conciliation and arbitration procedures should be initiated, in which the parties concerned participate at every stage and in which the arbitral awards granted after the assassination are fully and without delay.  Answer: Collective bargaining is a constructive forum for the treatment of working and employment conditions and relationships between employers and workers or their respective organizations. It is often more efficient and flexible than state regulations. It can help anticipate potential problems and promote peaceful mechanisms to address them; to find solutions that take into account the priorities and needs of both employers and workers. Healthy collective bargaining benefits both leaders and workers, and the peace and stability that fosters them benefits society at large. Collective bargaining can be an important institution of governance – it is a way to increase the consent of the governed by involving them in decisions that directly affect them.
Question: Is there an ILO convention on whether the union`s rights remain in force under a collective agreement for a period in which a business is concluded, sold or privatized? Answer: The ILO`s Tripartite Statement of Principles on Multinational Enterprises and Social Policy (“MNE Declaration”) states that companies should “contribute to the implementation of the ILO Declaration on Fundamental Principles and Workplace Rights (FPRW) adopted in 1998 and its follow-up.”  The FPRW examines the importance of respect for freedom of association and the right to collective bargaining as well as other “fundamental labour standards” with regard to child labour, forced labour and non-discrimination.