Although the collective agreement itself is not applicable, many of the negotiated terms relate to wages, conditions, leave, pensions, etc. These conditions are included in a worker`s employment contract (whether the worker is unionized or not); and the employment contract is of course applicable. If the new conditions are not acceptable to individuals, they may be contrary to their employer; but if the majority of workers have agreed, the company will be able to dismiss the complainants, usually unpunished. In Sweden, about 90% of employees are subject to collective agreements and 83% in the private sector (2017). [5] [6] Collective agreements generally contain minimum wage provisions. Sweden does not have legislation on minimum wages or legislation extending collective agreements to disorganised employers. Unseated employers can sign replacement agreements directly with unions, but many do not. The Swedish model of self-regulation applies only to jobs and workers covered by collective agreements. [7] A unilateral amendment prior to authorization to leave a mandatory bargaining topic is generally an unfair labour practice, although workers may view the amendment as beneficial. According to the Supreme Court, unilateral amendments minimize the influence of collective bargaining by giving workers the impression that a union is not necessary to reach an agreement with the employer. For example, in NLRB v. Katz, 369 U.S.

736, 82 P. Ct. 1107, 8 L Ed. 2d 230 (1962), the employer unilaterally changed its sick leave policy and increased its rates of pay without first negotiating with the union. The Court found that the unilateral change of the employer undermined the union`s bargaining ability on sick leave, wages and other conditions of employment. Workers are not required to join a union in a given workplace. Nevertheless, most industries, with an average union training of 70%, are subject to a collective agreement. An agreement does not prohibit higher wages and better benefits, but sets a legal minimum, much like a minimum wage.

In addition, an agreement on national income policy is often, but not always, reached, bringing together all trade unions, employers` organisations and the Finnish government. [1] In Fibreboard, the Supreme Court held that an employer`s decision to allocate part of its activities was, in its three-part analysis, a subject of mandatory bargaining. First, subcontracting is in the literal sense of the NLRA`s term “conditions of employment.” Second, the fact that subcontracting is a subject of compulsory bargaining has an impact on the objectives of the NRL, putting “a crucial problem for work and management in the framework most conducive to industrial peace by Congress” – collective bargaining. Third, other employers in the same sector have looked at contract awarding in negotiations, rather than leaving it to the discretion of management. In his agreement, Justice Potter Stewart added that issues “at the heart of corporate control,” such as decisions on “investment capital commitment and the fundamental volume of the business,” are not mandatory bargaining topics. Procedures for the application of workers` rights are also defined in collective agreements. It is the union`s responsibility to enforce workers` rights by filing a complaint and, if necessary, pursuing the matter before arbitration.