In addition, there are generally binding collective agreements. These important agreements also bind disorganized employers and workers who work for them. In Sweden, about 90% of employees are subject to collective agreements and 83% in the private sector (2017).   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.  Agreements are generally specific to the field. They include the conditions of employment of working office workers, for example. B, in the finance, IT services, construction, metallurgical and data communication sectors. One area of the ongoing conflict between unions and employers is that wage increases are mandatory bargaining partners. In Acme The Cast v.
NLRB, 26 F.3d 162 (D.C. Cir. Cir. 1994), the Court of Appeals analyzed the employer`s historical practice of determining the frequency and size of wage increases, and found that the issue of granting a wage increase is not at the discretion of the employer and cannot be decided without negotiation with the union (see also Daily News of Los Angeles/ NLRB , 979 F.2d 1571 [D.C Cir. Cir. 1992] [by letter to the NRB] to determine whether wage increases that are consistent over time but are consistent with the level of discretion are considered to be subject to mandatory review]. Every year, millions of American workers negotiate or renegotiate their negotiated contracts. However, some employers are trying to undermine existing bargaining relationships and reduce many harsh contractual terms. Unions continue to fight for the intrinsic rights of workers and restore the balance of our country`s economic power through collective agreements. All of the agreements mentioned above provide for this. B conditions and redundancies for employment contracts, working time, minimum wage, leave pay and sick pay, etc. As has already been said, these agreements are often supplemented by local collective agreements.
The United States recognizes collective agreements   A collective agreement is the ultimate goal of collective bargaining. As a general rule, the agreement defines salaries, hours, promotions, benefits and other conditions of employment, as well as the procedures for dealing with disputes that result from them. Since the collective agreement cannot address all future employment problems, past unwritten customs and practices, external law and informal agreements are just as important to the collective agreement as the written instrument itself.