The collective agreement covers you against arbitrary dismissals and dismissals, because the contracts define the rules to be respected in the event of termination, i.e. the so-called termination procedures. Collective agreements ensure good remuneration and wage developments. It is an agreement on minimum wages and general wage increases, which form the basis of the wage system for office workers. In addition, you can negotiate your personal salary increases. Collective bargaining allows workers and employers to voluntarily agree on a wide range of issues. Nevertheless, it is limited to some extent by federal and regional laws. A collective agreement cannot be contractual, which is prohibited by law. For example, a union and an employer cannot use collective bargaining to deprive workers of rights they would otherwise enjoy under laws such as the Civil Rights Articles (Alexander v. Gardner-Denver Co., 415 U.S. 36, 94, p. Ct. 1011, 39 L.
Ed. 2d 147 ). Nor can collective bargaining be used to waive the rights or obligations that the law imposes on both parties. For example, an employer cannot use collective bargaining to lower the level of safety standards it must meet under the Occupational Safety and Health Act (29 U.S.C.A. §651 et seq.). In addition, the collective agreement is not purely voluntary. The inability of one party to reach an agreement allows the other to use certain legal tactics, such as strikes and lockouts, to exert economic pressure and force a deal. In addition, unlike trade agreements governed by national law, collective agreements are governed almost exclusively by federal labour law, which defines the issues, collective bargaining, date and method of bargaining, as well as the consequences of failure to negotiate or comply with a collective agreement. Nevertheless, the components and mechanism of the geographic labour market correspond to those of the non-spatial model. The labour supply offers its availability to work and qualifications, while seeking high wages, job security and career prospects. The demand for labor, that is: Businessmen, entrepreneurs, public bodies and representatives of all kinds of associations seek this availability to work and specific qualifications and strive, for cost reasons, to pay low wages in exchange, while promising job security and career prospects only to certain workers. This research process is accompanied on both sides by organisations which, through collective agreements, have created the framework conditions that considerably shorten the individual bargaining process.
For most workers, individual bargaining margin is limited by collective agreements achieved through collective bargaining, minimum wage and labour legislation. The United States recognizes collective agreements.    A collective agreement may include special rights for workers, including the law: in Malaysia too, the purpose that can be included in a collective agreement is severely limited, as no proposal for a collective agreement can legally include matters such as promotion, transfer, appointment to vacant positions, dismissal, dismissal, reinstatement or division of labour. These matters are considered to be the responsibility of management. Congress passed the National Labor Relations Act (NLRA) (29 U.S.C.A.