Question: Do companies have a responsibility to promote or respect collective bargaining with respect to the principle of „promoting collective bargaining”? To what extent should a company be proactive in promoting the principle? Is it sufficient to negotiate collective agreements when workers demand it? or should a company also encourage collective bargaining between its employees and in its supply chain? Answer: The right to strike is not explicitly mentioned in ILO Convention 87. However, ILO oversight bodies, including the Committee on Freedom of Trade Union, have repeatedly stated that the right to strike is a fundamental right of workers and the main means of promoting and legally defending their economic and social interests. Workers employed in companies should have the right, without distinction, to create and join organizations of their choice, without interference from the employer or management or a public authority.  The American Federation of Labor was founded in 1886 and provided unprecedented bargaining power to a large number of workers.  The Railway Labor Act (1926) required employers to bargain collectively with unions. 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.
 Workers have the right to choose their representative for collective bargaining purposes.  In order to facilitate real participation in the negotiations, workers` representatives should be allowed to prepare for the negotiations.  Collective bargaining is the process in which workers negotiate contracts with their employers through their unions to determine their terms of employment, including wages, benefits, hours, leave, occupational health and safety policies, work and family life balance opportunities, and much more. Collective bargaining is a way to solve problems in the workplace. It is also the best way to raise wages in America. Unions have higher wages, better benefits and safer jobs through collective bargaining. Other collective agreements contain rules on the relationship between the employer and individual workers. Such agreements can be concluded at the central level, by the parties described above and at the local level, between a specific employer and the local union represented in the company. It is customary for a central agreement on the conditions of employment of each worker to be supplemented by local agreements. This is the standard procedure among companies that are members of the Swedish Association of Industrial Employers.
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.  The right to collective bargaining is recognized by international human rights conventions. Article 23 of the Universal Declaration of Human Rights describes the ability to organize fundamental human rights unions.  Point 2 (a) of the International Labour Organization`s statement on fundamental principles and rights in the workplace defines „freedom of association and effective recognition of the right to collective bargaining” as an essential right of work