The right to bargain collectively with an employer strengthens the human dignity, freedom and autonomy of workers by giving them the opportunity to influence the establishment of workplace rules and thus gain control over an important aspect of their lives, namely their work. Collective bargaining is not only a tool for pursuing external objectives. on the contrary, [it] is valuable as a self-government experience in itself. Collective bargaining enables workers to achieve some form of democracy in the workplace and to ensure the rule of law in the workplace. Workers have a voice in influencing the establishment of rules that control an important aspect of their lives.  The right to collective bargaining is recognized by international human rights conventions. Article 23 of the Universal Declaration of Human Rights makes it possible to organize trade unions as a fundamental human right.  Point 2(a) of the International Labour Organisation`s Declaration on Fundamental Principles and Rights at Work defines „freedom of association and the effective recognition of the right to collective bargaining“ as an essential right of workers.  The 1948 Freedom of Association and Protection of the Right to Association Convention (C087) and several other conventions explicitly protect collective bargaining by creating international labour standards that prevent countries from violating workers` right to engage in associations and collective bargaining.  Only one in three OECD workers has a wage agreed by collective bargaining. The Organisation for Economic Co-operation and Development, with its 36 members, has become a strong advocate for collective bargaining to ensure that falling unemployment also leads to higher wages. Unilateral amendments During the period of application of a collective agreement, the employer cannot change a condition of employment that is subject to mandatory negotiations without first negotiating with the union (29 U.S.C.A. § 158[d]). Even after the collective agreement expires, the employer must maintain the status quo and must not unilaterally alter the issues of mandatory bargaining until the parties reach an impasse (Louisiana Dock Co.c. NLRB, 909 F.2d 281 [7th Cir. 1990]). This prohibition on unilateral changes continues even though the employer denies that the union is the sole representative (Livingston Pipe & Tube v. .
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