In addition, voluntary negotiation of collective agreements is a fundamental aspect of freedom of association, which implies the obligation to negotiate in good faith for the maintenance of harmonious labour relations. Employers and trade unions should negotiate in good faith and do everything in their power to reach an agreement; Real and constructive negotiations are a necessary element to establish and maintain a relationship of trust between the parties. However, the case-law on freedom of association and collective bargaining stipulates that „the closure of an undertaking must not in itself entail the extinction of the obligations arising from the collective agreement, in particular as regards compensation in the event of dismissal“.  According to the ILO, „collective bargaining refers to negotiations on working conditions and conditions of employment between an employer and a group of workers by trying to reach an agreement defining the rights and obligations of each party by setting a large number of detailed terms and conditions of employment, etc.“ In the United States, about three-quarters of private sector employees and two-thirds of civil servants are entitled to collective bargaining. This right came to American workers through a series of laws. The Railway Labour Act granted railway workers collective bargaining in 1926 and now covers many transport workers, for example. B those of the airlines. In 1935, the National Labor Relations Act clarified the bargaining rights of most other private sector employees and collective bargaining established as „the policy of the United States.“ The right to collective bargaining is also recognized by international human rights conventions. Ratification of the negotiated agreement is necessary, as representatives of both parties may not have the final power to rule on various issues referred to for collective bargaining. Ratification of the Agreement may be effected by the competent manager or managers who are empowered to do so in the case of management, management or all workers in the case of workers. According to R.F.
Hozie, collective bargaining is a way of defining terms and conditions of employment through negotiation between an employer and an employer. The nature of collective bargaining is an agreement between the interested parties and not an external decree. During the discussion on what they discussed and reach an agreement that needs to be ratified by both sides. Once the agreement is ratified, the question of difference or conflict is over and negotiations will result in assistance. Without the adoption of the agreement, negotiations cannot be concluded. 6. In the event of an agreement, the treaty should be ratified after obtaining the agreement of the employer and the agreement of the union members. . .