In the United States, some three-quarters of private-sector workers and two-thirds of public employees have the right to collective bargaining. This right came to . workers through a series of laws. The Railway Labor Act granted collective bargaining to railroad workers in 1926 and now covers many transportation workers, such as those in airlines. In 1935, the National Labor Relations Act clarified the bargaining rights of most other private-sector workers and established collective bargaining as the “policy of the United States.” The right to collective bargaining also is recognized by international human rights conventions.
Sound silly? Consider that some employers make positive changes on their own to convince workers that they don't need a union. And, some employers might try to disguise a controversial changes as a "benefit" (for example, by linking a wage increase to higher production rates). Yet, the process of bargaining on mandatory topics isn't as onerous as it might sound. In the real world, if the proposed change is beneficial, the union it likely to agree to it without a lengthy negotiating session. And, by seeking the union's approval, an employer can avoid a claim that it committed an unfair labor practice.