Freedom of association and collective bargaining provide opportunities for constructive dialogue, not confrontation, which uses energy to focus on solutions that bring benefits to the company, its stakeholders and society as a whole. Even in countries where collective bargaining plays an important role at the corporate level, it is often limited to large and medium-sized enterprises. To extend social dialogue to all components of society, some governments have sought to promote social dialogue in small businesses. The labour market reform in France in 2017 is an example. As a result, companies with fewer than 20 employees can call on workers to vote on an agreement at the company level, even in the absence of a trade union representative, provided that at least two-thirds of employees support the agreement. It also allowed companies with 20 to 50 employees to negotiate with an elected official, even if this was not explicitly imposed by the unions. Unions are concerned that these initiatives to promote social dialogue in small businesses will effectively lead to abuses by employers who have greater bargaining power than workers. In France, however, the role of collective bargaining at the enterprise level remains quite narrowly defined by sectoral agreements which, very often (at least until the 2017 reform), explicitly block renegotiations and derogations at the enterprise level on most subjects. Another example comes from Italy where, in 2017, the government increased tax incentives to encourage negotiations on wages and social benefits at the corporate level, with the stated aim of extending collective bargaining at the enterprise level to small and medium-sized enterprises and strengthening the link between productivity and wage growth at the enterprise level (D`Amuri and Nizzi , 2017). Only one in three OECD workers has wages agreed upon through collective bargaining. The 36-member Organisation for Economic Co-operation and Development has become a strong supporter of collective bargaining to ensure that falling unemployment also leads to higher wages.  As noted above, the obligation to negotiate does not require either party to accept certain claims or concession. If business leaders are considering changes that could be subject to mandatory negotiations, they should remove doubts in favour of collective bargaining.
Several characteristics of collective bargaining could undermine the flexibility of firms in a sector to align wages with productivity at the sectoral level. Perhaps the most natural candidate is inter-professional wage coordination, which actively seeks to limit wage gaps between sectors by establishing a cross-sector wage standard for collective bargaining. This is confirmed in the data. Wages and productivity at the sector level are more coordinated in countries where there is no coordination in wage setting. The difference is huge: on average, the elasticity of wages relative to productivity is 0.26 without and 0.16 for interprofessional wage coordination. This means that when productivity in one sector is 10% higher than in another sector, wages in this sector tend to increase by 2.6% in coordinating countries and by 1.6% in non-coordinating countries.22 The objective of collective bargaining is to reach agreement between employers and workers. Members can contribute to the discussion by talking to their representatives during negotiations. Rate insurance rate: the tariff corresponds to the ratio between employees who are divided by all employees with collective bargaining rights. In 1931, the Supreme Court was appointed in the Texas – N.O.R. Co. Brotherhood of Railway Clerks case, upholding the prohibition of employer intervention in the selection of negotiators.
 In 1962, President Kennedy signed an executive order that gives public employee unions the right to bargain collectively with federal authorities.  Any duration or condition of employment may be negotiated and dealt with in the collective agreement.