Years ago, employers were able to treat employees in any manner that they saw fit and the employees had two choices; deal with it or quit their jobs. Stories abound of situations at the turn of the 20th century in which people worked inhumane numbers of hours, were not provided proper safety equipment to do the jobs, and other things that are almost unheard of in today's labor market. In 1935 with the development of the National Labor Relations Act, things began to change and today, there are protections in place for workers across the globe(Labor Relations
             http://www.dol.gov/dol/topic/labor-relations/collbargaining.htm).
             Collective bargaining and negotiations are two tools available to both sides of the coin when it comes to companies and their workers. With collective bargaining and negotiations agreements can be reached that are deemed acceptable to both sides and can prevent a work stoppage which can cost both sides valuable time and money(Labor Relations
             http://www.dol.gov/dol/topic/labor-relations/collbargaining.htm).
             Collective bargaining is a term invented for the specific purpose of providing a tool for industrial relations with regard to the employee/employer relationship.
             In its most simple form collective bargaining can be described as negotiations that take place between a group of employees and their employer. The procedures included in a collective bargaining are referred to as a collective agreement.
             "Employees are often represented in bargaining by a union or other labor organization. Collective bargaining is governed by federal and state statutory laws, administrative agency regulations, and judicial decisions(Collective bargaining http://www.law.cornell.edu/wex/index.php/Collective_bargaining)."
             In 1935 the National Relations Labor Act put together a blueprint of boundaries and guidelines for employers, employees and worker organizations to use in the attempt to provide an equitable...