The Office of Labor Management Standards, part of the U.S. Department of Labor, is required to collect all collective agreements for 1,000 or more workers, with the exception of those involving railroads and airlines.  They offer the public access to these collections through their website. Negotiations on the way to the top bring new knowledge about the impact of collective bargaining systems on employment, job quality and inclusion in the labour market and examine their renewed role in a changing world of work. The report provides a useful resource for policy makers, unions and employers` organizations to learn how collective bargaining can work better for all in the future. Agreements and orders that can be challenged are collective agreements, labour regulations (decided by the labour tribunal under the Labour Relations Act) and registered employment contracts. A person affected by such an agreement or order may refer a complaint to the Workplace Safety Board. Under the S.86 of the file, the Commission may refer such a complaint to mediation if the parties are unable to raise objections or investigate and make a decision. The legal remedy is that a provision deemed discriminatory is set aside and therefore no longer has legal effect. The Commission may, if deemed appropriate, consider the terms of a non-discriminatory alternative provision under section 9 of the Employment Equality Acts 1998-2011, which could be struck down in a collective agreement or other discriminatory regulation on any of the nine grounds.
This includes an agreement that leads to a discriminatory difference in pay. Collective agreements also include decisions on working time and overtime pay. Trade Union Pro`s collective agreements include, for example, agreements on shift work differences, travel allowances, sick pay, maternity leave benefits, leave pay and child care benefits. In accordance with Section 6 bis of the Worker Detachment Act, a number of conditions must be met to enable Danish trade unions to fight against foreign companies. The section also describes the maximum wage elements that may be required in the collective agreement. In June 2007, the Supreme Court of Canada examined in detail the reasons for respecting collective bargaining as a human right.