Workers are not required to join a union in a given workplace. Nevertheless, most industries, with an average union training of 70%, are subject to a collective agreement. An agreement does not prohibit higher wages and better benefits, but sets a legal minimum, much like a minimum wage. In addition, an agreement on national income policy is often, but not always, reached, bringing together all trade unions, employers` organisations and the Finnish government.  A collective agreement is a collective agreement on working conditions such as wages and public holidays between a company and a union (“specific collective agreement”) or between the employer organization of a particular sector and the union (“sectoral collective agreement”). In Sweden, about 90% of employees are subject to collective agreements and 83% in the private sector (2017).   Collective agreements generally contain minimum wage provisions. Sweden does not have legislation on minimum wages or legislation extending collective agreements to disorganised employers. Unseated employers can sign replacement agreements directly with unions, but many do not. The Swedish model of self-regulation applies only to jobs and workers covered by collective agreements.  Collective agreements in Germany are legally binding, which is accepted by the public, and this is of no concern. [Failed verification] While in the United Kingdom there was (and probably still is) an “she and us” attitude in labour relations, the situation is very different in post-war Germany and in some other northern European countries. In Germany, the spirit of cooperation between the social partners is much greater. For more than 50 years, German workers have been represented by law on boards of directors.  Together, management and workers are considered “social partners.”  The Role of Collective Bargaining Systems for Good Labour Market Performance This chapter assesses the role of collective bargaining in labour market performance in OECD countries. It is based on the detailed characterization of collective bargaining systems and practices presented in the previous chapter. Based on a rich mix of data from countries, sectors and workers, this chapter examines the link between different wage conditions and employment, wages, wage inequality and productivity. It will then examine how large-scale worker and employer organisations, administrative enlargements, organized forms of decentralisation and wage coordination can contribute to a better balance between inclusion and flexibility in the labour market. Example 2: Electricians working in a construction project refuse, as part of a solidarity action, to work for the client because the foreign company responsible for the other construction tasks has not yet signed an agreement, as requested in the main fight against the foreign company.
6 bis.-(1) In order to ensure that seconded workers receive wages corresponding to the rates that Danish employers must pay for the performance of the corresponding work, collective action can be taken against foreign service providers in the same way as Danish employers, in order to support the request for a collective agreement.