Question: Is the participation of workers` representatives in restructuring/sales processes in enterprise law within the scope of collective agreements? However, the existence of freedom of association does not necessarily mean that unions are automatically recognized for bargaining purposes. In particular, in systems where there are a large number of unions, pre-defined objective criteria are needed within the framework of the labour relations system to decide when and how a union should be recognized for collective bargaining. Answer: Collective bargaining is a voluntary process and must be conducted freely and in good faith. It can cover all working and employment conditions and regulate relations between employers and workers, as well as between employers` and workers` organisations. It is up to the social partners to decide what will be dealt with in their negotiations. Among the themes of collective bargaining defined by the ILO`s Committee for Freedom of Association are: wages, benefits and allowances, working time, annual leave, selection criteria in the event of dismissal, coverage of collective agreements and the granting of trade union institutions. Most countries have legislation or regulations governing the continued recognition of the union and whether existing collective agreements remain in force in the event of closure or transfer of ownership. National practice can offer some flexibility of application, taking into account the conditions of transfer of ownership, such as bankruptcy.B. The ILO MNE statement encourages governments in countries of origin and host countries to encourage collective bargaining between multinational companies and their workers: „Governments, particularly in developing countries, should strive to take appropriate measures to ensure that lower income groups and less developed regions benefit as much as possible from the activities of multinationals.“  The MNE statement also states that „measures adapted to national conditions should be taken, if necessary, to promote and encourage the full development and use of voluntary bargaining mechanisms between employers or employers` organisations and workers` organisations to regulate employment conditions through collective agreements.“  Answer: Collective bargaining is a constructive forum for the treatment of working conditions and conditions of employment and relations between employers and workers or their respective organizations. It is often more efficient and flexible than state regulations. It can help anticipate potential problems and promote peaceful mechanisms to address them; to find solutions that take into account the priorities and needs of both employers and workers. Healthy collective bargaining benefits both leaders and workers, and the peace and stability that fosters them benefits society at large.
Collective bargaining can be an important institution of governance – it is a way to increase the consent of the governed by involving them in decisions that directly affect them. In the chapter on industrial relations, the ILO-MNE statement clarifies the importance of negotiations between representatives of the company`s management and workers` representatives on the regulation of wages and conditions of employment through collective agreements: „Workers employed in multinational enterprises should have the right to have organizations representative of their choice recognized for collective bargaining purposes, in accordance with national laws and debates.“  Answer: collective bargaining can take place at the enterprise, sectoral or sectoral level level, as well as at the national or central level.