Introduction
Employment relations (ER) scholars have long recognised that fundamental conflicts of interest exist between employers and employees (Barbash, 1984; Commons, 1935; Webb and Webb, 1902). Industrial relations (IR) scholars in particular assume there is a structural imbalance of power in the employment relationship that favours the employer when individual employees attempt to negotiate over wages and working conditions (Kaufman, 2008). Collective bargaining can reduce this structural imbalance of power, but usually only when other institutional actors (i.e. governments) create rules to legitimise, rather than obstruct, it.
Collective bargaining in the context of ER can be succinctly defined ...
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