The National Labor Relations Act, passed in 1935, guaranteed the right of workers to organize and participate in collective bargaining. While in some states, workers must join their respective unions to participate in staff, Texas is a right to work. Under the right to work, no person may be required to join a union or pay taxes, but may nevertheless be represented by the union in collective bargaining. The current law is not only skewed in favor of single-establishment bargaining units, but it also puts in place obstacles that workers and unions try to coordinate negotiations in several establishments. For example, current legislation limits the ability of workers and unions to coordinate contract expiry data covering different bargaining units in several entities, while common process data would bring rationality and order to the negotiation process. Workers may also not exert any other economic pressure on a “neutral” employer than their own, or attempt to overwhelm them in order to promote their objectives at the negotiating table – these activities are most likely declared illegal as an illegal “secondary boycott”. Finally, workers and unions are limited in their ability to negotiate the work practices of suppliers and contractors that their employer hires for the work. Unless these practices are directly related to work and workers covered by the collective agreement, they are likely to be considered “receivable” bargaining partners, meaning that the employer is not legally obliged to negotiate them if it does not. Only one in three OECD workers has wages agreed upon through collective bargaining. The 36-member Organisation for Economic Co-operation and Development has become a strong supporter of collective bargaining to ensure that falling unemployment also leads to higher wages.  In the United States, about three-quarters of private sector employees and two-thirds of public sector employees are entitled to collective bargaining. This right came to American workers through a series of laws.
In 1926, the Railway Labour Act granted railway workers collective bargaining and now covers many transport workers. B, for example in airlines. In 1935, the National Labor Relations Act clarified the bargaining rights of most other private sector employees and established collective bargaining such as “U.S. policy.” The right to collective bargaining is also recognized by international human rights conventions.