All workers in the same sector would be self-employed, whether they are employees or independent contractors, and whether or not they are unionized. Only by using independent contractors will compensation committees be able to cover all workers and ensure that standards are not outsourced. Wage management standards would include a bonus for self-employed contractors: To offset the additional costs borne by independent contractors – such as taxes on employers` salaries. B – and the incentives of employers to cheat by classifying workers as self-employed contractors.36 Only the wages of low-paid and relatively powerless self-employed contractors would be directly affected by the wage commission, since many independent contractors already negotiate higher wage rates with their clients than those of a worker. 37 Panels would be convened every two years, but panels could be triggered more often if a sufficient number of workers or companies had petitioned a conference. In the event of inaction, standards would automatically rise to keep up with inflation. This pre-established default would encourage workers to put pressure on wage projects so that they can benefit from an increase in real wages and that workers do not lose ground if the board of directors does not act. The bodies will be decided by a majority, unless the panel tries to bring the standards below current levels, in which case a super majority would be needed. The panel`s decisions must be approved by the Minister of Labour. The bodies could go beyond legal standards such as the minimum wage, but they could not be below, even with a super majority. In addition, in recent decades, more and more economic sectors have been dominated by a small number of companies.
It is clear that increasingly concentrated industries are not only driving up consumer prices, they can also lead to lower wages and reduced employment changes for workers10.10 The fundamental principle of federal law is that workers have the right to unite and negotiate together to improve their conditions. However, current legislation does not guarantee these rights in practice. U.S. labour law needs to be updated to ensure that workers can exercise their collective voice and do so in the most effective way possible. The bargaining bodies have 11 members – five employer representatives, five workers` representatives and one government representative. The bodies would make recommendations on the basis of a majority vote. The government representative would be the U.S. Minister of Labor or his delegate. Employers would elect employer representatives through employers` organizations. If the sector did not have an employer organisation or did not meet the requirements for representativeness, employer representatives would be elected by the Minister of Labour on the basis of certain criteria.44 Workers` representatives would be elected proportionally on the basis of membership in the organization of workers in the sector. In industries that do not exist in workers` organizations or in sectors where workers` organizations do not meet minimum representation thresholds, workers` representatives are chosen by the Minister of Labour on the basis of certain criteria45 According to common law, Ford v.A.U.F.,, the courts have held that collective agreements are not binding.
Second, the Industrial Relations Act, introduced by Robert Carr (Minister of Labour in Edward Heath`s office), provided in 1971 that collective agreements were binding, unless a written contractual clause indicated otherwise. Following the fall of the Heath government, the law was struck down to reflect the tradition of the British labour relations policy of legal abstention from labour disputes. The negotiation process aims to promote worker participation in different ways. Panels should hold at least one public hearing in each region of the country, giving priority to the organization of