and fair working environment for both the worker and the employee(Collective bargaining http://www.law.cornell.edu/wex/index.php/Collective_bargaining).
             Within that Act there is a section specifically addressing employer attempts to interfere with the development and establishment of labor organizations.
             "The NLRA requires the employer to bargain with the appointed representative of its employees. It does not require either side to agree to a proposal or make concessions but does establish procedural guidelines on good faith bargaining. Proposals which would violate the NLRA or other laws may not be subject to collective bargaining. The NLRA also establishes regulations on what tactics (e.g. strikes, lock-outs, picketing) each side may employ to further their bargaining objectives(Collective bargaining http://www.law.cornell.edu/wex/index.php/Collective_bargaining)."
             In addition to the federal act there are individual state laws addressing and regulating the collective bargaining and collective agreements within those states.
             The seventh chapter of the National Labor Relations Act addressed the ability to appoint a labor organization, use collective bargaining and negotiation and reach collective agreements(National Labor Relations Act http://www.nlrb.gov/about_us/overview/national_labor_relations_act.aspx).
             The section specifically states that workers have a right to use self-organization for the purpose of engaging in collective bargaining or other in tandem actions with regard to the working conditions and other aspects of the employee members of the organization(National Labor Re
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