When you start your new job, always check which collective agreement follows your job. Information on the benefits and rights guaranteed by the collective agreement is often valuable. Although no trend is universal in higher education, a number of problems repeatedly appear in each global survey on collective bargaining. In many countries, fundamental labour rights are still lacking and in others civil society is underdeveloped or the state is so hostile that higher education employees lack effective collective representation. The provisions on equal pay for equivalent (comparable) work open up a wider scope for challenge, but this strategy has proved difficult to implement. Historical biases in the way „female” jobs are evaluated have not been easy to eliminate, as even fairly detailed job evaluation methods can maintain aspects of gender bias and effectively maintain existing hierarchies (Steinberg, 1992). In addition, the cases turned out to be complex and time-taking. However, the comparable value allows for a revision of the work evaluation and is particularly important given the clear opposition of occupational segregation patterns to change. It will be most effective if there is a wide margin of comparison and the results apply collectively to types of jobs and not to individuals. Workers are not required to join a union on a given job.
However, most sectors of activity with an average trade union organization of 70% are subject to a collective agreement. An agreement does not prohibit higher wages and better social benefits, but sets a legal minimum, much like a minimum wage. In addition, a national agreement on income policy is often, but not always, reached, including all trade unions, employers` organisations and the Finnish government.  For those who have moved from assignments to agreements, the laboratory government has set up a non-disadvantage test for agreements to reassure itself that agreements are not used to reduce wages and conditions in relation to bonuses. Awards have been given as a safety net for corporate negotiations. From the beginning, the No Disadvantage test contained weaknesses and was increasingly watered down by the laboratory government and the coalition government. In addition, the effectiveness of rewards as a safety net has been compromised by changes in their operation. Some of these changes were indirect, as the updating of the rules for granting premiums and the weakening of enforcement mechanisms were no longer in this regard.
Others, however, have been more direct and have served to reduce the content of labour standards among den dentes. Under laboratory government, the AIRC had been encouraged to liberalize clauses in attributions, but the biggest change came in 1996 with the advent of the coalition government, which introduced a process of simplifying rewards. This is a limitation of the AIRC`s powers to 20 „authorized contracting matters”. Other award rules were prohibited and had to be removed from existing bonuses until June 1998 (although some could be recovered through negotiations with individual employers who issue agreements and certified ESAs). In the collective agreement, the minimum wage or minimum wage is calculated according to certain criteria. With regard to certain professional tasks or activities, the schemes for job classes or occupational categories serve as a basis for calculating the rates of pay set by the collective agreement applicable to a given sector. Agreements are usually field-specific. They include the conditions of employment of office workers working for example in the field of finance, information technology service, construction, metallurgy or data communication industry. .