In this paper, I plan to show how collective bargaining agreements greatly benefit the workers involved in the unions that are conducting the negotiations, and how they are a key component of modern day business negotiations. By voicing their opinions as a whole, union members gain the ability to use legal leverage against their employers and in return make demands for greater benefits and stronger securities. This paper will focus on five key elements in the collective bargaining objective and show how these elements help to maintain the workers rights and bring about changes that will influence their working conditions. A collective bargaining agreement collectively sets the terms on which an employer offers individual work contracts to each of its employees in the bargaining unit. A bargaining agreement, also referred to as a labour agreement, is a legally enforceable written commitment, which states the specific rights and duties of all parties involved. The "National Labour Relations Act"" obligates employers and unions to bargain in good faith concerning terms and conditions of employment, including hours and wages. Like any normal contract, competent parties must enter into a labour agreement, however this type of agreement is unique from other legal contracts in that there is no consideration involved and nothing tangible is exchanged. Many, but not all, unions require formal ratification of a new labour contract by a majority membership acceptance, which is determined through a vote by the members. Until majority approval of those voting in a ratification election is received, the proposed labour contract is not final. While each labour agreement is unique to the needs of an organization and its employees, most agreements include five key issues: management rights, union security, wages and benefits, individual security (Seniority) rights, and dispute resolution. These issues tend to deal with principles that most union members are concerned by.