66 See the detailed observations of the expert committee on the application of the conventions and recommendations contained in the Malaysia documents, which are available from ILOLEX. However, the ILO committee seems to assume certain prerogatives (such as dismissal or transfer) and not others (for example. B the assignment of certain tasks). The report adds: “While a collective agreement would not normally deal with individual cases of transfer, dismissal and reinstatement, it should be possible, for example, to include general criteria and procedures applicable to these issues, as is often the case in collective agreements in many countries. The Committee urges the Government to amend the legislation to fully align paragraph 3 of Section 13 of the Convention. Workers are not required to join a union in a given workplace. Nevertheless, most industries, with an average union training of 70%, are subject to a collective agreement. An agreement does not prohibit higher wages and better benefits, but sets a legal minimum, much like a minimum wage. In addition, an agreement on national income policy is often, but not always, reached, bringing together all trade unions, employers` organisations and the Finnish government.
 Although the collective agreement itself is not applicable, many of the negotiated terms relate to wages, conditions, leave, pensions, etc. These conditions are included in a worker`s employment contract (whether the worker is unionized or not); and the employment contract is of course applicable. If the new conditions are not acceptable to individuals, they may be contrary to their employer; but if the majority of workers have agreed, the company will be able to dismiss the complainants, usually unpunished. Alke Boessiger, Head of United Trade, said: “This is an important agreement for the UNI Malaysia Labour Centre, UNI-Apro and UNI Score. We want these best practices to apply to IKEA jobs around the world, so that hardworking employees can participate in the overall success of the company. Under common law, Ford v. A.U.E.F. , , the courts found once that collective agreements were 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 Act is now enshrined in the Trade Union and Labour Relations (Consolidation) Act 1992 p.179, which provides that collective agreements are definitively considered non-binding in the United Kingdom.