Collective bargaining is considered a right because of the great benefit that it provides. Specifically, whilst freedom of association might not allow people to be privy to the negotiation process, when a large enough group of people form together and make a statement regarding their opinion, it is profitable for those in power to listen to them.  Collective bargaining in this situation is a logical extension of that. Given that public sector workers are intrinsic to the continued success of the state, it thus makes sense that the state gives them a platform to make their views in a clear and ordered fashion, such that the state can take them into account easily. [1]  Further, the knowledge that such a right exists causes unions to act in a way which is more predictable. Specifically, a right to unionise with reduce the likelihood that state employees will engage in strike action. Under existing union law, groups of employees are able to compel a state employer to hear their demands, and to engage in negotiations. Indeed, they may be obliged to do so before they commence strike action. If the resolution were to pass, associations of state employees would be compelled to use strikes as a method of initiating negotiation. Under the status quo, strikes are used as a tactic of last resort against an intractable opponent or as a demonstration of the support that a union official’s bargaining position commands amongst the Union’s rank-and-file members.  [1] Bloomberg, Michael. “Limit Pay, Not Unions.” New York Times. 27/02/2011