“Neither party is required to yield with respect to the mandatory matters, which are defined by Section 8(d) of the National Bargaining Act. labor relations such as “wages, hours, and other terms and conditions of employment” (Sherman, 1990, p.3). To this end, it is clear that collective negotiations are based on specific points that are required in any negotiation based on the labor laws implemented specifically in the country. National Labor Relations Act. These mandatory features are non-negotiable and should not be omitted from collective bargaining entities of any style or design. Another aspect of collective bargaining involves upgrading facilities or machinery that involves automation or equipment that does the work. of a union member who would normally carry out the operation manually. This aspect of the operation will cause union members to oppose the introduction of new work assignment changes based on mechanical equipment that will replace their current work assignment. In this regard, it is clear that the unions have a very clear objection because they do not want to be replaced by equipment. When businesses seek to improve productivity, they rely on equipment that will operate more efficiently than current human activity. These opportunities that the management of the company tries to implement must take into account the union contracts in force and, for this purpose, follow the collective agreement in force. Additionally, the author of the article "Collective Bargaining Over Work Assignment Proposals: Differentiating Between Concepts of Jurisdiction and Unit Scope" goes on to explain the regulation that surrounds collective agreements as it impacts the workforce union. “Thus, an employer cannot modify the composition