[1] Eurofound monitors the nature and extent of the role of collective bargaining in defining working time in the Member States, taking into account the nature and extent of collective bargaining at different levels (cross-sectoral, sectoral, enterprise) and that the scope of collective bargaining varies considerably from country to country. This chapter assesses the role of collective bargaining on labour market performance in OECD countries. It is based on the detailed characterization of collective bargaining systems and practices presented in the previous chapter. This chapter examines the relationship between different collective bargaining situations and employment, wages, wage inequality and productivity, using a rich mix of data at national, sectoral, firm and worker levels. It will then examine how large-scale workers` and employers` organisations, administrative enlargements, organised forms of decentralisation and wage coordination can contribute to a greater balance between inclusion and flexibility in the labour market. The collective agreement ratification process, which applies only to CUPE Local 3902, requires a meeting of members – called a “promotion meeting” by CUPE – to decide whether all employees in the corresponding bargaining unit (i.e. units 1, 3 or 5) can vote on an interim agreement. If the participants in the “Promotion Assembly” do not allow a vote on a vote-wide basis, the provisional agreement will fail without all the workers concerned being able to vote. .