However, it is possible to make some commonalities and collective beings on what is certainly not an example of good faith bargaining: although the collective agreement itself is not applicable, many of the negotiated conditions relate to wages, conditions, leave, pensions, etc. These conditions are included in an employee`s employment contract (whether or not the worker is a member of the union); and the employment contract is of course applicable. If the new conditions are not acceptable to individuals, they may contradict their employer; but if the majority of workers have agreed, the company will be able to dismiss the plaintiffs, normally with impunity. In Sweden, the coverage of collective agreements is very high, although there are no legal mechanisms to extend agreements to entire sectors. . . .