There are, however, many situations where collective bargaining cannot be applied. This is, for example, the case when the place of employment is small or the workforce is widely dispersed. This happens in retailing, restaurants, agriculture, and many small businesses.
In these cases there has been too prevalent a tendency for business to offer the minimum wage as if it was the de facto basis for employment, whatever the skills a person has to offer and whatever their worth to the enterprise. That is wrong, and was recognised to be wrong in the past when industrial wages boards set minimum pay levels for particular skills in specified sectors to ensure that people would not exploited whatever their particular employment circumstance.
The restoration of these boards with the task of setting minimum standards for pay and conditions of employment seems a basic necessity to ensure that all employees are properly rewarded without the difficulty and embarrassment of complicated negotiation having to take place in situations which inevitably favour the employer.
Guess who would be Sir Topham Hatt in this world?
We already have a solution to this point. It’s called the labour market.