Which practice supports the rights of employees in relation to collective bargaining?

Freedom of association is pivotal in supporting the rights of employees, particularly in relation to collective bargaining. This principle allows individuals to organize, join unions, and engage in discussions or negotiations with their employers collectively. It ensures that workers have the right to advocate for their interests, often leading to improved working conditions, benefits, and overall workplace standards.

Through the lens of collective bargaining, the freedom of association empowers employees to come together without fear of retaliation or discrimination from their employers. This ability to negotiate as a group enhances their leverage and helps establish fair labor practices.

The other options do relate to employee welfare and risk management but do not specifically support the rights granted to employees under collective bargaining agreements. Security practices and training focus on safety rather than labor rights. Identification of risk incidents is related to workplace safety and operational concerns. Human rights grievance mechanisms provide channels for reporting violations but do not inherently allow for collective negotiation and representation. Thus, freedom of association stands out as the critical practice that directly supports collective bargaining rights.