To protect the right of employees to organize, bargain collectively, and strike, the Labor Dispute Resolution Scheme for unfair labor practices (“Scheme”) has been in place since May 2011. The Scheme was structured by reference to the legislation of United States and Japan and plays a crucial role in the collective labor-management relations. The biggest change in the collective labor-management relations after the establishment of the Scheme is the introduction of the bargaining in good faith between labor and employers. According to Section 1 of Article 6 of the newly amended Collective Agreements Act, if any party of the labor and employers requests a negotiation from the other party, the other party is obliged to make response to the negotiation request and must behavior in good faith. Considering the fact that it is the first time to implement the Scheme in Taiwan, there is a great quantity of questions in need of our examination and clarification. Therefore, this Article intends to introduce the collective bargaining scheme under the current Collective Agreements Act and also provide analysis of the decisions made under the collective bargaining and the relevant court judgments with a supplement of the academic discussion for the purposes of clarifying the issues in the theory and in the practice and presenting a reference by the practice and legislation amendment in the future.