The second argument cites the traditional rationale for collective bargaining. Defenders of right-to-work laws argue that wages and benefits are more appropriately determined through a process of individual bargaining between employee and employer. In response, the traditional rationale for collective bargaining argues that bargaining is fair only when the parties are equal. Fair bargaining requires an equal incentive to compromise in the give and take of negotiation. In this context, equality means equality free to accept or reject the employment conditions. Only in this case is an agreement guaranteed to be mutually beneficial and optimally satisfactory.