According to the NLRA, the union can only require the payment of these dues during periods when an employee was covered by a collective agreement that contained a valid union contract. A union shop contract cannot be concluded retroactively to a period preceding the execution of the contract. The union cannot demand that an employee be dismissed because he or she has not paid extraordinary predispositions that are not part of uniformly imposed periodic dues. The LMRDA sets standards for the procedures to be followed by the union when asking members to authorize an increase in dues. Pre-agreements prevent companies from hiring employees who are not members of the union in the agreement. Post-entry agreements require all employees recruited by the company concerned to join a specific trade union within a specified period of time as soon as they have been recruited. Until 1994, 9 per cent of collective agreements in Canada required the closed store, while 42.3 per cent used the union shop and 39.2 per cent the rand formula. Only 3 percent used the agency`s shop, while 6.5 per cent had the shop open. [3] In 1994, Alberta appointed a commission of inquiry to see if the adoption of laws on the American “right to work” model would benefit the province. The committee strongly opposed the policy after Alberta employers strongly supported the union shop. [4] Union clauses in Canadian collective agreements were applicable. [5] Agency shop, a duty station where union members pay union dues and other employees pay service fees to the union to cover collective bargaining costs.

A temporary contract allows the employer to hire both union and non-union workers without harming the union; the practice is considered a form of union security. The legality of branch shops varies considerably from country to country and these agreements are generally highly regulated in industrialized countries. Article 17 of the Trade Unions Act requires that the collective agreement be extended to all workers of the same type if 75 per cent of this class of the employer`s workers are already covered by the agreement. Although this appears to be imposed on union members, the definition of what constitutes a “similar type of worker” has proved too difficult in practice and Section 17 is rarely applied. [9] Regardless of the union contract, you need to know if you are dealing with a union shop or an agency store. . . .