However, if the majority of the bargaining unit votes in favour of rejecting the contract, it is sometimes back on the ropes and the union and the employers continue to try to find a solution that works for both parties. If it is not possible to find common ground, a neutral third-party mediator can be consulted. In the worst-case scenario, the union may vote in favour of the strike if the employer still refuses to defend itself. The employer version is called a lockout, that is, when the employer closes the establishment. Union contracts are made up of several components, including sections that detail agreements on wages, benefits, working hours, seniority tenders, leave plans and the complaint process. The two main clauses on which the parties agree at an early stage of negotiations relate to management`s rights and how union fees are paid. The management rights clause preserves the employer`s right to manage the business at its sole discretion. The royalty review clause requires the employer to deduct union dues from employees` wages and to pay the total amount monthly to the union. Outside of North America and Western Europe, the legal status of trade union security agreements is even more different. In New Zealand, the closed store was mandatory from 1988, when a union organized the workplace.  In the Philippines, different types of trade union security agreements are authorized by labour law.  In Mexico, the closed store was mandatory until the early 1990s, when a change in federal law allowed union stores, agency stores or no agreements.   But because of the political ties between unions and the ruling party in Mexico and other ways in which Mexican law favours established unions, the closed store remains essentially the norm.
 In Finland, collective agreements are universally valid. This means that a collective agreement in an industry becomes a general legal minimum for an individual`s employment contract, whether or not he or she is unionized. For this condition to apply, half of the workers in this sector must be unionized and therefore support the agreement. The EU`s security agreements are explicitly mentioned in the labour laws of many countries. They are heavily regulated by laws and court decisions in the United States and, to a lesser extent, in the United Kingdom.  In Canada, the legal status of the union security agreement varies from province to province and at the federal level, with some provinces allowing it but not claiming it, but the majority of provinces (and the federal government) required it when the union required it.  The National Labor Relations Act governs the collective bargaining process by making good faith efforts on the part of both the union and the employer. Good faith negotiations include the date of negotiation meetings at mutually favourable times, participation in negotiating sessions that are ready to negotiate, and the absence of behaviour or intimidating others in the round of negotiations. Stone walls and inappropriate requests are considered acts of bad faith that violate the act. The National Labor Relations Board is the federal agency that passes the law; the House intervenes when the union or employer cannot negotiate in good faith. The International Labour Organization`s right to collective organization and bargaining “cannot under any circumstances be construed as an authorization or prohibition of trade union security agreements, since these issues can be resolved in accordance with national practice.”  The labour and employment legislation adopted by the Finnish parliament is the basis of collective agreements.