The commitments of the parties do not end at the expiry of the contract. You must negotiate in good faith a contract of succession or termination of the contract, while the terms of the expired contract expire. Even under a security agreement, workers who turn to full-fledged union membership can remain as "core members" and pay only the share of dues directly allocated to representation, for example. B collective bargaining and contract management. They are known as opponents and are no longer full members, but they are still protected by the trade union treaty. Unions are required to inform all insured workers of this option, created by a Supreme Court ruling and known as Beck Law. However, many countries have not addressed the issue of EU security agreements. Neither Indonesian nor Thai labour law addresses the issue, and in both countries collective bargaining, union administrative procedures and the collection of dues are so weak that union security concerns are rare.  In Australia, the legal status of security agreements between unions varied considerably from state to state and national government, and over time.
Australian labour law does not explicitly govern safety agreements entered into by trade unions. However, various forms of union security agreements have been favoured at some point by each state, territory or national government, thus effectively regulating the preferred type of union security agreement and reducing its other forms.  There are different types of union security agreements. Among the most common, a worker may object to union membership on religious grounds, but in this case he must pay an amount equal to the dues paid to a non-religious non-profit organization. The NLRA allows employers and unions to enter into union safety agreements that require all workers in a bargaining unit to become unionized and begin paying union dues and royalties within 30 days of hiring. The Convention on the Right of Association and the Right to Collective Bargaining of the International Labour Organization "may in no case be interpreted in such a way as to authorize or prohibit trade union security measures, since such regulatory matters are in conformity with national practice".  There are hundreds, perhaps thousands, of NRA cases that deal with the issue of the duty to bargain in good faith. In determining whether a party is negotiating in good faith, the Board of Directors will consider all the circumstances. The duty to negotiate in good faith is an obligation to participate actively in the work in order to establish a current will to find a basis for reaching an agreement. This involves both an open mind and a sincere desire to reach an agreement and a sincere effort to reach common ground. After workers have chosen a union as their negotiator, employers and unions must meet at reasonable times to bargain in good faith for wages, hours, holiday periods, insurance, safety practices and other mandatory matters.
Some management decisions, such as outsourcing, offshoring, and other business changes, may not be mandatory bargaining matters, but the employer must negotiate the impact of the decision on the unit`s employees. Trade union safety agreements are explicitly mentioned in the labour laws of many countries. They are heavily regulated in the United States and, to a lesser extent, in the United Kingdom, by laws and court orders.  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 requiring it, but the majority of provinces (and the federal government) require it when required by the union.  It is an unfair labour practice if one of the parties refuses to negotiate collective agreements with the other party, but the parties are not obliged to reach an agreement or make concessions. . . .