An employer`s agreement with its union not to deal with companies affected by other trade unions is a review of the annual report as part of the follow-up to the ILO`s declaration on fundamental principles and rights at work, 2008, GB.301/3, paragraph 36  Convention on Freedom of Association and the Protection of the Right to Organization, 1948 (No. 87), Article 2. The international labour organization agreements do not address the legality of agency fee rules, leaving the issue to each nation.  The legal status of agency-boutique agreements varies considerably from country to country, from prohibitions of the agreement to a comprehensive settlement of the agreement to an unmentioned agreement. In the United States, the Supreme Court upheld the legal admissibility of agency service fees for unskilled employees in Abood v. Detroit Board of Education 1977. The Court of Justice ruled that a state employer and the union could enter into an agreement requiring workers to pay service fees for agencies that include collective bargaining, contract management and complaint adjustment costs. However, Mr. Abood said that the protest by union employees had a constitutional right to withhold payment of agency fees that supported political and ideological causes. In other words, the challenge of union workers could be forced to pay only expenses directly related to collective bargaining and mandatory service charges for agencies could not be used by unions to subsidize ideological or political causes or perspectives. On the basis of the abood, all civil servants had the constitutional right to prevent a union from spending some or all of its agency fees for political contributions or costs related to the promotion of political opinions that had nothing to do with the union`s duties as an exclusive negotiator.
The basic policy of labour law is to encourage collective bargaining in good faith on wages, hours and working conditions. The National Labor Relations Board (NLRB) cannot impose an agreement: it must not order the employer or union to adopt certain provisions, but it may require a recalcitrant company or an association to negotiate. Answer: A worker cannot be dismissed for his trade union activities or representative of workers who are carried out in accordance with the law or in accordance with collective agreements or other agreements concluded in common. However, a staff representative may be dismissed for other reasons, provided that warranted, provided there are procedural safeguards to protect against unlawful dismissal due to trade union activities.