Finally, an employer or employers` organisation must reproach that the union is no longer representative of the company`s employees, so that it must report in writing to the union such an assertion, which the union has 90 days to establish itself as a representative. If the union does not find out, the employer must give the union and the workers covered by the agency contract a 30-day notice period at the end of the contract. The terms of a compulsory agency-boutique agreement are as follows: the amount agreed in the agency contract does not exceed the monthly dues of the unions and the money must be used to promote the socio-economic interests of all workers. The process of terminating this agreement is the same as mentioned above for an agency store contract. A store contract is a collective agreement between a representative union and an employer or employer organization, in which all workers covered by the agreement must be members of the representative union. The above definition shows that agency fees are deducted from workers who are not members of the union. Therefore, you may not have employees in your workplace who are members of a union, but the agreement may apply to all your employees. The boutique agency agreements are governed by the Labour Relations Act (LRA) and provide that the nature of all bargaining councils is, among other things, the negotiation of employment conditions by employers` and trade union organisations, which represent the majority of workers in a given economic sector or sector, and as such, most Council parties will have the right to enter into such agreements within the meaning of (2)b). 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.
No union that is a party to a party contract may refuse to be a member of the union or exclude a worker from the union, unless it happens in accordance with the union constitution, or the refusal or expulsion was fair in the sense that the worker was acting in a manner that would jeopardize the collective exercise of his rights by the union.