However, when non-members object to the use of their payments for unrepresentative purposes, most of these may be having to bear their share of union costs related to advocament activities, such as collective bargaining, contract management and complaint adjustment. A union security agreement cannot require that job applicants of union members be recruited, and the agreement cannot require workers to actually join or maintain union membership in order to retain their jobs. Under a union security agreement, individuals who choose to pay non-member fees may also be required to charge workers who actually join the union within a certain period of time (an additional period) after the collective agreement enters into force or after the hiring of a new member, to pay tuition fees and tuition. Even under a security agreement, workers who oppose full membership of the union can remain « key members » and pay only the share of contributions directly allocated to representation, such as collective bargaining and contract management. They are known as opponents and are no longer full members, but yet protected by the trade union contract. Unions are required to inform all insured employees of this option, created by a Supreme Court decision known as Beck Law. The amount of contributions of workers represented by unions is subject to federal and regional laws and court decisions. Question: Should an employer allow a union or workers` representative to hold on-site meetings during working time? If it is not possible to reach an agreement in good faith, the employer can declare the impasse and then implement the union`s latest offer. However, the union cannot accept that a real impasse has been reached and present an unfair labour practice because of the absence of good faith bargaining. The NLRB will determine, on the basis of the history of the negotiations and the understanding of both sides, whether a real impasse has been reached. There are different types of union security agreements.