The alliances of the International Labour Organization do not care about the legality of closed store rules and leave the issue to each nation.  The legal status of commercial contracts concluded varies considerably from country to country, from prohibitions of the agreement to comprehensive regulation of the agreement to an unmentioned agreement. The European Parliament`s annual report on respect for human rights in the European Union (1996), to be discussed at the plenary session in February 1998, considers closed operations in Denmark, with France and Sweden, as a violation of the principle of freedom of association: “The exercise of monopoly power by a trade union violates the right of workers to freely choose their representation and even their right not to belong to a trade union.” The Taft-Hartley Act also prohibits unions from imposing excessively high initiation fees as a condition of membership, in order to prevent unions from using introductory fees as a means of removing non-unionized workers from a particular sector. In addition, the National Labor Relations Act authorizes contractors to enter into pre-lease agreements in which they agree to source from a group of workers seconded by the union. The LNRA prohibits pre-leases outside the construction industry.  Pre-agreements prevent companies from recruiting employees who are not members of the union covered by the agreement. After entry, all employees recruited by the company concerned must join a particular union within a specified period of time as soon as they have been hired. By the 1930s, the closed store had become a generally negotiated agreement for the protection of labor organizations. These and other methods have been known as “union security.” Less extreme than the closed store is the union shop where the employer can hire a worker who is not unionized if the new employee joins the union within a specified time frame.
The membership maintenance agreements stipulate that all workers in a company who are members of a union at any given time and who do not renounce their affiliation within a “flight period” must remain members of the union for the duration of the agreement; Otherwise, they will be laid off from their jobs. An agency shop is even more open than the union shop: although employees are obliged to pay sums equal to union dues, they are not obliged to join the union. In the United States, there are many detailed variations of these union agreements. In Article 11 of the European Convention on Human Rights, the European Court of Human Rights provided in Seensen and Rasmussen/Denmark (2006) for “a negative right of association or, in other words, a right of non-membership of an association.” As a result, closed transactions are illegal under section 11 of the agreement. The Taft-Hartley Act banned the store closed in the United States in 1947. The trade union shop was declared illegal by the Supreme Court.  States that have the right to work go even further by not allowing employers to impose a form of union fees on workers, known as agency fees. An employer cannot legally agree with a union to recruit only union members, but it may agree to require workers to be members of the union or to pay the equivalent of union taxes within a specified period of time after the start of employment. Similarly, a union could ask an employer who had accepted a store contract before 1947 to dismiss a worker who had been excluded from the union for any reason, but it cannot require an employer to lay off an employee of a union contract, other than the non-payment of taxes that are required of all workers.