For example, Canadian collective bargaining legislation provides a relatively simple procedure by which trade unions can acquire collective bargaining rights. In most Canadian jurisdictions a union can be certified without a vote upon evidence that 51 to 60 per cent of employees in the bargaining unit wish to be represented by the union. In the U.S. all applications for certification are contested, requiring a vote to establish that a union represent a majority of employees. No Canadian jurisdiction has right to work laws, but 21 states in the United States of America have such legislation. Canadian labour legislation permits all forms of union security, closed shop as well as union shop.
Dues check off is a common provision.
Most Canadian jurisdictions have successor right provisions, providing that where a business is sold the successor employer acquires all the rights, privileges and obligations of the predecessor. The successor is bound by any collective agreement in force. In the U.S. the effective change in ownership on the union and the collective agreement is uncertain, depending on various factors. A number of Canadian jurisdictions provide for advance notice and consultation on technological change. This provision is not found in the U.S. legislation.