In 2015, there were 14,.8m trade unionists in the United States and 16.4 million who were involved in collective bargaining or union representation. The number of EU members was 7.4% in the private sector, but 39% in the public sector. In the five largest states, California has 15.9% of trade unionists, Texas 4.5%, Florida 6.8%, New York 24.7% (the highest in the country) and Illinois 15.2%.  Horizontal and Vertical Collective Agreements The Collective Relations Act distinguishes horizontal collective agreements, i.e. professional agreements that cover a group of workers identified for a particular occupation or job (. B, for example, an agreement for pilots) and vertical collective agreements, that is, . Sectoral agreements governing workers` industrial and labour relations, set for all employees in a particular sector (. B for example, an agreement for the textile industry or the banking sector). In Article 12, the law gives priority to vertical agreements which stipulate that they enter into force after publication and denounce horizontal agreements, even if the minimum duration of these agreements is not respected.
This priority assumes, of course, that an organization that has signed the horizontal contract that has been terminated is also a party to the new vertical agreement, because only if this is the case will the relevant principles in terms of the right to negotiate and the scope of collective agreements can be respected. This is generally the case, as many vertical agreements are signed by a large number of primary unions, which may include trade unions. To see conflict between collective agreements . The collective agreement or union representation refers to the proportion of people in a population whose working conditions are due to collective bargaining between an employer and a union and not by individual contracts. This is always higher than the number of union members, because collective agreements almost always protect non-members in unionized employment. This means that people do not organize themselves on a lower bargaining power in negotiations, but to represent each other when they negotiate better wages and conditions in the workplace.