it. In most Western European countries, the closed shop (one form of the union security agreement) is typically banned, while other forms typically go unregulated in labor law. This is not universal; for example, in Germany both the right to join a union and the right not to join a union are equally protected by law and the courts, and all forms of union security agreements are banned. The law in Belgium has similar provisions. Still, since participation in the unemployment insurance system is compulsory and only unions have the right to administer this system, union membership in Belgium remains high. Outside North America and Western Europe, the legal status of union security agreements varies even more widely. In New Zealand, as of 1988, the closed shop was compulsory where a union organized the workplace. In the Philippines, various types of union security agreements are permitted under labor law. In Mexico, the closed shop was mandatory until the early 1990s, when a change in federal law permitted the union shop, agency shop, or no agreement at all. But because of the political ties between unions and the governing party in Mexico and other ways in which Mexican law favors established unions, the closed shop is essentially still the norm. Many countries, however, have not addressed the issue of union security agreements. Neither Indonesian nor Thai labor law addresses the issue, and in both countries collective bargaining, union administrative procedures, and dues collection are so weak that the union security issues rarely arise. In Australia, the legal status of union security agreements has varied widely across each state and the national government and over time. Australian labor law does not explicitly regulate union security agreements. However, various forms of the union security agreement have been favored at one time or another by each state, territory, or the national government, effectively regulating the favored type of union security agreement and disadvantaging its other forms. Types Various types of union security agreements exist. Among the more common are: Closed shop—The employer agrees to hire only union members. An employee who resigns from the union must be dismissed. Union shop—The employer may hire anyone regardless of their union membership status, but the employee must join the union within a set time period (such as 30 days). An employee who resigns from the union must be dismissed. Agency shop—The employer may hire anyone regardless of