The right to strike was severely limited by procedural rules and a right to lock-out was granted to employers (Reinecke and Valenzuela, 2011). Currently, two different types of collective bargaining co-exist: one with the right to strike, and the other without the right to strike. It is this last category that has grown during the last 20 years (to almost 31.4% of the total of workers covered by collective bargaining). Furthermore, those workers who do have the right to strike can be replaced from the first day of the strike under certain conditions. As a result the power of unions and collective bargaining mechanisms has been greatly reduced.