“This agreement establishes in part the relationship between these two parties, for example in provisions relating to the recognition of the trade union as the exclusive representative of the workers in the bargaining unit or to the settlement of contractual disputes through an appeal procedure. The Act is now included in the Trade Union and Labour Relations (Consolidation) Act 1992, 1992, 179, according to which collective agreements in the United Kingdom are ultimately considered non-legally binding. This presumption can be rebutted if the agreement is in writing and contains an explicit provision stating that it should be legally enforceable. Workers are not required to join a union on a given job. However, most sectors of activity with an average trade union organization of 70% are subject to a collective agreement. This unfortunate situation could change slowly, partly under the influence of the EU. Japanese and Chinese companies that have British factories (especially in the automotive industry) are trying to pass on the company`s ethics to their workers. [Clarification needed] This approach has been adopted by local UK companies such as Tesco. A collective agreement is the primary objective of the collective bargaining process. As a general rule, the agreement sets out wages, hours, promotions, social benefits and other conditions of employment, as well as procedures for dealing with disputes arising therefrom. Since the collective agreement cannot deal with all the business problems that may arise in the future, unwritten practices and existing practices, external law and informal agreements are as important for the collective agreement as the written instrument itself.