However, they add at least three other regulatory flows: (a) (registered) agreements with an employer with trade unions; (b) (registered) agreements with an employer with a group of workers organised outside trade unions; and (c) registered individual contracts. These additional regulatory flows are directed towards individual enterprises and have introduced into the regulatory system an essential element of decentralisation, as well as an essential element of the enlarged employers` power. Laboratory government favoured the addition of the first two streams, arguing that they constituted a new system of corporate negotiations to complement traditional distinctions. In addition, we advise and support the following: employers seem to prefer multi-unionism in the workplace. This has often led to an agreement with trade unions on uniform rules for employee representation at company level, as in Italy. In some countries, such as the United States, the representation of a single union is established through a legal procedure. In other cases, the trade union movement in the workplace is merged into institutions of legal participation, which allows works councils, elected by the staff as a whole, to benefit from the right to information, consultation and codecision, while ensuring that management has a single equivalent with which to negotiate. While in most countries works councils cannot launch strikes, they tend to maintain close relations with internal and external trade unions, not least because most of their members are usually members of trade unions. .