Right-To-Work Laws
A right-to-work law prohibits employers from barring workers who do not want to join a union. This law prohibits employers and unions from denying jobs to people just because they refuse to join a union. California can be described as a non-right-to-work state since unions can negotiate employment contracts with employers that require union dues to be paid by the employee. Effectively, this means that an employee may not believe in the union’s activities, but they must financially support the union.
Union dues can be automatically deducted from an employee’s paycheck. A proposed law to ban automatic deductions was soundly defeated by the voters in a 2012 election. If the voters had approved this law, it would have resulted in a blow to unions. However, it would not have had the effect of implementing a right-to-work law.
It is important to understand that right-to-work does not take away the right of employees to form a union. It does mean that employees can opt out of union membership, and they can still keep their jobs. As of February 2016, 26 states have passed right-to-work laws, and the laws vary between states.
The Supreme Court of the United States is currently considering a case brought by a California teacher challenging mandatory union membership. The Court has heard oral arguments and is expected to issue a decision before the current term ends. The decision could have far-reaching implications for unions in California, or it might be limited to teacher unions. It could also allow the current law to stand without change.
Employees working for companies that have union contracts have no choice but to become a member if they want a job with that company. Employees must pay the union dues regardless of the amount. In many situations, the jobs are worth paying dues. Employees should evaluate the price of union membership against the benefits of the employment.
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