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originally posted by: Nyiah
First, I'm aware some "forced union dues" do apparently happen. I've never met anyone that's happened to, though. As such, I'm under the impression it's relatively uncommon? Anyway, let the worker decide, if they don't want in & lose out on negotiations & benefits, they lose out. Their choice.
Secondly, and equally important, close the loopholes allowing companies to fire people for being unionized. Everyone should be able to utilize the option of a union if they so please, without fearing losing their jobs for so much as considering it. RTW is a crock of crap when you can be canned without cause, or for unionizing.
originally posted by: thesaneone
a reply to: neo96
We had the option to opt out of ours but the kicker was you had to give the money to a charity of my choice from a list that they approved of. Talk about some real bs.
Union Security Agreements and "Right to Work" Laws
The NLRA allows a union and an employer to enter into a contract called a "union security agreement." Although these contracts cannot require a worker to join a union, they can require workers to make "agency fee" payments to the union as a condition of getting or keeping a job. An employer that enters into one of these agreements is required to fire workers who don't either join the union or make the payments called for in the contract. Employers with this type of contract are called "agency shops."
However, the NLRA also allows states to prohibit these agreements, and many states have done so. In these states, workers who decide not to join the union cannot be required to pay any fees to the union, nor can they be fired or otherwise penalized for failing to do so. These statutes, called "right to work" laws, basically require that every unionized workplace be an "open shop," in which workers are free to choose whether or not to join or support the union.
List of Right to Work States
Currently, these states have a right to work statute:
Because this is a perennially hot topic, states take up right to work legislation and consider changing their status frequently. Check in with your state's labor department to find out the current rules.
Workers who object to paying union dues either on religious grounds or because they don't support the union's political or other activities (usually those that are unrelated to representing the workers in the bargaining unit) are also entitled to alternative arrangements, even in states that allow union security agreements.
A worker who refuses to join a union or pay union dues for religious reasons may be exempt from paying dues or fees. However, these workers can be required to make a similar contribution to a nonlabor, nonreligious charity organization. And the union can require them to pay the reasonable cost of any grievances the union handles on their behalf.
In states that allow union security agreements, nonmember workers who object to the union's use of fees for political or other nonrepresentational activities are entitled to get that money back. However, they still have to pay their fair share of union money spent on representing the bargaining unit's workers -- including the costs of collective bargaining, contract administration, and grievance processing. Some states require the union to get the permission of workers -- whether they are members of the union or dues-paying nonmembers -- before collecting any fees for activities not related to representing the workers.