Right-to-work laws: Desirable public policy
Right to Work laws, are they a good thing or bad? With the prohibition of different types of union security clauses in contracts, Right to Work states don’t make employees forcibly join a union or pay portions of their pay checks toward union dues even if they are not a part of it as part of their employment. Research regarding Right to Work laws show that Right to Work laws are having a positive effect in states that choose to implement them while states choosing against Right to Work laws are having an opposite affect when it comes to employee turnover and employees form of pay to job happiness.
This paper is written to look through the different public opinions of research available to decide if a state with a Right to Work laws is a positive or negative feeling and idea. I have primarily focused this paper on how Right to Work laws affect the within the state from wages to employment, unions and overall well being of feeling regarding the Right to Work laws. Looking at both the benefits and undesirable opinions of the Right to Work laws, I will show how the laws are an overall benefit to the state, company, and employees. Right to Work laws are a positive toward the economy and its growth as well as creation of jobs within the state. With the Right to Work Laws an employee does not have to belong to a labor union to get or keep a job, and no employee can be turned away from a job because he or she belong to a labor union. There are twenty one states that have Right to Work laws. These states are as follows: Alabama, Arizona, Arkansas, Florida, Georgia, Idaho, Iowa, Kansas, Louisiana, Mississippi, Nebraska, Nevada, North Carolina, North Dakota, South Carolina, South Dakota, Tennessee, Texas, Utah, Virginia, and Wyoming. Very little power is given to most unions in right to work states and therefore the unions oppose these right to work laws. In Right to Work states the laws can bring up a hindrance towards union agreements and therefore making the number of union members smaller. These options are things such as union shops, closed shops, and a maintenance-of-membership agreement from union to employee. A union shop is where employees must join a union after a certain period of time working for a company. With a closed shop, companies can only hire employees that are union members. Maintenance-of-membership agreements expect union member employees to stay with their union membership until the expiration of a union contract. With these options for unions it keeps it members to a minimum in the Right to Work states. The Right to Work laws are not against unions or union development in the workplace, but the laws are not trying to promote the unions either. The laws leave it up to the employee to decide. The principle of the Right to Work laws is to make the American right of freedom come alive by giving them the right to work without feeling as if they have to belong to a union. This principle affirms for all Americans the right to work where they want, when they want, and for whom they want without pressure to join or not to join labor unions, or to support them in any way. No private organizations in America have the power to take money from unwilling people to pay for their support. Unions, however, are a private organization and in non-right to work states they can as for money from people who do not want to pay. There is something known as exclusive representation which gives union officials the right to represent all employees within a company. Employees who oppose this type of representation and don’t want any part of it are still affected. The exclusive representation power is given to the union officials by federal law. The term "free rider" is a person who is forced into the union and does not feel they should pay them because they are forced in and then therefore forced to pay because of the exclusive representation. The employee would be...
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