Unionization and Right to Work

Unionization and the Right to Work

Historically labor unions have ensured workers receive adequate compensation for their labors and are protected in the work place but concerns have developed that forced union dues are used to support political causes that some union members may oppose. We support the right of all workers to associate or not associate in labor unions as they see fit, and an employer should have the right to recognize or refuse to recognize a union.  

Enter Right to Work laws.

Right to Work became a political issue as a result of the 1935 National Labor Relations Act (NLRA), through which Congress, for the first time, gave Organized Labor statutory sanction to get workers fired for refusal to join a union.

In 1947, Congress overrode President Truman’s veto to enact revisions to the NLRA, known as the Taft-Hartley Act. Taft-Hartley did not change the NLRA’s forced-unionism provisions, but the Right to Work clause, Section 14(b), did formally recognize states’ prerogative to enact Right to Work laws.

In a February 2011 survey conducted by Frank Luntz, 80% of union workers polled chose the Right To Work which allows individual to freely choose whether or not to belong or pay fees to a union. 

http://www.nrtwc.org/FactSheets/2010NationalRightToWorkLuntzUnionMemberSurvey.pdf  (question #47)

When asked, workers choose freedom, even union workers. In Frank Luntz’ recent poll, 80% of union members chose the Right To Work which allows individuals to freely choose whether or not to belong or pay fees to a union. Here is the question Luntz’ pollsters asked union members across the country:

Please tell me whether you strongly agree, somewhat agree, somewhat disagree or strongly disagree with the following statement: “Workers should have the right to decide whether to join a union. They should never be forced or coerced to join or pay dues to a union as a condition of employment.”