The only institution solely dedicated to the welfare of working people are labor unions. And if you can’t understand that, you can’t understand anything.
FAIR USE NOTICE
FAIR USE NOTICE
A BEAR MARKET ECONOMICS BLOG
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FAIR USE NOTICE FAIR USE NOTICE: This page may contain copyrighted material the use of which has not been specifically authorized by the copyright owner. This website distributes this material without profit to those who have expressed a prior interest in receiving the included information for scientific, research and educational purposes. We believe this constitutes a fair use of any such copyrighted material as provided for in 17 U.S.C § 107.
Right-to-work states prohibit unions and employers from forcing
employees to join a union or pay union dues as a condition of
employment. These states also prevent denial of employment to non-union
members or requiring a fee for the right to work. Nearly half of all
states are "right-to-work" states. Advocates of right-to-work laws claim
stronger economic growth indicators, such as lower unemployment rates,
interstate migration and higher gross domestic product (GDP) growth.
However, right-to-work can potentially weaken collective bargaining,
inhibit worker wage growth and allow for employee termination without
just cause.
Weakened UnionsPro-union states force employers to negotiate employee
rights and wage increases with labor unions. Collective bargaining sets
expectations of employment terms and secures improved work-related
conditions, such as increased safety measures, for employees. Since
employers in right-to-work states are not required to hire union
members, the union's ability to improve work conditions beyond legal
minimums is weakened when membership is outnumbered by non-members in
the firm. As a result, right-to-work states have higher employment
related fatalities than pro-union states.
Lower Wages
Employees and employers alike can gain from standardized
wage increases. It allows employees to plan ahead financially for life
events, such as starting a family and buying a house. Employers can gain
loyalty and increased commitment to quality performance when employees
feel financially secure. Since right-to-work guarantees the employer can
hire workers whether or not they are in the union, collective
agreements can result in comparatively lower wage increases than in
pro-union states.
At-Will Employment
Right-to-work states provide for "at-will" employment
agreements wherein the employer and employee can terminate their
relationship for any reason without just cause. Frivolous or unfair
terminations may result from employer dislike or minor infractions.
Employees in right-to-work states do not benefit from a feeling of
stability in their employment that pro-union states may feel. Employers
cannot terminate anyone without cause who is protected by federal
anti-discrimination legislation, such as the Civil Rights Act. Union
collective agreements, nevertheless, set out the terms and conditions
under which employers may generally dismiss employees. Collective
agreements often dictate a protocol that requires employers to take
certain steps to correct behavior before termination.
