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ISSUES
Empowering Workers: Right to Work
State Right to Work laws, authorized by the Taft-Hartley Act of 1947, provide employees covered by the National Labor Relations Act (NLRA) with the freedom to choose whether to join a union. These laws prohibit union security agreements, ensuring that union membership or financial support is not a condition of employment.
More than half of the states have enacted Right to Work laws, which aim to create more dynamic and inclusive labor markets by upholding individual rights and promoting economic growth.
The Harms of Project Labor Agreements
A Project Labor Agreement (PLA) is a pre-hire collective bargaining agreement required for federally-funded construction projects. PLAs can limit competition by excluding non-union contractors and workers from the project, often leading to increased project costs.
Secret Ballots vs Card Check
A secret ballot vote conducted by the National Labor Relations Board safeguards workers privacy and freedom of choice in union elections. By contrast, “card check” recognition – where a union’s representational rights are secured through authorization cards signed by workers – can be influenced by intimidation or coercion by coworkers or union organizers.
The U.S. Supreme Court described card check as “inherently unreliable” due to the “natural inclination of most people to avoid stands which appear to be nonconformist and antagonistic to friends and fellow employees.”
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Empowering Workers: Right to Work
State Right to Work laws, authorized by the Taft-Hartley Act of 1947, provide employees covered by the National Labor Relations Act (NLRA) with the freedom to choose whether to join a union. These laws prohibit union security agreements, ensuring that union membership or financial support is not a condition of employment.
More than half of the states have enacted Right to Work laws, which aim to create more dynamic and inclusive labor markets by upholding individual rights and promoting economic growth.
The Harms of Project Labor Agreements
A Project Labor Agreement (PLA) is a pre-hire collective bargaining agreement required for federally-funded construction projects. PLAs can limit competition by excluding non-union contractors and workers from the project, often leading to increased project costs.
Secret Ballots vs Card Check
A secret ballot vote conducted by the National Labor Relations Board safeguards workers privacy and freedom of choice in union elections. By contrast, “card check” recognition – where a union’s representational rights are secured through authorization cards signed by workers – can be influenced by intimidation or coercion by coworkers or union organizers.
The U.S. Supreme Court described card check as “inherently unreliable” due to the “natural inclination of most people to avoid stands which appear to be nonconformist and antagonistic to friends and fellow employees.”
ISSUES
ISSUES
Empowering Workers: Right to Work
Empowering Workers: Right to Work
State Right to Work laws, authorized by the Taft-Hartley Act of 1947, provide employees covered by the National Labor Relations Act (NLRA) with the freedom to choose whether to join a union. These laws prohibit union security agreements, ensuring that union membership or financial support is not a condition of employment.
More than half of the states have enacted Right to Work laws, which aim to create more dynamic and inclusive labor markets by upholding individual rights and promoting economic growth.
A Project Labor Agreement (PLA) is a pre-hire collective bargaining agreement required for federally-funded construction projects. PLAs can limit competition by excluding non-union contractors and workers from the project, often leading to increased project costs.
The Harms of Project Labor Agreements
Secret Ballots vs Card Check
A secret ballot vote conducted by the National Labor Relations Board safeguards workers privacy and freedom of choice in union elections. By contrast, “card check” recognition – where a union’s representational rights are secured through authorization cards signed by workers – can be influenced by intimidation or coercion by coworkers or union organizers.
The U.S. Supreme Court described card check as “inherently unreliable” due to the “natural inclination of most people to avoid stands which appear to be nonconformist and antagonistic to friends and fellow employees.”
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Informed Voters in Union Elections
To make an informed decision in a union election, workers need access to comprehensive information and open communication with their employer. This includes understanding the company’s position on unionization and other employment-related issues.
Unions and their supporters often urge employers to sign neutrality agreements, which restrict the employer’s ability to communicate with employees about unionization and prevent the employer from criticizing the union during an organizing campaign. Similarly, unions seek to prohibit Employer Meetings on Unionization, also known as “captive audience meetings,” where employers discuss unionization with employees during paid work hours.
In fact, there are efforts in state legislatures to prohibit captive audience speeches.
The Liberty Justice Center is challenging an Illinois law that would prohibit companies from holding mandatory meetings where any “religious or political matters” are discussed —effectively revoking free speech rights across the state.
Independent contractors benefit from flexibility, entrepreneurial opportunities, and control over their work environment, allowing them to balance work with other commitments and potentially earn higher income. However, some unions advocate for reclassifying independent contractors as “employees” for union organizing purposes. This reclassification could undermine the flexibility and autonomy that many independent contractors value and expose them to the structured employment limits of collective bargaining agreements.
Defend the Rights of Independent Contractors
Protecting Workers from Harassment
Protecting workers from harassment, both at home and at work, during a union organizing campaign is essential to ensure they can freely exercise their rights without fear of retaliation or intimidation.
Unfortunately, the NLRB permits harassment through racist and sexist speech in the workplace if it occurs as part of union organizing or otherwise protected concerted activity. Personal privacy away from work is also a concern for many. During a union organizing campaign, the NLRB requires employers to provide workers’ personal contact information, such as home addresses, phone numbers, and email addresses to the union. This disclosure can lead to unwanted solicitation, coercion, and even harassment outside of work. The NLRB should never allow harassing speech in the workplace, and workers should have the option to opt out of sharing all their personal contact information.
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NLRB Neutrality
State Right to Work laws, authorized by the Taft-Hartley Act of 1947, provide employees covered by the National Labor Relations Act (NLRA) with the freedom to choose whether to join a union. These laws prohibit union security agreements, ensuring that union membership or financial support is not a condition of employment.
More than half of the states have enacted Right to Work laws, which aim to create more dynamic and inclusive labor markets by upholding individual rights and promoting economic growth.
Joint Employer
Both employers and employees benefit from clarity and consistency in the workplace. However, the legal definition of “joint employer” has frequently changed in recent years, creating an unpredictable business environment that can hinder job creation, growth, and innovation. Establishing clear criteria for determining joint employer status helps businesses, especially franchises, to confidently manage their responsibilities without the risk of unexpected liabilities.
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