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Impacts of the Right to Work Laws on Unions
The right to work law does not force unionized members to pay union fees or any other
membership fee required of them by their respective unions. Notably, the right to work legislation
starves unions of financial resources. Usually, the funds collected from the union members are
used to negotiate new contracts and maintain the labor union. The labor unions can spend the funds
to create and increase awareness on proposed bills, pending laws or establish a strike fund. The
right-to-work laws have made it hard for unions to remain proactive in enforcing workers’ rights,
including overtime, paid sick leave, and minimum wage. The American labor law, per se, provides
that the contract clause should cover the non-union workers that the union members negotiated.
The labor law also requires that non-unionized members should be represented by labor unions in
the event of a managerial dispute. Moreover, the right to work legislation mandates that all labor
unions’ contracts should cover all workers, including those in non-unionized work environments.
Again, the right-to-work laws hurt unions by reducing their power and influence.
The right-to-work laws are a designed policy that gives the workers the liberty to decide
whether or not to join unions in their work environments. To a great extent, the right to work law
does not force unionized members to pay union fees or any other membership fee required of them
by their respective …
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