HRM522 the State Right to Work  Laws Discussion Paper

HRM522 the State Right to Work  Laws Discussion Paper

Instructions/Descriptions

HRM522 the State Right to Work  Laws Discussion Paper

1. Are you for or against state right-to-work laws?

I do not agree that it is a fair practice to require new workers to join a union as a condition for employment. Union membership incurs an additional cost on the worker to support the cost of maintaining the union and funding union initiative. I feel that states should empower their population to decide for themselves whether to join a union when starting a new job.

How can a right-to-work law impact an organization?

Right-to-Work laws can have both positive and negative impacts on an organization. Employees who are given the choice to work for an organization without contributing portions of their pay and earnings to union dues may build a stronger connection with their organization.

Choice and the ability to choose help the worker commit to their decision without the negative feelings of being forced to contribute if they do not agree with a Union’s mission. Workers who join a union and pay dues will have a stronger connection with the union because it was a decision made by the individual.

Right-to-Work laws may have a negative impact on the organization because of the weakening of unions. According to Zoorob,  worker fatalities have declined in states with higher levels of unionization, and studies show that RTW legislation may lead to greater workplace mortality by decreasing the percentage of unionized workers (Zoorob, 2018). Improving the safety and quality of life for workers is beneficial to all parties.

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Does operating in a right-to-work state add value for an organization? Why or why not?

Organizations with a strong union backing the workers have lower mortality rates which positively affects the success of an organization and the quality of life for employees. States that do not support Right-to-Work will have stronger unions in shops that elect to unionize.

Does it add value for the employee? Why or why not?

Unionization within an organization can provide workers with significant leverage. Unions can interface with organizational leadership and broker deals for improved working conditions, better pay, and improved benefits for workers and their families.

The core principle of unionization is to protect the employee from unfair employment practices and is good for union members. Forced unionization for continued employment hurts individuals whose ideology or personal desires don’t line up with union philosophy, and subjecting individuals to union dues against their will is unfair.

Does it add value for the state? Why or why not?

Right-to-work states empower the citizen the ability to choose how they will live and work within society. According to Oas, proponents of right-to-work also claim that union shop and agency shop laws are oppressive, and point out that while the principle of majority rule is used in the U.S. Government, it is not required for internal affairs of private business (Oas, 2016).

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Unions in states without right-to-work laws have power and leverage to push organizations into unionization. The outcome may lead to improved conditions for the employees at the cost of their right to choose how they are employed.

Reference:

Oas, D., McCord, M., & Popejoy, S. L. (2016). Right-to-work: A legal rights perspective. Labor Law Journal, 67(3), 437-444. Retrieved from https://search-proquest-com.ezproxy.trident.edu/docview/1820275286?accountid=28844

Zoorob, M. (2018). Does ‘right to work’ imperil the right to health? the effect of labor unions on workplace fatalities. Occupational and Environmental Medicine, 75(10), 736. Retrieved from http://dx.doi.org.ezproxy.trident.edu:2048/10.1136/oemed-2017-104747

HRM522 the State Right to Work  Laws Discussion Paper

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