![]() ![]() This means they have a mutual obligation to participate actively in the deliberations and indicate a desire to find a basis for agreement. In a collective bargaining process, both parties are legally bound to bargain in good faith. However, according to the AFL-CIO, the average worker in a right-to-work state makes $5,333 less per year than other workers 2. According to a study by CNBC, all twenty-two right-to-work states are in the top twenty-five states for having the best workforces 1. This, however, was made illegal under the Taft-Hartley Act. In this arrangement, a person must be a union member to be hired. A closed shop used to be a mechanism for a steady flow of membership. Agency shop union fees are known as agency fees and may be illegal in right-to-work states. An agency shop is similar to a union shop in that workers do not have to join the union but still must pay union dues. To get around these laws, agency shops were created. These laws prohibit a requirement to join a union or pay dues and fees to a union. Twenty-two states have passed right-to-work laws, as you can see in Figure 12.6 “Map of Right-to-Work States”. In right-to-work states a union shop may be illegal. A union shop requires a person to join the union within a certain time period of joining the organization. To recruit new members, the union may require something called a union shop. This ensures that a steady stream of dues is paid to the union. This provision occurs when the employer, on behalf of the union, automatically deducts dues from union members’ paychecks. In the contract, a checkoff provision may be negotiated. Obviously, it is in the union’s best interest to collect dues from members and recruit as many new members as possible. ![]() As an HR professional sits at the bargaining table, it is important to be strategic in the process and tie the strategic plan with the concessions the organization is willing to make and the concessions the organization will not make.Īnother important point in the collective bargaining process is the aspect of union security. Management rights also include the ability of the organization to direct the work of the employees and to establish operational policies. However, in the negotiated agreement there may be a process outlined by the union for how these processes should work. In any bargaining agreement, certain management rights are not negotiable, including the right to manage and operate the business, hire, promote, or discharge employees. ![]()
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