Worker choice matters

Congratulations and Happy Labor Day: If you are reading this, chances are you are one of the millions of Americans living in one of 28 “right to work” states. You might not know it from “right to work” opponents’ rhetorical posturing, but “right to work” laws are simple and straightforward.

A “right to work” law ensures that no employee can be forced to join or pay dues or fees to a union as a condition of employment. This leaves the decision of union membership and financial support where it belongs: with each individual working person.

“Right to work” should be embraced simply on the basis of protecting each worker’s freedom of association, but the advantages do not stop there. Enshrining workplace freedom also brings significant economic benefits to the 28 states that have passed “right to work” laws.

“Right to work” states have enjoyed higher private-sector job growth one and a half times more than in forced unionism states, according to data compiled by the National Institute for Labor Relations Research (NILRR).

NILRR data also shows larger wage increases over the past decade than their forced unionism counterparts. Not only that, but after adjusting for states’ differing costs of living, residents in “right to work” states enjoy more than $2,500 disposable income than their non”right to work” neighbors.

The connection between “right to work” laws and better economic performance is not a surprise. Business experts consistently rank the presence of “right to work” laws as one of the most important factors companies consider when deciding where to expand or relocate their facilities where they will create new jobs.

For example, Kentucky passed its “right to work” law in January. Since then, the commonwealth has posted a bevy of economic development. In the commonwealth’s first fiscal quarter alone, Kentucky surpassed the previous year’s record of $5.1 billion economic investment with $5.8 billion invested already. This unprecedented growth is stimulated directly by the passage of a “right to work” law, which companies have cited when announcing their investment decisions.

“Right to work” laws also encourage more flexible and responsive union officials in the workplace. Where workers cannot be forced to join or pay dues, union brass has to work harder to retain employee support. This encourages union officials to put workers’ interests first, rather than promoting their own power or pushing an agenda that is out of step with the rank-and-file.

“Right to work” laws make economic sense, but protecting employee freedom always has been their most important feature. No worker should be forced to join or pay money to an organization he or she has no interest in supporting. “Right to work” laws do nothing to impede employees from voluntarily joining or paying dues to a union; they simply ensure that no worker can be forced to hand over a portion of his or her hardearned paycheck.

If you are still unsure where you stand on the “right to work” issue, ask yourself a simple question: Why should union officials not play by the same rules as every other private organization? A labor union that genuinely enjoys employee endorsement will continue to thrive with members’ voluntary support. A union that has alienated the rank-and-file or outlived its usefulness will need to adapt.

Churches, civic associations and thousands of other private organizations across the country thrive on voluntary association.

Workplace choice, employee freedom and better economic performance are part and parcel of the “right to work” package.