Analysis of Right to Work Laws

5669 words 23 pages
Introduction
Among this country’s greatest strengths has been its economic structure and diversity. As citizens and business professionals, we owe a lot of this to the Constitutional system of government. With a balance of power between the states and the Federal government, this country is ripe for economic development. Wall Street is one of our country’s icons, and affluent business tycoons such as Donald Trump, J. Willard Marriott, Sam Walton, and Warren Buffett receive celebrity status. This economic strength has carried us through war and peace. In fact, images of Rosie the Riveter represent how we secured the home front during World War (National Park Service). More recently, it was economic strategy (and this country’s
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Although seemingly unrelated topics, they share a common thread, in that they each offer differing answers to the question of how much control a union should possess. Furthermore, they also respond to the question of who gets to decide that level of control. For purposes of this report, we are going to put the possible laws together and discuss their diverging goals and implications
What Type of Shop?
There have historically been three types of “shops,” or workplaces, each measured according to an employee’s degree of choice in whether to join the recognized union: 1. Closed Shop
In a Closed Shop, the company is required to only hire union members. Union membership would be a pre-condition of employment, just the same as any other pertinent professional certification or skill. We will not discuss this classification, except to acknowledge its historic existence, because it was made illegal by the Taft-Hartley Act of 1947. (Cornell University Law School, 2010) 2. Agency Shop
Also known as a Union Shop, this is where employees select a union as their representative for bargaining with the employer. The company is not restricted to hiring union workers, but in most cases, new employees are ultimately required to become members of the union. (Nolo). This classification does not violate the Taft-Hartley Act’s restriction against requiring employees to join a union because of union security agreements. These agreements are written into union

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