Freedom in the Workplace: An Examination of a National Right to Work Law : Hearing Before the Subcommittee on Workforce, Empowerment & Government Programs of the Committee on Small Business, House of Representatives, One Hundred Ninth Congress, First Session, Washington, DC, September 8, 2005
United States. Congress. House. Committee on Small Business. Subcommittee on Workforce, Empowerment, and Government Programs
U.S. Government Printing Office, 2005 - Electronic books - 96 pages
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activities adjusted household income agree agreements American average bargaining Beck believe benefits better bill Chairman Chairwoman MUSGRAVE choice choose collective bargaining Colt Committee Company compulsory unionism condition Congress contract cost of living Court create decide economic employees employment evidence exclusive exclusive representation expenses experience fact families federal labor federal law fees fired forced forced to pay forced-unionism free rider freedom freedom of association give given going higher individual individual workers interests issue join labor law Labor Relations Act legislation LIPINSKI majority National Labor Relations National Right negotiate NLRA Oklahoma opportunity organization pay union dues Penloyd percent principle protection question reason received represent representation resentation Small Business SMSAs so-called SPEEA Subcommittee Table testimony Thank union membership union officials unit voluntary wages weighted workers workplace
Page 33 - Employees shall have the right to self-organization, to form, join, or assist labor organizations, to bargain collectively through representatives of their own choosing, and to engage in other concerted activities for the purpose of collective bargaining or other mutual aid or protection, and shall also have the right to refrain from any or all of such activities...
Page 66 - Suits for violation of contracts between an employer and a labor organization representing employees in an industry affecting commerce as defined in this Act, or between any such labor organizations, may be brought in any district court of the United States having jurisdiction of the parties, without respect to the amount in controversy or without regard to the citizenship of the parties.
Page 6 - ... or assist labor organizations, to bargain collectively through representatives of their own choosing, and to engage in other concerted activities for the purpose of collective bargaining or other mutual aid or protection, and shall also have the right to refrain from any or all of such activities except to the extent that such right may be affected by an agreement requiring membership in a labor organization as a condition of employment as authorized in section 8 (a) (3).
Page 36 - ... privilege of individualism is protected by law. Such a nucleus of unorganized labor will check oppression by the union as the union checks oppression by the employer.
Page 66 - USC § 185), which provides that suits for violation of contracts between an employer and a labor organization representing employees...
Page 36 - The union attains success when it reaches the ideal condition, and the ideal condition for a union is to be strong and stable, and yet to have in the trade outside its own ranks an appreciable number of men who are nonunionists.
Page 35 - It cannot be stressed enough that the coercion which unions have been permitted to exercise contrary to all principles of freedom under the law is primarily the coercion of fellow workers. Whatever true coercive power unions may be able to wield over employers is a consequence of this primary power of coercing other workers; the coercion of employers would lose most of its objectionable character if unions were deprived of this power to exact unwilling support.
Page 36 - ... people who come in through the method of education and voluntarism. So you have an opportunity to bring into your organization people •who come in because they want to come in and who will participate, therefore, in the full activity of your organization.
Page 40 - I beljjgVjgpthat responsible union leaders should welcome the National Right to Work Act. Union leaders who truly seek to represent the interests of employees would surely agree with the late Senator Sam Ervin, who once wrote that, "right-to-work laws remove the motive of the union to subordinate the interests of the employees to its wish, and thus leave it free to conduct negotiations for the sole purpose of obtaining a contract advantageous to the employees." In fact, some union leaders do now...