Wednesday, March 02, 2011

Right-to-work -- a semantic flim-flam

The latest assault on working people in this country has been a revival of advocacy for so-called “right-to-work” legislation. In most other countries, right-to-work usually suggests something positive as in a guarantee for safe and meaningful employment with fair compensation for that employment. In the United States it means something different – a semantic flim-flam.

Since the enactment of the Taft-Hartley Act in 1947 right-to-work laws are used to weaken labor unions that represent workers. In right-to-work states the government has intervened in the private contract process between employers and employee representatives prohibiting the collection or dues or fees from employees benefiting from the contract unless they volunteer to pay. Anti-labor ideologues present this as protecting the rights of individual employees when in reality all it really does is weaken the organization that represents that employee’s interests before the employer. This is what economists refer to as the “free rider problem”. (The textbook example is if people were given the choice of paying a fare or not when using public transportation the transportation system would soon be overwhelmed and not have enough money to operate.)

Of course, those same proponents of right-to-work would never consider an equivalent right-to-use policy or law for voluntary payment for an individual’s or business’s work product or invention. Dean Baker explains:
"Right to work" is a great name from the standpoint of proponents, just like the term "death tax" is effective for opponents of the estate tax, but it has nothing to do with the issue at hand. It is widely believed that in the absence of right-to-work laws workers can be forced to join a union. This is not true. Workers at any workplace always have the option as to whether or not to join a union.

Right-to-work laws prohibit contracts that require that all the workers who benefit from union representation to pay for union representation. In states without right-to-work laws, unions often sign contracts that require that all the workers in a bargaining unit pay a representation fee to the union that represents the bargaining unit.

The logic is straightforward. When a union is recognized as representing a bargaining unit, it legally must represent every worker in that unit, whether or not a worker opts to join the union.

This means not only that nonmembers get the same wages and benefits that the union negotiates with the employer, but the union is also obligated to represent any nonmember individually if that worker gets in a dispute with the employer over an issue covered in the contract. For example, if a nonunion member is threatened with a discipline action or firing, the union must defend this worker's rights just the same as if they were in the union.

Right-to-work laws prohibit workers from being required to pay for this union representation. What right-to-work laws actually guarantee is the ability for a worker to benefit from union representation without having to pay for union representation.

Copyrights provide a good analogy to this situation. As we know, it costs money to produce recorded music or movies. All the people who take part in the productions, musicians, actors, technical assistants, and others need to be paid.

Copyright is a mechanism that allows these people to be paid for their work. (It is not the only mechanism for financing creative work, but it is currently the main mechanism for generating revenue for those involved in producing creative work.) Under copyright law, the holder of the copyright is given a monopoly over the distribution of the copyrighted material. The copyright holder can sue for damages anyone who distributes or uses copyrighted material without their permission.

If we applied the logic of right-to-work laws to copyright, then copyright holders would be prohibited from taking steps to enforce their copyright. If people chose, they could pay the copyright protected price for music or movies, but they would also have the option to freely download copyright protected material without paying the copyright holder. And there would be nothing the copyright holder could do.

This would be the parallel of "right to work" in the copyright world. As it stands, copyright holders are having a difficult time enforcing their copyrights and getting paid for their work (which might suggest a more modern mechanism for financing creative work would be desirable), but imagine that copyright holders had no legal recourse.

It is unlikely that many people would choose to pay for the music they listened to or the movies that they watched if there was nothing stopping them from enjoying this material without paying. This is the situation in which right-to-work laws put unions.

The outcome is obvious; unions will have a much more difficult time staying in place, as many workers will take advantage of the opportunity to get all the benefits of union representation without paying for them. The unions that do survive will be much weaker if the government forces the union to represent people who don't have to pay for its services.

This is why the states with right-to-work laws have much lower rates of union representation than states without such laws. If the government rigs the deck against unions, then it will be very hard for them to survive, just as it would be hard to sell copyrighted material in a world where copyrights were altogether unenforceable.
What’s good for the goose is good for the gander – or so one would think. Of course, the right to work (or use) really isn’t what this is all about – it’s about crushing unions.


Joel Monka said...

Copyrights are not a valid comparison. In the case of the copyright, the product was created by the copyholder, and would not exist without him or her. For the analogy to be valid, the unions would have to have created the jobs in question, which they did not do.

James Young said...

"In right-to-work states the government has intervened in the private contract process between employers and employee representatives prohibiting the collection or dues or fees from employees benefiting from the contract unless they volunteer to pay."

Actually, the government "intervention in the private contract process" occurred when the government mandated monopoly representation upon majority vote. So your argument is flawed by hypothesis. Of course, the other possible solution to the so-called "free-rider problem" --- a "problem" lobbied for and jealously guarded by unions and their apologists --- is repeal of monopoly representation. A union has no concern for or claim on nonmembers if it's not forced to represent them.

"all it really does is weaken the organization that represents that employee’s interests before the employer."

Well thank you, vanguard of the proletariat! Except that it's your OPINION that the organization actually REPRESENTS the employee's interests before the employer. I've represented literally thousands of people who are NOT sheeple, and conclude that the only thing they get from their monopoly bargaining representative is MISrepresentation.

Gerry said...

Employing staff can be a challenge and if you get a staff member that ends up creating issues for your business you want to know where you stand when it comes to terminating them. A contract will ensure both parties know the rules. It is important that you make sure your employees read the contract thoroughly before they start work with you so they know all the rules and what is expected of them.