Right-To-Work would protect the rights of selfRight-To-Work would protect the rights of self

Right-To-Work
laws can’t be obligated to pay dues or union fees, even if they are covered
under a contract. The idea is that people should be forced to join to keep
their professions, nor order to join the union if other workers want to
organize, even if a union is operating in a given workplace. The state of
Tennessee is a right-to-work and states “It is unlawful for any person, firm, corporation or association of any
kind to deny or attempt to deny employment to any person by reason of the
person’s membership in, affiliation with, resignation from, or refusal to join
or affiliate with any labor union or employee organization of any kind.” (http://statelaws.findlaw.com/tennessee-law/tennessee-right-to-work-laws.html)

            In July 1935, President Franklin Roosevelt signed into
law the National Labor Relations Act (NLRA) due to union activity in the United
States continue to escalate. He believed for the purpose of collective
bargaining, this act would protect the rights of self –organization of
employees in the business.  It imposed a
liability on workers to pay those negotiating unions under union security
contracts and forced a duty on employers to participate in collective
bargaining with unions. Some members of Congress wanted to make changes to the
pro-union assembly of the NLRA in the year of 1947. Shortly after the
Taft-Hartley Act was passed after the veto of President Harry Truman, which
stated subjecting labor unions to claims of unfair practices and only allowing
union shops in the lack of presence of state law to the divergent. This was act
was a part of NLRA but it was revised. In the Taft-Hartley Act, section 164 is
the foundation for right-to-work laws by permitting states to allow required
union membership or union security agreements. With the opening of the
Taft-Hartley Act, a little under a year, 12 stated passed the right-to-work
laws and many states followed throughout the 1950s; by the year 2013, 24 states
had legislated the right-to-work law. This law allows employees the right to
choose whether to abstain from union activity and eliminating union activity
from being an obligated condition of employment, not to prohibit employees from
becoming member of labor unions.

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            The Tennessee right-to-work law and like many other
states must offer the same compensation and even offer union representation to
non-union employees. Tennessee Code Annotated §50-1-201 et
seq. states that it is unlawful for any employer or organization of any kind
and an organization or employer of any kind violating any of
the provisions of this part commits a Class A misdemeanor. To deny or attempt to deny employment to any
person by reason of the person’s membership in, affiliation with, resignation
from or refusal to join or affiliate with any labor union or employee
organization of any kind. To enter into any contract, combination or agreement,
written or oral, providing for exclusion from employment of any person because
of membership in, affiliation with, resignation from or refusal to join or affiliate
with any labor union or employee organization of any kind. To exclude from
employment an person by reason of the person’s payment of or failure to pay dues,
fees, assessments or other charges to any labor union or employee organization
of any kind. Operating in this state to execute an agreement with a union or
employee organization of any kind that includes a maintenance of membership
clause prohibiting employees for withdrawing from a labor union or employee
organization prior to the agreement’ s  expiration.
This section shall not apply to a city, town, municipality or county including
a county having a metropolitan form of government.

            The right-to-work in Tennessee has in labor productivity
in the construction profession by increasing union’s responsibility to their
participants. They enjoy the distinct privilege of exclusive demonstration,
plus unions have the responsibility of representing all workers during contract
negotiations. More jobs have been created by utilizing the Right-to-Work, and
it is challenging the decision on how to implement and act on this law to
nonparticipating states.