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Right to Work & Union Security

Right to Work laws secure the right of team members to decide for themselves whether or not they want to join or financially support a union. Only certain states are right-to-work states, whereas others are still forced unionism states where Union Security clauses are lawful.

Arizona, Nebraska, Nevada and Wyoming are right to work states, and team members in those states have the right to decide whether or not they want to join and financially support a union if a union gets into their workplace. So, if a union gets into your facility or your department, even if you never signed and never voted for the union, you are still represented by the union and are therefore bound to any contract the union negotiates. However, in right to work states, team members cannot be legally required to join or financially support the union by paying union dues.

California is not a right to work state. In these states, it is legal for a union to demand that a company adopt a Union Security clause requiring all team members in the bargaining unit to either pay dues or fees to the union as a condition of employment. If team members in a bargaining unit with a Union Security clause object to union representation, they legally could be fired from their jobs if they refuse to financially support the union.

Colorado is a modified "Right to Work" state where team members at most workplaces cannot be required to join a union or pay dues, but the workers can override the "right to work" provisions and make their workplace an "all-union" shop.

Hover your cursor over a blue-colored state for more information.
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