Right-to-Work Laws

Pros and Cons of Right-to-Work Laws

The Right-to-Work law was enacted to attempt to restore the balance of power between labor and management. Right-to-work guarantees the employers can hire workers, whether or not they are in the union. We have provided a list of the advantages and disadvantages of right to work laws. Florida is a Right-to-work state and as an employer, you should know how the law can positively and negatively affect you. An attorney who specializes in employment law can answer any further questions you have about right-to-work laws.

Right-to-Work Act Advantages

Freedom of Choice

An advantage of the Right-to-work law is its ability to let the employee decide whether they were going to join a union or represent themselves. This ability to choose aligns with our constitutional rights and it is imperative for most, if not all, employees.

Higher Employment Rates

According to the U.S. Bureau of Labor Statistics, more jobs have been created in Right-to-Work states as opposed to the other 49 states without Right-to-Work laws. Where employees enjoy the privilege of exclusive representation, unions have the responsibility of representing all workers during contract negotiations.

Right-to-Work Act Disadvantages

Higher Employment Related Fatalities

Right-to-work states have higher employment related fatalities than pro-union states. In pro-union states, where employee regulations and safety procedures are decidedly more strict, fewer fatalities happen in the workplace.

More Discrimination Claims

In states with Right-to-work laws, unions have firmly established laws to protect their employees on discrimination. In right-to-work states, where employees represent themselves, claims are higher. If you have any questions regarding a discrimination claim, speak to a discrimination defense attorney in Tampa.

To learn more about employment discrimination defense in Tampa, please call us today at 813.579.3278 or submit our contact request form for more information.

Disclaimer: The information contained in this article is for general educational information only. This information does not constitute legal advice, is not intended to constitute legal advice, nor should it be relied upon as legal advice for your specific factual pattern or situation.

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