12 Oct 2017

Teachers Union Boss Scheme to Circumvent Right to Work Protections Struck Down

Posted in News Releases

Union officials violated Michigan’s Right to Work law by extending requirement that teachers pay fees or be fired

Detroit, MI (October 12, 2017) – The Michigan Employment Relations Commission (MERC) has ruled that the Clarkston Education Association (CEA) and Michigan Education Association (MEA) violated Michigan’s Right to Work protections for public employees by illegally extending a forced dues clause in the monopoly bargaining agreement after the law took effect. The Commission also found that Clarkston Community Schools officials violated the law by agreeing to union officials’ demands for the illegal extension. Both the school district and the unions were fined making this the first case of its kind to monetarily penalize violators of the Right to Work law.

The ruling stems from State charges filed with MERC by Ron Conwell, a Michigan public school teacher, with free legal assistance from National Right to Work Legal Defense Foundation staff attorneys. In August 2015, Conwell resigned his union membership. Later in August, teacher union officials informed Conwell that he was still required to pay union fees or be fired.

Michigan’s Right to Work Law provides that contracts or agreements entered into after the law went into effect must respect workers’ right to refrain from the payment of any union dues or fees as a condition of employment. Union bosses illegally extended the forced dues clause after the law went into effect on March 28, 2013. Therefore, Conwell could not legally be required to pay union dues or fees.

MERC ordered that Clarkston Community Schools, CEA, and MEA cease and desist from interfering with employees who exercise their rights under Michigan’s Right to Work Law. The decision also orders the CEA and MEA to stop threatening employees with termination based on an unlawful monopoly bargaining agreement provision that they have challenged.

“In their desperate attempt to keep their forced dues money stream flowing, Michigan union bosses repeatedly have violated the protections for workers under Michigan’s Right to Work law,” said Mark Mix, President of the National Right to Work Foundation. “Foundation staff attorneys continue to assist dozens of independent minded workers in fighting back against Big Labor’s orchestrated campaign to undermine Right to Work in Michigan.”

3 Oct 2017

Southwest Flight Attendant Files Lawsuit for Union Retaliation for Criticizing Union Boss Political Stances

Posted in News Releases

EEOC Charges say union officials and Southwest violated flight attendant’s civil rights when they fired her for voicing her beliefs

Dallas, TX (October 3, 2017) – With free legal aid from National Right to Work Legal Defense Foundation staff attorneys, a fired Southwest Airlines flight attendant sued her ex-employer and union officials on September 14, 2017, after voicing her views on abortion, supporting a National Right to Work law, and opposing union officials’ leadership. Charlene Carter has filed a court complaint against Transport Union Workers of America (TWUA) Local 556 and Southwest Airlines as well as Equal Opportunity Employment Commission employment discrimination charges against Southwest Airlines and Local 556.

Charlene Carter is a Christian who believes her faith requires that she spread her pro-life message. As a Southwest employee, Carter joined Local 556 in September 1996. She resigned her membership in September 2013 after learning that her union dues were going towards causes that violate her conscience.

As is her right, Carter dropped union membership but was still forced to pay fees to Local 556 as a condition of her employment. State Right to Work laws do not protect her from forced union fees because airline and railway employees are covered by the federal Railway Labor Act (RLA). The RLA allows union officials to have a worker fired for refusing to pay union dues or fees.

Carter often directly messaged the president of Local 556 with criticisms of the union’s leadership and political stances. Carter never had any communication from Southwest, from the union, or the union president that such speech was contrary to the terms of her employment. That changed in 2017, when after several years of dissatisfaction with union officials, Carter criticized the union for supporting abortion and voiced support for National Right to Work legislation that would end the requirement that she pay forced union fees to a union that advocates against positions about which she feels strongly.

A labor dispute amongst Local 556 members began in 2012 and lasted more than five years concerning the legitimacy of the Local 556 Executive board. Two members of the board were removed after their opponents filed misconduct claims against them. Under union bylaws, two candidates from the losing party were nominated to fill the vacant positions. Audrey Stone of the losing party was elected president by the newly installed executive board.
Over the next two years, more than 90 employees opted out of union membership in response to what they saw as an improper power grab. The election was again contested via a Department of Labor complaint, but that complaint was eventually dismissed by Labor Department officials. Through 2016, over 7,000 signatures were collected for a recall of Stone but the union executive board dismissed this petition as well.
In January 2017, Carter found out that Stone and other Local 556 officials probably used union dues to attend the “Women’s March on Washington DC” which showed support for several political positions she opposed, including abortion and funding for the abortion provider, Planned Parenthood.

Carter posted in various Facebook groups for Southwest flight attendants and sent a personal message to President Stone, explaining why she was upset her money was going towards causes she did not support. These complaints garnered no response from either the union or Southwest. But then, Carter sent Stone another e-mail exclaiming her support for a National Right to Work bill.
Only six days after sending Stone that e-mail, Carter received notification from Southwest managers that they needed to have a mandatory meeting as soon as possible in regards to “Facebook posts they had seen.” During this meeting, Southwest presented Carter screen shots of her pro-life postings. Southwest bosses questioned why she sent these messages, despite Carter explaining her beliefs. Southwest authorities said that Stone claimed to be harassed by these messages.

A week after this meeting, Carter was fired from her job. Southwest said she violated its “Workplace Bullying and Hazing Policy” and its “Social Media Policy” by sharing her pro-life beliefs because her message was “highly offensive in nature.” Carter had never previously received any discipline in her 20 year career with Southwest.

As Carter’s legal filings document, this explanation lacks any credulity. Throughout the five year labor dispute over the TWUA Local 556 executive board, supporters of Stone routinely encouraged violence, used vulgarities, and even sent death threats towards their fellow Southwest employees and union members who opposed Stone. Yet none of them have been fired for their offensive language, apparently because they had the right politics and supported the union brass.

“This case shows the extent to which union officials will wield their power over employers to violate the rights’ of the workers they claim to represent,” said Mark Mix president of the National Right to Work Foundation. “Charlene Carter did nothing wrong. She merely voiced her opinion and opposition to her money being used for causes she opposes, expressing her protected religious beliefs. Southwest and TWUA union officials need to be held accountable for violating Charlene’s rights and the National Right to Work Foundation is pleased to help her stand up to this campaign of harassment.”

28 Sep 2017

U.S. Supreme Court Agrees to Hear First Amendment Challenge to Forced Union Fees for Government Workers

Posted in News Releases

Worker Advocate: Injustice to the Free Speech rights of public school teachers, public safety officials, and other government workers close to coming to an end

Washington, DC (September 28, 2017 ) – In response to the U.S. Supreme Court’s announcement today that it is granting a writ of certiorari in Janus v. AFSCME, National Right to Work Legal Defense Foundation President Mark Mix issued the following statement:

“With the Supreme Court agreeing to hear the Janus case, we are now one step closer to freeing over 5 million public sector teachers, police officers, firefighters, and other employees from the injustice of being forced to subsidize a union as a condition of working for their own government.

“As the Court noted in the National Right to Work Foundation’s landmark Knox v. SEIU victory, compelled speech under the guise of forced union dues is an ‘anomaly’ under the First Amendment. We are hopeful that by the end of this Supreme Court term, the High Court will finally end this anomaly and fully protect the First Amendment rights of public sector workers against an injustice that has existed for over half a century.”

National Right to Work Foundation staff attorneys, along with attorneys with the Illinois-based Liberty Justice Center, are providing free legal representation to plaintiff Mark Janus, a child support specialist at the Illinois Department of Healthcare and Family Service.

Jacob Huebert, director of litigation at the Liberty Justice Center, issued the following statement:

“We are pleased the Supreme Court has agreed to take up this case and revisit a 40-year-old precedent that has allowed governments to violate the First Amendment rights of millions of workers. People shouldn’t be forced to surrender their First Amendment right to decide for themselves what organizations they support just because they decide to work for the state, their local government or a public school.

“Right now, public sector employees in Illinois and many other states aren’t given a choice: They’re automatically forced to give their money to a union. Janus v. AFSCME presents an opportunity to restore fairness and First Amendment rights to millions of American workers by giving them the right to choose whether to support a union with their money.”

The case will likely be argued in early 2018 with a decision issued before the Court adjourns at the end of its term in June.

More information, including legal briefs in the case, can be found at www.nrtw.org/janus.

27 Sep 2017

Alaskan Bus Driver Asks NLRB to Reconsider ‘Successor Bar’ That Blocks Removal of Unwanted Union

Posted in News Releases

Obama NLRB’s “successor bar” rule blocks decertification vote, even though majority of workers want union removed

Washington, DC (September 27, 2017) – With free legal assistance from National Right to Work Legal Defense Foundation staff attorneys, an Alaskan worker has asked the National Labor Relations Board (NLRB) to review a case in which she and her co-workers were denied the right to vote to remove a union claiming to represent them, despite the fact that a majority of the employees in the bargaining unit signed a petition to remove the union as their representative.

Elizabeth Chase, an employee of Apple Bus Company near Anchorage, Alaska, wants to decertify Teamsters Local 559 union officials as her monopoly bargaining agent. Under the National Labor Relations Act (NLRA), if a decertification petition garners signatures from at least 30% of the employees in a bargaining unit, the NLRB is supposed to conduct a secret-ballot election to determine whether a majority of the employees wish to decertify the union. Chase’s petition was signed by the majority of workers in the bargaining unit, far more than necessary.

However, citing the so-called “successor bar” doctrine reinstituted by the Obama Labor Board in 2011, the NLRB Regional Director blocked Chase and her coworkers from voting to remove the union. Chase had previously worked for First Student, until the school district replaced it with Apple Bus, with whom she is currently employed.

Although there is no mention of a successor bar anywhere in the NLRA itself, and the Act ostensibly is designed to give employees a choice in their representative, pro-forced unionism Labor Board members from the Clinton and Obama administrations have used the successor bar doctrine to prevent workers from removing an unwanted union after changes in ownership of the employer.

Due to the successor bar and other election bars, such as the “contract bar” and “recognition bar,” workers are regularly blocked from being able to decertify an unwanted union for up to three years. Because the successor bar can be triggered at any time, workers could be blocked for indefinite periods, and perhaps as long as four years from holding a decertification vote. This, despite the fact that workers may have only supported unionization for dealing with the previous employer. Furthermore, because Chase and her co-workers work in Alaska, a state that does not provide Right to Work protections, the NLRB Regional Director’s decision allows Teamsters officials to seek a forced fees contract that would require the payment of dues as a condition of employment.

Chase’s petition points out that so-called “successor bars” are in conflict with precedents from the Sixth and Seventh Circuit U.S. Appeals Courts and the U.S. Supreme Court, all of which hold that a union’s presumption of majority support can be overcome by proof that a majority of employees do not support the union, as happened in this case.

“The successor bar doctrine has been used for too long to trap workers, like Elizabeth Chase, into paying forced dues to a union opposed by a majority of workers. The new Trump National Labor Relations Board should move quickly to end this arbitrary barrier to workers seeking a decertification vote,” said Mark Mix President of the National Right to Work Legal Defense Foundation. “For almost a decade, the Obama NLRB stacked the deck in favor of union bosses’ forced dues powers. The new NLRB majority should move quickly to roll back those one-sided rulings, starting by supporting the petition of Elizabeth Chase and a majority of her co-workers to hold a vote to decertify an unwanted Teamsters union.”

6 Sep 2017

Mark Mix on “The Injustice Of Forced Union Dues”

Posted in Blog

Over Labor Day weekend in Investor’s Business Daily, National Right to Work Foundation President Mark Mix made the moral and economic case for ensuring that no worker should be required to join or pay dues or “fees” to a labor organization as a condition of employment:

The case for Right to Work has always centered on the freedom it provides workers, but there is also overwhelming evidence that freeing workers from forced dues gives Right to Work states an economic leg up.

From 2005-2015, private-sector job growth was 15.4% in Right to Work states compared to just 10.4% in forced-unionism states, according to government statistics compiled by the National Institute for Labor Relations Research. The same research shows that once you adjust for the cost of living, workers in Right to Work states had on average $2,500 more to spend in disposable personal income than their forced-unionism counterparts.

Read the full column by clicking here, and stay tuned to our blog for more Labor Day media appearances.

3 Sep 2017

National Right to Work Labor Day Statement: 2017 Has Makings of Banner Year in Fight Against Forced Unionism

Posted in News Releases

Government employees challenging union boss forced dues powers at the Supreme Court, while states continue to pass Right to Work laws

Springfield, VA (September 4, 2017) – Mark Mix, president of the National Right to Work Legal Defense Foundation and the National Right to Work Committee, issued the following statement on the occasion of Labor Day 2017:

“This Labor Day, many Americans will enjoy a well-deserved three day weekend. After the festivities, vacations, and beach trips have ended, however many critical fights for employee freedom loom on the horizon.

“Even though polls consistently show that 8 in 10 Americans support Right to Work laws, which makes union membership and financial support strictly voluntary, every day millions of workers are forced to fund a labor union as a condition of employment. These workers are forced to face an ugly choice: pay dues to union officials they may not support or be fired.

“On this Labor Day, every American should pause to consider these victims of compulsory unionism which is embedded in many state and federal laws. Fortunately, help is on the way and they don’t stand alone.

“In over 250 cases over the past year National Right to Work Foundation staff attorneys have provided free legal representation to workers who have had their rights violated. These cases show the desperate need for additional protections against Big Labor’s forced dues powers.

“One individual standing up for his rights is Illinois state worker Mark Janus. In June, he asked the U.S. Supreme Court to hear his case challenging mandatory union payments as a violation of the First Amendment. The Supreme Court could agree to take the case this September with a ruling coming by the end of June 2018.

“If Janus’ Foundation-provided staff attorneys are successful, 2017 may be the last Labor Day that teachers, police officers, firefighters and millions of other government employees are forced by law to fund union activities as a condition of working for their own government.

“Meanwhile, Right to Work laws continue to expand with Missouri and Kentucky being added to the list of 28 states with laws to protect workers from being fired for not paying money to a labor union. Kentucky is already seeing unprecedented levels of job creation and investment specifically because of its new Right to Work status. Unfortunately for Missouri, union bosses there have launched a campaign to block the law, meaning workers may have to wait until November 2018 to be free of forced union dues.

“Despite these big victories for worker freedom, more work remains. In addition to pushing for state Right to Work laws the National Right to Work Committee is building support in Congress for a National Right to Work Act that would eliminate portions of federal law which authorize forced dues. And even where Right to Work protections exist, workers are frequently required by law to accept a union’s so-called ‘representation,’ even if they would rather negotiate with their employer on their own merits.

“Not satisfied with these unique coercive powers, union officials continue to spend billions of dollars – much of it from the paychecks of workers who would be fired for not paying – on politics and lobbying seeking to expand their powers even further. This reminds us that even as we make historic strides, there is much work is left to do.

“On Labor Day, we should celebrate the hard-working men and women that make America the great nation it is. Properly celebrating America’s workers must include respecting each worker’s individual right to decide for themselves if joining and financially supporting a labor union is right for them. Here at the National Right to Work Committee and National Right to Work Foundation we will not rest until that freedom is fully protected.”

A video version of this statement is available here: https://youtu.be/X_7ctAhhjvE

2 Sep 2017

Mark Mix in Washington Times: How union thugs get a free pass

Posted in Blog

Yesterday in the Washington Times, National Right to Work Foundation President Mark Mix discussed one of Big Labor’s special legal privileges, the exemption from federal prosecution for acts of violence:

The recent acquittal of four Boston Teamsters charged with attempting to extort the producers of the popular “Top Chef” television show is the latest illustration of a loophole in federal law that permits organized labor to engage in acts of extortion that would be illegal if anyone else tried it.

Since a 1973 Supreme Court decision exempted union extortion and racketeering actions from the Hobbs Act, so long as the object being extorted constituted a legitimate union objective, union thugs have been getting a free pass on violence and threats such as what occurred in June 2014.

Read the rest of the column here.

1 Sep 2017

President Trump Should Suspend the Davis-Bacon Rules to Aid Hurricane Harvey Rebuilding Efforts

Posted in News Releases

Washington, DC (September 1, 2017) – In light of the damage and devastation caused by Hurricane Harvey, National Right to Work Legal Defense Foundation and National Right to Work Committee president Mark Mix issued the following statement calling for President Trump to use the emergency suspension provision of the Davis-Bacon Act:

“Our thoughts and prayers are with the victims of Hurricane Harvey as well as the police, firefighters, first responders, and other volunteers sacrificing their well-being to help their fellow Americans. The relief efforts will require all hands on deck to help Texas and other affected areas recover.

“One step President Trump can take immediately is suspending the outdated 1931 Davis-Bacon Act. This law has the effect of limiting federally funded construction projects to politically-connected unionized firms at the expense of the 86 percent of American construction workers who choose not to affiliate with a union. After a hurricane, the federal government should not be restrained in its efforts to rebuild infrastructure based on whether or not a construction firm is unionized.

“Studies show that the Davis-Bacon Act raises construction project costs by up to 38 percent. So unless Davis-Bacon is suspended, the impact of federal aid dollars will be artificially reduced at the very time when the impact of federal aid must be maximized to quickly and efficiently help rebuild after the damage caused by Harvey.

“This call to action is not unprecedented; The law has been suspended for an emergency four times before, including by both President George W. Bush and his father President George H.W. Bush, to aid in recovery from devastation caused by hurricanes. President Trump should do the same to help Texas and other affected areas recover from what experts suggest may be the costliest natural disaster in U.S. History.”

22 Aug 2017

Chicago Utility Worker Appeals Labor Board Case Against Union Officials for Illegal Forced Dues for Politics

Posted in News Releases

Unfair labor practice charges allege union officials failed to follow Supreme Court precedent providing for disclosure to workers of how forced dues are spent

Chicago, IL (August 22 , 2017) – A Chicago worker, assisted by National Right to Work Legal Defense Foundation staff attorneys, has appealed the dismissal of federal unfair labor practice charges against the Utility Workers Union of America (UWUA) and UWUA Local 18007. Gerald Howard is employed by Peoples Gas in Chicago, Illinois. UWUA Local 18007 union officials have a monopoly bargaining contract in place with Peoples Gas that includes a requirement that workers can be fired for refusing to pay dues or fees to the union.

Under federal law, no worker can be forced to formally join a union. However, because Illinois is not a Right to Work state, workers can be forced to pay union dues or fees as a condition of employment. Under the National Right to Work Foundation-won Supreme Court case Communication Workers v. Beck, nonmember workers cannot be legally compelled to pay union dues used for union politics and member-only activities. Workers can also demand a breakdown of the dues and fees paid to see which fees are used for which purpose.

In a letter sent to UWUA Local 18007 on February 18, Howard formally resigned his membership in the UWUA and objected to paying full dues, as is his right under the Beck precedent, but UWUA Local 18007 union officials failed to acknowledge his resignation. A month later on March 15, Howard sent another letter, this time to officials at the UWUA International headquarters in Washington, DC.

In a letter dated April 3, Washington-based UWUA officials finally acknowledged Howard’s resignation and objection to paying full dues as of his February 18 letter. The UWUA official’s letter also claimed that Howard would be required to pay 90% of full union dues, but did not provide any explanation for how it arrived at that figure.

Although the UWUA later provided Howard a breakdown attempting to justify that non-chargeable activities like union political and lobbying activities only make up ten percent of full dues, further evidence suggests the figure is not accurate. In required disclosure reports filed with the U.S. Department of Labor under threat of perjury, UWUA officials do not categorize political spending but their report shows multiple examples of political spending that contradict the figures in the breakdown provided to Howard after he filed his unfair labor practice charges.

“UWUA union bosses are ignoring clear Supreme Court precedent, compelling payment for union political and lobbying activities and violating the rights of a worker they claim to ‘represent’ in their grab for more forced union dues,” said Mark Mix, president of the National Right to Work Foundation. “This type of disregard for the rights of rank-and-file workers highlights why Illinois desperately needs a Right to Work law making union affiliation and dues payments strictly voluntary.”

11 Aug 2017

Case to End Public Sector Forced Dues Heads to U.S. Supreme Court

WASHINGTON, D.C. – By this time next year every government worker in America could be free from forced union dues if a National Right to Work Legal Defense Foundation lawsuit for an Illinois state employee is successful.

Mark Janus, a state-employed child support specialist, seeks a ruling that forcing government employees to pay money to union officials to keep their jobs violates the First Amendment.

In June, staff attorneys from the National Right to Work Foundation and Liberty Justice Center filed a writ of certiorari petition with the United States Supreme Court, asking the Court to hear Janus v. AFSCME. If the Court agrees in September to take the case, a ruling would be likely by June 2018.

“Requiring public servants to subsidize union officials’ speech is incompatible with the First Amendment. This petition asks the Supreme Court to take up this case and revisit a nearly half-century-old mistake that led to an anomaly in First Amendment jurisprudence,” National Right to Work Foundation President Mark Mix commented.

The Janus v. AFSCME case stems from Obama Labor Board Majority an executive order issued by Illinois Governor Bruce Rauner on February 9, 2015. It prohibited state agencies from requiring nonmember state employees to pay union fees, and directed that such the resolution of litigation. On the same day, Rauner filed a federal lawsuit in the U.S. District Court for the Northern District of Illinois asking for a declaratory judgment that the forced fee provisions violate the First Amendment and that his executive order was valid.

In March 2015, staff attorneys from the Foundation and the Liberty Justice Center moved for Mark Janus to intervene in the case. Janus’ complaint requested not only a declaratory judgment but also an injunction and damages from the unions for the compelled fees. The court granted Janus’ motion to intervene which allowed the suit to continue to move forward even after the court ruled that Governor Rauner lacked the standing to pursue the lawsuit.

On July 2, 2015, the Illinois Attorney General asked the district court to stay the case pending the Supreme Court’s decision in a case with similar constitutional issues at stake, Friedrichs v. California Teachers Association.

The Supreme Court ultimately deadlocked 4-4 on Friedrichs, following Justice Scalia’s death, allowing the 1977 Abood v. Detroit Board of Education precedent to stand for the time being. In Abood, the Court held that, although union officials could not constitutionally spend objectors’ funds for some political and ideological activities, unions could require fees to subsidize collective bargaining and contract administration with government employers.

Soon after the deadlock in Friedrichs, a district court judge dismissed Janus, allowing the case to be appealed to the Seventh Circuit. The Seventh Circuit affirmed dismissal, citing Abood, thus allowing Janus to be petitioned to the Supreme Court.

Janus follows a series of Foundation-won Supreme Court decisions that demonstrate a willingness by the Supreme Court to reconsider Abood and apply strict scrutiny to the constitutionality of forced union fees.

In Knox v. SEIU, brought by Foundation staff attorneys for California employees, the Supreme Court began to question Abood’s underpinnings. The Court in 2012 held in Knox that union officials must obtain affirmative consent from workers before using workers’ forced union fees for special assessments or dues increases that include union politicking.

The opinion Justice Samuel Alito authored left the door open to challenge all forced union fees as a violation of the First Amendment. Alito wrote that previous Supreme Court rulings allowing forced fees “have substantially impinged upon the First Amendment rights of nonmembers.”

The Foundation also assisted a group of Illinois home care providers in challenging a state scheme authorizing Service Employees International Union officials to require the providers to pay union dues or fees. Foundation attorneys took the case, Harris v. Quinn, to the Supreme Court, which held in 2014 that the forced-dues requirement violated the First Amendment.

In the Court’s opinion in Harris, Justice Alito expanded his criticism of forced union fees writing, “Except perhaps in the rarest of circumstances, no person in this country may be compelled to subsidize speech by a third party that he or she does not wish to support.”

Janus v. AFSCME is on track for the Supreme Court to decide whether to hear it at its conference before the next term begins in the fall. If four justices agree, the Court could announce soon after its September 25 conference whether it will hear the case.

Foundation staff attorneys also filed another federal lawsuit seeking to end union bosses’ forced-dues powers to demand union fees as a condition of employment. The case, Keller v. Shorba, was filed for two Minnesota state employees. These employees, Carrie Keller and Elizabeth Zeien, are employed by the State of Minnesota Court System. When they started working for the State, neither was a union member, and they both negotiated their own terms and conditions of employment and salaries, free from union interference.

In 2015, union officials started proceedings to force state employees who were not in monopoly bargaining units into union ranks, where they could be required to pay union dues and fees. In March 2017, Minnesota state officials bowed to the Teamsters’ demands and added a number of employees, including Keller and Zeien, to a Teamsters-controlled bargaining unit without the employees’ permission or desire. Keller, Zeien, and the other employees were never given a vote on whether they should be part of the union bargaining unit, and they objected to the new scheme.

Before being forced under the union contract, Keller and Zeien had negotiated pay scales and benefits for themselves that equaled or exceeded what they are forced to accept under the union-mandated
contract. The lower compensation under the union contract and the imposition of mandatory union fees led Keller and Zeien to approach the Foundation for assistance in challenging the forced unionization scheme.

“These two workers were happily working and successfully representing themselves in dealing with their employer until Teamsters officials sought to bolster their forced-dues ranks even though it meant a step back in Keller and Zeien’s working conditions,” said Ray LaJeunesse, Vice President and Legal Director of the National Right to Work Foundation. “This case is a prime example of why it is wrong to force employees to pay money to a union for representation they don’t want, never asked for, and frequently would be better off without.”

Keller and Zeien’s case is one of six ongoing challenges, in addition to Janus, brought by Foundation staff attorneys across the country challenging the constitutionality of forced union fees.