Right to Work States: Oklahoma 

OKLAHOMA

Okla. Const. art. XXIII

Okla. Const. art. 23, § 1A provides: 

A. As used in this section, "labor organization" means any organization of any kind, or agency or employee representation committee or union, that exists for the purpose, in whole or in part, of dealing with employers concerning wages, rates of pay, hours of work, other conditions of employment, or other forms of compensation.

B. No person shall be required, as a condition of employment or continuation of employment, to:

1. Resign or refrain from voluntary membership in, voluntary affiliation with, or voluntary financial support of a labor organization; 

2. Become or remain a member of a labor organization;

3. Pay any dues, fees, assessments, or other charges of any kind or amount to a labor organization;

4. Pay to any charity or other third party, in lieu of such payments, any amount equivalent to or pro rata portion of dues, fees, assessments, or other charges regularly required of members of a labor organization; or

5. Be recommended, approved, referred, or cleared by or through a labor organization.

C. It shall be unlawful to deduct from the wages, earnings, or compensation of an employee any union dues, fees, assessments, or other charges to be held for, transferred to, or paid over to a labor organization unless the employee has first authorized such deduction.

D. The provisions of this section shall apply to all employment contracts entered into after the effective date of this section and shall apply to any renewal or extension of any existing contract.

E. Any person who directly or indirectly violates any provision of this section shall be guilty of a misdemeanor.

 



(Oklahoma's Right to Work law went into effect on September 28, 2001. Union-employer contracts entered into before that date requiring employees to pay union dues or fees as a condition of employment remain legally enforceable until the collective bargaining agreements expire or are renewed or extended.)

 

 

TITLE 11. CITIES AND TOWNS

CHAPTER 1. MUNICIPAL CODE
Collective Bargaining
Article LI. Fire and Police Arbitration

§ 51-101. Public policy of fire and police arbitration law

A. The protection of the public health, safety and welfare demands that the permanent
members of any paid fire department or police department in any municipality
not be accorded the right to strike or engage in any work stoppage or slowdown.
This necessary prohibition does not, however, require the denial to such
employees of other well-recognized rights of labor such as the right to
organize, to be represented by a collective bargaining representative of their
choice and the right to bargain collectively concerning wages, hours and other
terms and conditions of employment; and such employees shall also have the
right to refrain from any and all such activities.

. . . .

C. It is declared to be the public policy of the State of Oklahoma that no
person shall be discharged from or denied employment as a member of any paid
fire department or police department in any municipality of this state by
reason of membership or nonmembership in, or the payment or nonpayment of any
dues, fees or other charges to, an organization of such members for collective
bargaining purposes as herein contemplated. . . . (Enacted 1977.)

§ 51-102. Definitions

. . . .

6. "Unfair labor practices" for the purpose of
this article shall be deemed to include but not be limited to the following
acts and conduct:

a. Action by corporate authorities:

(1) interfering with, restraining, intimidating or coercing
employees in the exercise of the rights guaranteed them by this article;

. . . .

b. Action by bargaining agent:

(1) interfering with, restraining, intimidating or coercing
employees in the exercise of the rights guaranteed them by this article. . . .
(Enacted 1977.)

Article Li-A. Oklahoma
Municipal Employee Collective Bargaining Act

§ 51-208. Prohibited practices

A. It shall be a prohibited practice for any municipal employer or exclusive
bargaining representative to refuse to negotiate in good faith with respect to
the scope of negotiations as defined in Section 8 of this act. [FN1]

B. It shall be a prohibited practice for a municipal employer, its designated
representatives, or its supervisors to:

1. Interfere with, restrain or coerce municipal employees in the exercise of
rights granted by this act; [FN2]

2. Dominate or interfere in the administration of any employee organization;

3. Encourage or discourage membership in any employee organization, committee,
or association or take a position for or encourage or discourage exclusive
representation of employees

 


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