Despite Arizona Dispensary Employees’ Landslide Vote to Remove UFCW, Union Bosses Seek to Overturn Election Result
Union officials ask Labor Board to disenfranchise workers who voted 14-1 to end union affiliation
Phoenix, AZ (May 14, 2026) – Employees of Curaleaf Camelback Dispensary overwhelmingly voted United Food and Commercial Workers (UFCW) Local 99 union bosses out of power at their workplace. Dispensary employee Jennifer Mooney, who filed a petition for her coworkers with the National Labor Relations Board (NLRB) last month, led the workers’ effort. The petition sought a “decertification” election to terminate the status of UFCW Local 99 as the workers’ exclusive “representative.”
The NLRB is the federal agency responsible for enforcing the National Labor Relations Act, a task that includes administering elections to install (or “certify”) and remove (or “decertify”) unions. The petition was filed with free legal aid from National Right to Work Foundation staff attorneys.
Mooney’s petition, filed April 3, 2026, requested an NLRB-administered secret-ballot election for the 25-member work unit, including all full- and part-time Store Associates employed at the Curaleaf Camelback Dispensary’s Phoenix location.
The workers’ election took place on May 1, when dispensary employees voted 14-1 to remove UFCW Local 99 as the employees’ representative. However, UFCW union bosses filed a last-minute request with the NLRB seeking to overturn the workers’ decisive vote against the union.
“My colleagues and I didn’t appreciate how UFCW officials ignored our interests and tried to force a contract that we didn’t like,” stated Mooney. “We are thankful to have the Foundation’s assistance in exercising our legal rights.”
Arizona is one of the 26 states with Right to Work protections, which safeguard workers by making union membership and dues payment strictly voluntary. However, even in Right to Work states, union bosses can impose exclusive bargaining control upon all workers in a workplace, meaning they can dictate working conditions even for employees who oppose the union. A worker decertification victory would remove the union’s monopoly bargaining powers over those workers.
Foundation attorneys have recently assisted with a string of worker efforts in the cannabis industry to push out unwanted unions, including in Massachusetts, Missouri, and Ohio. Late last year, Foundation attorneys also submitted an amicus brief to the Ninth Circuit Court of Appeals in the case Ctrl Alt Destroy v. Elliott, Case No. 25-2419, which may determine whether state laws that impose so-called “labor peace agreements” on the cannabis industry break federal law. The Foundation’s brief argues that California’s labor peace agreement scheme violates federal labor law by forcing cannabis industry employers to bargain with union officials – even when a majority of workers haven’t expressed that they want a union – in order to lawfully operate within the state.
“Once again, rather than respect the decision of workers who overwhelmingly want to be free of the UFCW at their workplace, union lawyers are attempting to overturn the vote of workers opposed to union affiliation,” commented National Right to Work Foundation President Mark Mix. “Unfortunately, many American workers who undertake to exercise their legal rights are often trapped by union officials who abuse the NLRB’s non-statutory, pro-Big Labor policies that keep workers in the unions’ rank-and-file for months or even years.
“Cannabis industry workers in particular are being targeted by Big Labor, which is using legislative efforts to impose union control in the cannabis industry, with little regard for workers’ right to have a free and fair election on union exclusive representation,” Mix added. “Foundation attorneys will always fight to ensure that workers can exercise their right to choose, free of impediments at both the state and federal levels.”
Full Foundation Action November/December Newsletter Now Online
All articles from the November/December 2025 issue of Foundation Action are now online.
In this issue:
- Foundation Brief Defends Trump Order Slashing Federal Government Union Boss Power
- Starbucks Barista Asks NLRB to End Biden-Era Ruling Blocking Votes to Remove Union
- Labor Day 2025: National Right to Work in the News
- Dispensary employees free from a union are the future for Missouri
- Workers Nationwide Push for Expanded Protections Against Forced-Dues-for-Politics
Recent articles can be found here. To sign up for a free copy of the newsletter via mail please see the form at the bottom of the page.
Overwhelming Majority of Wyoming Wells Fargo Bank Branch Employees Back Petition for Vote to Remove CWA Union Bosses
Wells Fargo employees across the country moving to terminate union affiliation
Casper, WY (March 25, 2026) – Employees at Wells Fargo’s Casper branch have filed a petition with the National Labor Relations Board (NLRB) seeking a “decertification” election to remove the Communications Workers of America (CWA) union bosses from their workplace. The workers’ efforts are spearheaded by Megan Wright, who filed the petition with free legal aid from the National Right to Work Foundation.
The NLRB is the federal agency responsible for enforcing federal labor law, a task that includes administering elections to install (or “certify”) and remove (or “decertify”) unions. Wright’s petition was signed by the vast majority of her Wells Fargo coworkers, easily surpassing the required threshold of signatures needed for the NLRB to schedule a decertification vote.
The workers’ petition requests the NLRB schedule a secret ballot election among all full-time and regular part-time tellers, personal bankers, relationship bankers, and branch operations coordinators employed by Wells Fargo at a Casper, WY branch. The workers will vote on whether to remove the so-called “Wells Fargo Workers United” union (an affiliate of the CWA union).
“CWA union officials have not made our workplace better and we are confident we would be better off without them,” stated Wright. “At this point we simply want an election so we can vote to take back our branch.”
Wyoming is one of the 26 states with Right to Work protections that safeguard workers from being forced to pay union dues or fees under threat of termination. However, even under Right to Work, union bosses can impose monopoly bargaining control over all employees in a workplace, including those who are opposed to the union’s representation. A successful decertification would end union officials’ monopoly bargaining powers.
The Casper, WY workers’ decertification effort comes almost a week after the Foundation assisted Wells Fargo employees in Spring Hill, FL, file a petition to remove CWA from their branch. The NLRB has scheduled the Spring Hill election for March 30. In yet another decertification effort, last week Wells Fargo employees in Apex, NC, overwhelmingly voted to remove the CWA union from their branch.
“Despite the headlines generated by CWA’s campaign to gain control over Wells Fargo employees, it is increasingly becoming clear to rank-and-file bank employees that they are better off without the CWA’s so-called ‘representation,’” commented National Right to Work Foundation President Mark Mix. “The Foundation is proud to be a resource for Ms. Wright and other Wells Fargo employees seeking to exercise their right to free themselves from unwanted unions.
“These Wells Fargo employees are just the latest in an ongoing trend, with NLRB statistics showing a nearly 40% rise in filed decertification petitions over the past five years,” Mix added.
Florida Wells Fargo Workers Successfully Remove CWA Union
Spring Hill bank branch employees union-free as CWA union bosses decline to face federally supervised vote of employees
Spring Hill, FL (March 30, 2026) – Employees at the Lakewood Plaza location of Wells Fargo in Spring Hill, FL, have successfully forced Communications Workers of America (CWA) union officials out of power at their workplace. The effort to remove the union kicked off earlier this month, when bank employee Virginia Fenton filed a petition asking the National Labor Relations Board (NLRB) to hold a union decertification vote at the Spring Hill Wells Fargo branch. Fenton filed the petition with free legal aid from the National Right to Work Legal Defense Foundation.
The NLRB is the federal agency responsible for enforcing private sector labor law, a task that includes administering elections to install (or “certify”) and remove (or “decertify”) unions. Fenton’s petition received more than the required threshold of her coworkers’ signatures to trigger the process for the NLRB to schedule a decertification vote. On March 12, the NLRB approved an agreement scheduling the election for March 30 among “[a]ll full-time and regular part-time tellers, personal bankers, relationship bankers, and premier bankers.”
However, shortly before the election, CWA union officials – who operate under the pseudonym “Wells Fargo Workers United” [sic] – announced they were no longer seeking to remain in power at the bank branch, presumably to avoid a lopsided loss at the ballot box. On March 27, the NLRB acknowledged the CWA union’s “disclaimer of interest,” leaving the Spring Hill Wells Fargo employees officially free of the unwanted union.
Florida is a Right to Work state, meaning union officials cannot impose contract provisions that require workers to pay money to the union as a condition of getting or keeping a job. In contrast, in non-Right to Work states, union officials can have workers fired for refusing to pay union dues or fees. However, in both Right to Work and non-Right to Work states, union bosses can still impose one-size-fits-all contracts over all employees in a workplace, even those who are opposed to the union’s presence. Following the union’s disclaimer, Spring Hill Wells Fargo employees are now free of the CWA’s exclusive representation powers.
Wells Fargo Workers Across Country Seeking Escape From CWA Union Ranks
The Spring Hill bankers are the second group of Wells Fargo employees to successfully boot out CWA officials, following union officials’ aggressive campaign in recent years to unionize the bank. Apex, NC, Wells Fargo employees voted out the union in a landslide earlier this month. Foundation staff attorneys are currently assisting Casper, WY, Wells Fargo workers in obtaining another decertification vote against the union.
“CWA union bosses’ campaign at Wells Fargo started with great fanfare, but now, when faced with the reality of the CWA’s so-called ‘representation,’ employees across the country seem to be coming to the conclusion that they would be better off without the union,” commented National Right to Work Foundation President Mark Mix. “Wells Fargo workers should not hesitate to contact Foundation attorneys for free legal aid in seeking a union decertification vote if they feel CWA union officials have been incompetent, unresponsive, or just haven’t served their interests.
“More broadly, the NLRB should push forward on reforming labor regulations to ensure that workers can freely exercise their right to vote out union officials who act opportunistically or coercively,” Mix added.
Despite Five Months of Union Delay Tactics, Ohio Dispensary Employees Win Effort to Kick Teamsters Local 413 Union Bosses Out
After Teamsters lawyers were forced to drop meritless “blocking charges,” Labor Board formally revokes Teamsters monopoly bargaining status
Athens, OH (May 1, 2026) – Employees of Herbal Wellness Center have officially freed themselves from unwanted Teamsters Local 413 union bosses after the National Labor Relations Board (NLRB) Regional Director of Region 9 revoked the Teamsters’ certification as the workers’ exclusive monopoly “representative.” The workers’ effort was spearheaded by dispensary employee Todd Cooper, who filed a petition for his coworkers with the NLRB last November seeking a “decertification” election to end the presence of Local 413 union officials at their workplace.
The NLRB is the federal agency responsible for enforcing the National Labor Relations Act, a task that includes administering elections to install (or “certify”) and remove (or “decertify”) unions. The petition was filed with free legal aid from National Right to Work Foundation staff attorneys.
Cooper’s petition was backed by the majority of his coworkers, who sought an NLRB-administered secret-ballot election for the 18-member work unit, including all full- and part-time Budtenders, Team Leads, and Receptionists employed at Herbal Wellness Center’s Athens location.
However, before the NLRB could schedule an election, Teamsters union officials filed a series of “blocking charges” in November and December 2025 to prevent the election from taking place. Blocking charges are often meritless allegations of employer misbehaver made by union bosses in order to delay or prevent workers from removing unwanted unions.
Ultimately though, with the pending NLRB investigation of the Teamsters union bosses’ blocking charges likely to find no merit to the Teamsters’ claims, the Teamsters moved to drop the charges rather than have them formally dismissed by the NLRB. With nothing left to block the vote, union officials eventually declined to even contest the election, resulting in the NLRB certifying the union’s ouster on April 22.
Ohio is one of the 24 states that lack Right to Work protections, meaning that Teamsters union bosses can force employees to pay dues or fees as a condition of getting and keeping a job. By contrast, in neighboring Right to Work states like West Virginia and Indiana, union membership and union financial support are strictly voluntary.
“Herbal Wellness Center employees have the protected right, as do all workers in unionized workplaces, to eject union boss ‘representation’ they oppose,” commented National Right to Work Foundation President Mark Mix. “It is reprehensible that Teamsters officials continue to be allowed to use ‘blocking charges’ to disenfranchise the very workers they claim to ‘represent’ for months or sometimes even years.”
Bradenton Wells Fargo Employees Latest to Force Out CWA Union
Wells Fargo workers across country are seeking to escape from the CWA union, at least four branches already free
Bradenton, FL (May 1, 2026) – Following their request to a federal labor board for a vote to remove the union, employees at the Beachway Plaza Wells Fargo branch have successfully forced Communications Workers of America (CWA) union bosses out of their workplace. Wells Fargo employee Amanda Seda kicked off the union removal effort by submitting a decertification petition backed by her colleagues to the National Labor Relations Board (NLRB) on April 20. Seda filed the petition with free legal aid from National Right to Work Foundation staff attorneys.
The NLRB is the federal agency responsible for enforcing private sector labor law, a task that includes administering elections to install (or “certify”) and remove (or “decertify”) unions. Seda’s petition received more than the required threshold of her coworkers’ signatures to trigger the process for the NLRB to schedule a decertification vote. The petition requested that the NLRB hold the vote on May 14 among “[f]ull-time & regular part-time personal bankers, branch operations coordinators, [and] tellers.”
Only about a week after Seda filed her petition, CWA union officials announced they were “disclaiming interest” in continuing their control over the bank branch. In other words, CWA agents announced they were leaving the Wells Fargo location, likely to avoid an embarrassing lopsided loss at the ballot box.
Florida is a Right to Work state, meaning state law forbids union bosses from enforcing contracts that require workers to pay money to the union to keep their jobs. In contrast, in states that lack Right to Work protections, union bosses can get workers fired for refusing to pay union dues or fees. However, in both Right to Work and non-Right to Work states, exclusive “representation” privileges in federal labor law grant union officials the power to dictate terms of employment for every employee in a workplace, regardless of whether they voted for or support the union.
Wells Fargo Workers Across America Seeking Escape From CWA Union Ranks
Roughly four years after CWA union officials began a high-profile campaign to unionize Wells Fargo under the moniker “Wells Fargo Workers United,” employee opposition to the union is rising. Foundation staff attorneys are assisting multiple groups of workers across the country with efforts to oust CWA union officials, and some of these efforts have already seen success: After petitioning for union decertification elections, Foundation-backed Wells Fargo employees in Spring Hill, Florida; Seaside Park, New Jersey; and now Bradenton, Florida, are free of the CWA union’s exclusive “representation.” Wells Fargo workers in Apex, North Carolina, also voted out CWA union officials in March.
In addition to the case at Seda’s workplace, the Foundation’s cases for Wells Fargo workers at the Spring Hill and Seaside Park bank branches involved union bosses submitting “disclaimers of interest” shortly after workers began seeking a vote to scrap the union. However, CWA union officials have filed “blocking charges” in an attempt to prevent Foundation-supported Wells Fargo workers in Casper, Wyoming, from having their requested decertification vote. Blocking charges are unproven allegations of employer misconduct that union officials frequently file to stop decertification elections from moving forward. NLRB bureaucrats will often delay decertification elections for months or even years on the basis of union blocking charges, without ever ordering a hearing into the charges’ veracity or connection to worker discontent with the union.
“Wells Fargo employees nationwide are beginning to question how well CWA union officials are actually serving their interests, and many are choosing to exercise their right to vote out unions they oppose,” commented National Right to Work Foundation President Mark Mix. “While CWA bosses have quietly left some branches rather than face a vote of the employees they claim to ‘represent,’ at other branches they’re using legal maneuvering to try to disenfranchise workers by blocking elections from occurring.
“While Wells Fargo workers should not hesitate to reach out to Foundation attorneys for assistance in seeking to decertify unwanted CWA unions, the Trump NLRB should also seek to reform federal regulations that let union bosses trap workers in union ranks against their will,” Mix added.
Flight Attendant Receives Nearly $1,000,000 Following Ruling Against Airline and Union
Jury ruled TWU union and Southwest Airlines violated federal law in firing Charlene Carter; Fifth Circuit upheld ruling
Dallas, TX (April 28, 2026) – Following a victory at the Fifth Circuit Court of Appeals, Southwest Airlines flight attendant Charlene Carter has now received almost $1,000,000 in damages in her federal case against both Southwest and the Transport Workers Union (TWU). Her case charged both the union and airline with violating her rights by terminating her for expressing her personal and religious beliefs in opposition to TWU political activism. Carter has received free legal aid from National Right to Work Foundation staff attorneys in her nearly decade-long case.
Carter’s case began in 2017 when she sued both the union and airline in the Northern District Court of Texas for firing her in violation of both the federal Railway Labor Act (RLA) and Title VII of the Civil Rights Act. Through private communications, Carter had criticized the TWU Local 556 president for using union dues to send flight attendants to the 2017 “Women’s March” and also panned the union’s support for a host of divisive political positions. Title VII protects against religious discrimination in the workplace, while the RLA guards the right of workers in the air or rail industries to criticize union leadership.
Five years later, a jury found in Carter’s favor, awarding her a $5 million verdict. The District Court ordered Southwest (NYSE: LUV) and the union to give Carter the maximum amount of compensatory and punitive damages permitted under federal law, in addition to other forms of relief. The District Court also ordered that Carter be reinstated as a flight attendant at Southwest. On appeal, the Fifth Circuit affirmed the District Court’s finding that both Southwest and the union had discriminated against Carter based on her religious practice.
Now, a Satisfaction of Judgment filed with the District Court indicates that Carter was paid damages totaling $946,102.87 as her nine-year litigation comes to a close.
Southwest Attorneys May Still Be Held in Contempt
“Being a flight attendant is my livelihood and my passion, and union officials tried to manipulate company policy to upend my career simply because I spoke out about my most sincerely held beliefs,” commented Carter. “This case has been a long, hard fight, but I’ll never stop sticking up for what I know is right, and I hope that both my employer and TWU union bosses have learned that it doesn’t pay to stifle flight attendants’ freedom of religion and speech.”
The case continues at the District Court, however, with the court asking for briefs on whether a contempt order against Southwest is necessary and, if so, what form a contempt order should take. Contempt arose as an issue in Carter’s case after Southwest attorneys issued notices to flight attendants incorrectly informing them of the District Court’s holding that the company had discriminated against Carter on the basis of religion.
“Ms. Carter was courageous in standing up to protect her religious and personal beliefs from the schemes of radical union officials and a compliant employer. While she is finally receiving compensation for her struggle, no one should forget that federal law still forces workers to accept union ‘representation’ they oppose and, adding insult to injury, forces workers to pay unwanted unions,” commented National Right to Work Foundation President Mark Mix. “It is outrageous that, even though the court confirmed that the TWU union and Southwest violated Carter’s legal rights, Carter to this day is still forced to subsidize TWU union bosses or else be fired by Southwest. We hope Carter’s case will prompt a long-overdue conversation about how coercive union boss power infringes on the rights of millions of hardworking Americans.”
Find out more about Carter’s case here.
New Jersey Wells Fargo Bank Employees Formally Oust CWA Union Bosses
Branch is the latest in growing movement by Wells Fargo employees endeavoring to end union affiliation
Seaside Park, NJ (April 27, 2026) – Employees at Wells Fargo’s Seaside Park branch have successfully removed Communications Workers of America (CWA) union bosses from their workplace. The effort to remove the union was initiated when bank employee Lisa Sholtis filed a petition with the National Labor Relations Board (NLRB) seeking a “decertification” election to remove CWA union officials from the Seaside Park Wells Fargo location. Sholtis filed the petition for her coworkers with free legal aid from the National Right to Work Foundation.
The NLRB is the federal agency responsible for enforcing federal labor law, a task that includes administering elections to install (or “certify”) and remove (or “decertify”) unions. Sholtis’ petition was signed by enough of her Wells Fargo coworkers to prompt the NLRB to schedule a union decertification vote.
The workers requested that the NLRB schedule a secret-ballot election among all full-time and regular part-time tellers and personal bankers employed by Wells Fargo at the Seaside Park branch. The workers were looking to vote on whether to remove the so-called “Wells Fargo Workers United” union (an affiliate of the CWA union).
However, shortly before the election was scheduled by the NLRB, CWA union bosses declared that they “disclaim interest” in the Seaside Park Wells Fargo employees. CWA union officials, possibly anticipating an embarrassing election loss, abandoned their status as the workers’ so-called “representatives.”
“After nearly two years with the CWA doing little to nothing for employees at the Seaside Park Branch, we finally have our branch back,” stated Sholtis.
New Jersey is one of the 24 states without Right to Work protections that make union affiliation and dues payment fully voluntary, meaning that Sholtis and her coworkers could have been forced to pay union dues or fees to union officials or else be fired once the employer entered into a union agreement with CWA.
The Seaside Park workers are the latest in a growing movement of Wells Fargo employees across the nation seeking to cast off their CWA “representatives.” Last month, Foundation-assisted Wells Fargo employees in Spring Hill, Florida, and Casper, Wyoming, filed respective petitions to remove the CWA from their branches. More requests for help continue to come in.
In Spring Hill, Florida, CWA union bosses similarly moved to “disclaim interest” in the bank workers, removing themselves as the employees’ monopoly bargaining “representatives,” rather than facing a potentially humiliating decertification vote. In Casper, Wyoming, CWA union officials are seeking to disenfranchise employees by preventing them from even holding the vote. In yet another decertification effort, last month Wells Fargo employees in Apex, North Carolina, overwhelmingly voted to remove CWA union officials from their branch.
“We are pleased to be able to support Ms. Sholtis and her coworkers as they exercise their legal right to remove unwanted CWA union bosses,” commented National Right to Work Foundation President Mark Mix. “As the movement by Wells Fargo employees to eject the CWA spreads, the Foundation is ready to assist them in exercising their rights under federal law to hold votes to remove the unwanted union.”
Reed & Perrine Lawn Products Workers Escape Union After Fighting Frivolous Union Delay Tactics
After workers requested union removal vote in 2024, union bosses blocked the vote for a year and a half using specious allegations
Manalapan Township, NJ (April 22, 2026) – After a year-and-a-half delay caused by frivolous union legal tactics, employees at Reed & Perrine Lawn Products (a division of The Andersons, Nasdaq: ANDE) have finally succeeded in removing United Food and Commercial Workers (UFCW) Local 152 union officials from power at their workplace. Reed & Perrine employee Christine Bradach kicked off the effort among her coworkers to remove the UFCW union in November 2024 when she filed a decertification petition at the National Labor Relations Board (NLRB). Bradach received free legal aid from National Right to Work Foundation staff attorneys in filing her petition.
The NLRB is the federal agency responsible for enforcing private sector labor law, a task that includes administering elections to install (or “certify”) and remove (or “decertify”) unions. Bradach’s petition contained employee signatures well in excess of the threshold required to prompt the NLRB to hold a decertification election. Bradach’s work unit includes production department and shipping department employees at Reed & Perrine Lawn Products.
Almost immediately after Bradach had filed her petition, UFCW union bosses filed so-called “blocking charges” to stop the vote from happening. Blocking charges are unproven allegations of employer misconduct that union officials file in order to delay or derail an employee-requested union decertification election. Blocking charges often have little or nothing to do with employees’ reasons for wanting to vote out a union, yet NLRB officials will frequently delay decertification elections for months or years without even holding a hearing into the charges’ veracity or connection to employee dissatisfaction.
In Bradach’s case, NLRB Region 22 blocked Bradach and her coworkers’ requested vote based on UFCW officials’ blocking charges. Almost a year and a half later, UFCW union officials withdrew the blocking charges – presumably because the NLRB communicated that it would finally dismiss them for having no merit. Immediately after NLRB Region 22 announced it would finally take up Bradach’s petition, UFCW Local 152 officials announced they were “disclaiming interest” in continuing their control over the facility – in other words, leaving the facility immediately to avoid an employee vote that would have likely ended in a lopsided loss for the union.
UFCW Union Officials Continued to Take Dues While Blocking Removal Vote
New Jersey lacks Right to Work protections for its private sector employees. This means UFCW union officials had the power to enforce contracts that required Reed & Perrine employees to pay money to the union or be fired. In contrast, in states that have Right to Work laws, union membership and all union financial support are strictly voluntary.
“My colleagues and I had had it with the UFCW, but they stuck around in the workplace after we made it clear we no longer wanted the union,” commented Bradach. “It’s a farce for them to claim they ‘represented’ us, especially when they were actively trying to block us from just having a vote on whether we wanted to continue with the union. My colleagues and I are glad we’re finally free.”
Trump NLRB Urged to Eliminate ‘Blocking Charge’ Policy
The Foundation has pressed the NLRB for years to end its non-statutory blocking charge policy. The Foundation has instead advocated for a return to the Election Protection Rule, which prevented many aspects of blocking charge-related gamesmanship before the Biden NLRB overturned it in 2022. Under the Election Protection Rule, allegations of misconduct related to a union decertification election could not block employees from exercising their right to vote. In most cases, the Rule permitted the immediate release of the vote tally as opposed to ordering ballots to be impounded during litigation over blocking charges.
“As Ms. Bradach’s case shows all too well, the ‘blocking charge’ policy just incentivizes union officials to act cynically and opportunistically while the rights of the workers they claim to ‘represent’ suffer,” commented National Right to Work Foundation President Mark Mix. “An approach that is more protective of workers’ rights is found in the Election Protection Rule, which mandates that allegations over interference be dealt with after employees have had a chance to exercise their right to vote.
“The Trump NLRB should work quickly to protect workers’ freedom of choice from restrictive and unreasonable doctrines like the ‘blocking charge’ policy, which serve only to empower union special interests to the detriment of the rights of rank-and-file workers,” added Mix.
