With no Right to Work law on the books, the Commonwealth of Pennsylvania is a struggling, forced unionism state.

Ryan Mellinger is a young, full-time math teacher in a Pennsylvania public school district. He never joined the union which holds monopoly bargaining privileges over the district’s teachers, but he is still required to pay the $394 annually in forced dues, or lose his job.

And all Mellinger wants is to decide on his own how he could save or spend his $394 as he sees fit. FrontPage Magazine highlights:

“Pennsylvania is the state that gave birth to freedom and individual liberty, but it has turned its back on its heritage regarding compulsory union fees. Compulsory membership and fees affect not only teachers but thousands of workers throughout Pennsylvania in a variety of businesses that have union contracts. The results are an economic disaster.”

In order to highlight the impact of compulsory unionism in education in America today, the National Right to Work Foundation established a special project, Concerned Educators Against Forced Unionism (CEAFU). For over 30 years, CEAFU has helped to ensure that union officials respect the individual rights of independent educators.

Check out the CEAFU website here to see the negative impact of compulsory unionism on education.

When a company official told Perfecseal, Inc. employee John McHenry and his coworkers that the only way out of a union-controlled pension fund was to “quit, be fired, or die,” they fought back.

With help from Right to Work attorneys the employees forced Teamsters Local 14-M officials to stop requiring the pension fund contributions, though union officials stopped short of returning the pension fund money that John and others already contributed.

Like many employees, John continues to feel intimidated at his workplace. But when one company official said John’s “name was mud” and claimed that “corporate” was “pissed” at him for standing up for his legal rights, John refused to back down.

Pennsylvania Turnpike employees should watch the Teamsters union-Turnpike Commission talks closely as another union-ordered statewide strike looms.

Why" Past experience shows that Teamster union bosses tried to block Turnpike employees from exercising their constitutional rights to refrain from formal union membership and cut off compulsory dues unrelated to monopoly bargaining.

In recent months, the National Right to Work Foundation helped 28 Pennsylvania Turnpike employees file separate federal civil rights lawsuits against Teamsters union locals 77 and 250, the Pennsylvania Turnpike Commission, and two Turnpike Commission officers for illegally seizing union dues from the employees’ paychecks.

The breakthrough came for the Turnpike employees when a federal judge ruled that Local 77’s union policy prohibiting employees from resigning from membership (so-called "maintenance of membership" clauses) likely violates First Amendment.

The federal judge enjoined the Teamsters union locals and the PTC from seizing the forced dues from the employees’ paychecks. But most importantly, the judge found that union officials’ actions demonstrated a “real or immediate danger to their First Amendment rights.”

Union officials commonly use the "maintenance of membership" clauses to trap workers in union ranks. And you can bet that as Teamsters union officials sit at the table with PTC officials, they’ll be pushing for this clause to stay so that union bosses can thwart any employee effort to reclaim forced dues.

(Photo by Marty Heisey, Lancaster New Era)

Today's Lancaster New Era showcases machine operator Mike Walton's (photo above) victory against compulsory unionism by throwing out the unwanted United Steelworkers Local 1035. For refusing to abandon his job during a union-ordered strike over compulsory dues, the paper says Walton was:

"...undeterred by being called a 'scab,' sneers, profanities and threats."

Arming himself with information from the National Right to Work Foundation's website, Walton secured a decertification election by the National Labor Relations Board in which he and his coworkers voted out the unwanted union. This victory shows that the Foundation helps employees battle forced unionism outside the courtroom as well by educating employees about their rights.

However, in states like Pennsylvania where workers can be fired for refusing to pay union dues, a Right to Work law remains the only true solution for widespread relief.

Decertification elections are uphill battles because workers can only request them in narrow window periods near the end of a contract, or every three years, whichever comes first. Additionally, union officials can campaign against the employees using forced union dues.