Labor Board Decision Rules Region Wrongly Tossed Out McDowell County Employees’ Union Decertification Votes
NLRB majority finds Regional Director wrongly rubber-stamped gambit by SEIU and employer to destroy ballots in vote to remove union
Welch, WV (September 3, 2026) – The National Labor Relations Board (NLRB) in Washington, D.C., has just reversed an NLRB Region 9 official’s decision to dismiss a petition filed by McDowell County Commission on Aging employee John Reeves seeking to remove Service Employees International Union (SEIU) District 1199 officials from his workplace. Reeves received free legal aid from National Right to Work Legal Defense Foundation staff attorneys throughout the proceedings.
In its decision, Board Chairman James Murphy and Member Scott Mayer ruled that the Region 9 Director erred by dismissing Reeves’ decertification petition and refusing to count the ballots from a decertification election held in July 2024. The Board majority found that the Regional Director had simply repeated unproven, settled unfair labor practice allegations against the Commission as the stated basis for dismissal, without making any independent finding, as required by precedent, that Reeves’ petition was actually tainted by direct employer involvement.
Region Greenlit Employer and SEIU Bosses’ Collusive Deal to Block Workers from Voting Out Union
Reeves filed his decertification petition in June 2024 after the Commission’s contract with the SEIU expired. All parties, including the SEIU, agreed to hold a decertification election, which took place on July 9, 2024. However, NLRB Region 9 officials impounded the ballots without counting them, citing blocking charges the SEIU had filed at the last minute against the Commission.
On the final day before NLRB rules at the time mandated that the votes be counted, the Region rushed out a complaint based on the union’s charges to block the count. Later, the Region approved a “settlement” between the company and the union of the unfair labor practice charges. Notably, the settlement contained no admission of wrongdoing by the employer, yet it included a provision that the employees’ decertification petition would be dismissed and further decertification petitions would be blocked.
Reeves was not a party to that settlement, even though his legal rights under the National Labor Relations Act were abrogated by the union-employer agreement. Reeves had previously attempted to intervene in the blocking charge case, only for the Region to deny his participation despite its likely impact on his decertification effort. The Region nonetheless cited the settled, unproven allegations as grounds to toss out his petition and the ballots the employees had cast.
Soon after, in March 2025, Foundation staff attorneys asked the Board in Washington to review and reverse that dismissal, arguing the Region had no lawful basis to scrap a decertification vote based on allegations the employer never admitted and the Board never proved. That Request for Review noted that the Region has ignored longstanding precedent in its rush to protect incumbent SEIU union officials from being removed by the votes of a majority of employees.
Board Majority: Region Ignored Longstanding Law to Disenfranchise Employees
Citing the NLRB’s decisions in TruServ Corp., the Board majority held that a settlement lacking an admission of liability cannot, standing alone, justify dismissing a decertification petition. The majority further found that the Regional Director’s dismissal letter did nothing more than recite the settled complaint’s allegations, without the kind of independent administrative finding of direct employer instigation or solicitation that Board precedent requires before a petition can be thrown out. The Board granted review, reversed the dismissal, and ordered the ballots opened and counted.
Ultimately the ruling arrives too late to affect Reeves personally, as he and his coworkers took separate action to free themselves from SEIU 1199 with a majority-backed petition in November 2025. However, the case is just the latest example of union lawyers abusing NLRB rules and exploiting sympathetic regional officials to keep workers trapped in union ranks over the objection of a majority of employees.
“Mr. Reeves and his coworkers ultimately succeeded in freeing themselves from SEIU control through their own efforts, but far too many other workers are stuck under so-called ‘representation’ they oppose because the decertification process is subject to exactly this kind of bureaucratic manipulation and delay,” commented National Right to Work Foundation President Mark Mix. “This case is a textbook illustration of why the Foundation’s pending rulemaking petition is necessary to end the various non-statutory barriers employees face when it comes to holding decertification elections and having their votes promptly counted.”
Labor Day 2026: Celebrate Workers, Reject Big Labor Coercion
Mark Mix, president of the National Right to Work Foundation and National Right to Work Committee, issued the following statement on the occasion of Labor Day 2026:
Labor Day exists to honor the hardworking men and women who build and sustain the most prosperous and innovative country in the world. Yet every year as we celebrate them, union officials hijack this holiday to push a coercive agenda that most workers oppose.
Polling clearly shows that Americans at large, and union members in particular, reject Big Labor’s agenda of coercion and forced dues. Celebrating workers must include protecting their Right to Work: trusting each worker to decide for themselves whether to join and financially support a union.
That freedom is too often threatened by those in the halls of power in Washington, D.C. For four years, the Biden Labor Board used one-sided decisions and rule changes to make it harder for workers to vote out unwanted unions, and easier for union officials to organize workplaces without workers ever casting a ballot at all.
Only in recent weeks has the NLRB gained a Trump-appointed majority with the votes to reverse those precedents. Much work remains, including in dozens of cases brought by National Right to Work Foundation staff attorneys, to undo the damage the Biden Board did to employee freedom.
The fight is also playing out in Congress as Big Labor funnels billions in forced dues to advance the so-called ‘PRO Act,’ which would wipe out all 26 state Right to Work laws and force millions more workers to pay up or be fired. The one-page National Right to Work Act, by contrast, would make union membership and dues strictly voluntary nationwide.
That’s what this Labor Day should be about: not forced dues and coerced representation, but the freedom to choose. On behalf of the 8 in 10 Americans who support the Right to Work, we’ll keep fighting until workers everywhere have that fundamental freedom secured.
Washington State Registered Nurse Files Federal Civil Rights Charge Against Nurse’s Union for Illegal Religious Discrimination
EEOC Charge: AFT union officials unlawfully refused Christian nurse’s request for religious accommodation to union dues payment
Seattle, WA (September 2, 2026) – A Washington nurse has filed a federal Charge of Discrimination against the Washington State Nurses Association (WSNA), an affiliate of the American Federation of Teachers (AFT), stating that union officials have engaged in religious discrimination by illegally denying her request for religious accommodation. The nurse, Rheanne Garrett, submitted her charges at the Equal Employment Opportunity Commission (EEOC) with free legal representation by National Right to Work staff attorneys.
Since Washington State lacks Right to Work protections, union officials have the power to compel workers under their monopoly bargaining power to pay union dues or fees as a condition of employment. However, under decades old precedents established by National Right to Work Foundation staff attorneys, if funding a union violates employees’ sincere religious beliefs, then they are entitled to a religious accommodation to union financial support.
Both the WSNA and the AFT have extensive histories of using their power and significant resources to promote pro-abortion and pro-LGBT causes that are antithetical to Garrett’s faith. Due to her sincere religious convictions, Garrett chose to exercise her religious freedom by refusing to affiliate with, or financially support, either of the unions and their activism that conflicts with her religious beliefs.
EEOC Charge: Union Unlawfully Discriminating with Repeated Blanket Denials, Harassment
In early May, Garrett sent an email to the WSNA describing her sincerely held religious convictions and requested an accommodation from the requirement to join or pay dues to the union. For the next two months, email exchanges between Garrett and union officials proved unfruitful, despite Garrett even having provided a letter from her pastor that attested to her sincerely held religious beliefs. Although Garrett repeatedly sent the union more than sufficient information to justify her request, the union offered only blanket denials, insisting without explanation that she did not qualify for a religious accommodation.
If the EEOC finds merit to Garrett’s charges, the agency will either take legal action against the WSNA itself, or will issue a “right to sue” letter to Garrett, which will entitle her to file a federal civil rights lawsuit against the union in federal court.
“By denying my repeated requests for a religious accommodation and holding the threat of discharge over me for refusing to compromise my religious beliefs,” Garrett explains, “the Unions are violating Title VII of the Civil Rights Act and parallel state laws.
“The Unions are also engaging in quid-pro-quo harassment by threatening my job unless I compromise my religious convictions by joining or paying monies to the Unions,” Garrett said.
“The Foundation is proud to help working women like Ms. Garrett who courageously stand up to protect their religious beliefs from the schemes of radical union officials,” commented National Right to Work Foundation President Mark Mix. “While the battle to preserve the right of religious employees opposed to funding union activities for religious reasons is important, more fundamental reform is needed to ensure that no one is forced to fund or associate with union bosses against their will, no matter whether their personal objection is political, religious, financial, or otherwise.”
Washington Security Guard Files Federal Civil Rights Lawsuit Against SPFPA Union for Illegal Religious Discrimination
Complaint: Union officials repeatedly threatened worker with termination if he did not authorize union dues deductions in violation of his religious beliefs
Seattle, WA & Roseville, MI (August 27, 2026) – John Johnson, a security guard in Washington State, has filed a federal civil rights lawsuit against the International Union, Security, Police and Fire Professionals of America (SPFPA). Johnson’s lawsuit was filed in a federal court in Michigan, with free legal assistance from National Right to Work Foundation staff attorneys.
The federal lawsuit details how SPFPA officials are violating Johnson’s rights under Title VII of the Civil Rights Act of 1964 by refusing to accommodate his sincere religious objection to funding SPFPA or its local affiliate and engaging in quid pro quo harassment by threatening his employment unless he abandons his sincerely held religious beliefs.
Under Title VII, unions and employers must provide a religious accommodation to employees who hold a sincere religious objection to joining or financially supporting a union—except where doing so would impose an undue hardship. The lawsuit notes that rather than granting Johnson his legally required accommodation, SPFPA bosses told him that he would have to abandon his religious objection and pay the union or risk losing his job under the union contract’s forced-dues clause.
According to the lawsuit, Johnson became a target of SPFPA union bosses after he refused to sign a union “interest card,” which he was falsely informed meant that there was “no obligation to join or be a part of” the union. However, a close reading of the card showed that in reality, it would authorize the union to become his monopoly bargaining representative with his employer.
After enough of his colleagues signed these deceptive “interest cards,” SPFPA union bosses were installed at Johnson’s workplace, and SPFPA officials implemented a union contract that requires all employees, including Johnson, to pay dues or fees to the union or be fired. This forced-dues requirement violates Johnson’s religious beliefs.
As his lawsuit explains, SPFPA’s demands that Johnson subsidize union activities violate his faith, which is why he requires a religious accommodation under Title VII. Specifically, Johnson’s faith prohibits him from funding or supporting any organization unless it is done voluntarily, and it forbids him from funding organizations he believes “engage in dishonesty, deception, or misrepresentation.”
In late February, Johnson requested religious accommodation in a letter to SPFPA, offering to pay the equivalent of dues to a charity, a common accommodation for employees with religious objections to funding unions. After several communications with SPFPA officials, Johnson’s religious accommodation request was denied by those officials on April 1, 2026.
Following charges filed against SPFPA with the Equal Employment Opportunity Commission (EEOC) for illegal religious discrimination under Title VII, the EEOC granted Johnson the right to sue SPFPA in federal court to vindicate his rights under the Civil Rights Act of 1964. That allowed Foundation staff attorneys to assist Johnson in filing his federal lawsuit in the U.S. District Court for the Eastern District of Michigan, the district where SPFPA is headquartered.
“No employee in America should have to choose between compromising their religious convictions and giving in to illegal ‘pay up or be fired’ threats by union bullies,” stated National Right to Work Foundation President Mark Mix. “Though SPFPA bosses’ actions here represent a clear violation of protections for employees of faith under Title VII of the Civil Rights Act, this situation could have been avoided entirely if Johnson enjoyed Right to Work protections to ensure any union payments are strictly voluntary.
“Ultimately, no worker in America should be forced to fund a union they oppose, no matter whether their particular objection to the union is religious or not,” added Mix.
IAFF Local 3631 Settles Case for Denying Retirement Benefits to Nonmember Firefighter
Union bosses attempted to withhold benefits from employee who exercised First Amendment rights under Janus Supreme Court precedent
Irvine, CA (August 24, 2026) – Peter Crary, a Fire Apparatus Engineer who has served his community for over 20 years with the Orange County Fire Authority (OCFA), has prevailed in his dispute with International Association of Fire Fighters (IAFF) Local 3631 union bosses, and OCFA officials. IAFF Local 3631 bosses moved to settle after the California Public Employment Relations Board (PERB) issued a complaint against the union for violating Crary’s rights. Crary’s settlement was secured with free legal aid from National Right to Work Foundation staff attorneys.
Crary filed charges with the PERB against IAFF Local 3631 in late 2025 after union bosses threatened him, stating that as a nonmember, he would be denied access to his retiree healthcare (an IAFF Local 3631 medical benefit trust fund which he contributed to through his wages) unless he rejoined the union and paid back dues for the entire period during which he was a nonmember. The charges detail that forcing union membership and dues payment as a condition for healthcare access is arbitrary and discriminatory, interferes with protected rights, and constitutes a breach of the union’s duty of fair representation.
Charges were also filed against OCFA, noting that while OCFA does not administer IAFF Local 3631’s medical benefit trust fund, as a public agency, its compliance with IAFF Local 3631’s eligibility restrictions based on union membership is a violation of employees’ protected right to refrain from union membership.
Having examined the facts of the case, the PERB issued complaints against IAFF Local 3631 union bosses and OCFA officials, finding that Crary provided sufficient evidence to allege a violation of his rights under the Meyers-Milias-Brown Act and move forward with a hearing to establish the violation. To avoid further litigation, IAFF Local 3631 and OCFA have now settled the case with Crary.
Under the settlement, IAFF Local 3631 union bosses are withdrawing and rescinding the union’s policy denying retirement benefits to nonmembers unless they rejoin and pay dues to the union. Additionally, IAFF and OCFA officials are required to issue a public notice to all OCFA workers informing them that the policy targeting nonmembers has been withdrawn and rescinded.
“I am glad that my complaint and the Foundation’s assistance with reaching a settlement agreement rescinded a policy that I believe coerced firefighters into paying thousands of dollars to rejoin the union in order to avoid losing health insurance in retirement,” stated Crary.
Thanks to the 2018 Foundation-won U.S. Supreme Court Janus v. AFSCME case, Crary and all public employees in California can no longer be required to join or pay dues or fees to a union. Despite the Supreme Court’s decision, as this case shows, California government union bosses have sought to undermine employees’ rights, including by discriminating against those who choose to exercise their First Amendment rights under Janus.
“We are pleased to have been able to assist Mr. Crary in defending his Janus rights against union bosses who just cannot accept that union affiliation and financial support must be voluntary for all public employees,” said National Right to Work Legal Defense Foundation President Mark Mix. “Rather than simply attempt to attract the voluntary support of current and retired employees, government union bosses continue to attempt to bully and discriminate against those who choose to exercise their First Amendment rights.
“The Foundation is proud to have secured the Janus victory at the Supreme Court and will continue to assist individuals like Mr. Crary to enforce their rights under Janus,” added Mix.
San Antonio Airport Fuel Workers Opposed to Forced Dues Win Freedom from Unwanted Machinists Union Bosses
Faced with overwhelming, majority-backed petition to remove the union, IAM union officials left rather than face election defeat
San Antonio, TX (August 21, 2026) – Fueling employees with Allied Aviation Fueling Company of San Antonio have regained their workplace freedom from the International Association of Machinists and Aerospace Workers (IAM), District 142. The workers, who operate and maintain the fueling facilities of San Antonio International Airport (SAT), filed a petition for a “decertification” election earlier in August. Employee Matthew Garwood, the lead petitioner, received assistance from National Right to Work Foundation staff attorneys.
The petition was filed with the National Labor Relations Board (NLRB), the federal agency responsible for enforcing federal labor law, a task that includes administering elections to install (or “certify”) and remove (or “decertify”) unions. The petition was signed by the majority of fuel workers, easily surpassing the threshold of signatures needed for the NLRB to schedule a decertification vote.
However, before the vote could be scheduled, IAM District 142 union bosses, likely fearing a defeat in a secret-ballot election, formally “disclaimed interest” in the bargaining unit, meaning that they withdrew their claim of monopoly bargaining powers over the workers. As a result, the approximately 38 airline fueling workers are now free to negotiate directly with their employer.
“The IAM was not negotiating in our best interests,” said Garwood. “We are grateful to have regained control over our workplace after being confronted with a poorly-written contract that negatively impacted employees in multiple ways and threatened us with forced dues just to stay employed.”
Union Bosses Tried to Circumvent State and Federal Law
Texas is one of 26 states with a Right to Work law, which safeguards workers by making union membership and dues payment strictly voluntary. However, the IAM was attempting to claim the employees were subject to the Railway Labor Act, which overrides worker protections against forced dues provided by state Right to Work laws.
Ultimately though, despite pushing for mandatory dues in the union contract, IAM union officials were apparently unwilling to defend the claim that these workers were covered by the Railway Labor Act before the NLRB.
“Union bosses have no shortage of tricks to use when trying to maintain their stranglehold on hardworking Americans’ paychecks, but in this case, the workers of Allied Aviation made their will abundantly clear,” commented National Right to Work Foundation President Mark Mix. “We are grateful to have assisted these workers as they exercised their rights, and especially pleased that they were able to regain their workplace so quickly.
“Cases like these demonstrate why all hardworking Americans need Right to Work protections to ensure union affiliation and financial support is strictly voluntary, including those who might fall under the jurisdiction of the Railway Labor Act because they work in the railroad or airline industry,” added Mix.
Seattle TV On-Air Talent Officially Wins Freedom from Unwanted SAG-AFTRA Union Bosses After Successful Decertification Vote
Labor Board certifies vote to remove SAG-AFTRA union officials who were reportedly unresponsive and ineffective
Seattle, WA (August 20, 2026) – The on-air staff at Seattle’s KOMO-TV have successfully won their independence from the union officials at the Screen Actors Guild – American Federation of Television and Radio Artists (SAG-AFTRA). The effort was led by Emmy-award winning reporter Jeremy Harris, who filed a petition with the National Labor Relations Board (NLRB) seeking “decertification” to end SAG-AFTRA’s monopoly bargaining power over all on-air talent. Harris’s petition was filed with free legal aid from the National Right to Work Foundation.
The NLRB is the federal agency responsible for enforcing federal labor law, which includes administering elections to install (or “certify”) and remove (or “decertify”) unions. Decertification petitions require the support of at least 30 percent of workers in a unit to trigger an election to remove a union from a workplace. Over 60 percent of KOMO’s on-air talent signed the decertification petition. The election was held on August 12, and a majority voted to remove the union.
The NLRB certified the results of the election on August 20. This officially ended SAG-AFTRA union officials’ monopoly-bargaining and forced-dues powers over KOMO-TV talent. These powers are government-granted powers over every worker in the unit, regardless of whether they support the union.
While employees have many reasons for wanting to free themselves from union ranks, it has been reported that though union dues were mandatory to keep a job, SAG-AFTRA was largely ineffective, especially since on-air talent typically negotiate their own contracts above and beyond the union minimums. Another longtime Seattle journalist put it more bluntly: “My sources confirm that the union is AWOL and does nothing except collect dues.”
Washington is one of 24 states without a Right to Work law, which would safeguard workers by making union affiliation and dues payment strictly voluntary. Harris and his colleagues were forced to pay union dues and fees to union bosses under the threat of termination, due to Washington’s non-Right to Work status. Now that the decertification has been certified, Harris and his colleagues are free to negotiate their contracts individually without union interference and without mandatory union dues or fees.
Though forced dues are frequently the catalyst for decertification efforts, even many workers in Right to Work states, where union dues payments are voluntary, frequently seek to free themselves of unwanted union monopoly “representation.” For example, just weeks ago, Texas Public Radio (TPR) news employees in Right to Work Texas also voted to remove SAG-AFTRA union officials from their workplace.
“No employee in America should be trapped under so-called union ‘representation’ they oppose, and it adds insult to injury to force employees to pay unwanted union officials just to keep their jobs,” commented National Right to Work Foundation President Mark Mix. “We are proud to have assisted the on-air talent at KOMO-TV as they fought for their independence from union bosses who seemed to only be around when it came time to collect forced dues.”
Texas Public Radio Reporters Officially Free from Unwanted SAG-AFTRA Union Bosses after Successful Decertification Vote
Labor Board certifies vote to remove union officials who TPR employees say were unresponsive and ineffective
San Antonio, TX (August 6, 2026) – Employees of Texas Public Radio (TPR) have successfully regained their independence from Screen Actors Guild – American Federation of Television and Radio Artists (SAG-AFTRA) union bosses. The effort was led by Brian Kirkpatrick, who, with assistance from National Right to Work Foundation staff attorneys, filed a petition with the National Labor Relations Board (NLRB) for a “decertification” election.
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. Decertification petitions require the support of at least 30% of workers in the unit, and Kirkpatrick’s petition was signed by a majority of his colleagues. The election was held July 17, 2026, and a majority of workers voted to remove the union.
“The petitioners here at Texas Public Radio are very pleased with the outcome of the union decertification vote,” commented Kirkpatrick. “We also want to thank our attorney from the National Right to Work Foundation for the invaluable counsel throughout the decertification process. We encourage others in need of legal guidance on workplace matters such as this to do the same. Moving ahead, each of us looks forward to working with the responsive leadership of Texas Public Radio on issues of salary and benefits based on individual job performance and merit.”
Union Bosses Unresponsive to Workers
The NLRB certified the results of the election on July 31. This officially ended SAG-AFTRA union officials’ monopoly bargaining power over the TPR workers, which is the government-granted power to represent every worker in a unit, regardless of whether they support the union. Despite being installed over a year ago, union bosses had yet to negotiate a contract for the employees they claimed to “represent.”
Texas is one of 26 states with a Right to Work law, which safeguards workers by making union membership and dues payment strictly voluntary. However, even in Right to Work states, federal law grants union officials the power to impose exclusive “representation” over every employee in a work unit—including those who never voted for, joined, or supported the union—dictating their terms and conditions of employment. Now that the decertification election has been certified, Kirkpatrick and his coworkers are free from the union’s dictates.
“We are proud to have assisted the workers at Texas Public Radio as they fought for their freedom from union bosses they don’t support,” commented National Right to Work Foundation President Mark Mix. “Around the country, workers are questioning union bosses’ priorities, as those officials demonstrate that they are out of step with the needs of the workers they supposedly ‘represent.’”
Florida Imperial Dade Drivers Oust Teamsters Despite Attempt by Union Bosses to Overturn Workers’ Election Result
Labor Board dismissed union block, formally certifies vote to revoke Teamsters’ monopoly bargaining powers over Imperial Dade employees
Orlando, FL (August 5, 2026) – Drivers at Imperial Dade have freed themselves from the unwanted “representation” of Teamsters Local 385 union bosses. The workers’ effort was spearheaded by Lionel Powell, who filed a petition with the National Labor Relations Board (NLRB), seeking a “decertification” election to end the Teamsters’ monopoly bargaining control over the workers. Powell’s petition was filed 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. Powell’s petition last year was signed by enough of his coworkers to trigger an NLRB-administrated secret-ballot election among all full-time and regular part-time drivers and shuttle drivers employed by Imperial Dade at its 4522 E. Wetherbee Road facility in Orlando.
The drivers’ election took place on August 7, 2025, in which a majority of the employees voted against the continued presence of Teamsters Local 385 at their workplace. However, before the workers’ election result could be certified, Teamsters union bosses filed baseless charges against the employer and objections to the election with the NLRB in an attempt to disenfranchise the drivers and overturn their vote.
Foundation Thwarts Teamsters Election Hijacking
The Teamsters’ tactics, seeking to cancel the drivers’ ballot count, kept Powell and his colleagues trapped for nearly an entire year under the union they opposed, until it became clear the union’s claims could not withstand scrutiny. Eventually, one of the Teamsters’ charges accusing Imperial Dade of misconduct was dismissed by the NLRB for lack of merit, while the second was withdrawn by the union officials earlier this month, likely in an effort to avoid the embarrassment of another NLRB dismissal.
With the Teamsters’ baseless charges no longer pending, the NLRB certified the workers’ 24-21 vote to remove Teamsters Local 385 on August 5.
“Teamsters officials could have just accepted our vote and let us be free, but instead they attempted to play legal games to overturn our election and trap us in a union we opposed for nearly a year,” stated Powell. “That disrespect of our choice shows exactly why we chose to remove the union in the first place, and why I’m confident we’ll be better off free of the Teamsters.”
Florida is one of 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 are not formal union members and who oppose the union.
“We congratulate Mr. Powell and his colleagues on successfully reclaiming their workplace from Teamsters bosses, who, considering their legal campaign to disenfranchise these employees, showed exactly why the workers have good reason to want the union out,” said National Right to Work Legal Defense Foundation President Mark Mix. “Imperial Dade drivers join the growing number of American workers moving to terminate their affiliation with the Teamsters, and their fight serves as another example of how Teamsters officials continue to abuse their government-granted privileges in order to hold onto power, even when that power is opposed by rank-and-file employees.”
