Eugene, OR (April 26, 2018) – National Right to Work Legal Defense Foundation staff attorneys have just filed a lawsuit at the United States District Court for the District of Oregon on behalf of Debora Nearman, a public employee. Nearman’s complaint argues that the compulsory union fees she is forced to pay violate her First and Fourteenth Amendment rights. Nearman objects to being required to financially support and associate with an organization that opposes her personal views, including her religious beliefs and her husband’s public service.

Nearman, an employee at the Oregon Department of Fish and Wildlife, is not a union member but is still forced to pay compulsory fees to Service Employees International Union (SEIU) Local 503 as a condition of her employment. Her case challenges the constitutionality of mandatory union fees as a condition of government employment. Nearman argues that her money is being spent by SEIU on public policy positions that violate her political and religious stances.

In the 2016 general election, Nearman’s husband, Mike Nearman, successfully ran for State Representative in the Oregon Legislature. During the campaign, the SEIU local union that she is forced to fund spent over $53,000 to run an aggressive campaign against him, including distributing disparaging fliers. Additionally, the complaint notes that the SEIU hierarchy takes positions on political issues that conflict with Nearman’s sincerely held religious beliefs.

The complaint is one of many suits across the country in which Foundation attorneys are challenging the wrongly decided 1977 decision in Abood v. Detroit Board of Education. Although the U.S. Supreme Court ruled in Abood that public-sector workers could be compelled as a condition of employment to pay union fees for bargaining-related purposes, the Court suggested it was ready to revisit the issue in two recent Foundation-won Supreme Court decisions (Knox v. SEIU in 2012 and Harris v. Quinn in 2014).

In the pending Janus v. AFSCME case, argued by a Foundation attorney in February, the Supreme Court is reconsidering the constitutionality of the Abood precedent. A decision in Janus is expected by the end of June.

“It is wrong that Nearman has been forced by her state government to subsidize an organization that dragged her husband’s name through the mud,” commented National Right to Work Foundation President Mark Mix. “Union bosses seize workers’ hard-earned money to support issues that violate the workers’ consciences, which is contrary to the heart of the First Amendment.”

National Right to Work Foundation comments call for NLRB election reforms to ensure workers are not trapped in unions opposed by most employees

Washington, DC (April 16, 2018) – Today the National Right to Work Legal Defense Foundation filed comments with the National Labor Relations Board (NLRB) in response to the Labor Board’s Request for Information regarding the 2014 “Ambush Election” Rule pushed through by the Obama NLRB. The Foundation’s comments not only call for the 2014 changes to be rescinded, but ask the Board to institute new protections for workers who are forced under union monopoly representation they oppose.

The comments call on the newly constituted five member NLRB to require unions to regularly recertify that they have the support of at least a majority of workers or else lose their powerful status under the National Labor Relations Act (NLRA) as the monopoly “representative” of all workers in a workplace, including those who prefer a different union or no union at all. In its comments, the Foundation cites a recent study of NLRB data that found that 94 percent of workers currently under union monopoly representation have never even voted on that union in an NLRB secret ballot election.

“Just as no elected public official enjoys life tenure on the basis of winning one election, no union should maintain [their] extraordinary powers… on the basis of just one election…” the Foundation told the NLRB in its comments “Today, many workplaces unionized decades ago consist primarily, if not entirely, of workers hired long after any ‘choice’ was made to organize.”

The comments also call on the NLRB to remove numerous bureaucratically-enacted barriers not mandated by the NLRA that prevent workers from holding a decertification vote to remove an unwanted union from their workplace. The Foundation calls for the elimination of various “election bars,” for ending union officials’ ability to abuse the NLRB system by filing blocking charges to stop workers from holding decertification votes, and for other reforms that would streamline and simplify the decertification process.

National Right to Work Foundation staff attorneys currently represent employees in over 80 cases at the NLRB, including many where workers have been blocked from even holding a vote to remove a union that they believe lacks the support of a majority of employees.

The Foundation opposed the one-sided 2014 rule changes which were designed to expand forced unionization by dramatically shortening the time frame individual workers have to gather, evaluate, and share information with their coworkers about the negative effects of unionization. Moreover, the rules require job providers to disclose workers’ personal information (including their phone numbers, email addresses, and shift information), thus opening up dissenting or undecided workers to intimidation and harassment.

“The Obama NLRB’s election rules made union organizing campaigns more one-sided and stifled the rights of employees opposed to unionization. It is long past time they be rescinded” said Mark Mix, President of the National Right to Work Foundation. “However, simply reverting to the pre-Obama NLRB rules would still leave many workers – whose rights the NLRB is supposed to protect – trapped in unions they oppose and that a majority of their coworkers have never voted for.”

“That’s why, if union officials are going to be granted monopoly powers over every employee in a workplace, they should be required to regularly recertify that at least a majority actually want them there,” continued Mix. “Further the Labor Board should reform the one-sided NLRB election system that lets union organizers call for a unionization vote of nonunion employees at any time, but forces workers to wait months or even years to file to force a secret ballot vote on an incumbent union.”

Washington, DC (March 29, 2018) – The National Right to Work Legal Defense Foundation is formally requesting the Council of Inspectors General on Integrity and Efficiency (CIGIE) review apparent wrongdoing by the Inspector General of the National Labor Relations Board (NLRB) regarding an investigation that led to an abrupt move by the NLRB to undo a recent decision.

The National Right to Work Foundation is a nonprofit, charitable organization that provides free legal aid to employees nationwide. With more than eighty ongoing NLRB cases in which Foundation staff attorneys represent workers, the Foundation seeks to ensure that the Board’s recusal standards are being properly and consistently enforced and that privileged communications from NLRB deliberations are not selectively leaked.

On February 9, NLRB Inspector General David Berry issued a report concerning whether NLRB Member William Emanuel should have been recused in Hy-Brand Industrial Contractors. Citing this report, the other three siting NLRB Members voted on February 27 to vacate the December decision in Hy-Brand, which had overruled a controversial, precedent-shattering decision by Barack Obama’s NLRB.

Inspector General Berry’s February 9 report, and a follow-up report dated March 20, were both made public without redactions of the NLRB’s internal deliberative communications. In 2012, then-NLRB Member Terence Flynn resigned after Inspector General Berry issued a report that said that Flynn had improperly shared information regarding the Board’s deliberative process.

The Foundation is asking the CIGIE to investigate whether Inspector General Berry himself disseminated confidential NLRB deliberations and improperly disclosed to people outside the NLRB that he was investigating Member Emanuel.

“Victims of compulsory unionism abuses should not be victimized yet again by rogue bureaucrats at the NLRB,” said National Right to Work Foundation President Mark Mix. “Whether regarding recusals or the disclosure of internal Board deliberations, Inspector General Berry appears to apply different standards to different people.”

“Despite his tenuous findings regarding recusals for Member Emanuel, just a few years ago Berry gave the green light to Obama appointee and former Service Employees International Union lawyer Craig Becker to participate in cases involving the SEIU and its affiliates,” continued Mix. “Now both Berry and NLRB Member Pearce appear to have publicly disclosed information regarding the Board’s internal deliberative process, even though Berry’s own report in 2012 condemned former Member Flynn for doing the same thing.”

St. Louis, MO (March 21, 2018) – With free legal aid from National Right to Work Foundation staff attorneys, a Missouri power plant worker has filed federal unfair labor practice charges against the International Brotherhood of Electrical Workers (IBEW) Local 53 union for failing to provide an adequate breakdown of how the union spends workers’ forced union dues.

In November 2017, IBEW Local 53 union officials informed James Feagins that, beginning in 2018, he would be required to pay union fees of approximately 95 percent of formal membership dues, a substantial increase over the average of approximately 50 percent of union dues he was previously required to pay.

Because a union-backed ballot petition has blocked Missouri’s Right to Work law from going into effect, workers like Feagins currently can be fired for refusing to hand over part of their paycheck to a union they choose not to join. In the 27 states with Right to Work laws in effect, union membership and financial support is strictly voluntary.

Feagins had previously attempted to exercise his rights under the Foundation-won U.S. Supreme Court precedent Communications Workers of America v. Beck to opt out of union membership. Under Beck, workers in states without Right to Work protections cannot be compelled to pay the part of union dues used for a union’s political and member-only activities.

Beck also requires union bosses to provide workers with an independently-verified audit breaking down chargeable and non-chargeable expenses, but IBEW Local 53 union officials only provided Feagins with an unaudited statement. Moreover, IBEW Local 53’s statement of expenses included so-called “per capita taxes” sent to affiliate unions without disclosure regarding how the affiliates spend that money.

The charges allege that Local 53 union officials further violated Feagins’ Beck rights by illegally charging him for certain advertising, overhead, and organizing expenses. Further, Feagins asked union officials to provide him with a copy of the monopoly bargaining agreement, but they refused to do so in violation of federal labor law.

The National Labor Relations Board (NLRB) Regional Director in St. Louis will now investigate the charges.

“Union bosses add insult to injury by threatening workers to pay fees or else be fired, and then keeping them in the dark about where the money is going,” said Mark Mix, President of the National Right to Work Foundation. “This case underscores the need for Right to Work protections in Missouri to make union membership and dues payments completely voluntary.”

Washington, DC (March 19, 2018) – The National Right to Work Foundation, a charitable organization that provides free legal assistance to employees nationwide, today submitted a Freedom of Information Act (FOIA) request to the National Labor Relations Board (NLRB), asking for information regarding the NLRB’s standards for recusal and the Board’s determination to reconsider and vacate a recent decision.

“National Right to Work Foundation staff attorneys are currently providing free legal aid to workers in more than eighty NLRB cases,” stated Foundation Vice President and Legal Director Raymond LaJeunesse, who submitted the FOIA request. “These victims of compulsory unionism abuses deserve fair and impartial hearings from properly constituted NLRB panels.”

Barack Obama’s NLRB, which was dogged by accusations of its partiality throughout Obama’s two terms in office, overturned thirty years of precedent in Browning-Ferris Industries in 2015. This past December, in Hy-Brand Industrial Contractors, the NLRB overruled Browning-Ferris and restored “the principles governing joint-employer status that existed prior to that decision.”

Since the decision in Hy-Brand, one Board Member’s term expired. Then, the NLRB’s Inspector General concluded that another should have been recused in Hy-Brand because his former law firm represented an employer that was a party in Browning-Ferris. Citing the Inspector General’s report, the other three Members of the Board in late February vacated the Hy-Brand decision.

The FOIA request seeks information, documents, and communications regarding the Inspector General’s recusal determination in this case, any other recusal determinations since January 1, 2009, and the three-member panel’s reconsideration of Hy-Brand. In addition to communications between or among Board Members and the Inspector General, the Foundation seeks their communications regarding these matters with members and staff of the U.S. Senate and House of Representatives, the press, or union officials.

“The NLRB’s Inspector General appears to be setting a troubling double standard regarding recusals, especially considering the same office looked the other way when former Service Employees International Union lawyer and Obama appointee Craig Becker refused to recuse himself from cases involving the SEIU and its affiliates,” explained National Right to Work Foundation President Mark Mix.

“The public deserves to know the truth surrounding this double standard, especially given that it advances the concerted effort by Big Labor and its allies to block a full NLRB from reviewing controversial Obama-era rulings that limit the rights of workers who don’t want to associate with a labor union,” continued Mix.

Warrenton, VA (March 8, 2018) – A Federal Aviation Administration (FAA) employee has won a federal settlement after the agency complied with union officials’ demands to punish him for resigning his union membership by transferring him to a position that caused a scheduling conflict with his religious obligations.

In 2013, Matthew Gray, a Seventh-day Adventist who works at the FAA’s Potomac facility, filed federal charges with the Equal Employment Opportunity Commission (EEOC) against the National Air Traffic Controllers Association (NATCA) union and FAA.

With free legal aid from National Right to Work Foundation staff attorneys, Gray filed the charges after he was informed by a union official that he was being removed from his detail and transferred to another in which he would be required to work on Saturdays as punishment for resigning from the union. Federal law ensures that independent-minded employees of the federal government, like Gray, cannot be required to pay any dues or “fees” to a union as a condition of employment.

Gray resigned union membership because he believes union membership is contrary to his faith. A central doctrine of Gray’s church is weekly worship, and not working, on Saturday. Gray’s original position allowed him to avoid any scheduling conflict between his work and religious obligations. By removing him from that detail, however, NATCA union officials effectively forced Gray to work on Saturday, unless he found a replacement or took leave every week, or lose his job.

Instead of standing up to the union’s ugly retaliation against a worker who chose to exercise his legal rights, Gray’s manager at the FAA told him that he was complying with the union’s transfer request because Gray “no longer represent[s] the best interests of NATCA.”

Before this settlement was reached, the EEOC had found cause to believe that the union violated Gray’s rights under Title VII of the Civil Rights Act, and Gray had won settlements resolving unfair labor practice charges he filed with the Federal Labor Relations Authority against the union and FAA.

“Make no mistake, union bosses punished Matthew Gray for simply acting on his deeply-held religious beliefs,” said Mark Mix, President of the National Right to Work Foundation. “Hardworking Americans should not face religious discrimination or any other retaliation for exercising their right to refrain from union membership.”

At the Federalist Society blog, National Right to Work Foundation Vice President and Legal Director Raymond J. LaJeunesse has a new commentary discussing the extreme anti-worker freedom record of Barack Obama appointee Mark Gaston Pearce, who still sits on the National Labor Relations Board:

The current term of Mark Gaston Pearce as a Member of the National Labor Relations Board expires on August 27, 2018. Traditionally, the Board has consisted of three Members from the President’s party and two from the other major party. It has been publicly reported that Member Pearce, a Democrat who represented labor organizations before coming to the Board, is lobbying for reappointment. However, Member Pearce has a record that shows that he is a particularly virulent opponent of the rights of private-sector workers who choose not to support unions and object to being forced to subsidize them, more so than other Democrat appointees to the Board. Specific cases that demonstrate this follow.

Read the rest of the post here.

It’s time for the U.S. Supreme Court to restore government workers’ First Amendment rights to free speech and freedom of association. No government worker should be forced to pay for union politics as a condition of employment.

WASHINGTON, D.C. (Feb. 26, 2018) – Today the U.S. Supreme Court will hear oral arguments in the landmark workers’ rights case, Janus v. AFSCME. Across the United States, more than 5 million government workers are required to give part of their paycheck to a government union as a condition of working in public service. This case seeks to outlaw that practice, and restore workers’ First Amendment rights to free speech and freedom of association.

The plaintiff in this case is Mark Janus, a child support specialist for state government in Illinois. Janus is required to pay approximately $45 each month to AFSCME Council 31, even though he is not a union member, never voted on union representation and is opposed to the policies for which the union advocates.

Janus filed his case in 2015 with free legal aid from the National Right to Work Legal Defense Foundation and the Illinois-based Liberty Justice Center.

During oral arguments, supporters of Mark Janus and the fight to restore workers’ rights will rally outside the steps of the U.S. Supreme Court.

Mark Mix, president of the National Right to Work Legal Defense Foundation, offered the following statement: “Poll after poll demonstrates that the American people overwhelmingly believe that union membership and financial support should be voluntary and not forced. Now those compulsory union payments are squarely before the Supreme Court, with the First Amendment rights of over five million teachers, firefighters, police officers and other government workers like Mark Janus at stake. Forty years ago in the Abood case the High Court erred by allowing public employees to be forced to pay money to union officials as a condition to working for their own government, and we are hopeful that by the end of the Court’s term that injustice will finally be remedied.”

Mark Janus offered the following statement: “Government workers like me should not have to bear the burden of supporting political and policy causes we disagree with in order to serve our communities and state. The right to say ‘no’ to a union is just as important as the right to say ‘yes,’ but for over 40 years, government workers have been denied that right. I am hopeful that after today’s arguments, the United States Supreme Court will restore the rights of me and every other government employee in America.”

Jacob Huebert, Janus’ attorney from the Liberty Justice Center, made the following statement: “This is the biggest case for workers’ rights in a generation. No one should be forced to check their First Amendment rights at the door just because they want to work in a government job. Workers deserve a choice and a voice.”

Worker Advocate: Union officials should stop violating the rights of employees by arbitrarily blocking requests to stop dues payments

Oshkosh, WI (February 21, 2018) – On Wednesday, February 14, National Right to Work Legal Defense Foundation staff attorneys filed an unfair labor practice charge with the National Labor Relations Board (NLRB) against United Steelworkers (USW) Local 2-482 for violating a manufacturing plant employee’s rights by imposing an arbitrary “window period” to block him from ending his forced dues payments.

Since 2015, Wisconsin’s Right to Work protections make union membership and financial support strictly voluntary. However, union officials have blocked workers repeatedly from exercising their rights under the law. Donald Dillabough, a manufacturing plant employee at Clear Water Paper, Inc., found this out recently when he attempted to exercise his right to end payments to USW union officials.

In December 2017, Dillabough emailed the USW resigning from the union and revoking his authorization for the union to collect dues payments from his paychecks. Despite his revocation, USW union officials denied his request to end payments by claiming the letters were not submitted during a union-created “window period.” To this day, Dillabough remains forced to pay money to union officials because they refuse to honor his revocation request.

Dillabough turned to the National Right to Work Foundation for help with challenging the policy. Dillabough’s Foundation-provided staff attorney filed an unfair labor practice charge with NLRB Region 18 challenging the “window period” as a violation of his rights. The Region will now investigate the charge.

Unfortunately for workers, union officials frequently attempt to enforce arbitrary time restraints on when employees can or cannot exercise their right to end automatic forced dues deductions from their paychecks. Various courts have struck down these policies, but union officials continue to try and prevent rank and file workers from exercising their rights, especially in states with Right to Work protections for employees.

“Even in states like Wisconsin where union dues payments are by law supposed to be completely voluntary, union bosses frequently play fast and loose with employees’ rights to attempt to trap workers into paying forced dues against their will,” said National Right to Work Foundation President Mark Mix. “Wisconsin’s Right to Work law simply protects an employee’s right to choose for him or herself whether to join and financially support a union. Numerous court decisions have made clear that that freedom of choice cannot be limited to one week a year and the NLRB should prosecute USW bosses for this flagrant violation of the rights of a worker they claim to ‘represent.’”

Illinois Childcare Support Specialist’s case set for February 26 argument

Washington, DC (February 12, 2018)– Today, attorneys for Illinois public servant Mark Janus filed the final brief in the Supreme Court case, Janus v. AFSCME. The final brief asks the High Court to recognize that the First Amendment protects public workers from being required to make payments to union officials as a condition of working for their own government.

Plaintiff Mark Janus is an Illinois child support specialist who filed the challenge with free legal aid from the National Right to Work Legal Defense Foundation and the Liberty Justice Center. Janus is currently required to pay union fees to AFSCME union officials even though he opposes many of the positions union officials advocate using his money and feels he would be better off without the union’s so-called representation.

Mark Mix, President of the National Right to Work Foundation, issued the following statement about the case:

“Mandatory union fees are the largest regime of compelled speech in the nation, and it is long past time that public employees’ First Amendment rights be protected from being forced to subsidize union officials’ speech. We are hopeful that by the end of the Supreme Court’s term it will issue a decision ensuring that union payments for public employees like Mr. Janus are strictly voluntary, at which point the challenge will be enforcing those protections for millions of government workers.”

Jacob Huebert, Director of Litigation for the Liberty Justice Center, added the following about the filing:

“AFSCME and the State of Illinois have not shown and cannot show that unions’ desire to keep taking money out of government workers’ paychecks is more important than the workers’ fundamental First Amendment right to choose which advocacy groups they will and won’t support. We’re optimistic that the Supreme Court will recognize that and restore workers’ rights.”

Background Information:

In the 1977 Abood v. Detroit Board of Education case, a divided High Court ruled that public employees could not be required to subsidize many political and ideological union activities; however the court left in place forced fees used to subsidize union monopoly bargaining with the government. In a series of cases in the last five years, the Supreme Court has questioned the theory underpinning Abood.

In the National Right to Work Foundation-won Knox v. SEIU (2012) and Harris v. Quinn (2014) cases, the Supreme Court made clear that mandatory union payments invoke the highest level of First Amendment protection. In Janus, Mark Janus’ attorneys ask the Supreme Court to apply this heightened scrutiny to all mandatory union payments required of government employees. Oral arguments in the case are scheduled to occur on Monday February 26 at 10:00 AM ET.

If the High Court rules in Janus’ favor, more than 5 million public school teachers, firefighters, police officers and other government employees who currently are forced to pay money to union officials just to keep their jobs would be free to decide individually whether or not to make voluntary union payments.