Right to work laws allow workers to be employed in unionized workplaces without having to pay union dues or be union members. This would give workers the option to opt out of paying dues to the union while still receiving the wages and benefits negotiated in the collective agreement. For unions, right to work laws could reduce membership and funding if many workers choose not to pay dues. It may also cause conflicts between union supporters and non-supporters. The author believes existing Canadian laws already adequately protect worker rights without needing right to work legislation in Ontario.

1. Right To Work Law – What Is It?
Kathryn Kissinger HR Services 2013

2. “Right To Work”
There is increasing chatter in the news and on
television ads referring to “Right to Work” laws
coming to Canada and/or Ontario.
I thought I would take a few moments to explain what
this term, “Right to Work”, really means.
This law has not been passed and is only a theory
at this point.
Kathryn Kissinger HR Services 2013

3. “Right To Work”
DISCLAIMER: It is common knowledge that I was
a Chief Steward for Service Employees International
Union (SEIU) for over 11 years.
I would like to state that this blog is neither For or
Against Unions in workplaces.
My aim here is to clarify what the Right to Work law
is, and the possible impact this type of law would have
in Ontario.
Kathryn Kissinger HR Services 2013

4. “Right To Work”
What it is NOT: Right to Work laws do not give workers any
entitlement to employment or jobs.
What it IS: Right to Work laws allow workers “the right” to
be employed in Union positions (even closed shops, like the
IBEW) without requiring them to pay the dues or be a
member under the Union’s agreement with the Employer.
This means that the worker receives all the wages, benefits
and support provided in the Collective Agreement, but they
are not bound to strike (if applicable in the workplace) or
support the Union in any way.
Kathryn Kissinger HR Services 2013

5. What Is the Impact?
For Workers: If you have a Union in your
workplace, this law would allow both new AND
existing workers to opt out of dues payment to
and membership in the Union.
It means that some workers will pay dues, and
some won’t, but all of them will receive the same
wages, benefits, grievance processes, and anything
else provided in the agreement.
Kathryn Kissinger HR Services 2013

6. What Is the Impact?
For Employers: It could be a big headache to keep
track of who does and does not pay dues.
Employers would be required to pay for extras like
grievance arbitration for the employees.
Also, there could be an increase in “workplace
personality conflicts” between those who support
the Union and those who don’t.
Kathryn Kissinger HR Services 2013

7. Personally, I don’t believe that Right to Work laws are
needed in Ontario.
There is legislation in place to ensure that workers can
have their dues amount redirected to a Charity
(Religious Grounds for Exemption) and the
“Modified Rand Formula” which states that a worker
may be required to pay the dues, but does not need to
be a member of the Union, to be covered by the
Collective Agreement provisions.
Kathryn Kissinger HR Services 2013

8. What Is the Impact?
What happens when enough workers opt out and they
(perhaps unintentionally) decertify their Union due to
lack of membership in the workplace? Some
employers will be nice and keep the existing wages
and benefits in place, some will not.
This topic is of concern to all, and I hope that
everyone pays attention when our lawmakers begin
discussions.
Whatever your opinion is, make sure you are heard.
Kathryn Kissinger HR Services 2013