RE: Layoff logistics and etiquette

Subject: RE: Layoff logistics and etiquette
From: "Tracy Boyington" <tracy_boyington -at- okcareertech -dot- org>
To: "TECHWR-L" <techwr-l -at- lists -dot- raycomm -dot- com>
Date: Tue, 23 Oct 2001 11:17:40 -0500

As I understand it, Oklahoma's "right-to-work" law means that when non-union employees and unionized employees work for the same employer, the non-union employees can no longer be required to pay a portion of the union dues (before the law was passed, non-union employees had to pay the part of union dues that went toward things they benefitted from even though they were not in the union, such as wage and benefit negotiations). It has nothing to do with the right to fire someone or the right to quit your job, and shouldn't be confused with "at-will" laws. I'm sure all "right-to-work" or "free work" laws are slightly different, just as all "at-will" laws are. And the connection to technical writing is that even TWs sometimes need to be encouraged to read the friendly manual and find out what the law is in their state*, or the state they plan to move to. It never would have occured to me that I might be legally required to give 2 weeks notice in some areas.

*(yeah, I know that's US-centric.)

Tracy Boyington tracy_boyington -at- okcareertech -dot- org
Oklahoma Department of Career & Technology Education
Stillwater, OK

>>> <bryan -dot- westbrook -at- amd -dot- com> 10/23/01 10:54AM >>>
As I've heard it explained, it also means that employers to not have to deal directly with unions, though companies do because they are forced to do so for fear that the unions will strike against their branches in other states.

As for this issue of rights, consider this: in a right to work state an employer is not required to keep paying a bad employee any longer than that employer chooses to do so. For the workers, it means we don't have to stay at a job we hate. That's protecting someone's rights.

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