What Is “Right to Work”?

In a “Right to Work” state like Iowa, employees cannot be required to join a union or pay union dues as a condition of employment, even if the workplace is unionized. While it sounds positive, the reality is more complicated.

How Does It Affect Unions?

• Weakened Bargaining Power: With fewer workers contributing financially to the union, resources to negotiate better wages, benefits, and working conditions can shrink.
• “Free Riders”: Employees who benefit from union-negotiated contracts without contributing dues can create financial strain on the union.
• Challenges to Solidarity: A strong union relies on unity. “Right to Work” laws can make it harder to maintain that strength.

How Does It Affect Union Jobs?

• Lower Wages and Benefits: Studies have shown that wages in “Right to Work” states tend to be lower, and benefits like health care and retirement plans may be less comprehensive.
• Job Site Safety: Unions play a critical role in ensuring safe working conditions. Weakened unions can lead to reduced oversight and protections.
• Job Security: Collective bargaining agreements negotiated by unions often provide stronger job security. Without robust union resources, these protections can be harder to secure.

Why Staying Involved Matters

Even in a “Right to Work” state, unions like Laborers 177 continue to fight for fair treatment, better pay, and safer job sites for every worker. By staying active, engaged, and unified, we can ensure that our union remains strong and continues to advocate for what’s best for all members.

Iowa is an at-will employment state, meaning employers can terminate employees at any time, for any reason, as long as it’s not illegal (like discrimination or retaliation). However, being part of a union often means you have added protections through your collective bargaining agreement, which outlines specific conditions under which you can be let go or disciplined.

Collective bargaining rights give workers the ability to negotiate wages, benefits, and working conditions as a group. In Iowa, recent changes to collective bargaining laws have limited the scope of what unions can negotiate, particularly for public sector workers. For private sector unions, like those represented by Laborers 177, these rights remain protected under federal law through the National Labor Relations Act (NLRA).

The term prevailing wage refers to the standard hourly wage, benefits, and overtime paid to workers within a specific area for a particular type of work. It ensures that workers on public projects are fairly compensated in line with industry standards in the region.

Iowa does not currently have a state-level prevailing wage law. In the past, efforts to establish such laws have been proposed, but they have not been passed by the Iowa Legislature.

What This Means for Iowa Workers

Without a state-level prevailing wage law:

1. Wages May Vary: Contractors can pay below the industry standard, especially on public projects.
2. Public Projects at Risk: The absence of prevailing wage protections can lead to out-of-state, lower-wage contractors outbidding local, skilled workers.
3. Reliance on Federal Laws: Iowa workers on federally funded projects may still benefit from the Davis-Bacon Act, which requires prevailing wages on federal projects.

Why This Matters to Unions

For union members, the lack of prevailing wage laws at the state level highlights the importance of:

• Advocating for fair compensation on public projects.
• Supporting policies that protect local jobs and prevent wage undercutting.
• Staying informed about federal protections like the Davis-Bacon Act.

By being active and informed, unions can continue to fight for better wage standards for Iowa’s hardworking laborers.