Labor—both unions and the broad working class of wage workers—haven’t had a good year in a very long time. Union membership continues its long, slow decline, as does median family income. But if nothing else, 2014 should be a clarifying year in the life of several legal and organizing struggles which will either advance or retard the progress of labor.
Once in a while, disparate news events make visible a thematic convergence, something wonderful or disturbing that had been coursing unseen through the culture. Since the mass murder of 26 children and educators at Sandy Hook Elementary School, the nation’s attention has frequently been riveted by events that call into question what we owe to one another and what we owe to ourselves. Can we, like the inspiring, relentless parents of those dead kids, rouse ourselves to care about our fate?
Invoking “dysfunction” is now the basic black of punditry about American politics. As the British political theorist David Runciman recently observed in the London Review of Books, “Commentators find it almost impossible to write about American democracy these days without reaching for the word ‘dysfunctional.’” Consider the lowlights of our political culture in just the past 15 years: a puerile impeachment; the subsequent president elected via a Supreme Court filled with political allies; a radicalized Republican Party, convinced that taxation and domestic government spending are a form of socialism; a failure by bipartisan elites even to prioritize, let alone tackle, continued high unemployment and the looming catastrophe of climate change. As Runciman’s editors titled his own essay on America’s lumbering democracy, “How can it work?”
Let’s clear one thing up. “Right to work” laws, which permit employees working at a unionized workplace to refuse to join the union or to pay the union the cost of representing the worker, are designed to weaken the economic and political power of organized labor and, by extension, wage workers. Full stop. They allow workers to “free ride” all the benefits of a collective-bargaining agreement (increased wages, benefits, rights to adjudicate a dispute with a supervisor, safety and health requirement beyond those mandated by the Occupational Safety and Health Administration, etc.) negotiated by the union without paying any of the union dues their fellow employees pay.