As previously communicated by Vensure here, we wanted to remind employers that the Right-To-Work Law Repeal is effective on March 30, 2024.

This repeal not only is historical because Michigan becomes the first state in 58 years to repeal its Right-to-Work statute, but will make non-unionized employees unable to resign union membership and avoid paying union dues, even as a condition of employment.

Therefore, union security clauses might increase or might begin to operate in collective bargaining agreements, which will force employees to pay dues or fees that support unions and that permit them to force employers to discharge employees who refuse to do so through the application of these clauses.

It also removes the financial penalty for using force or intimidation to compel employees to join or not join a union, affiliate with, or financially support a union, and/or pay a charitable organization or another third party an amount of money equivalent to dues, fees, or other charges that are required to be represented by a labor union

SB 4 also took preventive measures prohibiting municipalities from enacting their own Right-To-Work laws in the municipality and lower levels.

Employers with a CBA already established should expect the incorporation of these types of clauses once the negotiation time reopens.

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