Idaho Right to Work Laws

Most states have laws that prohibit unions and employers from requiring current or prospective employees to join a union as a condition of employment at a company with organized labor. These so-called right to work laws, in actuality, prohibit the enforcement of security agreements, which often require those who choose not to join the union to still pay monthly dues to cover the expenses of representation. After all, even employees who don't join the union still have access to the same wages and benefits as card-carrying union members. And even in states without these laws, employees may not be required to join unions (but typically must pay the monthly fee).

These controversial "right to work" laws tend to pit labor interests against management. Those supporting such laws often cite the political involvement (and campaign contributions) of unions, arguing that no one should be forced to contribute to a political campaign they may not agree with. Opponents, on the other hand, argue that these laws are merely an attempt to cripple unions by depleting their ability to raise funds.

Right to Work Law in Idaho: The Basics

Idaho's right to work law is very similar to those in other states, as it prohibits any type of union membership requirement as a condition for employment. The statute also states that no wages may be deducted for union fees unless a signed, written authorization is provided by the employee.

More details about Idaho's right to work laws are listed in the following table. See FindLaw's Unions section for additional articles and resources.

Code Section 44-2001, et seq.
Policy on Union Membership, Organization, etc. The right to work shall not be subject to undue restraint or coercion, infringed upon or restrained in any way based on membership, affiliation, or financial support of a labor organization.
Prohibited Activity Freedom of choice guaranteed, discrimination prohibited; deductions from wages unless signed written authorization by employee; coercion and intimidation of employee, his family, or property.
Penalties Any agreement null and void and of no legal effect; misdemeanor and fined not more than $1,000 or imprisonment not more than 90 days or both; injunctive relief; may recover any and all damages including costs & attorney's fees.

Note: State laws may change at any time, usually with prior notice (such as when newly signed legislation is enacted) but sometimes through decisions by higher courts or other means. You should contact an Idaho employment law attorney or conduct your own legal research to verify the state law(s) you are researching.

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