Wyoming Unions laws & HR compliance analysis

Wyoming Unions: What you need to know

The right of workers in private employment to form unions and bargain collectively with their employers is guaranteed by the National Labor Relations Act (NLRA) and related federal laws. The NLRA is preemptive, meaning that it supersedes state law in the areas that it covers. However, in areas not covered by the NLRA, such as the rights of public employees and the rights of private employees who are not engaged in interstate commerce, the states are free to make their own provisions.
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It is the public policy of the state that workers have the right to organize and to bargain collectively for acceptable terms and conditions of employment. (WY Stat. Sec. 27-7-101). Workers must be free from the interference, restraint, or coercion of employers or their agents while exercising these rights or participating in concerted activities for their mutual aid or protection. State courts have construed this law as applying only to private industry (Retail Clerks Local 187 AFL-CIO v. University of Wyoming, 531 P.2d 884 (Wyo. 1975)).
Firefighters. Wyoming law specifically permits firefighters to organize and bargain collectively (WY Stat. Sec. 27-10-101 et seq.). The law requires the union and government employer to submit all unresolved issues to arbitration if they do not come to an agreement on a contract within 30 days of their first meeting.
One area that has been left to the states is the protection of a worker's right to join or not to join a union. Like many states, Wyoming has a law that protects this right. Such laws are commonly known as “right-to-work” laws. The Wyoming law makes it illegal to condition employment on union membership or nonmembership or the payment or nonpayment ...

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