Agency fees cannot be greater than the dues the
union receives from union members. The agency
shop is found both in the public sector (govern-
ment employment) and in the private sector. In
the private sector, in industries governed by the
National Labor Relations Act (NLRA) and the
Railway Labor Act (RLA), employers and unions
can also agree to a “union shop.” In a union shop,
employees must theoretically be members of the
union. However, the only aspect of union member-
ship that can be enforced, in a union shop, is the
obligation to pay dues; membership as a condition
of employment “is whittled down to its fi nancial
core” (NLRB v. General Motors, 373 U.S. 734, 742
[1963]). Therefore, the union shop is in practice
almost the same as the agency shop: Despite the
term “union shop,” employees do not really have
to become union members, but can instead pay
what are in effect agency fees (Marquez v. Screen
Actors Guild, 525 U.S. 33 [1998]). The union shop
and the agency shop are both known as “union
security” arrangements.
The Supreme Court has upheld union security
arrangements against constitutional challenges, in
Abood v. Detroit Board of Education, 431 U.S.
209 (1977), upholding agency shop for public-sec-
tor employees and in Railway Employees v. Han-
son, 351 U.S. 225 (1956), upholding union shop
under RLA. But the Court has also limited the
use to which unions can put agency fees. If a pub-
lic-sector union uses agency fees to “contribute to
political candidates” or to “express political views
unrelated to its duties as exclusive bargaining rep-
resentative,” there is a First Amendment violation
of the right of objecting nonmembers to be free of
compelled speech and association (Abood, at 234).
In Air Line Pilots v. Miller, 523 U.S. 866 (1998),
the Court summarized the rules for permissible
agency fees in the public sector: “[A]gency fees
assessed by public-employee unions must (1) be
‘germane’ to collective-bargaining activity; (2) be
justifi ed by the government’s vital policy interest in
labor peace and avoiding ‘free riders’; and (3) not
signifi cantly add to the burdening of free speech
that is inherent in the allowance of an agency or
union shop” (Miller, quoting Lehnert v. Ferris
Faculty Assn., 500 U.S. 507, 519 [1991]).
Similar or identical rules apply to private-
sector employment governed by the NLRA and
the RLA (Communications Workers v. Beck,
487 U.S. 735 [1988]; Miller, 523 U.S. at 872–74).
There is some question whether union security
arrangements in the private sector involve gov-
ernmental action, i.e., whether they are subject
to constitutional challenge by reason of labor
laws that permit them. The Supreme Court has
more readily found governmental action under
the RLA than the NLRA (Hanson, 351 U.S. at
231–232), since the RLA preempts any state law
barring union security arrangements, while the
NLRA allows states to prohibit union security
arrangements through so-called “right to work”
laws. In any event, the Supreme Court has inter-
preted the RLA’s union security provisions to
conform to the First Amendment (Machinists v.
Street, 367 U.S. 740, 749 [1961]), and it has inter-
preted the NLRA’s union security provisions to
conform to its interpretation of the RLA (Beck,
487 U.S. 735).
To some extent, public-sector unions actually
have greater leeway than private-sector unions in
using the fees of objecting nonmembers for polit-
ical purposes. The line between prohibited polit-
ical activities and permitted bargaining-related
activities is “somewhat hazier” in the public sec-
tor (Abood, 431 U.S. at 236), because public-sec-
tor unions “often expend considerable resources
in securing ratifi cation of negotiated agreements
by the proper state or local legislative body”
(Lehnert, 500 U.S. at 520). Even in the public
sector, however, unions may not use agency fees
for “legislative lobbying or other political union
activities outside the limited context of contract
ratification or implementation” (Lehnert, 500
U.S. at 522).
If a union spends dues money for purposes
that cannot be charged to objecting nonmembers,
it must reduce the agency fees paid by objecting
nonmembers below the level of dues. For exam-
ple, if 80 percent of a union’s expenditures are for
purposes that are germane to collective bargain-
ing and 20 percent are for purposes that are not
germane, the agency fee the union charges to non-
members can be only 80 percent of dues. “[T]he
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