What do "right-to-work" laws allow employees to do?

"Right-to-work" laws are designed to ensure that employees have the freedom to work without being compelled to join a union or pay union dues as a condition of employment. These laws prohibit union security agreements, which typically require all employees in a bargaining unit to either join the union or pay dues to support the union's activities. As a result, right-to-work laws provide employees with the option to remain non-union members while still being able to work in unionized workplaces.

This means an employee can choose to work in an environment that is represented by a union without being obligated to become a union member or contribute financially to the union. This principle is an important aspect of labor law in many states, reflecting the belief in the voluntary nature of union membership.

The other options provided do not accurately capture the essence of right-to-work laws. Joining any union is not a restriction imposed by these laws, as employees can choose whether to join a union or not. Working only in unionized environments does not align with the concept of right-to-work, since these laws allow for non-union participation. Finally, the right to collectively bargain independently from union representation is a distinct issue not addressed by right-to-work laws, which focus primarily on union membership and dues.