, you don’t have join a union and don’t have
to financially support unions.
(forced unionism), sincere religious objectors can
potentially redirect the entire union fee from the union to a non-labor
/ nonunion / nonreligious charity.
Title VII protects religious
(not political or philosophical) beliefs,
that is, beliefs based, in most cases, upon one’s duties to God.
The more "traditional" and "strongly held" the belief, the more likely
such will be protected. A mere religious preference may not be
protected. A Christian
for example, would cite specific Bible
verses that support his or her belief.
But the union and/or employer can claim the "undue hardship"
The undue hardship defense releases the union and employer from having
to accommodate one’s religious beliefs if the accommodation would
create an "undue hardship" for them. The Supreme Court held that "undue
hardship" means a minimal cost (or more). [TWA v. Hardison, 432 U.S. 63
Therefore, it is normally
important that the employee
seek a compromise solution (i.e., a compromise that will not compromise
his or her conscience) and that will also create the very least amount
of inconvenience or cost to the employer or the union.
Note: Federal law, under Title VII, protects most but not all employees
from religious discrimination. See 42 U.S.C. § 2000e et seq (covering:
federal, state, local and municipal employees; employees of private
employers with 15 or more employees; and employees who are members of a
union with 15 or more members).