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HB 614

Enact the Second Chance Safety Act

136th Legislature (2025-2026) Introduced by Rachel Baker and 9 co-sponsors

HB 614 adds a Right to Work clause to the NC Constitution, barring employers from requiring union membership or dues for employment; applies to new contracts; existing ones stay.

Introduced
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Bill Summary · HB 614

HB 614 — Amend NC Constitution / Right to Work

Status: Passed 1st Reading (Introduced: Nov 12, 2024)
Subjects: Commerce; Constitution; Elections; Employment; Organized Labor; Public Policy (North Carolina)

Main purpose

HB 614 proposes adding a “Right to Work” provision to the North Carolina Constitution (new Section 39, Article I). Its stated purpose is to establish as state constitutional policy that no person’s right to work may be denied or limited because of membership or non‑membership in a labor organization, and to bar employers from conditioning employment on union membership, non‑membership, or payment of union dues or fees.

Key provisions

  • Adds a new constitutional section titled “Right to work” with these central rules:
    • Declares that “the right to live includes the right to work” and that exercising the right to work must be protected from undue restraints and coercion.
    • Prohibits denial or abridgement of employment on account of membership or non‑membership, or payment or non‑payment, in any labor organization.
    • Prohibits an employer from requiring, as a condition of employment or continued employment:
    • that a person become or remain a member of a labor organization;
    • that a person abstain from membership in a labor organization; or
    • that a person pay dues, fees, or other charges to a labor organization.
    • Exempts contracts lawfully in force on the amendment’s effective date; the prohibition applies to contracts entered into after the effective date and renewals/extensions thereafter.
    • Defines “labor organization” broadly to include trade unions, labor unions, or other labor associations.

Who would be affected

  • Employees (private and potentially public sector) across North Carolina, because the amendment would constitutionally restrict employers’ ability to require union membership or dues as a condition of employment.
  • Employers and human‑resources practices (union security clauses, agency fee arrangements).
  • Labor organizations and unions (impacting membership and revenue models, collective bargaining leverage).
  • Existing contracts in force on the amendment’s effective date would remain valid; future contracts and renewals would be governed by the new constitutional rule.

Procedural / timeline aspects

  • The 2023 version of the bill provides that the constitutional amendment is to be submitted to the voters at a statewide election (text references the Nov. 5, 2024 statewide ballot date). If a majority of votes favor the amendment, it is to be certified and enrolled among the Secretary of State’s records and becomes effective upon certification.
  • Current status (per provided information): HB 614 was introduced (Nov 12, 2024) and has passed first reading. Final effect depends on voter approval (constitutional amendment) and any subsequent legal or legislative action.

Potential implications to note

  • If approved by voters, this would elevate “right to work” protection to the state constitutional level, making it harder for future legislatures or courts to permit union‑security arrangements that require membership or payment as a condition of employment.
  • Existing collective bargaining agreements containing union‑security provisions that predate the amendment would remain in force per the bill’s language; newly negotiated agreements would need to comply with the constitutional prohibition.
  • Implementation and litigation questions could arise over scope (e.g., public vs. private sector, federal preemption in certain areas), enforcement, and interpretation of terms like “condition of employment.”

Compiled from official sources — confirm details with the bill’s official record.

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