INCREDIBLE CNA/NNOC victory in Houston.

I read your link. The union cannot demand termination under the law. Hiring/Firing is a management right NOT a union right. What the document does reference is a fairshare agreement. Fairshare means that bargaining unit members in effect pay for the costs associated with representing members in the collective bargaining and grievance processes but not expenses associated with the local.

Not true. A group of Nurses of St John Mercy Medical Center in St Louis Missouri working under a closed shop union contract decided they were fed up with their union and stopped paying dues. The union demanded their termination. The hospital decided to back their nurses and refused to fire them. The union took the hospital and the nurses to court. The case went all the way to the 8th circuit court of appeals and the nurses and hospital LOST. The nurses were TERMINATED at the request of the union. I include the actual court documents:

http://k.b5z.net/i/u/6011029/i/St_Johs_8thcourt.pdf

Sherwood

The organization failed to uphold the contract. The interpretation of the original link posted was inaccurate. The court decision was in effect holding hospital management accountable to follow the contract that was negotiated for collecting dues.

Of course if the disaffected bargaining unit members had simply started attending meetings to express their concerns they may very well have achieved the changes in their union that they wanted. Or they could have pursued decertification of the bargaining unit through NLRB. In my experience picking up your toys and going home is not a very effective way of handling disputes.

The union demanded a contract that calls for any nurse to be terminated if he or she does not pay dues. It is called a "union security clause". In non right to work states this is automatic unless the nurses think ahead and demand that the union security clause be left out.