Labor & Employment (Collective Bargaining)

HB 5542 would repeal West Virginia's right-to-work law (specifically sections §21-5G-1 through §21-5G-7) that prohibited requiring union membership as a condition of employment in workplaces where a union is the bargaining representative. This bill directly affects workers and labor unions in West Virginia workplaces covered by collective bargaining agreements, removing barriers to fair cost allocation for representation. The key provision eliminates legal restrictions that forced unions to represent non-members without charging fees, allowing voluntary agreements where employees who benefit from union representation may be required to pay dues. The change aims to restore the ability for unions and employees to negotiate fair cost-sharing arrangements under existing labor law.

HB 4549 requires West Virginia local governments to award public construction contracts over $50,000 to the lowest qualified responsible bidder - defined as the lowest-priced bidder meeting standards for ability, compliance with state laws, and a valid bid bond. The bill also permits political subdivisions (like counties, cities, and school boards) to enter into project labor agreements (pre-hire union contracts) for construction projects. Additionally, for projects exceeding $250,000, the winning bidder must provide a list of subcontractors performing over $25,000 in work within one business day of the bid opening. This directly affects local governments and contractors involved in public construction projects across West Virginia.

SB 115 would repeal West Virginia's 2016 "Workplace Freedom Act" (codified in sections §21-5G-1 through §21-5G-7 of the state code), which prohibits agreements requiring workers to join a union or pay dues as a condition of employment. The bill removes this legal restriction, allowing employers and unions to negotiate agreements that mandate union membership or dues in collective bargaining. This change would directly affect workers, labor unions, and employers across West Virginia by altering the state's labor law regarding union security. If enacted, it would eliminate the right-to-work policy that has governed the state's labor relations since 2016.