The Cost of Brotherhood – Part 2 – When the Dues, Don’t
In Chicago’s public schools, a young teacher—let’s call her Sarah—earned strong praise from students and parents. Her lessons raised test scores, her classroom was full of energy, and her commitment was clear. But after just three years, she quit. The reason? A union contract kept her stuck behind a veteran teacher with 20 years’ seniority and far less drive.
Sarah’s story isn’t rare. In Part 1, we explored how unions can shape entire cities, for better or worse. Now, we’re going inside the workplace—where the dues sometimes don’t deliver. When unions prioritize structure over people, they don’t just fail to protect workers. They risk dividing them.
The Invisible War: What They’re Not Telling You About Human Trafficking
In Chicago’s public schools, a young teacher—let’s call her Sarah—earned strong praise from students and parents. Her lessons raised test scores, her classroom was full of energy, and her commitment was clear. But after just three years, she quit. The reason? A union contract kept her stuck behind a veteran teacher with 20 years’ seniority and far less drive.
Sarah’s story isn’t rare. In Part 1, we explored how unions can shape entire cities, for better or worse. Now, we’re going inside the workplace—where the dues sometimes don’t deliver. When unions prioritize structure over people, they don’t just fail to protect workers. They risk dividing them.
Seniority Over Skill: Sticking with the Old Guard
Most union contracts emphasize seniority. The longer someone has worked, the more security and advancement they’re granted. On paper, it’s a safeguard against favoritism. But in practice, it can create barriers for new, highly motivated workers.
A 2017 Brookings Institution report found that teacher contracts in large districts overwhelmingly favored seniority over performance, limiting flexibility and tying the hands of school leaders trying to retain top talent (Hansen, Quintero, West, 2017).
In Chicago, the CTU contract includes last-in, first-out provisions, meaning layoffs begin with the newest hires—regardless of merit or classroom impact (CTU Contract, Article 39).
This dynamic isn’t limited to education. A 2023 study in Labor Economics found that unionized companies had a 12% higher attrition rate among high-potential employees, many of whom cited limited upward mobility as the reason for leaving.
To be fair, many unions defend seniority systems as a safeguard against favoritism and political firing. But when those systems reward tenure over talent, they can leave the most driven workers feeling stuck and unseen.
Innovation Stalled: When Rules Can’t Flex
Workplaces today thrive on adaptability. New technology, cross-training, and streamlined processes help teams grow. But in many union environments, change moves slowly. Union contracts often define job roles so narrowly that flexibility becomes a liability.
A welder may be prohibited from tightening a bolt outside their classification, even when it would speed up the job.
In 2020, the Wall Street Journal reported that New York City’s subway modernization was delayed in part because unions resisted diagnostic tools that could have streamlined maintenance but also redefined labor roles (WSJ, 2020).
A 2021 city audit found the MTA had incurred $1.2 billion in cost overruns tied to work rule disputes, project delays, and legal gridlock (NYC Comptroller, 2021 Audit Report).
While some unions have embraced technology when it supports job creation, others hold firm to outdated systems that prioritize existing roles over long-term efficiency. In the private sector, non-union shops often adapt more quickly, free from layers of negotiation.
Shielding Underperformance, Weakening Morale
Job security is a core union benefit. But when that security becomes a shield for underperformance—or worse—it can erode team trust.
In 2015, the Los Angeles Times reported that firing a tenured teacher in California cost an average of $250,000 and took up to 18 months due to union-backed grievance processes (LA Times, 2015).
Some teachers with serious conduct issues remained in classrooms, not because they were cleared—but because removing them was prohibitively difficult.
In law enforcement, similar concerns exist. A 2020 Washington Post analysis noted that union-backed police contracts frequently delayed or blocked disciplinary action, even for officers with multiple misconduct complaints (Washington Post, 2020).
This doesn’t just harm public trust—it weakens internal morale. Good employees see poor behavior go unchecked and wonder why they bother going above and beyond.
Dues and Representation: When Voices Go Unheard
Before the Supreme Court’s Janus v. AFSCME decision in 2018, public sector employees in unionized jobs were required to pay dues—even if they disagreed with the union’s actions or political affiliations. That ruling affirmed that mandatory fees violated First Amendment rights.
But even post-Janus, many workers report feeling pressure to stay quiet or avoid rocking the boat. A 2022 Gallup survey found that 40% of union members disagreed with how their dues were used politically (Gallup, 2022).
Despite that, unions spent over $1.7 billion during the 2020 election cycle, mostly without direct member input (OpenSecrets, 2020).
One Detroit autoworker, in a public 2024 post, put it plainly: “My union backs candidates I’d never vote for. But if I say anything, I’m the problem.”
The message is clear—unity can sometimes mean silence.
When Brotherhood Becomes Control
Unions were founded on solidarity. And in many cases, that principle has helped workers gain rights they wouldn’t have achieved alone.
But when loyalty becomes a condition, when progress is blocked by inflexible rules, and when the best workers are sidelined while others hide behind policy, the system stops working as intended.
The dues don’t always pay off. Sometimes, they cost more than money.
In Part 3, we’ll look at what happens when someone chooses to step outside that system—when crossing the line means choosing independence over obligation. And what it costs when the brotherhood turns its back.
If you’ve had a similar experience, share it at TheMiddleGroundProject.com.