The Project Labor Agreements (PLAs) is “a pre-hire union labor agreement in which the contract terms and labor conditions are established in advance” (Herzenberg & Ormiston, 2019). PLAs are able to protect both union and non-union employees by establishing predetermined wages and benefits. Therefore, they are able to protect employment opportunities. At will employment means that the employer has the authority to terminate an employee at any given time for legal reasons or for no reason without any legal liability incurrence (Herzenberg & Ormiston, 2019). In typical US companies, negotiations are only done by high-profile employees. The at-will presumptions exist at defaults and can be modified by entering into a contractual agreement. For instance, a contract may determine the period of time that the employment terms will hold. Thus the unions plays an important role of negotiating for the terms of employment before commencing.
Therefore, while PLAs are able to protect employment for both union and non-union employees, they cannot be able to protect non-unionized at-will employees since there is no contractual agreement between the employer and the employee. PLAs will only have power for unionized employees in at-will states. Thus, the PLAs ability to protect employment opportunities is more correct compared to its existence in at-will employment states.
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The at-will employment laws can exist in where PLAs are allowed if and only if all employees are unionized. This is because, the union will help the employees in getting into a contractual agreement thus protecting the employees from being sacked at any time without notice and for no reason by their employees. Otherwise, the at-will employment will be more powerful than the PLAs provisions if both exist for non-unionized employees.
References
Herzenberg, S., & Ormiston, R. (2019). Illegal Labor Practices in the Philadelphia Region Construction Industry: an Assessment and Action Plan.
