TSA Workers Lose Collective Bargaining Rights as Anti-Union Policies Spread

In a major setback for federal labor rights, the Department of Homeland Security (DHS) officially terminated the collective bargaining agreement for TSA workers last week, stripping approximately 45,000 employees of union protections. The move halts all union negotiations for TSA screeners and ends the automatic deduction of union dues from paychecks.

DHS justified the decision by citing the need for greater "flexibility" in workforce management, claiming that the union agreement imposed bureaucratic hurdles. However, union representatives have condemned the move as a politically motivated attack on labor rights, warning that it could lead to worsening conditions, lower wages, and higher turnover.

The American Federation of Government Employees (AFGE), which represents TSA workers, vowed to challenge the decision in court, arguing that it undermines national security by making it harder to retain qualified screening personnel. Labor advocates are also calling on Congress to intervene, though the current political climate makes a reversal unlikely.

This decision signals a broader crackdown on union rights across the country, reflecting a shift toward weaker labor protections at both the state and federal levels.

Utah Bans Collective Bargaining for Public Workers

Just weeks before the TSA decision, Utah enacted one of the most aggressive anti-union laws in the country. On February 16, 2025, Governor Spencer Cox signed House Bill 267 (HB 267) into law, completely dismantling collective bargaining for public employees. The law, which takes effect on July 1, 2025, bans teachers, firefighters, and other state and local government workers from negotiating contracts with their employers.

Proponents argue the measure eliminates “union interference” in government operations and ensures that individual workers—not unions—have a direct relationship with employers. Critics, however, see the law as a blatant effort to weaken unions, warning that it will lead to lower wages, fewer benefits, and declining job security for public-sector workers.

The Utah Education Association, which represents nearly 18,000 teachers, is considering a ballot initiative to overturn the law, but similar efforts in other states have faced long, uphill battles.

The Trump-Era Legacy: NLRB’s Anti-Union Shift

The TSA and Utah decisions don’t exist in a vacuum. They’re part of a larger trend that traces back to changes in labor policy under the Trump administration, which fundamentally weakened the National Labor Relations Board (NLRB) and tilted the balance of power toward corporations.

Key Trump-Era NLRB Policies That Weakened Unions:

• Joint-Employer Standard (2017): The NLRB narrowed the definition of a “joint employer,” making it harder for workers to hold parent companies accountable for unfair labor practices committed by franchisees or subcontractors.

• Union Elections (2019): Changes to election rules gave companies more time to fight unionization efforts, making it easier to delay or disrupt union drives.

• Employee Classification (2019): The board expanded the definition of independent contractors, making it harder for gig workers to unionize.

• Boeing Decision (2018): Made it easier for companies to enforce workplace rules that restrict employees from discussing unionization.

These policies empowered corporations to fight unions more aggressively, and many remain in effect today, despite efforts by the Biden administration’s NLRB to reverse them.

What This Means for Workers in Washington

Washington State has strong labor protections, but the recent attacks on union rights at the federal level and in Utah could have long-term implications:

• Federal Workers at Risk – The TSA decision could set a precedent for other federal employees, including those in Washington, potentially weakening their labor rights.

• Corporate Pushback Against Unions – Large employers like Amazon, Starbucks, and Boeing may use these national trends to intensify their anti-union efforts.

• Public-Sector Unions Must Stay Vigilant – While Washington still allows public-sector collective bargaining, Utah’s law could inspire similar anti-union proposals elsewhere.

• National Labor Policies Impact Washington – Changes to the joint-employer rule or union election laws could make it harder for Washington workers to organize and negotiate fair contracts.

To protect labor rights, Washington workers and unions must stay informed, advocate for strong labor laws, and push for federal protections to prevent similar rollbacks in the state.