 In the case of employer-employee associations, the right to exit merits special attention since, for most of us, work is something we have to do, though we have varying degrees of control over the kinds of work we do and, consequently, the people with whom we do it. When our choice is between doing truly awful work and starvation, our options are severely limited. If we must—on pain of severe privation—say “yes” to dirty, dangerous, dull, or degrading work, then we lack a meaningful option to exit. On this view, genuine, or even minimal, freedom of association at work requires that we have the ability to say “no” to all and any work (Widerquist 2013; Pateman 2007).