My wife's employer of 9+ years (retailer) now wants to search all female employee's purses before they leave work. Is this legal?? Thanks!

It's my understanding that this is rather common practice in the retail setting. You may not be aware but a majority of retail theft happens as a direct result of employee misconduct. This is one way to attempt to keep an employee honest. I would not be surprised if backpacks and other baggage are searched prior to leaving for the day.

My understanding is that this may not result in an unlawful search.

cbg, DAW or pattymd, care to share your position?

Hrm, would it be illegal if males (briefcases, pockets) were not also searched?

What are the specifics of the case?

I have a search question to add. Our contract states that locker searches must be done with the employee, union rep. and security present. Unless an emergency(don't know what that would include). But what about other items. E.G. purse, lunchbox, bags? I haven't pushed the issue as I know they will just deny me entry into the plant. Just how much can they actually search everyone? I know its their property I'm on, but don't we have any security in our belongings? Also, they look through the vehicles in the parking lot, one guard was caught IN a car, another took a case of beer out of the bed of a pickup(no alcohol on premises, though I say it is stealing regardless)
Any thoughts on this is appreciated.

I had a good friend who worked in a major retail store. She bought a clear vinyl bag to carry her "necessities" to work -- ID, change, etc. After that, her supervisor no longer checked through the bag as she could see everything in it. It was a workable solution.

I suppose a good rule of thumb is to assume you have no privacy while at work. Search policies are often company specific. What one company allows; another may not. The original question was specific to the retail setting. I believe your situation may be a bit different since you work in an union environment. To get the specifics, I'd suggest speaking with your union rep on what's allowed under you collective bargaining agreement. Ultimately that will hold the answer you seek.