Issues Affecting Workforce Fairness
Fighting Back Against the Attack on Worker Rights That Is Costing Us Jobs!
The truth is, the Big Labor bosses are looking for payback from the National Labor Relations Board.
The Board that shocked the business community with their unprecedented suit against Boeing: Boeing’s supposed offense was daring to build a new state-of-the-art plant in South Carolina, a right-to-work state, as opposed to where they build most of their planes, in Washington State.
The NLRB is moving to implement new rules that would make it dramatically easier for union organizing campaigns to succeed in every industry, and would make it even harder for employers to give their employees the other side of the story. What is already an uneven playing field will tilt even further in the direction of labor bosses. Here’s what they have in store for you.
The NLRB is working to bring division, discord, and disharmony to workplaces. They also intend to deliver it to the email inboxes, voicemails, and even the front porches of employees.
A new rule being considered would require business owners to turn over to union organizers working on behalf of labor bosses the name, phone number, email address, and even home address of every employee within two days of the filing of an organizing petition. These paid and professional union organizers would use that information to contact employees, even paying them a visit.
But given some unions’ long history of violence and intimidation, it’s simply wrong to disclose workers’ fundamentally private information, putting them at risk. No one other than the employer has a right to such personal information and employees should make the decision whether it is provided to anyone.
Think of an owner of a hardware store struggling to survive in a down economy. A strong majority of the employees are dead set against joining a union, but a new rule being pushed by labor advocates occupying posts in government would allow small micro-unions to slip into businesses. Instead of requiring the support of a majority of employees in a business, a bargaining unit made up of as few as two people could form. Multiple two- or three-person bargaining units could proliferate throughout the workplace. One union could represent the two employees in the plumbing department. Three more could be represented by a different union in the lumber department. The two stockroom employees could affiliate, forming yet another union.
All of this could happen despite the fact that a majority of employees have no interest in forming a collective bargaining unit. It would cause massive discord, disruption, and division in a business. And costs for lawyers, human resources assistance, and bargaining expertise would skyrocket.
Think, too, of how customers would react. What would they say when they ask an employee for help with a plumbing issue and the response is that they can’t assist because they’re not part of the plumbing department union? Do we really think that customer would come back? Would the prices for the products sold increase?
The average time for a union organizing election, from the moment petitions are submitted until the election itself, is less than 40 days. Over 96% of elections held last year took place within 56 days. So why would the NLRB change the rules to speed up these elections to within as few as 7 to 10 days?
Simple: labor bosses want to effectively gag business owners. These ambush elections are reckless as they rush workers into making an uninformed decision on an issue critically important to their livelihood, making a mockery of secret ballot elections, while business owners struggle to get access to the resources they need to make a fair case against paid and professional union organizers.
Business owners would have to raise every consequential issue about the legality of the union organizing drive within five days of the filing of the petition or be barred from ever raising the issue in the future. Even more bizarre is the proposal that any issue regarding the size or scope of the bargaining unit, or who is a part of it, would be put off until after the election is held.
It All Adds up to Lost Jobs
It starts with manipulating the makeup of the workplace by creating competing camps. It happens through reckless ambush elections where employees get coerced by organizers into supporting unions they may not even want. Many times, the employees can face intense pressure from union organizers who are, literally, at their doorstep.
The employers’ costs skyrocket. And the customer faces a bewildering mess of bickering unions that ultimately increases costs and drives them away.
Is it any wonder that jobs would be lost? When the Employee “Forced” Choice Act (EFCA) was being debated, an economist estimated that passage of that bill would cost America 600,000 jobs in the very first year alone. How could the measures being adopted by the National Labor Relations Board not be damaging to employees and employers?