A week or so ago, we were asked to highlight some of the decisions that are expected to come down through the union-controlled National Labor Relations Board and how it will impact employers and their employees.
This afternoon, we sent out a blast to our readers that laid it out in some detail both the expected changes through the union-controlled NLRB, as well as the broader Union Agenda.
First, many RS readers are only now becoming aware of the broader agenda that unions have had for decades. It is hoped, as you read this, that you will understand that, regardless the outcome in November, each battle won is just part of a larger war for the future of America. One or two (or even several setbacks) will not deter the broader agenda that unions and the New Left have for America.
Second, in realizing the first, hopefully some of you who have enjoyed our posts here on RedState will understand more about why we do what we do and the passions behind it.
Last week, we were invited to speak to a group of employers in the Midwest about the future of unions, the union agenda, what to expect over the next couple of years, as well as what they should be doing now.
Without extending this blast beyond the time you have to read this, please allow us to summarize some of the more salient points from our presentation:
A Strong Defense Requires a Strong Offense: Knowing their Battlefield Strategy
The Calm Before the Storm is Over
For the last 18 months, union organizing activity has been down…not dead, but down.
This is primarily due to 1) the 2008 elections, 2) the union expectation that EFCA would be enacted shortly after the election, 3) the unforeseen delays in Democrats obtaining a filibuster-proof Senate, and 4) the health care reform debate being given priority over EFCA. All of these factors have led to a decrease in organizing activity, but that has been changing for the last couple of months and, now, is likely to change very dramatically.
Following their 2006 and 2008 electoral victories, many expected a storm surge of union activity with talk of passing the hallucinogenically-named Employee Free Choice Act being of paramount concern for many employers across the country. However, for all the hype and concern, EFCA (thus far) has eluded union bosses in its drafted form. However, as we (and many others) have long known, EFCA has been but one of labor’s top agenda items and now that President Obama has shrewdly recess appointed Craig Becker and Mark Pearce to the National Labor Relations Board, activity is expected to increase rapidly.
Even though there may be another attempt at passing EFCA before the end of the year (see our post regarding Sen. Claire McCaskill’s comments here), the reality is, with Becker and Pearce seated alongside Wilma Leibman and the sole GOP member, Peter Schaumber, retiring in August, the stage is set for union bosses to use the Obama Board, through rulemaking, to drastically change the labor landscape for years to come.
Here are a few of the more concerning things that are expected to be on the Union Board’s agenda through reversing Bush Board decisions (and/or through the Board’s rule-making power):
- Redefining what constitutes a “supervisor” for the purpose of unionization by tightening the restrictions clarified under the Board’s Oakwood Healthcare Center decisions. The intent would be to make more persons eligible for unionization, while limiting employers’ ability to use persons once considered ‘supervisors’ to communicate the employers’ message. This is regardless of Congressional inaction on the R.E.S.P.E.C.T. Act.
- Shortening the election timeframe (from petition filing to election) from its current 42-day (39-day median) period to a probable 14 to 21 days. Note: As unions already win more than 67% of all initial representation elections, a shortening of the timeframe (along with other changes) will increase the union win rate considerably.
- Equal time/equal access: While there has been some discussion around giving union organizers access to employees in an “EFCA compromise,” opinions are mixed as to whether the NLRB will be able to mandate equal time/equal access without legislative changes to the Act.
- Denying employees who are unionized under card-check the ability to petition to hold a secret-ballot election post-recognition to consider decertifying the union, as they currently can under the Bush Board’s Dana/Metaldyne decisions.
- Severely limiting (or even eliminating) the use of permanent replacements during strikes by reversing the Bush Board’s ruling in Jones Plastic and Eng. Co.
- Re-granting Weingarten Rights to non-union employees. While Weingarten Rights (the right of unionized employees to have a union representative present during investigatory interviews by management) were briefly conferred on non-unionized workers under the Clinton Board, then removed under the Bush Board, it is widely believed that the Obama Board will re-confer Weingarten Rights for non-unionized employees. [Background here.]
- Guilty, period. Due to the severely pro-union leanings of the NLRB members, it is believed that the vast majority of cases brought before the NLRB will be decided in favor of unions, irrespective of legitimate arguments on behalf of employees or employers. This means that, for pro-union NLRB cases to have a chance at being overturned, appeals to the federal courts will be more frequent.
- Giving pro-union employees greater ability to engage in union organizing activity through employers’ e-mail by reversing the Bush Board’s Register Guard ruling.
- Broadly defining the term “interference.” The Obama Board is widely believed to rule that what would be considered lawful statements today, will soon be unlawful ‘interference’ of employees’ Section Seven Rights.
- Minority (or “Members-Only”) Bargaining. One of the most troubling possibilities that may be on the horizon is the concept of “minority bargaining” (that is, a union organizing a handful of employees in a much larger workforce and the NLRB ordering the employer to bargain with the union with regard to its “members”–even though it is a minority of a larger unit). [More on this here.] If the NLRB adopts this approach, it would more than wreak havoc on employers across the country.
As noted above, this listing is but a few of the more concerning things that are likely to be emerging out of the new union-controlled NLRB.
The Union Agenda: It’s Reality and It’s Here
As specialists in the field of labor relations, there isn’t a person among our staff with less than 20 years of experience in employee and labor relations.
More importantly, the majority of us have come from the “belly of the beast,” with years of experience inside the union movement, which is why the AFL-CIO’s Stewart Acuff called us “traitors” in 2005 as we forewarned companies to “get ready for the battle.”
Our experiences on the other side have enabled us to forecast what the agenda is before it became fashionable to do so and, interestingly, at the cost of a few readers over the years who mistook our passion about the topic for political viewpoints.
Of late, however, this has changed as more and more have realized that much of what we’ve predicted is quickly coming to fruition.
Readers, we give you this background, not as defense or self-accolades, but as a reminder to the broader union agenda:
- Mass Unionization (if not EFCA, then by other means [see above])
- Nationalization of Health Care (done, and, as more employers find that paying the government fine is actually cheaper than providing health insurance, America will quickly move toward a single payer system.)
- Nationalization of Retirement (being worked on now)
- Amnesty for Illegals or “Immigration Reform” (being worked on now)
- Redistributive Tax Policies (coming soon.)
- European-style Participative Management (unions sitting on Boards of Directors) (happening now with bailed-out auto companies.)
- A bona-fide Labor Party [almost done.]
The above are the larger societal goals for America. It’s not a political viewpoint. It is what it is: Reality. [Which, by the way, is the reason we chose the Thomas Paine quote as our tagline years ago.]
What We’re Doing & Why
Beginning in 2005, we have been warning companies, large and small, that change is coming. It’s not a matter of if, but when.
More than ten years ago, we began our efforts at exposing today’s labor unions by providing news and views.
In 2006, as the headwinds in Washington began to grow and EFCA began to take shape, we launched our first full-time news website (and blog) in order to awaken America’s employers to the agenda union bosses had in store for them.
Following the 2008 elections, we realized that we needed to do more than outreach to employers, we needed to reach out to America’s workers as well, so we redoubled our efforts.
On April 2, 2009, we launched LaborUnionReport.com and 1-888-NO-UNION.com.
As the only website designed to provide news & views on today’s unions, LaborUnionReport is a seven days per week free site. Initially, we focused our efforts on establishing a presence in the blogosphere. However, last month, we re-launched the main news page, which are hyperlinks to the various news articles. To date, we have had over 3,500 visits.
On the LaborUnionReport blog, we have had over 26,400 site visits and 39,000 page views to date.
1-888-NO-UNION.com is the most comprehensive source on the web for employees and employers who wish to remain union-free. With over 200 pages of information, resources and links, 1-888-NO-UNION.com has had more than 57,000 visitors and, more importantly, has helped (pro-bono) dozens and dozens of workers around the country by answering questions, and providing additional information through the S.H.I.E.L.D. Network.
In addition, 1-888-NO-UNION.com provides employees with the means to “PushBack“ (a downloadable toolkit for employees to ‘push back’ against aggressive union organizers).
Why we do what we do.
As those of you who know us personally already know: What we do is our passion.
To borrow (and bastardize) a quote from a 1943 novel: We don’t do what we do to have clients, we have clients because of what we do.
We have dedicated our lives to helping employers and their employees have harmonious relationships and it just so happens that unions all-too-often destroy those relations.
If you take that quote at its meaning, then you’ll understand why we have such passion for our work (paid and unpaid).
In closing, as we have for years now, we will continue fighting the fight, educating all who will listen, and helping those who ask for assistance.
In the meantime, you can help us by getting involved and spreading the word.
It’s game time and, although we’ve been warning of this for far too long now, there are far too many people who have no idea what’s about to hit them.
We thank you for your continued readership and support and wish you the very best week’s end.
So, now you know a bit more about the battle America faces and why we do what we do.
This is a war for the future of America. It has been going on for decades and it will continue long after November.
It’s game time.