tag:blogger.com,1999:blog-659871782252984937.post5054788305656420214..comments2023-07-28T11:09:48.404-07:00Comments on <center>Change FedEx To Win</center>: Breaking Bread With Bob Tillet Part Twoirudedoghttp://www.blogger.com/profile/14331843617243336819noreply@blogger.comBlogger5125tag:blogger.com,1999:blog-659871782252984937.post-37377567192352858522011-05-06T17:26:43.809-07:002011-05-06T17:26:43.809-07:00Facts and Frequently Asked Questions about Unionbu...Facts and Frequently Asked Questions about Unionbusting<br />What is Unionbusting? The term unionbusting describes the planned course of action to stop workers from organizing a union or to destroy a union already in the workplace. <br /><br />Who are Unionbusters? Unionbusters are professional consultants or lawyers, who may represent a legal consortium or consulting firm. These individuals or firms advertise their ability to manipulate the labor law system and specialize in advising employers on how to thwart union organizing drives or how to decertify unions. Unionbusters usually self-identify as ‘union avoidance firms,’ ‘management consultants,’ or ‘labor consultants.’<br /><br />What do Unionbusters Do? Unionbusters offer legal services, advice and consultation, training seminars, workshops and materials for management and supervisors, and a variety of targeted anti-union propaganda for distribution to employees, including videos, posters, leaflets, flyers and giveaways. Unionbusters’ sophisticated advice, training and materials help an employer create a sense of dissension and division among employees during an organizing campaign and spread misinformation about the union before workers vote in a union representation election. Additionally, “consultants advise management on how to stall or prolong the bargaining process, almost indefinitely—bargaining to the point of boredom…”1<br /><br />Why Haven’t I Heard of These Firms? Unionbusters operate under the radar intentionally. Unionbusters often provide material and instructions behind the scenes while the employer’s management and middle-management/supervisory staff carry out the actual communications with workers. In this way, the unionbuster does not deal directly with employees and, as a result, may avoid having to disclose financial reports about such activity to the U.S. Department of Labor. The unionbuster’s name or firm is not used or referenced in the anti-union materials distributed to employees, further masking the unionbuster’s involvement in orchestrating the anti-organizing campaign. More importantly, the anti-union company is rarely called on to divulge that it hired a unionbuster or reveal the specifics of such expenditures. Therefore, without a paper trail, unionbusters are hard to detect, underreported, and not in the public eye. <br /><br />Who Uses Unionbusting Firms? 75 percent of employers facing a union organizing drive hire anti-union consultants.2<br /><br />How Successful are Unionbusters? It is no coincidence that as the unionbusting industry has grown, the rate of union membership has declined. A unionbuster recently profiled in FORTUNE magazine had ‘won’ 32 of 35 organizing drives in 2003 for his clients.3 Unionbusters even go so far as advertising their rates of success. One firm, Labor Relations Institute, now boasts a money-back guarantee on its website: “If your organization purchases an LRI Guaranteed Winner Package and the union becomes certified, the Labor Relations Institute will refund the full cost of the package.”4Joe Nunohttps://www.blogger.com/profile/10691065007200214687noreply@blogger.comtag:blogger.com,1999:blog-659871782252984937.post-63526747535764115822011-05-06T17:22:15.982-07:002011-05-06T17:22:15.982-07:00UNION POWER
Consider these statistics about organ...UNION POWER<br /><br />Consider these statistics about organizing and the tactics many employers use to keep unions out of the workplace:<br /> Share of U.S. workers who would join unions if elections were fairer: 44%<br /> Employers that illegally fire at least one worker for union activity during organizing campaigns: 25%<br /> Employers that hire consultants to help them fight union organizing drives: 75%<br /> Employers that force employees to attend one-on-one anti-union meetings with managers: 78%<br /> Employers that force employees to attend mandatory anti-union presentations: 92%<br /> Employers that threaten to call the Immigration and Naturalization Service during organizing drives that include undocumented employees: 52%<br /> Companies that threaten to close the plant if the union wins the election: 51%Joe Nunohttps://www.blogger.com/profile/10691065007200214687noreply@blogger.comtag:blogger.com,1999:blog-659871782252984937.post-15359375235569792272011-05-06T17:12:14.744-07:002011-05-06T17:12:14.744-07:00" DON'T S.P.I.T "
DO NOT " SPY ..." DON'T S.P.I.T "<br />DO NOT " SPY "<br />DO NOT " PROMISE "<br />DO NOT " INTERROGATE "<br />DO NOT " THREATEN "<br /><br />* Love offerings: In order to convince employees that they don't need a union, unionbusters may advise clients to provide indirect bribes, like unexpected increases in wages or benefits or ‘feel good’ measures like free food and lottery tickets.<br />* Divide & Conquer: The unionbuster creates opportunities and crafts persuasive messages to make employees feel that there is a tense division among staff concerning the union election. They may go so far as to pit one group of employees against each other, based on race or ethnicity. <br />* Supervisors as Frontline Soldiers: Supervisors, who themselves have no legally protected right to be represented by a union, are manipulated into delivering anti-union letters, speeches, and informal chats prepared by unionbusters, essentially doing the dirty work of the unionbusters and management.Joe Nunohttps://www.blogger.com/profile/10691065007200214687noreply@blogger.comtag:blogger.com,1999:blog-659871782252984937.post-75918200998876324572011-05-06T12:56:32.300-07:002011-05-06T12:56:32.300-07:00Section 8 defines employer unfair labor practices....Section 8 defines employer unfair labor practices.Five types of conduct are made illegal:<br /><br /><br />Employer interference, restraint, or coercion directed against union or collective activity (Section 8(a)(1))Employer domination of unions (Section 8(a)(2))Employer discrimination against employees who take part in union or collective activities (Section 8(a)(3))Employer retaliation for filing unfair-labor-practice charges or cooperating with the NLRB (Section 8(a)(4))Employer refusal to bargain in good faith with union representatives (Section 8(a)(5))<br /><br /> Threats, warnings, and orders to refrain from protected activities are forms of interference and coercion that violate Section 8(a)(1). Disciplinary actions, such as suspensions, discharges, transfers, and demotions, violate Section 8(a)(3). Failures to supply information, unilateral changes, refusals to hold grievance meetings, and direct dealings violate Section 8(a)(5).Joe Nunohttps://www.blogger.com/profile/10691065007200214687noreply@blogger.comtag:blogger.com,1999:blog-659871782252984937.post-2964060070448088322011-05-06T12:52:24.178-07:002011-05-06T12:52:24.178-07:00The most important sections of the NLRA are Sectio...The most important sections of the NLRA are Sections 7, 8, and 9. Section 7, is the heart of the NLRA. It defines protected activity. Stripped to its essential, it reads: Employees shall have the right to self-organization, to form, join, or assist labor organizations, to bargain collectively through representatives of their own choosing, and to engage in other concerted activities for the purpose of collective bargaining or other mutual aid and protection. Section 7 applies to a wide range of union an collective activities. In addition to organizing, it protects employees who take part in grievances, on-the-job protests, picketing, and strikes.Joe Nunohttps://www.blogger.com/profile/10691065007200214687noreply@blogger.com