* 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.
* 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.
* 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.
*NOT ONE OF THE COMMITTEE MEMBERS WERE ASKED TO SIGN UP FOR THIS SUNDAYS BASEBALL GAMES. I WONDER WHY????
PLEASE LET ANYONE YOU KNOW WHO IS INVOLVED IN ORGANZINIG IF ANY ANTI-UNION PROPAGANDA IS BROUGHT UP.NOT JUST ON THE FREIGHT SIDE,BUT ALSO YOU LTL!
IT'S AMAZING HOW THE NEW ATM GOT THIS DONE IN TWO WEEKS!
7 comments:
What if my employer doesn't know I am involved in trying to organize a union?
If your employer did not know that you were trying to organize a union, then the employer will argue that the decision to fire you could not have been in retaliation for that union organizing. Many employers use this reasoning to escape liability. Especially where workers are trying to organize under the boss's radar, it may be hard to prove employer knowledge of the protected activity. Still, the NLRB will use inferences to deduce who the employer may have suspected. If you were among a select few who had the courage to speak up, that might be enough for a judge to "infer" employer knowledge. Sometimes, the employer's investigation or interrogation of an employee can reveal employer knowledge of the protected activity.
To avoid this problem, some union organizers will announce their protected activities. For example, you could send the boss a letter (typically by certified mail) that says, "I plan to start talking with my coworkers about organizing a union." It could describe other protected concerted activities that you plan. This type of letter is called a "revealment" letter because it reveals who is organizing for the union. Certified mail has the advantage of creating a document that shows the date the employer received the item. If the retaliation occurs shortly after the organizing effort (say within six months, or sometimes longer), then the timing alone may persuade a judge that the employer's true motive was retaliation for your union organizing.
Can my employer say that it does not want a union?
In short - yes, but it must be careful. The company has the right to express its opinions. However, the NLRA has rules that somewhat limit that freedom - companies cannot violate their employees' right to unionize if they so choose. It is often a fine line between expressing a policy preference for no unions, which is permitted, and telling employees they cannot unionize, which is illegal. If the company goes too far to discourage its employees from joining a union, it will violate the NLRA and may have to account for its actions to the NLRB.
Companies that do not want unions in their workplace often go to great lengths to discourage union activity, hiring "unionbusters," professional consultants or lawyers who 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." Unionbusters 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. For more information, see the American Rights at Work page on "Unionbusters."
MY QUESTION IS CAN BRIAN CRAWFORD PUT A SIGN THAT SAYS HELL NO UNION?
WHEN HE IS DISPATCHING DRIVERS,HE IS SUPERVISING EMPLOYEES,SO THAT MAKES HIM BEING PART OF MANAGEMENT,WHAT ARE THE CHANCE OF HIM RETALIATING AGAINST PRO-UNION DRIVER?
Consider these statistics about organizing and the tactics many employers use to keep unions out of the workplace:
Share of U.S. workers who would join unions if elections were fairer: 44%
Employers that illegally fire at least one worker for union activity during organizing campaigns: 25%
Employers that hire consultants to help them fight union organizing drives: 75%
Employers that force employees to attend one-on-one anti-union meetings with managers: 78%
Employers that force employees to attend mandatory anti-union presentations: 92%
Employers that threaten to call the Immigration and Naturalization Service during organizing drives that include undocumented employees: 52%
Companies that threaten to close the plant if the union wins the election: 51%
To me it looks like FedEx is spitting promising a career builds up, for an employee to go
Against the union, when his father is in the upper management, sounds like favoritism.
Well speaking as a WORKER With out a UNION and having friends who are in UNIONS doing the same work as myself. I would VOTE YES for A UNION if a VOTE were to happen. I build'em you fly'em...
Facts and Frequently Asked Questions about Unionbusting
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.
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.’
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
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.
Who Uses Unionbusting Firms? 75 percent of employers facing a union organizing drive hire anti-union consultants.2
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.”4
NLRA
Sec. 8. [§ 158.] (a) [Unfair labor practices by employer] It shall be an unfair labor practice for an employer--
(1) to interfere with, restrain, or coerce employees in the exercise of the rights guaranteed in section 7 [section 157 of this title];
(2) to dominate or interfere with the formation or administration of any labor organization or contribute financial or other support to it: Provided, That subject to rules and regulations made and published by the Board pursuant to section 6 [section 156 of this title], an employer shall not be prohibited from permitting employees to confer with him during working hours without loss of time or pay;
IN OTHER WORDS DON'T S.P.I.T
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