Tuesday, June 30, 2009

Pole Dancing Your Dues Away

It always does the heart good to know that, as a union member, your union dues are going to a worthy cause. . . Like your business agent enjoying a pole dance or two at your expense.

The National Legal & Policy Center is reporting the story of corrupt union boss Steven Thomas, former Business Manager of Laborers Local 500 who drew an annual union salary of $130,638, drove a union-provided luxury full-size sport utility vehicle, and had an expense account that exceeded $30,000 a year.

In addition to his living a lifestyle at the expense of his members, he and his friend Shawn Clark were charging drinks and entertainment at Scarlett's (Toledo) and Kahoot's (Columbus) gentlemen's clubs during December 2003-December 2004. In the meantime, they eliminated $15 Thanksgiving and Christmas gifts to members and retirees in the name of "cost-cutting."

To read more at NLPC's website, go here.

To view more examples of union bosses with sticky fingers, go here on 1-888-NO-UNION.COM.

Purple Reign: The Hypocrisy SEIU Foists on Thee & Me

As Congress debates the misnamed Employee Free Choice Act, the bosses of one of the largest unions backing the bill (the notorious Service Employees International Union) is engaging in the very tactics they claim EFCA is designed to protect workers from.

Indeed, bloggers at the Truth About EFCA point to an editorial in the Daily News, which states:
The Service Employees International Union, a strong supporter of the so-called Employee Free Choice Act, would appear to be having second thoughts on a key provision of the bill — allowing workers to join a union solely on the basis of signing a petition. Los Angeles Times writer Paul Pringle reports that the SEIU is challenging a rival union’s attempt to represent nearly 100,000 SEIU members. SEIU officials don’t believe the petitions are an accurate representation of what its members want. They want the federal government to throw out petitions signed by those members, which would block an organizing election.

The SEIU’s argument for federal intervention is particularly ironic. It maintains that the nearly 100,000 California members who signed cards indicating their wish to be represented by the National Union of Healthcare Workers may have been subject to intimidation by NUHW organizers. This is the same reasoning used by opponents of the Employee Free Choice Act. They contend that elections by secret ballot are necessary because workers can be pressured by union activists into signing authorization cards.The irony isn’t lost on NUHW Vice President John Borsos, who told Pringle, “The SEIU is advocating free choice for every employee in the United States, unless you’re an SEIU member." [Emphasis added.]

Union hypocrisy has exposed the simple fact that, once again, the union emporers (like those at the SEIU) are not wearing any clothes. They want rules that apply to everyone else but themselves.

For more about the Service Employees International Union, go to 1-888-NO-UNION.COM's SEIU profile page here.

For more about the job-destroying Employee Free Choice Act, go here and here.

Sunday, June 14, 2009

The Employee Free Choice Act & The Great Union Swindle

As the late, great American showman P.T. Barnum once said: "There's a sucker born every minute."

Within the next few weeks, Americans will likely learn whether union bosses will succeed in suckering 60 senators in the U.S. Senate to back the maniacally-monikered Employee Free Choice Act (EFCA).

As written, EFCA is the union-backed bill that strips workers of some very fundamental rights and, as a result, should really be called the "Trick 'em & Trap 'em in a Union Act".

The Trick.

Under the Trick 'em & Trap 'em Union Act (EFCA), unions can mislead a simple majority of workers into signing their rights over to a union, and unionize them without the workers learning that they've been duped until after they've been unionized.

You see, the National Labor Relations Board (the federal agency that is charged with protecting workers' rights with regard to unions) has long allowed unions to mislead employees into unions by making false promises. Indeed, the National Labor Relations Board has just recently stated that it is okay for unions to LIE to their own members.

As a result, unions will be unrestrained in their ablity to make promises and even lie to workers in order to get signatures from a simple majority of employees and then unionize them without them voting in a secret-ballot election under the Trick 'em & Trap 'em Union Act.

If the Board finds that a majority of the employees in a unit appropriate for bargaining has signed valid authorizations designating the individual or labor organization specified in the petition as their bargaining representative and that no other individual or labor organization is currently certified or recognized as the exclusive representative of any of the employees in the unit, the Board shall not direct an election but shall certify the individual or labor organization as the representative described in subsection (a). [Emphasis added.]

The Trap.

Following employees' no-vote unionization, the Trick 'em & Trap 'em Union Act (EFCA) mandates that binding arbitration can occur a mere 120 days after the union and the employer have begun negotiations for a first contract.

Once a government bureaucrat imposes a contract on the employer and the employees, they are trapped. The employees, if they do not like the contract, must live with it for a period of two years. The majority of employees will be required to pay union dues or be fired under this scheme if they live in one of the 28 states without "right to work laws."

In fact, one of the most overlooked rights that employees will be losing under the Trick 'em & Trap 'em Union Act is the Right to Strike.

Under the Trick 'em & Trap 'em Union Act (EFCA), unionized workers will not be able to vote on unionization once a majority have been tricked and, once government arbitration kicks in, will not be able to vote on the government-imposed contract, nor will they be able to vote to strike.

Under this bill, employees will be trapped all the way around. Their only recourse will be to quit their employment (at least until the unions get an employee's resignation to be ruled illegal as well).

EFCA in Action.

From a practical standpoint, it is very easy to see how the Trick 'em & Trap 'em Union Act will work:

Imagine Bob, a forklift operator in a small, 20-person company. On a Friday afternoon, Bob and his co-workers get invited to a pizza party down at the union hall. A dozen employees (out of the 20) attend.

Between slices of pepperoni and sausage, Bob and his co-workers are asked to sign up to get information from the union in the mail.

"Hey," says the union organizer, "we think you guys are underpaid and should be making twenty percent more than you do now. If you sign this, we'll send some information to you in the mail and you can talk it over with your wives and get back to us."

Eagerly, 11 out of the 12 fill out the union's authorization cards and sign them. Actually, all 12 signed, but the twelfth signature is illegible due to a pizza-grease smudge.

On Monday, their employer is notified that the employees are unionized and that negotiations must take place within the next 10 days.

One-hundred twenty days later, the employer and union, still having no agreement, go to binding arbitration. Shortly thereafter, Bob and his co-workers learn what they "got" in their new union contract.

Their contract resulted in them receving a three percent wage increase instead of the expected 20%, but their union dues are two percent. Instead of keeping their 401[k] plan, the arbitrator forced their employer into an under-funded union pension plan. Bob, because he was expecting to retire in four years, will not be able to, since (in addition to it being billions under-funded)there is a five-year vesting period in the union plan.

Bob and his comrades are, needless to say, upset. They've been duped. They decide to strike.

"Not so fast," says their union business agent. "If you strike, you wil be fired because we have a no strike clause and it would be an unsanctioned strike."

Bob and his friends are stuck. Their only option is to quit.

Those are the practical implications of the Trick 'em & Trap 'em Union Act, otherwise known as the Employee Free Choice Act.

Like P.T. Barnum said: There's a sucker born every minute and, sadly, America's leaders are falling for the greatest union swindle of all time.

Tuesday, June 9, 2009


On May 29th, in a blatantly, bald-faced ruling against union-represented employees, the National Labor Relations Board's Office of the General Counsel issued an Advice Memorandum stating that union bosses can LIE to their members.

In its Advice Memorandum (download PDF here), the Office of the General Counsel stated:

We conclude that the Union did not violate either section 8(b)(3) or 8(b)(1)(A) by misstating the Employer’s final contract proposal at the ratification meeting because that vote was wholly an internal union matter, nor did it violate Section 8(b)(3) by failing to execute the proposed final agreement because the contract proposed by the Employer differed from the contract ratified by the employees. [Emphasis added.]
While appalling, the ruling is unfortunately consistent with previous NLRB rulings that allow unions to mislead workers.

Coming Soon.

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Please be patient as we are building this blog.