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Unions Are Welcomed Back To The White House

06 Feb

By: Ricardo Torres

"Inside Edge" Newsletter

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Organized labor was officially welcomed back to the White House on Friday morning as President Obama signed three executive orders intended to reverse policies imposed by the Bush Administration regarding labor unions. The Executive orders require federal contractors to offer jobs to current workers when contracts change and make it more difficult for those contractors to impede union activity. Shortly after the signing Vice President Joe Biden turned to the audience filled with labor leaders and said “Welcomeback to the White House.

Ricardo Torres – President & CEO

The White House announced the creation of the Middle-Class Task Force, to be headed by Vice President Biden. Hilda Solis (President Obama’s selection to head the Labor Departme nt), who has close ties to U.S. Communist and Socialist organizations and has sent representatives to functions organized by national parties for both ideologies has stated that labor unions have created the middle class and both she and President Obama have indicated that unions are the solution to the economy’s problems.

Union leaders are ‘thrilled’ with Obama’s pick for labor secretary. The Communist Party USA’s People’s Weekly World Newspaper welcomed Solis and quoted known Socialist leaders calling her a “great choice” and an “outstanding” selection with “a life -long commitment to working people”

Union membership increased for the second year in a row. Membership rose by 311,000 members in 2007 and 428,000 workers in 2008. This means the numbers of workers were much higher because they had to make up for union jobs lost. The Teamsters alone gained over 40,000 new members.

Unions win about 58% of the elections in non-healthcare industries and approximately 78% in healthcare elections. So why are theunions pushing the Employee Free Choice Act (EFCA)? There are many reasons. The unions will spend less money to organize, which averages $2,500 to $3,500 per worker. The win percentage will be much higher. Arguably, the biggest impact of the EFCA would be the rule that says if the employer doesn’t agree to a union’s demands (you can bet they will be unreasonable) within 3 months, a mediator will be appointed. If thereis still an impasse after 30 days, an arbitrator will impose terms on you.

The problem unions have is not organizing. Their issue is gettingemployers to accept their unreasonable demands during contract negotiations. The EFCA will guarantee a first time contract. Unions willfirst go after the employers they already have contracts with and increase their density within the company. They will then go after industries that they have the strongest presence in. This swift attack will give them the ability to hold these companies and industries hostage with the threat of strikes being held over their heads. Strikes are the real power behind unions and they know they can bring companies to their knees if done with the right leverage.

On February 3, 2009, the unions held a rally in Washington DC in support of the EFCA; their goal was to lobby for political support, sending out petitions, developing talking points in support for EFCA anddistributing it to local union officials and supporters.

The major rally is set for June 19, 2009 in Washington DC. The union’s goal is to have more than a million people attend.

This is verbiage of the petition they are asking people to sign:

“I stand with all the attendees who are rallying in Washington onJune 19, 2009 in support of the Employee Free Choice Act. This legislation would help restore the American Dream by ensuring that the right of working people to join together in unions without intimidation or fear is protected. I add my voice to those gathered in Washington in calling for this important legislation to be passed into law”.

Don’t wait for this law to pass, take action now to protect your company and your employees from the union attack. This union carnival ride is ready to start.

Permanent Solutions is owned, operated and staffed by former union leaders and organizers. We truly understand how and why unions getyour employees to unionize. W e know from first-hand knowledge how to provide your organization with an Inside Edge to prevent unions from ever getting into your facility.

Unions use the same statistics regarding abusive management towards their employees such as:
•30% of employers fire pro-union workers.
•49% of employers threaten to close a worksite when workers try to form a union.
•51% of employers coerce workers into opposing unions with bribery or favoritism.

These statistics have never really been questioned by the media. KateBronfenbrenner, Director of Labor Education Research at Cornell University, has been charged with this research. I met Bronfenrenner many times during my years as a union organizing leader. She was giving presentations to unions and instructing them how to gain membership. Bronfenbrenner works hand in hand with unions to survey organizers on why they lost elections. Her ques tions are geared to solicit negative responses about management. Bronfenbrenner is a strong advocate for organized labor and her research reflects this bias.

In my experience, I have never heard of her reaching out to management to find out what what harm was done to employees who didn’t support the union. I personally have seen owners of small companies cry when talking about how the union attacked their company, destroyed relationships they had with their employees and forced them to close their shops because they could not afford to operate anymore. I have seen unions strike for recognition in order to bring management to theirknees and force them to give in to union demands. I have seen unions launch attacks on customers of organizing targets to cancel their contracts. I have seen unions bring Unfair Labor Practice charges against employers in order to cripple them financially and force them out of business. I have seen how ruthless unions can be, but I have never seen these abuses in Kate Bronfenbrenner’s reports.

Permanent Solutions offers Union Prevention programs that keep unions out of your facility. Remember, ninety percent (90%) of the time,unions are contacted by employees who are unhappy with front line managers. In most cases, these managers don’t recognize that issues evenexist. Our programs assist your organization in identifying these concerns before unionization becomes an option for your employees. Unionprevention is crucial in the midst of the Employee Free Choice Act era.

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