8/30/11

Obama NLRB Feeds The Union Bigs

WH P2P operatives intent on corrupting U.S. workplaces
Proposed changes in National Labor Relations Board’s (NLRB) election procedures are aimed at shortening the time between filing a petition and the vote.

At present that time averages 37 days. Under the new rules, the NLRB would strive for an average of 10.

The NLRB’s approach to the issue of union certification is based on the false premise that there are only two parties concerned with the issue – the union and the employer. There are, in fact, three parties – the union, the employer and the employees.

Other than whether to accept a job, the decision about whether or not to be represented by a union is one of the most important employment-related decisions an employee can make. It is essential that this be a well-informed decision.

Most employees don’t want to be members of a labor union. In August 1999, the Gallup Poll asked “Would you, personally, like to belong to a labor union at work, or not?”

Only 21 percent said “yes,” while 76 percent said “no.” In August 2006, a Zogby Poll asked, “Would you personally like to be a member of a labor union?” Only 20 percent said “yes,” while 74 percent said “no.”

Regulations to shorten the time between the filing of a representation petition and the election date have the potential for a negative unintended consequence for organized labor.

Employers who viewed the unionization of their workforce as a threat might be tempted to make anti union programs a regular part of their human resources activity rather than something that was only necessary when the occasion arose. This might serve to heighten tensions and in the long run make it even more difficult for union organizers to succeed.

The present system reflects a balance between the interests of employers and unions. In the process the interests of the most important participants, the employees, are served to a limited extent.

Changing the system in an effort to provide an advantage to labor unions would be a disservice to the employees involved and has the potential for harmful consequences.

David Denholm is president of the Public Service Research Foundation.
(from washingtonexaminer.com)

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