| Why HR Professionals Need Labor Relations Knowledge
By Projections, Inc 
August 28, 2009
In a break from our usual news updates, because it's good to know what we're up against, Wobbly City would like to take a moment to share the following anti-union article from ProjectionsInc.com:
Recently, there have been many changes in the workplace and in legislation related to organized labor and unions. However, many human resource professionals at union-free companies aren’t aware of these shifts or even how organized labor can pose a threat to their companies.
This article provides background information on organized labor, how it can impact an organization, recent legislative developments, and information on how HR professionals can become further educated about this increasingly important topic. HR professionals must be proactive in learning this information before their company is blind sighted by a labor relations struggle.
Labor Unions Defined
A labor union is an organization of workers formed for the purpose of advancing its members’ interests in respect to wages, benefits, and working conditions. Most workers in the private sector are granted the right to organize unions and participate in collective bargaining and strikes under the National Labor Relations Act (NLRA), passed in 1935.
Back in the early 1930’s, unions led a reform movement in America. Working conditions and the exploitation of workers began to be addressed by governmental regulations. Attention was brought to the quality of life for workers, particularly immigrants, in the cities and factories. Over the years, government agencies such as OSHA were formed, and EEOC laws were instituted to protect workers. As the government implemented these changes, unions had to fight to survive. They became the very thing they were fighting – big businesses. These unions eventually found that many workers no longer believed in the system that had once fought for them.
Today, the need for unions in the American workplace has all but disappeared. This leaves unions in a precarious position – one that literally has them fighting for their own existence.
Recent Developments
The Employee Free Choice Act (EFCA) is pending legislation that, if passed, will amend the NLRA. Proposed by organized labor and backed by many of their political allies, this legislation would establish an easier system to whereby unions could gain new dues-paying members. The bill passed the House but was rejected in the Senate in 2008, but it is likely it will pass in some form under the current administration.
If the EFCA passes, one of the major ways the union organization process could change is through the elimination of secret ballots. Under the NLRA, unions can organize workers through a majority of votes obtained by secret ballots. However, under the EFCA, union organization can proceed simply with a majority of publicly signed union authorization cards. Without secret ballots, voters become vulnerable to intimidation and peer pressure in favor of organized labor.
In addition to legislative changes, the advent of technology is changing the way unions organize and communicate with employees. One tactic union organizers use is coercing a company employees to e-mail coworkers union materials through the company’s e-mail system. This means that every employee in the company could receive union solicitation e-mails. Unfortunately, this is hard to stop; federal appeals courts on several occasions have ruled that employers cannot bar employees from using the corporate e-mail system for union business, unless they enforce an across- the-board “non-solicitation policy,” barring workers from sending e-mails about their personal lives, invitations to social events, or asking coworkers for charitable donations.
The best way HR professionals can help their companies avoid a costly labor struggle is to stay proactive. In hard economic times, when people are losing their jobs and taking pay cuts, unions can seem more attractive to employees. If HR professionals are well trained about organized labor, they can prevent union organization at every step.
Where to Find Help
Seminars, given by local labor attorneys, are a great place to start to learn more about unions and their legislative agenda. Here, HR professionals can find information about labor laws specific to their state. Many firms are currently offering seminars regarding EFCA and the changes it could bring to the workplace.
HR professionals should also look for other resources and mentors in their communities. Local and industry associations, including the local chamber of commerce, provide a great network for sharing ideas and advice about how to encourage communication between employees and employers.
Projections, Inc., a company dedicated to employee communications, provides several tools that can teach HR professionals how to keep their company union-free through practicing positive employee relations. Informative articles, whitepapers, case studies, and sample videos, are available on their website, www.ProjectionsInc.com. Many of these resources are also available with a free membership to their Insider Network, which provides a place for Human Resources professionals to stay informed of the latest labor news, connect with thousands of other people like them, and find out about seminars and events.
Another great resource is the book Union Proof by Peter Bergeron, a 33-year veteran of labor relations and human resources. This book discusses how to create a union-free strategy for your company, including best practices and advice. This book is available through online retailers, such as Amazon. Or, learn more about it at www.UnionProof.com.
What Human Resources professionals need to remember is that there is no “one solution fits all” when it comes to remaining union-free. It’s an ongoing process that requires constant communication and continuing education for employees, supervisors and managers. However, if HR professionals and upper management stay up to date on current labor trends, news, and best practices, they will ensure a strong defense against organized labor, and a foundation for overall company success.
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Starbucks Workers Protest Rise in Health Premiums
By A. G. Sulzberger, NY Times 
August 18, 2009
From The New York Times Blog:
Saying it spends nearly as much on health insurance for its workers as it does on coffee, Starbucks recently announced that it would increase the amount that eligible employees need to contribute to keep their health care coverage.
On Monday evening, newly unionized Starbucks baristas gathered at the company’s regional headquarters in Manhattan to protest the move, which they said would effectively double the cost of their health insurance.
The change would increase the cost of the most basic plan to $20 from $12.50 each paycheck and the annual sign-up cost to $200 from $100, according to Liberte Locke, a barista who has been active in unionization efforts with the Industrial Workers of the World.
“If they’re going to charge us this amount, our pay needs to increase,” she said. She added that a growing number of employees were ineligible for the health insurance because they worked fewer than 20 hours a week.
A Starbucks spokesman said in a statement that the protest was the work of “a small group of people with an outside agenda aimed at promoting itself and its interest.”
The coffee company has battled with the union repeatedly, and in December, the National Labor Relations Board judge ruled that Starbucks had illegally fired three baristas and otherwise violated federal labor laws at several of its nearly 600 locations in New York City, in an effort to halt the unionization efforts.
A letter to all employees from Starbucks’s chief executive, Howard Schultz, dated July 27, warned that employees, whom the company calls partners, would have to pay more for their health care. (It also announced the resumption of matching 401(k) payments, which had been halted the previous year.)
“Despite this, Starbucks remains committed to providing comprehensive, affordable health coverage for our partners. While we hope the economy continues to improve and that we are able to see meaningful health care reform, Starbucks is committed to offering affordable health coverage,” the letter said. “Next year our most economical, basic health plan will be available for $20 a paycheck. In addition, there will be no changes made to our eligibility requirements, which makes our plan more generous than other major retailers.”
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Union Launches Campaign for Fair Severance at MPG
By Industrial Workers of the World 
Wobblies speak to a K-Mart manager about K-Mart's relationship with MPG.
August 03, 2009
For Immediate Release:
Industrial Workers of the World
July 28, 2009
Contact: Joseph Sanchez, 410-829-6834
Union Launches Campaign for Fair Severance at MPG
Advertising Giant Failed to Adequately Provide for Workers in Mass Lay Off
New York, NY- The New York City branch of the Industrial Workers of the World has begun a campaign over the lack of a fair severance package in the recent round of mass layoffs by MPG, the large advertising company owned by Havas Media. MPG is seeking to have workers sign a non-disparagement clause while refusing to submit to a like clause protecting fired workers from disparagement, among other issues.
“This extremely profitable corporation laid me off just to put extra money in their pockets,” said Joseph Sanchez, who worked in the client accounting department and is a member of the IWW, an international labor union. “Instead of making a living wage, I’m surviving off unemployment benefits and food stamps.”
In addition to the one-sided non-disparagement clause and insufficient severance pay, the IWW is taking issue with MPG’s demand that workers waive all their rights to sue the company while MPG refuses to waive its right to bring litigation against employees. The union has hit the streets in front of Kmart stores educating customers about the retail giant’s relationship with a company that has shown a lack of respect for workers’ rights. Kmart and its parent company Sears are MPG’s largest clients, spending $590 million on ads in 2008.
“Kmart should use its influence to ensure that MPG honors its ethical obligations to employees,” said Mykke Holcomb, an organizer with the Industrial Workers of the World in New York. “In this economy, a fair and equitable severance package is indispensable.”
Founded in 1905, the Industrial Workers of the World is a global labor union dedicated to workplace democracy and the dignity of all working people. More information is available at http://www.iww.org.
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