Recent filings with the Department of Labor’s Office of Labor-Management Standards (OLMS) continue to expose companies engaging “persuader” consultants. These LM-20 forms are a crucial mechanism for transparency, required when employers enlist outside labor relations consultants to influence employees regarding their rights to organize and bargain collectively.
This week’s filings, collected for the public record during the week of August 4, 2025, reveal several new instances of employers retaining persuader services:
- Parsec/Universal Logistics (Warren, MI) has engaged two different persuader consultants: O’Mara & Associates, LLC and East Coast Labor Relations, LLC. Both agreements were dated July 1, 2025. O’Mara & Associates will be compensated at a rate of $2,500/day, while East Coast Labor Relation’s rate is $4,000/day. The filings involve workers organizing with Teamsters Local 745. The NLRB case (16-RC-368237) is currently “open,” with the union having won the election on July 25, 2025, with 16 votes for the union and 7 against. These filings were made after the tally was announced.
- Dominos Pizza (Ann Arbor, MI) has enlisted Santana International, Inc. for persuader services. The agreement, dated July 30, 2025, specifies a compensation rate of $212.50 per hour.
- Open Kitchens (Chicago, IL) has retained LRI Consulting Services, Inc. This agreement, dated June 27, 2025, came with a compensation rate of $425 per hour and involved workers organizing with Teamsters Local 703. The NLRB case (13-RC-368197) is currently “open,” with the union having won the election on July 25, 2025, with 23 votes for the union and 18 against.
- MARS (Earth City, MO) has also enlisted LRI Consulting Services, Inc. This agreement, dated July 2, 2025, specifies a compensation rate of $425 per hour and targets workers organizing with Teamsters Local 688. The NLRB case (14-RC-368033) is currently “open,” with the union having lost the election on July 22.
The filing of LM-20 forms provides transparency into employer-consultant agreements aimed at influencing employees’ decisions regarding union representation. The U.S. Department of Labor mandates these disclosures to ensure workers are aware when outside parties are involved in their workplace’s labor discussions. Unfortunately, the labor relations industry’s compliance with these transparency rules is low, and enforcement needs significant improvement.
Anti-union “persuaders” can significantly impact the outcome of unionization drives. These consultants employ a range of tactics to thwart union organizing efforts. These tactics include disseminating false and misleading information about unions and their potential impact on worker benefits. They also employ intimidation tactics such as mandatory captive audience meetings where anti-union messages are delivered. Furthermore, persuaders may engage in surveillance, monitoring union activity and targeting pro-union employees, while also following workers, conducting one-on-one meetings, and collecting personal employee information that can be leveraged against organizing workers.
This information was collected by LaborLab, a non-profit organization dedicated to empowering working families. Rooted in educating workers about their organizing rights, LaborLab’s mission is to help workers build power by ensuring accountability and transparency from employers and the labor relations industry.