Last week LaborLab documented six employers hiring anti-union “persuaders” and investing heavily in union-busting campaigns. Notably, four of the six disclosures reviewed by LaborLab were submitted to the U.S. Department of Labor after an election took place or a union petition was withdrawn. This kind of lack of transparency not only flies in the face of federal law, it denies workers their right to a free, fair, and transparent union elections. The crisis of noncompliance within the union-busting industry is having an impact on working families across the country and must be addressed by the Office of Labor Management Standards (OLMS).
(1) Real Alloy (OH) hired union-buster Alfred Lacy for $2,000/day. As is too often the case, the Lacy did not disclose his activities to the U.S. Department of Labor until after the election took place. Despite this lack of transparency, workers won their election 89-39.
(2) Peachtree Hospitality Management dba AC Marriott (CA) hired Armor and Royalty Consultant to combat an organizing effort, and it’s important to note that this union-buster disclosed their activities after the union petition was withdrawn.
(3) Dreyer’s Grand Ice Cream (CA) hired the union-busting firm Action Resources for $3,750/day. Unfortunately, the election was lost 115-160. Once again, the union-busters waited until after the election results were announced to disclose their compensation to the Department of Labor.
(4) Dolomite Products Company (NY) has hired Labor Consulting Group for $395/hour.
(5) Similarly, Trap Rock & Granite Quarries (IL) also hired Labor Consulting Group for $395 per hour, and this group waited until after the union election petition was withdrawn on May 8th to file its disclosure with the U.S. Department of Labor. You can read more about the Labor Consulting Group here.
(6) Lastly, Jersey Shore University Medical Center (NJ) has hired Terren Becker
Anti-union “persuaders” can have an outsized impact on whether or not workers win the right to collectively bargain. “Persuaders,” as they are referred to by the U.S. Department of Labor, utilize 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.Last week, LaborLab’s Union-Buster Tracker was also updated.
