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NEWS
EDITORIAL
OPINION
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Corporate interference in unionsBy David Chassin, Sunday April 12, 2009Whatever you think of the Employee Free Choice Act, the numbers tell the story. 25% of companies illegally fire at least one worker for union activity during organizing campaigns [1].
1 in 5 chance that an active union supporter will be illegally fired for union activity during an organizing campaign [2].
75% of companies hire consultants or union-busters to help them fight union organizing drives [1].
78% of companies force employees to attend one-on-one meetings with their own supervisors against the union [1].
92% of companies force employees to attend mandatory closed-door meetings against the union [1].
52% of companies threaten to call U.S. Citizenship and Immigration Services during organizing drives that include undocumented employees [1].
51% of companies that threaten to close the plant if the union wins the election [1].
1% Companies that actually close their plants after a successful union election [1].
29,559 workers received back pay in 2007 in cases after alleging employer violations of workers' rights under the National Labor Relations Act [3].
44% percent of unions newly formed by workers pursuant to NLRB process whose employers do not agree to a first contract [4].
78% of public that supports workers' freedom to bargain for better benefits and wages [5].
47% of public knows companies routinely resist unionization efforts by their employees [5].
16.1 million U.S. workers belong to unions [6].
For more information on EFCA, see //www.aflcio.org/joinaunion/voiceatwork/efca/whatis.cfm. Sources
[1] Kate Bronfenbrenner, Uneasy Terrain: The Impact of Capital Mobility on Workers, Wages and Union Organizing, September 6, 2000. A more recent study of Chicago area NLRB representation elections by University of Illinois-Chicago professors Chirag Mehta and Nik Theodore reported similar findings. Mehta and Theodore found that workers were fired illegally during 30 percent of organizing campaigns, employers force workers to attend one-on-one anti-union meetings with supervisors during 91 percent of NLRB representation election campaigns, and employers hire consultants or union-busters to help them fight 82 percent of union organizing drives. See Mehta and Theodore, “Undermining the Right to Organize: Employer Behavior During Union Representation Campaigns,” report for American Rights at Work, December 2005.
[2] John Schmitt and Ben Zipperer, "Dropping the Ax: Illegal Firings During Union Election Campaigns," Center for Economic Policy Research report, January 2007, //www.cepr.net/index.php?option=com_content&task=view&id=775&Itemid=8
[3] National Labor Relations Board annual report, fiscal year 2007, Table 4.
[4] John-Paul Ferguson, “The Eyes of the Needles: A Sequential Model of Union Organizing Drives, 1999–2004” (March 25, 2008), unpublished working paper.
[5] Peter D. Hart Research Associates, survey for the AFL-CIO, January 2009.
[6] U.S. Department of Labor, Bureau of Labor Statistics. Send us your comments to Reader's Letters |
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