The Labor movements narrative is always the same, any company that opposes union activity are union busters and anti-worker, this article criticizes companies that hire attorneys and consultants that educate their employees on the realties and limitations of labor unions, not lie to them while union organizers not only obfuscates the truth but also flat out misrepresent the ability of unions to achieve the goals that they are enthusiastically promising them.

Actually one of the Attorneys and consultants’ responsibilities is to prevent the employer from violating workers’ rights under the National Labor Relations Act (NLRB) and I find that a vast majority of employers fight hard to protect their employees’ rights while the unions fight to legally prevent these conversations from occurring, stating that it violated the workers’ rights.
One of the unions objectives is to instigate management violations of the ACT and to create an atmosphere where worker anger and mistrust of management flourish, 101 union organizing is from the start of the worker inoculation process, find ways to discredit the company, attack its moral authority and corporate image.

To make it clear, unions will gladly lead potential and current members into situations without the full facts, during my time as both as a national organizing and strike director I have had exasperated workers come to me asking for answers, one time on a strike into the 2nd year at a food bank with his young child, he asked me when the legal process was going to be over and we can get back to work, I responded that I didn’t know but he better keep his A** on the strike line.

Union officials and many politicians are always stating the awful reasons there need to be changes in the NLRB labor law. I remember when Kate Bronfenbrenner, who is the Director of Labor Education Research at the New York State School of Industrial and Labor Relations at Cornell University published stats on management abuse on union organizers, the last report that I read declared that over a five year period 34 percent of the elections that companies fired employees for union activity, in 57 percent of elections, employers threatened to shut down all or part of their facilities, and in 47 percent, employers threatened to cut wages and benefits. When I was an organizing director, I received many of these surveys from Cornell University and of course we responded that company abuse was responsible for any organizing losses.

This article calls the right of management to educate employees on the realities of union membership a “deliberate assault on a fundamental human right”, I have witnessed many union officials and their supporters attack members who push back on leadership actions or cross a picket line because they need to feed their family to the point of unrestrained brutality, where are their human rights?

https://pslabor.com/

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