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Beware the "Neutrality Agreement"

In previous articles, the connection between the SEIU and President Obama and their desire to turn America into a socialistic totalitarian dictatorship have been presented. President Obama’s actions since the 2014 Midterm Elections, as outlined below, support this position. The President is utilizing the SEIU’s “Persuasion of Power” by incorporating its corporate campaign strategy to fundamentally transform America, just as he promised within five days of taking the oath of office. In essence he is acting to force Americans and their representatives in Congress to sign a Neutrality Agreement and impose Card Check on America.

Card Check is a concept used by big labor to eliminate people’s choice when voting for union representation, and ultimately disenfranchises them from their employers, free choice and the free market. President Obama, trained by the SEIU (see Obama and the SEIU), is attempting to force Americans to agree to the same process with respect to government in order to achieve his agenda, to replace our free enterprise system with socialistic totalitarianism. Among his actions to accomplish this:

All of the above, and likely more behind the scenes, are designed to allow the President to establish a socialistic totalitarian regime potentially before the 2016 Presidential Election.

When is America going to wake up and realize that the President is controlled by the likes of the SEIU, the union labor bosses, and people like George Soros (see George Soros and Barack Hussein Obama). Obviously some have awakened, but are immediately censored as seen in 12-Year Old has Facebook Account Blocked after Criticizing Obama. The real question is When Will Congress and the Mainstream Media Wake Up and begin Identifying the Devil at Our Doorstep!

Maybe the following e-mail testimonial from a former in-house SEIU attorney to talk show host Chuck Wilder, whose show I was on, will wake up America to what I have been preaching all along:

Subject: A salute to David Bego for his courage

Chuck:
As former chief in-house legal counsel for what was then SEIU-Local 660, the largest local union west of the Mississippi representing some 25,000 Los Angeles County Employees, I salute David Bego for standing up for freedom against the SEIU.

Under the leadership of former “social worker” become socialist president of SEIU, Andy Stern, SEIU members were transformed from public servants to public enemies, grasping for salary, benefits, pensions and power over the taxpayers who pay them.

I just bought David’s book for my daughter for Christmas.

Good to see a modern David taking on the SEIU socialist Goliath.

For God & Country Forever; Surrender To Tyranny—Never!
Rees Lloyd

It is time to expose this President’s Divide and Conquer agenda, and The Taking of American Freedoms. It is time for Americans to stand up like Governor Scott Walker has with his recent passage of RTW (see Wisconsin Becomes 25th Right-to-Work State), and to punch the bullies in the nose to Restore America’s Prosperity before all is lost! Beware the Neutrality Agreement, America.

 

Beware Ambush Elections

The U.S. Senate HELP Committee recently contacted me about my experience with labor elections and my insight about how this ruling would harm businesses and employees across the country. This week, the points expressed in my original blog and documented in The Devil at Our Doorstep will be debated and voted upon, as reported in recent headlines “Republican-Controlled Congress to Vote to Repeal NLRB Rule.” Additionally, in a show of support the US Chamber Asks Judge To Nix NLRB’s Election Rule. Hopefully, Senate Democrats will stand behind movement, recognize the injustice, and provide enough votes to override an expected Presidential veto.

Employees and employers across the country need to be wary of the forced union ambush being promulgated by President Obama and his big labor “Gasping Dinosaurs” and the radicals the President has appointed at the National Labor Relations Board (NLRB). The President is utilizing Rule by Fiat to fundamentally transform America as he promised when he was first elected, while also paying back his political supporters.

NLRB Flexes Muscles” was definitely the theme this past week as the NLRB published its final rule making on “ambush elections,” and effectively reduced election periods from 41 to 21 days or potentially less (see Ambush,NLRB boosts unions’ organizing leverage, Elections, NLRB Issues its Ambush Election Rule, NLRB Representation Case Procedures Fact Sheet, Quickie Gifts to Big Labor, and NAM CEO Speaks Out ON NLRB Ruling). Even more damaging to both employees’ and employers’ rights and privacy is the fact that, in its rule making, the NLRB stated that employers must provide the names, e-mail addresses, home addresses and phone numbers of its employees to facilitate the “Quickie Elections.“ As described in The Devil at Our Doorstep, the current 41 day pre-election period is necessary, as employees are often coerced, intimidated and lied to by the organizers representing the labor unions. Often they are misled to believe that once they sign a union election card they must vote for the union when they go to the polls! While absolutely false, such conduct has been well established by the NLRB to be completely acceptable.

Unless the employer’s management team is well-versed on labor law and well-prepared to contradict these misrepresentations, their employees would never know the truth. The Quickie Elections rule making makes it virtually impossible for an employer to have the opportunity to refute the union’s misinformation and propaganda, particularly if the employer has not been faced with such organizing efforts in the past. In my own experience, if I would not have had the opportunity to meet and speak with our employees on several occasions — which would not be possible under the new ruling — they would have gone to the polls believing they had to vote for the union, despite the fact they had been intimidated into signing election cards.

As if that wasn’t enough, the NLRB boosts unions’ organizing leverage by allowing employees and union organizers access to employers e-mail systems so they can coerce, misinform, intimidate and misrepresent the truth about what is transpiring, and ignore big labor’s true goal, that It’s All About the Dues Money. In effect, what is happening is a rapid move towards “Card Check,” effectively allowing a union to force unionize an employer’s workforce behind the scenes virtually overnight.

These Quickie Gifts to Big Labor by the NLRB are A Death Penalty for Employees and Employers! They provide labor organizers great leverage to force employers to sign a Neutrality Agreement. This agreement is big labor’s current means of eliminating the secret ballot election by utilizing Death by a Thousand Cuts corporate campaigns to intimidate employers into signing it and achieving Card Check.

These actions are nothing more than political pay back by this Administration to the big labor bosses at the expense of the American people and the American economy.

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David A. Bego is the President and CEO of EMS, an industry leader in the field of environmental workplace maintenance, employing nearly 5000 workers in thirty-three states. Bego is the author of “The Devil at My Doorstep,” as well as the just released sequel, “The Devil at Our Doorstep,” based on his experiences fighting back against one of the most powerful unions in existence today.

It’s All About the Dues Money!

I have repeatedly stressed the fact that today’s big labor bosses care little about the rank and file membership and are only interested in the dues money they can collect to line their own pockets and use for political persuasion. This has surfaced more the past several weeks and is worth highlighting as we approach the 2014 Mid-Term Elections.

First, almost a year ago, my company began negotiations with the UAW after they won a secret ballot election at a plant we clean in the south. Kudos to the UAW for honoring the secret ballot election process, after their request for a Neutrality Agreement was politely declined. Negotiations were scheduled and, after brief introductions at the first meeting, the UAW negotiators made the point they had researched my company and did not wish to engage in any animosity during the negotiations. A point to which we concurred.

Immediately following, the local president requested “good wages and benefits” for the members. Knowing the prior company had been organized by the UAW, our attorney presented a copy and asked if the wages and benefits in that agreement were acceptable. Upon receiving confirmation from them that they were, I politely made the observation that our company’s wages and benefits were comparable or better to which they agreed. When asked if they had any other demands the other negotiator requested a recognition paragraph, recognizing the UAW as the exclusive representative of the employees. We agreed to this, as they did win the election.

At that point we presented two requests. The first was that a paragraph be inserted underneath the recognition agreement explaining that the state of Tennessee had a “Right-To-Work” law and that the employees could opt out of paying union dues if they so desired. The negotiator look surprised, squirmed in his seat, and said “What else?” I explained we would not agree to a “Check Off” clause, which requires the company to deduct union dues from the employees’ paychecks and send it to the union. The eyes of the negotiator and the local’s president became as wide as saucers. The negotiator responded, “I have my marching orders that has to be in the contract.” I stated that the company would not accept such a provision as it presented potential liability, and that we were not going to be the union’s accounting firm. The negotiator closed his notebook and they both stood up and said they would schedule another meeting in the future. To date we have not met with them again. Obviously, it is all about the money. Furthermore, despite the length of time since our last meeting, the employees are happy!

A second incident involved the Operating Engineers Union Local 324 in Michigan. Evidently, the RTW law that became effective about one year ago is not setting well with them as they have announced publishing a Quarterly “Freeloaders” List  of those who opt-out of union membership, including the name and place of employment of those persons. Proof once again that big labor has no interest in the rights and welfare of American workers, but only in “union power” and the money that makes it happen — “Dues” from members’ paychecks! Interestingly, the Operating Engineers Union in Northwest Indiana filed suit to have RTW in Indiana found unconstitutional, under the theory that it forces them to represent people who do not pay dues. The case is currently pending with the Indiana Supreme Court.

The third story revolves around “forced unionization” and dues collection from home health care workers in several states across the country, notably including those in the U.S. Supreme court case Harris vs. Quinn currently being reviewed. This case stems from the SEIU attempting to force unionize Home Health Care Workers in the state of Illinois regardless of whether they are interested or not in joining the union.   Apparently, Illinois law allows the SEIU to organize family members and owners of home health care organizations based on the premise that the people providing care receive reimbursement through Medicaid or Medicare. It is apparent that the SEIU is nervous about losing the pending SCOTUS decision as they are now trying to force unionize home health care workers in California, who were merely paying union dues to the SEIU without being formal members of the union (see Are SEIU Union Bosses in a Panic after SCOTUS heard Harris v. Quinn? Looks Like it.). The SEIU obviously only cares about the money as they were absconding it from home health care workers without providing any representation or benefit in exchange.

Next, in a display of Big Whopper Economics, unions now believe the reason employees in fast food restaurants don’t get paid more is because the franchisees don’t have a decision- making voice in pricing of products which determines employee wages and benefits. Big labor’s solution is that the franchisees should rebel against the corporations like McDonalds and organize their own union to deal with corporations for decision-making capabilities. Sounds like another big labor attempt at organizing more people for the sake of money!

Finally, the United Steel Workers want to organize college football players at Northwestern University. Kain Colter, the quarterback at Northwestern University, has been hoodwinked into trying to organize college athletes, saying the NCAA is a dictatorship and the athletes have no control over compensation or safety (see College athletes take step toward forming union).He conveniently forgets that he received a free college education and other benefits worth well over $30,000/year, as well as future support by the college in finding employment. This is obviously another desperate ploy by theGasping Dinosaurs  to increase membership roles and increase the sacred cow “membership dues” to line their own pockets and use to gain political power.

It would appear that these acts of desperation occurring all at once are mere coincidence, however, the fact that the country is fast approaching the 2014 Mid-Term Elections, with polls showing potential loss of the U.S. Senate by Democrats and Republicans maintaining the U.S. House majority, big labor bosses can foresee ultimate extinction descending rapidly. Why else would they be “The elephant in the political spending room” while accusing people like the Koch Bothers of dominating political contributions, when big labor contributes 15 times what the Koch Brothers do (see Letter: What does the left hate the Koch brothers so much)? Simply put, it is all about future dues money to line their own pockets and continue political power.

David A. Bego is the President and CEO of EMS, an industry leader in the field of environmental workplace maintenance, employing nearly 5000 workers in thirty-three states. Bego is the author of “The Devil at My Doorstep,” as well as the just released sequel, “The Devil at Our Doorstep,” based on his experiences fighting back against one of the most powerful unions in existence today.

UAW Cries Foul at Moment of Reckoning

Friday, February 14, 2014 must have felt more like a “Friday the 13th” to the UAW An aggressive campaign supported by the powerful I.G. Metall German Union, Volkswagen corporate offices in Germany, and reminiscent of the SEIU’s Death by a Thousand Cuts campaign against my company and our employees, was defeated as Volkswagen Workers in Chattanooga Reject Auto Workers Union.

Facing its day of reckoning, the UAW Asks Labor Board to Weigh New Vote at Tennessee VW Plant. The UAW is crying foul, asserting that comments made by a Tennessee Republican Senator,  Caused Workers to Vote Against the UAW. Senator Bob Corker publicly stated that the UAW was in “a death spiral,” and suggested that Volkswagen would move future work to other plants instead of Chattanooga if the union prevailed. Hypocritically, the UAW made no mention of the fact that on the day of the election, its “Defender In Chief,” President Obama, blasted Corker and other local conservatives for “interfering.” The President Stated in an Address that everyone was in favor of the UAW representing Volkswagen except for local politicians who were more concerned about German shareholders than American workers.

One would think if the UAW wanted to challenge the election results, surely it must consider that President Obama’s comments would carry more weight than Senator Corker, and that both comments are Outside the Jurisdiction of the NLRA and Subsequently the NLRB’s Power. Ironically, according to sources close to the election, Senator Corker’s remarks and President Obama’s counter comments came after 1,200 of the approximate 1,300 VW employees had already voted, obviously having no effect on the outcome of the election. However, desperate people do desperate things, and there is little doubt that the UAW is Becoming Desperate. The truth is, this is just another failed attempt in The Long History of the UAW’s Failed Southern Strategy.

That fact that this was another attempt at forced unionization is clear, as the UAW would never have engaged the German union and Volkswagon Germany, or pressured Volkswagen in Chattanooga into signing a Neutrality Agreement unless they were concerned that they did not have enough employee votes to win. Unnamed sources have reported that a large percentage of the election cards from employees coerced by the UAW were actually signed by vendor employees in an attempt to over-inflate employee interest!

20140305_Bego-1

Furthermore, this was not the typical Neutrality Agreement often utilized by big labor in the United States, this was the UAW Neutrality Agreement. It does not demand the secret ballot election be bypassed in favor of Card Check, but actually repetitively asserts that a secret ballot election would occur under the supervision of the National Labor Relations Board (NLRB). In fact, it seemed to be over emphasized to distract employees and others from the real intent which was an Ambush Election (see NLRB Flexes Muscles). The agreement was signed around February 2, 2014 under protest from the VW Plant Manager, who intentionally scribbled his name so as to remain anonymous. It required election dates of February 12, 13, and 14, providing management and employees a mere 10 days to evaluate and prepare. This  compared to the normal 42-day period, as stipulated in the National Labor Relations Act.  Simultaneously, the UAW was provided an office in the plant, while 20 UAW organizers roamed the plant in black shirts coercing the workers to join the union with promise of much higher pay rates, similar to “Legacy Wages” offered in UAW organized facilities throughout Michigan.

Volkswagen employees, determined not to be intimidated, hired persuaders to assist them in combatting the UAW tactics. They established their own website, www.no2uaw.com, to counter the coercion and educate fellow employees. This group of employees did a tremendous job of putting videos, t-shirts and fliers together to expose typical UAW propaganda and misinformation, as chronicled in Unprecedented Union Corruption, and it was instrumental in carrying the election for the Volkswagen employees. Exploring this website and watching the videos is well worth one’s time to understand how these brave employees banded together to stave off the UAW’s “Quickie Election”.

20140305_Bego-2

Even more concerning, in this UAW Neutrality Agreement, there is language that appears to allow the UAW, with consent from Volkswagen, to circumvent the year cooling off period until organizing and another election can be undertaken. In discussion with people close to the situation, there is concern that this would allow the UAW to use Death by a Thousand Cuts tactics to force Volkswagen into signing a traditional Neutrality Agreement and achieve forced unionization of the employees through Card Check. It is evident that the UAW, facing its moment of reckoning, has no intention of allowing the employees’ desire to remain non-union get in its way of establishing Volkswagen as its Southern Union Foothold in the Right-to-Work State of Tennessee. The UAW Gasping Dinosaurs understand that organizing foreign automakers in the South is its only hope of survival.

David A. Bego is the President and CEO of EMS, an industry leader in the field of environmental workplace maintenance, employing nearly 5000 workers in thirty-three states. Bego is the author of “The Devil at My Doorstep,” as well as the just released sequel, “The Devil at Our Doorstep,” based on his experiences fighting back against one of the most powerful unions in existence today.

Big Labor's Divide and Conquer Strategy for 2014

Shortly before returning from his 17-day vacation in Hawaii, the President resumed divisive rhetoric by reprimanding House Republicans for going on a “holiday break” and not staying in Washington D.C. to pass a measure to extend unemployment benefits for needy Americans. The benefits were allowed to lapse, as they were not included in the budget  signed by the President prior to his vacation.

Now, Congress prepares for a battle over jobless benefits. The first vote by the U.S. Senate was to restore the expired unemployment benefits. The President and his fellow Democrats allowed the benefits to expire and agreed to the budget as part of their plan to distract the American people.The President understands just how important the upcoming 2014 mid-term Elections are, and is attempting to deflect attention from the miserable failure that is Obamacare. This is merely their opening salvo in a desperate attempt to “divide and conquer” the Republican Party and the American people.

Additionally, as President Obama Urges Steps to Resolve Income Inequality, the Democrats are planning a minimum-wage push to create a “National Living Wage,” supported by his allies at the SEIU. Much like the tactics of his mentors in big labor, the President will not explain the byproducts of such action – the loss of jobs and a weaker economy, which Thomas Sowell addresses eloquently in his article,  No compassion in minimum wage laws. Common sense dictates that an Unprecedented Minimum-Wage Hike Would Hurt Jobs and the Economy. Even the democratic D.C. Mayor Vetoed the ‘Living Wage’ Bill (see also 5 Ways the Liberal Obsession With Income Inequality Hurts the Poor and Dems Believe Income Inequality To Be the Winning Issue In November).

Furthermore, in the background, the President  has quietly had his radical appointees at the National Labor Relations Board (see “Rogue NLRB”), the Department of Labor (DOL), and OSHA imposing new regulations such as allowing “micro-unions,” requiring reporting by employer-supporting “persuaders” (see DOL Changes the Rules Again), and allowing union access to employer facilities during OSHA inspections (see OSHA Opens New Door For Big Labor). These new regulations are all aimed to provide Big Labor the opportunity to process their Death by a Thousand Cuts-style Corporate Campaigns, with the end goal of forcing businesses to sign a Neutrality Agreement  and impose Card Check.

If this is accomplished, unions would be able to force unionize people quickly and collect badly needed dues. In turn, these unions will continue to provide political contributions to elect their allies and the ground game necessary to win the mid-term election. Make no mistake about it, big labor needs help and it is evident that they are Becoming Desperate. The UAW needs income so badly it is considering a 25% dues increase for its current members, which seems strange when their membership continues to diminish.

As discussed in Obamacare Provides Unfair Advantage to Big Labor, the President unilaterally postponed the “transitional insurance” fee for 2014, which eliminated millions of dollars in costs for the unions so they can pour the money back into the 2014 mid-term elections. The timing on all of this makes sense, as big labor has a vested interest in seeing Democrats win back both Houses and essentially providing the President Rule by Fiat, while trying to avoid extinction with support from their political friends.

David A. Bego is the President and CEO of EMS, an industry leader in the field of environmental workplace maintenance, employing nearly 5000 workers in thirty-three states. Bego is the author of “The Devil at My Doorstep,” as well as the just released sequel, “The Devil at Our Doorstep,” based on his experiences fighting back against one of the most powerful unions in existence today.

Same Old SEIU, Same Tired Attacks

Never a group to let an opportunity go to waste, the SEIU planed to disrupt travelers at major airports all over the country, and to attack retailers such as Wal-Mart during the Thanksgiving holiday weekend. Their plotting is all in the name of “social justice,” which is no more than a code name for forced unionism. The SEIU would have you believe that it has the best interest of employees at heart, and that employers like Wal-Mart “abuse” their employees through the payment of poverty wages, while lining their own pockets with the company profits. In fact, this past week, the SEIU sent out the following e-mail to its members stating that Wal-Mart pays such low wages its employees cannot afford a Thanksgiving dinner. Therefore, Wal-Mart is hosting a food drive so they can eat on Thanksgiving.

Walmart doesn’t pay workers enough for them to afford Thanksgiving dinner, so they’re holding a food drives for their employees. Seriously. The Cleveland Plain Dealer reported that Walmart stores in Ohio have bins set up for underpaid associates to donate canned goods to other underpaid associates.

We have a better idea, Walmart: Pay your workers enough to put food on the table.

If you agree, please RSVP at to join the Walmart Strikers in their fight for fair wages and respect at work.

It’s great that workers are looking out for one another, but nobody who works for one of the richest companies in the world should have to worry about not having enough to eat.

This is hardly the first time Walmart has asked for charity so they can avoid paying employees enough to get by. Low-income workers still need food, housing and healthcare, so taxpayers end up paying up to $1.7 million in public benefits per Walmart Superstore.2

We’re proud to stand with the workers who think they should be able to afford their own Thanksgiving dinners.

Join us on Black Friday to show the workers you have their back.

In solidarity,

Alesa Mackool

SEIU

The SEIU is in the midst of a Worker Center Scheme, recruiting new membership through force unionization, and attempting to bypass the National Labor Relations Act as discussed in Promises, Promises: Desperate Unions Grow Weary of Phony Distractions. They will be using these naïve recruits to bolster their ranks. The SEIU has created Worker Centers because they fall outside the rules of the National Labor Relations Act (NLRA) and therefore are not subject to National Labor Relations Board (NLRB) regulations. Through these Worker Centers, unions are able to operate and attack without restriction, allowing for even more deplorable and ruthless tactics. The real ticker is that these Worker Centers have a Tax-Exempt Status and are Funded by the American  Taxpayer.

Additionally, the SEIU and other unions will be holding Union Rallies at Airports across the country, alleging these employers are paying low wages and offering sub-par benefits. The goal is to make Americans believe these employees are being abused and mistreated. Ironically most of the SEIU protestors will be hired off the street for small cash amounts and have no idea what they are protesting. The SEIU has decided to cause as much disruption and inconvenience during one of the nation’s biggest travel holidays to embarrass these employers across the country and call attention to their cause. This is all a calculated effort to intimidate companies into signing a Neutrality Agreement and imposing forced unionism on their employees through Card Check.

As Americans shopping and traveling to visit their loved ones are disrupted by the rallies and picketing during this great national holiday, it is important to remember the true objective of these Gasping Dinosaurs. It is not to improve wages and benefits for the employees of these companies, but rather to force unionize employees by embarrassing the employers on a national stage. The truth is, the SEIU and other unions want more money in the form of union dues to enhance their political power. Just as Unions Showed True Colors on Labor Day, these Thanksgiving attacks are all about big labor’s attempt to avoid extinction. Hopefully, Americans will see these tactics for exactly what they are, nothing more than Communism at the Highest Level, and relegate the SEIU and other big labor unions into the junk pile of history.

David A. Bego is the President and CEO of EMS, an industry leader in the field of environmental workplace maintenance, employing nearly 5000 workers in thirty-three states. Bego is the author of “The Devil at My Doorstep,” as well as the just released sequel, “The Devil at Our Doorstep,” based on his experiences fighting back against one of the most powerful unions in existence today.

Supreme Court Hears Challenge to Neutrality Agreements

This past Wednesday, November 13, 2013, the United States Supreme Court heard the initial arguments in the case Unite Here Local 355 vs. Mulhall. The case of Mulhall, a 40-year employee of Mardi Gras in Hollywood, Florida, challenged the use of a Neutrality Agreement by Unite Here to force unionize Mardi Gras employees. A Neutrality Agreement eliminates the preferred standard of use of “secret ballot elections” to determine if employees want union representation, and in its place, institutes the insidious process known as Card Check. The focus of Mulhall is whether a signed Neutrality Agreement was lawfully obtained from Mardi Gras without bribery or extortion by Unite Here, which is prohibited by Section 302 of the Labor Management Relations Act. Unite Here contends the signatures were lawfully obtained, because no money changed hands; however, Mardi Gras and Mulhall believe there were direct benefits or “consideration” received in exchange for the signed agreement.

Unfortunately, after reading the transcripts of the oral arguments made by the attorney for Respondent Mulhall, it appears he has overreached. Perhaps most disappointing, counsel’s arguments did not succinctly and in “plain language” expose the extortion tactics utilized by Unite Here to force Mardi Gras to sign the Neutrality Agreement. These actions resulted in the use of Card Check to force unionize Mardi Gras employees. The attorney appeared to overreach when he suggested that the law bans all pre-recognition agreements whether obtained through mutual agreement or extortion. Additionally, his argument as to whether a benefit was received by the union and/or the employer solely revolved around the union’s support of a gaming license for Mardi Gras. He glossed over the true argument for rescinding the agreement, the use of extortion by the union, which ultimately provided benefits that could be quantified monetarily for both parties. Instad of hitting a home run, his argument resulted in a Mixed Reaction From the Justices. This was a missed opportunity to expose big labor’s ruthless tactics for what they are, coercive forms of extortion from which both parties benefit.

Further, the attorney  missed the opportunity to elaborate on the devastating affects that Corporate Campaigns and Death by a Thousand Cuts strategies imposed by big labor have on an employer. Corporate Campaigns take advantage of a National Labor Relations Act (NLRA) loophole, allowing unions to circumvent the secret ballot election when there is mutual agreement of recognition by the union and the employer. The key word being mutual.  Webster’s Dictionary defines mutual as, “Something shared in common…” — such as mutual respect. The use of Corporate Campaigns against employers, through use of the misnamed “Neutrality Agreement,” to eliminate the secret ballot election is anything but mutual and certainly does not involve respect. In fact, the most striking thing about the Neutrality Agreement is its utter lack of neutrality.  The “agreement” is forced upon employers by big labor threats.  Upon entering the agreement, employers are forced into a “card check” scenario, and in return, receives the agreement of the labor union not to make good on its threats.

Corporate Campaigns, as described in my first book, The Devil at My Doorstep, are designed to financially and psychologically cripple an employer, coercing the employer into capitulating and signing the one-sided Neutrality Agreement. Corporate campaigns are ruthless wars waged against unsuspecting employers by big labor bosses who have decided the employer is a financial target, not because of employee abuses, but rather because of the potential membership dues and big payday for big labor. Corporate campaigns are initiated on the disingenuous premise that the employees have invited them to town. This is rarely true. The unions are often nothing more than Uninvited Interlopers, whose services have not been requested by any employee of the organization.

The preceding recital of the intent of Corporate Campaigns and the resulting benefits for both unions and employers, supplemented by real life stories of such coercion (such as those chronicled in The Devil at Our Doorstep), overwhelmingly proves that extortion and bribery regularly exist within these attacks by big labor. The Supreme Court needs to grasp that Corporate Campaigns are vicious scams designed to “shame” employers into signing the Neutrality Agreement The extreme costs incurred in avoiding such campaigns overwhelmingly prove a benefit for both parties just as it does in the Mulhall case. My company would have saved almost $1 Million dollars in attorney, operational and other associated costs, while the SEIU would have not only saved the costs in prosecuting the campaign against my company, but would have been the beneficiary of dues collected from the forced unionization of thousands of employees in a relatively short period of time.

Employees and employers across the country can only hope the Justices do their due diligence in the Unite Here Local 355 vs. Mulhall case, and outlaw the imposition of the so-called Neutrality Agreement, benefiting both parties through Organizing by Extortion. The  U.S. Supreme Court Has An Opportunity to Protect Fundamental Freedoms and set the future course for true, voluntary union recognition for all employees. Their decision will serve to protect workers like Martin Mulhall, because until they do, big labor bosses will not take no for an answer.

David A. Bego is the President and CEO of EMS, an industry leader in the field of environmental workplace maintenance, employing nearly 5000 workers in thirty-three states. Bego is the author of “The Devil at My Doorstep,” as well as the just released sequel, “The Devil at Our Doorstep,” based on his experiences fighting back against one of the most powerful unions in existence today.

Big Labor Feels the Pressure

Now that two cases concerning forced unionism have made it to the U.S. Supreme Court’s docket (see “The Devil at My Doorstep” Introduced to the Supreme Court and U.S. Supreme Court: An Opportunity to Protect Fundamental Freedoms), it appears big labor’s Gasping Dinosaurs are becoming even more desperate in their attempts to avoid extinction. Events transpiring in the past several weeks make it  apparent that Big Labor is doing everything it can to rapidly add membership in anticipation the Supreme Court will find  the use of the coercive practice of “Corporate Campaigns” to violate the National Labor Relations Act. These “campaigns” consist of the use of intimidating methods designed to coerce employers into signing a Neutrality Agreement, by which they agree to accept “Card Check,” or the use of signed cards as evidence of their employees desire for union representation in lieu of secret ballot elections. Card Check allows big labor to force unionize a companies employees almost overnight, which is critical to resuscitating falling union membership!

One of the pending cases involves the question of whether the President’s recess appointees to the National Labor Relations Board, all of whom are very pro-union and trying to change governing regulations to enhance big labor Corporate Campaigns, were correctly and constitutionally appointed. The second case questions whether the use of Neutrality Agreements in the context of a corporate campaign, provides an impermissible benefit to labor unions, in violation of Section 302 of the Act. If the U.S. Supreme Court finds against labor’s position, the effect would be to virtually eliminate big labor’s ability to rely on their “bread and butter” — Corporate Campaigns  and the resulting Neutrality Agreement. Loss of this means of forced unionism could very likely result in the extinction in unions as structured today. Apparently the big labor bosses anticipate a negative ruling as they are out in force utilizing Corporate Campaigns to unionize as many employees as possible. The following cases are illustrative.

In Chattanooga, Tennessee, the UAW has been conducting a campaign at the Volkswagen plant.  Thankfully, the VW employees have seen the light and are taking action as seen in VW Workers at TN Plant Allege Misleading UAW Tactics and Chattanooga VW Workers Begin Antiunion Petition. Additionally, there were the recent UAW tactics at an auto plant in Kokomo, Indiana, chronicled in Unprecedented Union Corruption, that apparently cost eleven full time positions in the plant. All due to the fact the UAW would not allow a non-union company to be successful, and the fact it added a additional 25 employees. Apparently it does not bother the UAW that eleven people in the plant lost their jobs, as it has a net increase of 14 dues paying members, which was the ultimate objective!

The UAW really displayed its desperation as it enlisted employees and others to call the NAACP to join its cause to force unionize employees at a Nissan Plant in Canton, Mississippi. The charges, expressed in the article Why the NAACP Joined a Mississippi Union Battle, are eerily similar to the same charges my company faced when confronted by the Interfaith Workers Justice Group and their support of the SEIU. These charges were all found to be untrue and were dismissed. Of course, in the context of a corporate campaign, big labor does not have to care about the truth or falsity of the charges they bring. They care that the charges serve the purpose of pressuring the employer, “the ends justify the means.”

The SEIU continues its efforts to rally fast food and other service workers using the government shutdown as a stage for False Protests and disorder, as I discussed in Desperate Dinosaurs Show True Colors on Labor Day. Additionally, the SEIU teamed up with the AFL-CIO to host Camino Americano: March for Immigration Reform. Immigration reform is a number one priority for the SEIU and AFL-CIO since both organize service workers and they envision large Corporate Campaigns to force unionize these new workers. Evidently, the President got the message, because in a speech over the weekend he mentioned that the budget and debt ceiling issues needed to be resolved so they can move on to bigger things like immigration reform and jobs. Finally, from the home of Harry Reid in Las Vegas, Nevada comes news of  “union bosses gone wild.” Apparently, the Culinary Union took offense to one casino that has remained union-free, and are using the typical “Death by a Thousand Cuts” approach against the casino and its guests!

All of these activities are supported and approved by the Obama administration, with little regard for America’s free market system and often in defiance of our Constitution. It is high time that the tricameral division of powers, wisely instituted by our founders, steps to the forefront and puts the President and his big labor henchmen in their place to restore American freedoms! Hopefully, the Supreme Court will put pressure on big labor and issue a favorable decision to protect all Americans.

David A. Bego is the President and CEO of EMS, an industry leader in the field of environmental workplace maintenance, employing nearly 5000 workers in thirty-three states. Bego is the author of “The Devil at My Doorstep,” as well as the just released sequel, “The Devil at Our Doorstep,” based on his experiences fighting back against one of the most powerful unions in existence today.

Unions and Fundamental Freedoms: Two Upcoming U.S. Supreme Court Cases

The U. S. Supreme Court has agreed to hear two cases in the next year which will determine whether persons will be protected in their exercise of the fundamental right to either choose whether to engage in union representation or to abstain from such representation, and to make such decision absent intimidation from either the union or their employer via the secret ballot election — the same process we use to elect our local, state and federal government officials. Interestingly, both cases stem from the President’s attempt to provide political payback to his allies in Big Labor through the Rogue NLRB.

In the first case, the U.S. Supreme Court will decide if the President acted unconstitutionally when he made several recess appointments to the agency charged with oversight of labor-management disputes, the National Labor Relations Board. The lower courts, culminating in the U.S. Third Court of Appeals both found the appointments unconstitutional (see Supreme Court to Consider Obama Recess Appointments and Appeals Court Nixed Obama’s Recess Appointments). This case not only has important implications concerning the further shredding of our constitution  through ignoring the tenant of the separation of powers of the branches of government by appointing his nominees without review and agreement by the legislative branch.

In the case of the NLRB, the Obama appointees seek to achieve Card Check through Regulation vs. Legislation. Simply put, the goal is to eliminate employees’ rights to a secret ballot election and replace it with Card Check as the means for employees to determine if they wish union representation. If you listened to the Administration’s and Big Labor’s rhetoric, what could be more simple and fair? Unfortunately, it is a process of coercion and intimidation as chronicled in The Devil at Our Doorstep. A process aptly named Death by a Thousand Cuts, which forces employers and employees to capitulate and be subjected to the terms of the so called Neutrality Agreement through ruthless Corporate Campaigns. The so-called “neutrality agreement” is hardly neutral and subjects both the employees and the employer to labor intimidation.

The second case involves a question of the validity of Big Labor’s sacred cow, the aforementioned Neutrality Agreement (see BNA – Supreme Court Agrees to Review LMRA Case Involving Section 302, Neutrality Agreement). To appreciate this case and its relevance, one must understand why this agreement is so important to big labor. As documented in previous blogs, unions have been on a steady decline since 1947 when Congress, following more than a decade of union corruption, passed the Taft-Hartley Act. Of the many important provisions of the Act, perhaps none was more so than the guarantee of the secret ballot election which, for all intents and purposes, eliminated card check.

Since its peak prior to passage of the Taft-Hartley Act, union membership has dropped from approximately 35-40% of the workforce to a low of 11.3% today. Statistics gathered by the federal Bureau of Labor Statistics, included a drop of approximately 400,000 members in the last year alone. Big Labor, realizing its imminent demise, understands it must reinstate card check to survive and is relying on the President and his rogue NLRB to allow them to exploit a little known and hidden clause in the Taft-Hartley Act that allows unions and employers to mutually agree to representation through card check. Unfortunately, it is very rarely an agreement achieved through mutual consent. It is predominantly achieved by Big Labor through outright intimidation of employers and employees. What is interesting about this particular case is that it has been brought by an employee disgusted with the intimidation and the fact he believes his rights to a secret ballot election and protection of privacy have been violated.

One thing certain about these cases is that the justices of the Supreme Court will receive a tremendous amount of pressure from the Administration and its Big Labor buddies to overturn the decisions of the lower courts. The Gasping Dinosaurs, already headed toward extinction, understand all to well that if these decisions are upheld it will be the end of Big Labor as we know it in this country (see If ruling goes Against Labor Union, Organizing Could Get Even Harder). Additionally, the President and his party know all to well they need Big Labor’s financial and ground support to continue to win elections, as well as increase their grip on and expand an already oversized government.

Even more frightening for the future of the United States is what could occur if these decisions are overturned. If they are, the current administration will feel empowered to continue to appoint radical people to high positions, not just in the NLRB, but all areas of government. If they can eliminate the secret ballot election for union recognition and trample on the constitution to appoint government officials how long will it be before they expand these programs to every corner of the government? Can you imagine no secret ballot elections to determine our government officials and instead all being appointed by the President?  These are landmark cases.

David A. Bego is the President and CEO of EMS, an industry leader in the field of environmental workplace maintenance, employing nearly 5000 workers in thirty-three states. Bego is the author of “The Devil at My Doorstep,” as well as the just released sequel, “The Devil at Our Doorstep,” based on his experiences fighting back against one of the most powerful unions in existence today.

Putting “Teeth” in Right-to-Work

Having been involved in discussion regarding Right-To-Work legislation in Indiana and Michigan, I can attest to the tireless efforts of grassroots movements – by local businesses in Indiana and concerned United Auto Worker employees in Michigan – to achieve the goal of protecting worker freedoms. Statistical data shows that the implementation of a Right-To-Work law is positive, as such states see statistical growth in both population and jobs. Right-To-Work laws are important guarantees of the freedom of choice and the assurance of a lack of intimidation in the organizing process, but there is growing evidence that workers and management in RTW states are still subjected to union intimidation.

A recent article by Diana Furchtgott-Roth of The Manhattan Institute, suggests not.  Ms. Furchtgott-Roth points out that RTW states not only have the highest employment growth over the last 4-5 years, but they also have the highest growth rate for union membership! The statistics she presented were absolutely astonishing, but few people have picked up on the significance and logic behind the union growth in these states. The truly frightening part is the number of cases recorded, since Card Check is virtually unregulated and therefore untraceable.

“Why Union Growth: According to data from the National Labor Relations Board (NLRB), in 38% of all union recognitions in 2009, the latest year for which data is available, unions bypassed secret ballot elections and instead used card checks to unionize employees. Specifically, the NLRB reports that unions won 794 single-union representation elections. During that period, the NLRB recorded 485 notices of card check union recognition.”

Unfortunately, Big Labor’s “Gasping Dinosaurs” are a resourceful lot. Their political contributions have bought them the support of President Obama and his Administration, who has, in turn, appointed a Rogue NLRB. The NLRB is currently lead by heavily pro-union favored board members, many of whom were unconstitutionally appointed by the President (see Appeals Court Nixed Obama’s Recess Appointments). The result of this support is that Big Labor bosses see RTW states as a shining new opportunity to rebuild its declining membership. Unions understand that with the support of the indebted President and pro-labor support from the NLRB, they can achieve membership without an election through Card Check by utilizing their insidious campaigns of “Death by a Thousand Cuts.”

Once they have infiltrated the masses, Big Labor can then use the same type tactics against the newly forced unionized employees to ensure that they don’t exercise their right not to pay dues (or in some cases, belong to the union) under RTW laws. This can be accomplished by making sure that the uneducated are not advised of these rights, or by the specific targeting of persons who choose not to pay dues.  This can be accomplished because, unions are legally allowed to broadcast a list of those individuals who choose not to pay dues (see Worker’s Allege Improper Collection of Union Dues).

This raises concern, as it is unclear how the “dues-paying” union membership will choose to use this list. Membership who view non-payers as “freeloaders,” may be inclined to use unlawful force, threats, and/or intimidation in an attempt to alter a non-member’s decision. Unfortunately, most members ultimately cave, as employees subject to such intimidation have few options.  While this type of activity is unlawful, the sole oversight of these actions belongs with the National Labor Relations Board, a partisan governmental “agency” whose devotion to labor unions is well-documented and unquestioned. The process is timely, difficult to understand, and expensive – as it generally includes the involvement of an attorney to represent ones interest. With little oversight, Big Labor can continue to grow its membership in RTW states through a combination of employee and employer intimidation, with no government regulation to hinder its actions.

Although RTW has been a Godsend for many states, employees and employers, RTW laws need more “teeth” in order to truly protect employees and employers from ruthless forced unionization tactics. The following changes would eliminate the “behind the scenes” intimidation and allow for fair representation in union elections. Additionally, these changes would impose collective bargaining restrictions that would allow members to make decisions free of coercion as to whether they wished to remain part of the bargaining unit.

1. Reinstate Secret Ballot Elections:  Uphold the long standing belief in allowing people to vote their conscience through a “Secret Ballot Election” by inserting language that requires all union representation be achieved by secret ballot conducted under the auspices of the National Labor Relations Board (NLRB). Currently Indiana State Senator Jim Banks has introduced such an Amendment to the Indiana state constitution and Virginia has already passed such a law (see New Employee Privacy and Union Voting Rights Laws in Virginia Go Into Effect July 2013).

2. Eliminate Check Off Clauses:  Such clauses in collective bargaining agreements require unionized employers and government entities to deduct union dues from member paychecks and forward them to the union. These clauses are utilized by Big Labor through intimidation to force employees to remain part of the bargaining unit in RTW states. Unions should be required to be their own accountants and collect dues directly from the employees without third party involvement. In essence members would then have the ability to decide, just like in the free market, if the services/products they are receiving are worth paying for directly. This is no different than a person paying when satisfied for legal, real estate, investing, or other services/ products. It only makes sense, but is often a non-starter for Big Labor in contract negotiations (see Teachers Silenced by Teachers Union).

3. Eliminate Monopoly Representation and Outlaw Neutrality Agreements:  In The Devil at Our Doorstep, I presented the following as the first two points in my “Ten-Point Plan to Battle Big Labor.”

a) Replace the current union monopoly representation with a secret ballot election every three years, so unions have to justify their actions to the employees. Unions must obtain written consent from every dues paying member before using money on anything other than collective bargaining activities.

b) Institute a new regulation that outlaws neutrality-type agreements, which allow card check in lieu of secret ballot elections.

4. Rewrite State Extortion and Blackmail Laws:  James Sherk of The Heritage Foundation accurately proposed that we should modify state extortion and blackmail laws to include unions, which are currently not implicated under labor law. This would prohibit pressure campaigns which are designed to force an employer to surrender, rather than trying to persuade the employees to unionize.

Leveling the Playing Field through these changes and passing a National Right-To-Work Law are necessary steps to improve the economy and continue to create jobs absent the threat of Big Labor intimidation! It is imperative for this great country and the freedom of its citizens that new “teeth” are introduced to support and assure the success of the recently passed Right-To-Work laws.

David A. Bego is the President and CEO of EMS, an industry leader in the field of environmental workplace maintenance, employing nearly 5000 workers in thirty-three states. Bego is the author of “The Devil at My Doorstep,” as well as the just released sequel, “The Devil at Our Doorstep,” based on his experiences fighting back against one of the most powerful unions in existence today.

Congress Clashes with NLRB

President Obama’s Rogue NLRB, driven by Chairperson Mark Pearce and the President’s radical recess appointees, have encountered serious roadblocks the past several weeks as they continue their quest to achieve EFCA Through the Backdoor (see Labor Board Chief to Push Union Organizing Rules). This past week, the GOP Senators pushed back when they announced they are Suing Obama Over Sham Labor Board Nominees. It is clear that the GOP has tired of the Obama NLRB’s attempted run around of Congress through the creation of regulations such as the “Posting Rule” – requiring employers to post notices of employee rights under the NLRA in the workplace, and “Quickie Elections”– substantially reducing the time frame during which elections are conducted for the purpose of eliminating the employer’s ability to educate its workforce. Further push back has come in the form of a joint senate resolution currently pending which seeks to overturn the NLRB’s “Quickie Election” rule,while simultaneously sending a message to the President to stop attempting to bypass Congressional authority (see Will Senate Stand Up to Obama’s Union Strongmen? and New NLRB rule that allows labor unions to foist surprise “ambush elections” on businesses and employees).

The purpose of the NLRB’s proposed regulations is to accomplish the Obama agenda of assisting Big Labor in executing Corporate Campaigns, such as the one crafted against my company, chronicled in The Devil at Our Doorstep, and ultimately increasing membership. Corporate Campaigns are no more than an onerous attempt to force employers to sign a Neutrality Agreement, and bypass the secret ballot election process for employees.

Despite the fact that NLRB statistics show unions win 70% of these elections, Big Labor’s ongoing problem is that currently, there are very few elections being held. This is primarily because a decreasing number of employees are interested in signing union cards to petition for an election. Consequently the “Gasping Dinosaur’s alternative is to force unionize employees through Card Check,a process fraught with danger from intimidation, in which the labor union could avoid an election and be recognized simply upon the execution of union cards and without an election by the employees.

Thankfully, the separation of powers among the three branches of the U.S. government, so diligently established by our nation’s forefathers, is working to save what otherwise would have been A Death Penalty for Employees and Employers. Over the past few weeks, several important events have occurred. First, within the legislative branch, the U.S. House of Representatives passed the Workplace Fairness Act, which, if enacted, would restrict the NLRB’s overreach and in the process eliminate the “quickie” election process (see Workplace Fairness Act Set to Move to the House Floor). Then, 44 Senators Challenged NLRB’s Ambush Election Rules, which further delayed implementation of the “quickie” election process. The most encouraging news came recently, when it was announced that the Senate will be voting this week to overturn the NLRB’s onerous Ambush Election rules. Businesses around the country are counting on them to do the right thing and hoping they have the intestinal fortitude to defeat these overreaching regulations!

Even more encouragement came last week, when the separation of power structure further proved the sagacity of our founding fathers. In the judicial branch, a South Carolina federal court judge struck down an NLRB proposed rule requiring employers to post notice of employee rights to unionize, finding that the board lacked the congressional authority to implement such a rule. Thankfully, the “Posting Rules” are now postponed indefinitely! The decision went a step farther than a previous decision by a federal district court judge in the District of Columbia, who recently ruled that the penalty portions of the “Posting Rule” would be blocked (see the NLRB Notice Posting Rules were Partially Blocked).The decision by these courts are an important victory.  While posting alone would be no more than an annoyance to employers, the penalty portions of the law, if upheld, would have been a field day for Big Labor! That would mean that Big Labor bosses could organize Corporate Campaigns with impunity to force employers to sign a Neutrality Agreement and achieve Card Check. Just as the SEIU did against my company, EMS, Big Labor bosses would have union thugs file multitudes of  ULP’ s in an attempt to bring the employer to its knees and sign the Neutrality Agreement.

The filing of ULP’s against an employer forces the employer to expend significant amounts of money and time to defend itself, with the result being that many employers eventually cave to union demands in order to avoid the vast expenditure of time and resources. Increased regulations and associated penalties just make it easier for Big Labor bosses to succeed in their “organizing” attempts. An imposition of increased regulation as a gift from the present administration through the auspices of the Rogue NLRB  is the only chance the “Gasping Dinosaurs” have of avoiding extinction, unless of course they change their ways and actually provide true benefits and service to their members (see Card Check through Regulation vs. Legislation). What a novel idea, Big Labor acknowledging that they are there to serve the members and not vice versa, and realizing that each employee should have the right to decide if they wish to be a member.

Unfortunately, despite the fact Obama and NLRB Continue to Cost Union JobsBig Labor has not realized that the President has no loyalty to anyone but himself. Perhaps they will finally get a wakeup call when Obama decides whether to pass or veto the Keystone XL Pipeline bill approved by Congress! Obama’s Keystone Delay Flouts the Law and his narcissism allow for the continuation of Rule by Fiat and put his Political Aspirations & Payback Ahead of American Jobs. No matter the outcome of the Keystone XL Pipeline, Big Labor will continue to push its selfish agenda and utilize Obama’s coattails to prosecute its Persuasion of Power at the cost of American freedoms, the American economy and American jobs.

Big Labor bosses will attempt to keep anyone from standing in their way, but it appears that Congress has finally recognized their tactics and knows that President Obama will continue his rule by fiat if he is not held accountable for his actions, including Constitutional violations and an overreach of the separation of power within our government. America is at a tipping point and the decisions made in the next week, combined with the upcoming November election will determine if America will go with the ways of past democracies, or if in fact, American Exceptionalism will be revived.

About the author: David A. Bego is the President and CEO of EMS, an industry leader in the field of environmental workplace maintenance, employing nearly 5000 workers in thirty-three states. Bego is the author of “The Devil at My Doorstep,” as well as the just released sequel, “The Devil at Our Doorstep,” based on his experiences fighting back against one of the most powerful unions in existence today.

Employees Revolt Against Forced Unionism

Emboldened by President Obama and his recent recess appointments to the Rogue NLRB the SEIU appears to be stepping up its patented Persuasion of Power. The SEIU’s “persuasion of power” is projected through its notorious Corporate Campaigns is vividly chronicled in my new book, The Devil at Our Doorstep. In simple terms, the SEIU’s corporate campaigns are designed to intimidate employees and employers into forced unionism. The end goal is to force the employer to sign a Neutrality Agreement, which substitutes Card Check for the secret ballot election. The SEIU then uses intimidation tactics to force a bare majority of employees to sign a union card. No election is held, and there is no chance for the employees to hear both sides of the story. There is no protection for employees from union thugs. Theneutrality agreement requires the employer to provide with a list of all its employees and their home addresses. Sound like an unfair playing field for both employees and employers?  It is. However, hope springs eternal as it appears employees across the country are waking up to the union thuggery.

As previously discussed in SEIU Exposed, SEIU members in California, identified as “Occupy SEIU,” are fed up with the SEIU’s intimidation and heavy handed tactics as well as its misuse of members’ dues for political purposes. In fact, the major player “Mariam the Mighty” and her large group of supporters will have their day in court on May 4, 2012, in an attempt to gain access to and expose SEIU’s finances and misuse of members’ dues for political purposes. This group’s ultimate goal is to use a non-germane campaign to force the SEIU to stop using employee dues for anything not directly benefitting the member and ultimately decertifying the SEIU later this year. This past week, Mariam rallied her troops in a demonstration in California’s Capitol, Sacramento, to protest against SEIU abuses.

This past week, on the opposite coast in Lynn, Massachusetts, employees of Complete Cleaning Inc. also struck back against the SEIU and its abusive practices. Faced with the card check scenario after their employer capitulated and signed a neutrality agreement, employees of Complete Cleaning refused to be intimidated into forced unionism. In fact, one brave employee, Jairo Hernandez, decided that enough was enough and with the assistance of Mark Mix from the National Right to Work Committee filed an Unfair Labor Practice (ULP) with the National Labor Relations Board (the NLRB) alleging that SEIU organizers have attempted to coerce Complete Cleaning employees to organize (see Lynn Cleaning Co. Worker Files Charge Against Labor Union).

Bravo to the employees of Complete Cleaning who have stood up and refused to allow their freedom of choice to be usurped by the SEIU’s intimidation tactics! Tactics such as those chronicled in The Devil at Our Doorstep, have been further exposed by Complete Cleanings’ employees and include:

1.) Showing up at employees homes in an attempt to force them to sign union cards.

2.) Telling employees if they did not sign the card they would lose their job.

3.) Not allowing a secret ballot election.

4.) SEIU filed federal charges against Complete Cleaning in an attempt to force it to negotiate a contract.

5.) SEIU Local 615 claims monopoly bargaining privileges despite the fact the employees nearly unanimously opposed the union.

Although it appears this persuasion of power may eventually prove to be the demise of SEIU, at this point in time, that is not the case. Despite the fact that neither the employees nor the employer had an interest in what the SEIU was peddling, it has continued its assault on Complete Cleaning and their employees, even though the SEIU could not meet the terms of its own agreement by convincing a bare majority (50% +1) of employees to sign union cards. The SEIU is blatantly determined to prosecute this campaign with impunity because they have to rely on forced unionism to avoid extinction. More importantly, these unions understand that with President Obama and his NLRB recess appointments, they have little fear of losing this battle.

These tactics, supported by President Obama, are a blatant attempt to suppress American’s freedom of choice and as a direct result of this power grab, we are witnessing Right to Work (RTW) gain momentum across America. Ironically, in Indiana, which passed RTW earlier this year, the IUOE is contending that it cannot get the word out if it cannot “force” employees to be part of a union. This is the typical “do as I say, not as I do” mentality of Big Labor, who has no trouble trampling over the freedoms of others to achieve their goals, all of this to ensure their survival and ultimate power!

President Obama, who understands the basic tenant of Control Business, Control the Country, is fully behind the push to provide unions with ultimate power over employees and businesses, which in turn are providing him with support in his re-election campaign. It is time for America to wake up and understand this President abhors the free market system and is determined to destroy it, utilizing the SEIU’s influence and Communism at the Highest Levels. November is the tipping point for America. If President Obama is not defeated, we will see massive corporate campaigns across the country that will handcuff businesses and employees, while providing President Obama the totalitarian Rule by Fiat he desperately seeks.

About the author: David A. Bego is the President and CEO of EMS, an industry leader in the field of environmental workplace maintenance, employing nearly 5000 workers in thirty-three states. Bego is the author of “The Devil at My Doorstep,” as well as the just released sequel, “The Devil at Our Doorstep,” based on his experiences fighting back against one of the most powerful unions in existence today.

Right to Work: A Basic American Freedom

Recent polls indicate Americans are fed up with Big Labor’s schoolyard bully tactics and utilization of taxpayer money to support political candidates and liberal agendas. Additionally, Americans are tired of government deficits driven by public sector pay, overblown benefits, and restrictive work rules. Americans, including union rank and file members, are tired of Big Labor’s attempt to deprive them of basic freedoms. They voiced their displeasure in last November’s election (see Union Members Not Happy with Their Leader’s Political Spending and Union Members Overwhelmingly Oppose Union Boss Political Spending on 2010 Midterm Elections). In states like Indiana, elected officials have heard the people’s mandate and are proposing “Right to Work” legislation (“RTW”) that will provide each and every American the right to personally decide if they wish to be represented by a union, without fearing the threat of reprisal. What could be more American than the freedom of choice?

Politicians and Big Labor bosses in Indiana, Michigan and New Hampshire are already drawing the battle lines for debate and potential passage of Right to Work (“RTW”) laws during their respective 2012 legislative assemblies. Determining which state will be next and become the 23rd Right to Work state is a matter of speculation. Unfortunately, we can be certain that the rhetoric, propaganda, misinformation and theatrics from liberal politicians and Big Labor bosses will be divisive.

As chronicled in my book The Devil at My Doorstep, I have first-hand experience with Big Labor’s tactics and their use of corporate campaigns. These campaigns were utilized against my company and its employees by the Service Employees International Union (“SEIU”). These campaigns used as the union’s “Persuasion of Power,” a term originally coined by UAW President Owen Bieber in 1984, and later resurrected by former SEIU President Andy Stern during his tenure.

Union “Corporate Campaign” tactics utilize Saul Alinsky’s motto “Ridicule is man’s Greatest Weapon”. They isolate the target and then use intimidation, ridicule, misinformation and intimidation to destroy it.  The campaigns embrace the use of tactics, as recently exposed in a SEIU Contract Campaign Manual, designed to force employers to capitulate with union demands and sign a Neutrality Agreement. This onerous agreement eliminates employees right to a secret ballot election during union organizing campaigns, imposes “Card Check” and requires employers to provide a roster of all employees and their home addresses to union organizers. By use of the Neutrality Agreement, union organizers are able to bypass a neutral and independent election. Instead, the organizers are able to identify employees and “visit” them at their leisure, including at times and places private to the employee. This includes an employee’s home, where they can then utilize any tactics they wish, unmonitored by any government agencies. They can intimidate or otherwise force a bare majority (50 percent plus 1) of the employee population to sign union cards, at which time the employer is automatically unionized.  The scheme is fraught with danger of abuse, intimidation, improprieties and misinformation.

Corporate Campaigns allow unions to force unionize employees by pressuring employers, through expensive public and legal pressure, into signing the Neutrality Agreement and subsequently negotiating contracts that have the potential to make them uncompetitive. Forced unionism through Corporate Campaigns is today’s weapon of choice, as unions win a small percentage of organizational secret ballot elections conducted through the auspices of the National Labor Relations Board (“NLRB”). In short, Big Labor doesn’t care what employees believe or want, they are determined to force unionize and keep them for life through defeat of RTW. If Big Labor is more than willing to force unionize people, is there any doubt it will resort to the same tactics to keep them unionized, ensuring the ultimate survival of Big Labor power at the expense of the economy, jobs and freedom of choice?

This time the Corporate Campaign target is RTW in Indiana and other states. While the Big Labor circus performs in downtown Indianapolis during the legislative assembly set to begin January 4, 2012, it must be understood that RTW is not about the future of unions or the business climate of Indiana. RTW is about the basic God given right of every American to freedom of choice and each individual’s right and responsibility to self determination absent from the threat of intimidation and force. If unions cannot survive under these basic tenants, then so be it. Many institutions, organizations, civilizations, governments and inventions have become extinct as progress passes them by and relegates them to history. Big Labor’s Gasping Dinosaurs, who represent less than 12% of the workforce, are now waging a scorched earth campaign for survival at the expense of the very employees they claim to protect and at the expense of the most fundamental fabric of our country “freedom of choice.”

Big Labor would have you believe they have an altruistic mission to provide people the right to be represented in the workplace. However, if big labor was so concerned about peoples’ rights, why wouldn’t they be in favor of allowing each employee freedom of choice, as recently expressed by a non-union worker in a union company (see Republicans Didn’t Run When Democrats Were in Charge)? The simple answer is that Big Labor fears many will leave the union rolls because there is no intrinsic benefit to membership, resulting in the unions losing their coveted dues. Membership dues are the true objective. The labor unions are nearly extinct and they need membership dues to elect sympathetic politicians. In turn, these elected officials will pass laws or appoint members to the NLRB that will utilize their regulatory power to administer Big Labor’s agenda, thereby forcing unionism on more public and private employees (see Card Check through Regulation vs. Legislation, Actions Speak Louder than Words). In return, Big Labor will pour more membership dues into political coffers. It is a cycle passing monies from rank and file workers to Big Labor bosses and liberal politicians (see Union Power for Thee, But Not for Me).

RTW provides freedom of choice for employees and provides unions the opportunity to compete in a free market society without taxpayer or employee subsidies. Unions were necessary and beneficial at one point in history; however, they have hastened their own demise. Despite Big Labor’s claims of “protecting the middle class,” union demands have essentially created an unsustainable system due to out-of-control wages and benefits and restrictive work rules in both the private and public sectors, ultimately destroying the middle class they purport to support. The American auto and steel industries are prime examples of the unions’ destruction in viable industries and drastic reduction of the middle class jobs they claim to protect.

Simply put, in the private industry there are limits as to what the unions can obtain due to the competition companies face and the need for companies to be profitable. Public sector unions, however, believe the coffer is limitless, which is where they made their mistake. You can only tax the electorate so much before it rebels. When labor costs per person rise, the logical response to avoid bankruptcy is to reduce the number of jobs. Consequently we have seen a historical decline in the number of jobs in the auto and steel industries, and the current threats facing public school teachers and other public employees. It is the predictable result of the tactics and socialistic philosophy of Big Labor bosses.

Big Labor bosses also claim that RTW is unfair, as some people would benefit from union negotiations without paying union dues (see Should Workers Have to Pay Union Dues?). The real question is, why would so many people choose not to participate if they had a choice? If unions provided a viable service or product, employees would be more inclined to buy. However, many of today’s unions rarely provide meaningful benefits such as job and/or safety training, instead only emphasizing growth for the sake of growth, and ultimately money and power for Big Labor bosses. Union dues are viewed as a means to an end instead of an investment designed to improve the skills and safety of its membership.

Unions would fare better if they spent more time developing products and services that would benefit both employees and employers. The typical response of a labor union is to lean solely on the excuse that every employee has the right to “collective bargaining.” However, if unions utilized membership dues to provide a viable product or service, they might be able to attract enough employees to form a collective bargaining unit that was engaged, instead of resorting to forced unionism of people who are not interested. Unfortunately, the goal of Big Labor bosses is not to serve its members, but to impose its will on the Indiana public, sacrificing  freedom of choice for over 70% of Indiana employees who support RTW (see Viewpoint Poll and Hoosiers Support Freedom), the true opportunity for effective and beneficial union growth and triumph of the free market system. A triumph that would result in a competitive business atmosphere, spawning increased job opportunities and economic growth for the citizens of Indiana and throughout the United States.

Ultimately, it is an issue of the right to private property, one’s labor. It is an issue which we expect both sides of the aisle at the statehouse to honor and defend. It is also imperative that both sides respect the democratic process and return to the State House on January 4, 2012 prepared to do the peoples’ will and debate openly, instead of hiding in hotel rooms in Illinois (see Gov. Mitch Daniels Vows to Make Sure Indiana Lawmakers get Work Done).

The right of private property is a triumph of Western Civilization, and the associated freedoms that come with it have proven to be extremely rewarding for those who work hard to achieve the American dream. Our founding fathers designed a marvelous system that guarantees social and economic justice by establishing individual responsibility. We can only hope that our elected officials will wake up and protect our property rights before it is too late. After all, Right to Work is the right thing to do for the citizens of Indiana and the United States of America.

About the author: David A. Bego is the President and CEO of EMS, an industry leader in the field of environmental workplace maintenance, employing nearly 5000 workers in thirty-three states. Bego is the author of “The Devil at My Doorstep,” based on his experiences fighting back against one of the most powerful unions in existence today.