Worker Advocate: Obama General Counsel Opposition “A Bald-faced Lie of Weiner-esque Proportions”
Washington, DC (June 8, 2011) – Yesterday, Acting General Counsel Lafe Solomon, International Association of Machinist (IAM) union lawyers, and Boeing Company (NYSE: BA) attorneys responded to a motion filed by three North Charleston Boeing employees seeking to intervene in the National Labor Relations Board’s (NLRB) case against Boeing.
The North Charleston employees are receiving free legal assistance from the National Right to Work Legal Defense Foundation. The NLRB’s complaint, if successful, would almost certainly eliminate thousands of jobs in South Carolina, including those of the three Boeing workers represented by Foundation attorneys.
Foundation President Mark Mix released the following statement in response to the Acting General Counsel’s and IAM union lawyers’ opposition to the employees’ motion:
“Acting General Counsel Solomon’s and the IAM union lawyers’ opposition to the Charleston employees’ motion to intervene in the NLRB’s persecution of Boeing is a slap in the face of all independent-minded American workers and citizens who support duly-enacted Right to Work laws in their states that protect employees’ choice over whether or not to financially support a union.
“Solomon’s argument that the South Carolina workers have no stake in the shutdown of the facility in which they are employed is a disingenuous attempt to silence workers whose very livelihoods are in jeopardy. This is a bald-faced lie of Weiner-esque proportions.
“Essentially, what Solomon and IAM union officials want is for workers to sit down and shut up, even though their jobs are on the line and their rights are at issue.
“The opposition of Solomon and IAM union bosses to these courageous employees’ attempt to save their jobs and their community is just another cynical action by Big Labor and its political cronies to silence independent-minded workers and further empower union bosses to force more workers to submit to union boss demands and forced dues payment.”
In contrast, Boeing attorneys filed a brief supporting the employees’ intervention in the case, observing that “[the intervening employees] have a direct interest in the outcome of the case.”
South Carolina TV Stations Cover Foundation’s Efforts to Protect Boeing Employees from Obama NLRB Attack
On Tuesday, with the assistance of National Right to Work Foundation staff attorneys, a group of Boeing employees moved to intervene to stop the NLRB from shutting down Boeing’s Charleston Dreamliner plant. The Foundation’s announcement made headlines nationwide, including television coverage across South Carolina:
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South Carolina Workers Speak Out Against the NLRB’s Attempt to Shut Down Boeing’s Charleston Dreamliner Plant
Today, the National Right to Work Legal Defense Foundation announced it was providing free legal aid to three South Carolina Boeing Employees, who are moving to intervene in a case brought by the Obama National Labor Relations Board and IAM union bosses that would to shut down production at Boeing’s Charleston Dreamliner facility.
A copy of the Foundation’s motion to intervene includes statements from the three Boeing employees, who explain their negative experiences with IAM union officials and their reasons for speaking out against the NLRB’s attempt to move production of the Boeing Dreamliner back to (non-Right to Work) Washington State.
Dennis Murray, one of the intervenors, describes his history with the IAM before Vought, his old employer, was acquired by Boeing:
"When I went to work at Vought in 2008, the IAM had been voted in as the employees’ exclusive bargaining representative, but they were just negotiating a first contract. In November 2008, an IAM representative called an emergency meeting but only told twelve of the 200 union members in the unit about the meeting. A total of thirteen employees attended the meeting and those few in attendance ratified the IAM’s contract by a vote for 12-1. Many of the provisions of the new IAM contract were worse than what Vought employees already had without a contract. For example, employees lost medical, dental, and short term disability. The Vought employees were then extremely unhappy with the IAM’s actions. This unhappiness was exacerbated by subsequent layoffs that lasted from three weeks to five months."
Like many other Charleston-based Boeing employees, Murray is concerned that he’ll lose his job if the NLRB forces Boeing to move back to Washington:
"It seems clear that many Charleston-based employees and I would lose our jobs with Boeing in South Carolina if the General Counsel’s proposed remedy is adopted. The current unemployment rate here is high and jobs are scarce. If I lose my job, my family will be devastated . . ."
Cynthia Ramaker, another Boeing employee, also encountered the IAM’s backroom dealings before Boeing acquired Vought:
"In general there was not much communication between the IAM and the employees."
"Of the 200 union members in the unit only 13 attended the contract ratification meeting. Those few in attendance ratified the IAM’s contract by vote of 12-1. Many of the provisions of the new IAM contract were worse than what Vought employees already had without a contract . . . Employees lost medical, dental, and short term disability. Additionally, dues were set to increase, although this requirement was later reduced due to the strong backlash in the unit."
Ramaker, a former IAM union official, also opposes the NLRB’s efforts to shut down Dreamliner production:
"I am not surprised by the Unfair Labor Practice filed by the IAM in Seattle/Everett against Boeing. They are violating my right to work with a choice. Isn’t that what being an American is all about?"
Like Murray, she worries about the consequences of shutting down the Boeing facility:
"I understand that the NLRB General Counsel’s remedy in this case will force Boeing to discontinue the final assembly and delivery work in Charleston, and transfer it to Seattle. This remedy is grossly unfair and would devastate our community and thousands of families."
The third intervenor, Meredith Going, Sr., is also concerned about his own job prospects if Boeing is forced to shut down production:
"The current unemployment rate here is high and jobs are scarce. Many people I know would like to work at Boeing if they could. I am 65 years old, and was unemployed for over a year before I got this job with Boeing. Before coming to Boeing, I was laid off from my previous job in the automobile finance business. If I lose my job with Boeing, I’d have to go back on unemployment . . . I am sure that any unemployment I would receive would run out quickly, and at my age getting a good job with good wages and benefits like what I have here with Boeing is extremely difficult."
The statements from these employees give you an idea of what’s at stake here. If the NLRB and the IAM successfully force Boeing to shut down the Dreamliner production line, South Carolina stands to lose over 1,000 existing jobs and thousands more once the plant is in full production.
The NLRB’s unprecedented move would be devastating to these employees and to their entire community, which is why they’ve stepped forward to defend their rights and their jobs.
South Carolina Boeing Employees Move to Intervene in Obama Labor Board’s Assault on Right to Work Laws
South Carolina Boeing Employees Move to Intervene in Obama Labor Board’s Assault on Right to Work Laws
National Right to Work Foundation attorneys helping workers and former Machinist union president challenge attempt to send jobs to Washington
Washington, DC (June 2, 2011) – With free legal assistance from the National Right to Work Foundation, a group of Charleston-area Boeing Company employees are asking to intervene in the National Labor Relations Board’s (NLRB) unprecedented case targeting Boeing (NYSE: BA) for locating production in South Carolina in part due to its popular Right to Work law. That law ensures that union dues and membership are strictly voluntary.
The NLRB’s complaint, if successful, would eliminate over 1,000 existing jobs in South Carolina, not to mention several thousand more jobs that would be created once the Boeing plant reaches full production capacity. Further, the case could set a dangerous precedent that allows union bosses to dictate where job providers locate their facilities.
In 2009, Boeing, after experiencing repeated International Association of Machinists (IAM) union boss-instigated strikes in the forced unionism state of Washington, decided to locate a new production line for the 787 Dreamliner to South Carolina, partly because South Carolina is a Right to Work state. IAM union bosses in state of Washington cried foul and filed unfair labor practice charges against Boeing.
The NLRB’s Acting General Counsel Lafe Solomon sided with IAM union bosses and decided to prosecute Boeing in late April. Ironically, workers in Boeing’s South Carolina plant booted IAM union bosses from their plant to attract the Dreamliner production, as the workers did not want union bosses interfering with their job prospects.
Boeing employees Dennis Murray, who led the effort to remove the union from the Charleston plant; Cynthia Ramaker, the former president with the local union which was removed from the plant; and Meredith Going filed their motion to intervene in the case with the NLRB regional office in Seattle, where the NLRB’s case is pending.
To read the employees’ motion to intervene and their personal declarations supporting the motion, click here (pdf).
South Carolina Boeing Employees Move to Intervene in Obama Labor Board’s Assault on Right to Work Laws
Washington, DC (June 2, 2011) – With free legal assistance from the National Right to Work Foundation, a group of Charleston-area Boeing Company employees are asking to intervene in the National Labor Relations Board’s (NLRB) unprecedented case targeting Boeing (NYSE: BA) for locating production in South Carolina in part due to its popular Right to Work law. That law ensures that union dues and membership are strictly voluntary.
The NLRB’s complaint, if successful, would eliminate over 1,000 existing jobs in South Carolina, not to mention several thousand more jobs that would be created once the Boeing plant reaches full production capacity. Further, the case could set a dangerous precedent that allows union bosses to dictate where job providers locate their facilities.
In 2009, Boeing, after experiencing repeated International Association of Machinists (IAM) union boss-instigated strikes in the forced unionism state of Washington, decided to locate a new production line for the 787 Dreamliner to South Carolina, partly because South Carolina is a Right to Work state. IAM union bosses in state of Washington cried foul and filed unfair labor practice charges against Boeing.
The NLRB’s Acting General Counsel Lafe Solomon sided with IAM union bosses and decided to prosecute Boeing in late April. Ironically, workers in Boeing’s South Carolina plant booted IAM union bosses from their plant to attract the Dreamliner production, as the workers did not want union bosses interfering with their job prospects.
Boeing employees Dennis Murray, who led the effort to remove the union from the Charleston plant; Cynthia Ramaker, the former president with the local union which was removed from the plant; and Meredith Going filed their motion to intervene in the case with the NLRB regional office in Seattle, where the NLRB’s case is pending.
"This case is nothing more than an attack by the Obama Administration on Right to Work laws and all workers in Right to Work states where employees cannot be forced to pay union dues as a condition of getting or keeping a job," said Mark Mix, President of National Right to Work. "Workers in South Carolina should not be denied the opportunity to continue providing for their families to satisfy the outrageous forced unionism demands of union officials in Washington state."
"The National Labor Relations Board’s complaint is just the latest giveaway to Big Labor by an Obama Administration that has already erased union financial disclosure requirements and kept workers in the dark about the right to refrain from union membership, and is poised to eliminate workers’ ability to challenge a coercive card check campaign with a secret ballot vote," added Mix. "Once again the Obama Labor Board is putting union boss priorities ahead of the rights and well-being of individual employees."
To read the employees’ motion to intervene and their personal declarations supporting the motion, click here (pdf).
Bank Employee Wins Settlement After AFSCME Union Bosses Illegally Seized Forced Dues for Politics
Bank Employee Wins Settlement After AFSCME Union Bosses Illegally Seized Forced Dues for Politics
Wisconsin needs Right to Work law to protect workers from forced unionism abuses
Milwaukee, WI (May 31, 2011) – A U.S. Bank customer service and support employee reached a settlement with local union officials last week after union officials illegally attempted to force him and his colleagues into full-dues-paying union membership.
Peter Quinones of Milwaukee filed unfair labor practice charges with the National Labor Relations Board (NLRB) against American Federation of State, County, and Municipal Employees (AFSCME) Local 777 union officials in March with free legal aid from the National Right to Work Foundation.
After AFSCME Local 777 union bosses were granted monopoly bargaining privileges over approximately 300 U.S. Bank employees, Quinones sent a letter to union officials stating that he was exercising his right under National Right to Work Foundation-won Supreme Court precedent in Communication Workers v. Beck to refrain from full-dues-paying union membership.
Bank Employee Wins Settlement After AFSCME Union Bosses Illegally Seized Forced Dues for Politics
Milwaukee, WI (May 31, 2011) – A U.S. Bank customer service and support employee reached a settlement with local union officials last week after union officials illegally attempted to force him and his colleagues into full-dues-paying union membership.
Peter Quinones of Milwaukee filed unfair labor practice charges with the National Labor Relations Board (NLRB) against American Federation of State, County, and Municipal Employees (AFSCME) Local 777 union officials in March with free legal aid from the National Right to Work Foundation.
After AFSCME Local 777 union bosses were granted monopoly bargaining privileges over approximately 300 U.S. Bank employees, Quinones sent a letter to union officials stating that he was exercising his right under National Right to Work Foundation-won Supreme Court precedent in Communication Workers v. Beck to refrain from full-dues-paying union membership.
Because Wisconsin is a forced unionism state, workers who refrain from formal union membership can still be forced to pay part of union dues, but cannot be compelled to pay the portion used for the union’s political, lobbying, and member-only activities.
Despite his letter, AFSCME Local 777 union officials continued to extract full union dues from Quinones’ paycheck. After he filed an unfair labor practice charge, union officials still refused to honor his request to exercise his legal rights. Quinones then filed another charge to prevent the union hierarchy from requiring him to pay forced union fees by automatic deduction from his paycheck in violation of federal law. The latest charge forced AFSCME Local 777 union officials to finally settle the case.
In the settlement, union officials agreed to reimburse all union dues illegally seized from Quinones’ and his coworkers’ paychecks and to post a notice in the workplace informing the workers of their rights to refrain from union membership and object to funding union boss political activities.
“Despite this legal victory for U.S. Bank employees in Milwaukee, workers across the Badger State are still being forced to pay for union boss political activism,” said Patrick Semmens, National Right to Work legal information director. “Wisconsin’s workers badly need a Right to Work law to help them protect their rights against unscrupulous union boss spending.”
If passed, a Wisconsin Right to Work law would end compulsory union dues by making union membership and dues payment strictly voluntary. Polls consistently show that 8 in 10 Americans support the Right to Work principle, that no worker should be compelled to join a union or pay union dues to get or keep a job. Twenty-two states already have Right to Work protections for their workers.
Big Labor-Backed Congressman Rush Holt Tries to Block Union Decertification Election
On Capitol Hill, New Jersey Congressman Rush Holt is a prominent Big Labor enabler: He’s cosponsored the notorious "card check" forced unionism bill, taken tens of thousands of dollars from union bosses who use their forced-dues powers to funnel money into politics, and generally opposed expanding workplace freedom at every turn. His latest stunt? A heavy-handed attempt to block a decertification election that would have thrown an unwanted union out of a New Jersey workplace.
Recently, Holt wrote a letter (pdf) urging the NLRB to block a decertification election that would have removed Teamster bosses from the Durham School Bus offices in Middletown, New Jersey. Holt claims that the company’s unfair labor practices tainted the election, but even if his assertion were true, workers attempting to eject unwelcome union bosses shouldn’t be punished for management’s mistakes. Moreover, Big Labor operatives frequently resort to frivolous legal challenges to prevent employees from getting rid of unions.
Although the election was held as scheduled and Teamster officials ultimately held on to their forced-dues privileges, Holt’s letter demonstrates Big Labor’s staggering political influence. Union bosses will stop at nothing to push more workers into their forced-dues paying ranks. Getting a sitting Congressman to intervene in what was supposed to be an even-handed union decertification election is just the latest example of their political pull. After all, they’ve done it before, and they’ll surely do it again.
Video: National Right to Work Criticizes Secretary of Labor Hilda Solis for Gutting Union Transparency Requirements
National Right to Work President Mark Mix appeared on "Your World with Neil Cavuto" to discuss Secretary of Labor Hilda Solis’s efforts to undermine union transparency. Check out the video below:
Union Member Seeks to Block Obama Labor Department’s Efforts to Roll Back Union Disclosure Rules
Union Member Seeks to Block Obama Labor Department’s Efforts to Roll Back Union Disclosure Rules
Department guts disclosure rule that has exposed numerous corrupt union boss schemes, let rank-and-file members know how dues are spent
Washington, DC (May 23, 2011) – With free legal aid from the National Right to Work Legal Defense Foundation, a Maryland county government employee is asking a federal court to stop the Obama Administration from allowing union bosses to conceal lavish and corrupt union expenditures from workers.
Chris Mosquera, a member of a Municipal County Government Employee Local of the United Food and Commercial Worker (UFCW) union, filed the lawsuit against Secretary of Labor Hilda Solis in the U.S. District Court for the District of Columbia for rescinding a union boss disclosure rule which would make it less difficult for workers to hold union officials accountable.
Unions covered by the Labor Management Reporting and Disclosure Act (LMRDA) with total annual receipts of $250,000 or more are currently required to submit annual financial statements to the U.S. Department of Labor. LM-2 forms are the public disclosure documents for these larger unions and are available online on the U.S. Department of Labor’s (DOL) website.
These forms have helped workers and citizen activists expose many unscrupulous union boss schemes, including lavish benefits to high-ranking union officials and loyalists, superfluous spending on union boss transportation (including private jets), and shady political spending (such as the Service Employees International Union bosses’ links to the disgraced political organization ACORN).
