Penske Truck Rental Employees in Minneapolis and Nashville Seeking Votes to Remove IAM Union Officials
Majorities of workers in both work units want federal Labor Board to administer union decertification vote
Washington, DC (April 17, 2024) – Employees of Penske Truck Rental have submitted petitions seeking votes to remove International Association of Machinists (IAM) union officials from power at Penske locations in the Minneapolis, MN, metro area, and in Nashville, TN. Penske employees Kyle Fulkerson and David Saylor filed the petitions at the National Labor Relations Board (NLRB) with free legal aid from the National Right to Work Legal Defense Foundation.
The NLRB is the federal agency responsible for enforcing federal labor law, which includes administering elections to install (or “certify”) and remove (or “decertify”) unions. Fulkerson, acting on behalf of the Minnesota employees, and Saylor, acting on behalf of the Tennessee employees, both filed petitions containing signatures from a majority of their coworkers, clearly exceeding the 30% support threshold needed to trigger a decertification vote under NLRB rules.
Because Minnesota lacks Right to Work protections for its private sector workers, IAM union officials have maintained contracts with Penske management that require Fulkerson and his coworkers to pay union dues or fees as a condition of keeping their jobs. As for Saylor and his coworkers in Right to Work Tennessee, IAM union officials are forbidden from enforcing a contract that mandates union membership and dues payments.
In both Right to Work and non-Right to Work states, union officials in a unionized workplace are empowered by federal law to impose a union contract on all employees in the work unit, including those who oppose the union. A successful decertification vote strips union officials of both their forced-dues and monopoly bargaining powers.
Workers in Transportation and Other Industries Increasingly Seek Exit from Unions
Across the country, workers are choosing to affiliate with unions in record-low numbers, according to the most recent Gallup poll on the subject. Workers are also increasingly attempting to exercise their right to vote out union officials they disapprove of. According to NLRB data, since 2020 decertification petition filings have gone up by over 40%. To resist this trend, the Biden NLRB is attempting to make it substantially more difficult for workers to decertify unions, and could soon issue a final rule invalidating the Election Protection Rule. The Election Protection Rule is a policy that contains multiple important safeguards regarding employees’ right to decertify unions they oppose.
In the transportation industry specifically, Foundation staff attorneys have recently assisted drivers and warehouse workers in a number of high-profile union removal efforts. Earlier this month, Foundation attorneys assisted Dependable Highway Express employees in Southern California remove Teamsters union officials who had threatened a worker for revealing info on union boss salaries, and in January they aided Keurig Dr. Pepper distribution workers from three locations across Wisconsin in ousting another Teamsters local.
“Transportation and trucking employees across the country are realizing that monopoly union control is frequently harmful. While workers’ right to vote out union bosses they oppose is vital in every state, it’s especially important in forced-dues states like Minnesota, where union bosses can force workers to pay for ‘representation’ they don’t agree with,” commented National Right to Work Foundation President Mark Mix. “It’s outrageous this current Administration is intent on paring back this right just to give union officials more tools to expand their coffers and their coercive influence over workers.”
MI Kroger Employee Hits UFCW Union, Kroger with Federal Charges for Illegally Requiring Dues Payments, PAC Contributions
Worker contends that union lacks valid contract and thus can’t demand any money from workers, despite recent MI Right to Work repeal
Detroit, MI (April 16, 2024) – An employee of Kroger’s supermarket in the Prospect Hill Shopping Center in Milford, MI, has just hit United Food and Commercial Workers (UFCW) Local 876 union officials and Kroger management with federal charges. The employee, Roger Cornett, charges that Kroger declared it would fire him unless he signed a union membership form, and authorized union dues deductions and contributions to the union’s Political Action Committee (PAC) from his paycheck. Cornett notably points out that UFCW lacks a legal basis to demand money from any worker.
Cornett’s charges are now pending with the National Labor Relations Board (NLRB), the federal agency responsible for governing private sector labor relations. Cornett’s charge recounts that, despite his requesting a copy, neither union officials nor Kroger produced a copy of a union contract containing a so-called “union security clause,” more accurately called a “forced-dues clause.”
Under longstanding federal law, even in a state without Right to Work protections, union officials can only enforce a contract requiring employees to pay dues as a condition of employment if the contract contains a forced-dues clause. To be valid, federal law requires that such clauses have a 30-day grace period before union bosses’ “pay-up-or-be-fired” demands can be enforced.
Since Kroger and UFCW cannot produce a contract that contains such a clause, union demands for dues money should be illegal. This is true notwithstanding Michigan’s repeal of its Right to Work law, a provision that made union membership and union financial support strictly voluntary.
Under federal law, no employee can be required to authorize payroll deductions of union dues or to pay money to a union PAC used to fund union boss-backed political candidates. Additionally, the National Labor Relations Act (NLRA) and U.S. Supreme Court cases like General Motors v. NLRB safeguard the right of workers to abstain from formal union membership, while the Foundation-won CWA v. Beck Supreme Court decision forbids union officials from forcing nonmember workers to pay money for any expenses outside the union’s core bargaining functions, which includes political expenses.
UFCW Union Unleashed Pressure Campaign on Nonmember Workers After Right to Work Repeal
Michigan’s Right to Work law, which prevented union officials from having workers fired for refusing to join or pay dues to a union, was officially repealed on February 13, 2024. According to Cornett’s charges, in February he asked if there was an updated version of the union contract that would require him and other nonmembers to pay dues as a condition of employment in light of the repeal. Neither UFCW nor Kroger provided Cornett with such a contract in response to his request.
Union officials threatened Cornett and other workers that it was a condition of employment for them to become union members, authorize direct deductions of union dues from their pay, and “sign all or part of the three-part Union membership application and checkoff form,” the latter of which included a page authorizing deductions for the union’s PAC.
Worker Faced Termination After Being Threatened to Contribute to Union PAC
Cornett’s charges state that he received a letter from management on February 28 “informing him that…Kroger terminated [him] for failure to become a member of the Union.” This termination took place within the statutorily-required 30-day grace period before forced-dues contracts can be enforced against union nonmembers – meaning the firing would be illegal even if the union had a valid contract that allowed it to require dues payments as a condition of employment.
Cornett says in his charges that he signed the three-part form in order to keep his job. His charges state that the union’s threats and pressuring of employees “violate the [NLRA], and threaten, restrain, and discriminate against Charging Party and similarly situated employees in the exercise of their Section 7 right to refrain from [union activity].”
“Here we have yet another example of union bosses browbeating the very Michigan workers they claim to ‘represent’ as soon as Right to Work protections are gone,” commented National Right to Work Foundation President Mark Mix. “Security guards at government buildings across Western Michigan are already banding together to oppose forced-dues demands from UGSOA union officials, and we now see UFCW union officials trying to squeeze dues money out of Kroger employees using coercive tactics that are forbidden even in a non-Right to Work environment.
“Especially concerning is Cornett’s charge that he was forced to sign his money away for the union’s PAC, a demand that blatantly violates several federal laws while paying no regard for workers’ free choice,” continued Mix. “Foundation staff attorneys will get to the bottom of this and defend Mr. Cornett’s rights.”
Somerset, NJ, Nissan Parts Distribution Center Employees File Petition for Vote to Kick Out UAW Union
UAW union officials imposed forced-dues contracts on Nissan employees
Somerset, NJ (April 4, 2024) – Michael Oliver, an employee of Nissan North America’s parts distribution center in Somerset, NJ, has just filed a petition with the National Labor Relations Board (NLRB) seeking a workplace vote to remove United Auto Workers (UAW) officials from his workplace. Oliver filed the petition with free legal aid from the National Right to Work Legal Defense Foundation.
The NLRB is the federal agency responsible for enforcing federal labor law, which includes administering elections to install (or “certify”) and remove (or “decertify”) unions. Oliver’s petition contains signatures from enough of his coworkers to trigger a decertification vote under NLRB rules.
Because New Jersey lacks Right to Work protections for its private sector workers, UAW officials have maintained contracts with Nissan management that require Oliver and his coworkers to pay union dues as a condition of keeping their jobs. In Right to Work states, in contrast, union membership and all union financial support are strictly voluntary.
However, in both Right to Work and non-Right to Work states, union officials in a unionized workplace are empowered by federal law to impose a union contract on all employees in the work unit, including those who oppose the union. A successful decertification vote strips union officials of both their forced-dues and monopoly bargaining powers.
“UAW union officials haven’t bargained effectively or communicated well with me and my coworkers, and they have refused to inform us of bargaining developments,” commented Oliver. “Because New Jersey isn’t a Right to Work state and we can’t protect our paychecks from future deductions simply by opting out of dues payments, my coworkers and I are left with no choice but to throw out the UAW. We hope the NLRB will let us vote on the union without delay.”
Workers Across Country Growing Dissatisfied with UAW Agenda
Across the country, workers are choosing to affiliate with unions in record-low numbers, according to the most recent Gallup poll on the subject. In 2023, the UAW’s membership fell to its lowest level since 2009.
Workers are also increasingly attempting to exercise their right to vote out union officials they disapprove of. According to NLRB data, since 2020 decertification petition filings have gone up by over 40%. To resist this trend, the Biden NLRB is attempting to make it substantially more difficult for workers to decertify unions, and could soon issue a final rule invalidating the Election Protection Rule. The Election Protection Rule is a policy which contains multiple important safeguards regarding employees’ right to decertify unions they oppose.
“With UAW union bosses spending millions of dollars to expand their influence to nonunion facilities around the country, it’s important to remember that workers who have experienced UAW officials’ ‘representation’ often end up resenting it,” commented National Right to Work Foundation President Mark Mix. “In addition to these Nissan employees seeking to decertify the UAW, autoworkers recently protested outside UAW headquarters, saying UAW President Shawn Fain’s lies led to them losing their jobs.
“These situations show why workers must have the unfettered right to vote out unions they disapprove of, and Foundation attorneys will fight for individual workers to defend that right and will challenge top-down attempts by the Biden NLRB to restrict that right,” Mix added.
Ontario, CA-Based Dependable Highway Express Employees Force Out Teamsters Local 63 Union Officials
Tension escalated between workers and union after Teamsters officials threatened termination of worker who revealed union boss salaries
Ontario, CA (April 2, 2024) – Following a majority-backed petition to remove the Teamsters union, employees at Los Angeles-based transportation company Dependable Highway Express have successfully ousted Teamsters Local 63 union officials from their workplace. John Cwiek, the employee who led his coworkers in the effort to remove the union, received free legal aid from the National Right to Work Legal Defense Foundation.
Cwiek filed a union decertification petition in March, asking the National Labor Relations Board (NLRB) to hold a vote at his workplace to determine if the Teamsters union should continue its control over Dependable Highway Express employees. The NLRB is the federal agency responsible for enforcing federal labor law, which includes administering elections to install (or “certify”) and remove (or “decertify”) unions.
Cwiek’s petition contained signatures from a nearly 2-1 majority of employees at Dependable Highway Express’ Ontario location, far more than the 30% needed to trigger a vote under NLRB rules. However, before the NLRB could hold a decertification vote, Teamsters officials filed a “disclaimer of interest” announcing they were ending their “representation” of the work unit.
Because California lacks Right to Work protections for its private sector workers, Teamsters union officials had the power to force Cwiek and his colleagues to pay fees to the union as a condition of keeping their jobs. In Right to Work states, in contrast, union membership and all union financial support are strictly voluntary. Following the disclaimer, Cwiek and his coworkers are now free of the union’s forced-dues demands and its control over their working conditions.
Ontario Trucking Employee Faced Retaliation for Revealing Union Boss Salaries
Prior to their ouster, Teamsters union officials stirred tension in the workplace by threatening Cwiek, who in January sent letters to his coworkers containing publicly-available Department of Labor data on Teamsters bosses’ salaries. In retaliation for Cwiek sending the letters, a union official appeared at Cwiek’s workplace the next day, made accusations against him, and threatened that Cwiek wouldn’t be working at Dependable Highway Express by the next contract period.
These types of threats are illegal under the National Labor Relations Act (NLRA), which protects employee speech critical of union officials, and protects employees’ right to refrain from union activities if they so choose. With Foundation aid, Cwiek separately filed federal charges against Teamsters Local 63 in February over this behavior. That charge was dropped in light of the union’s disclaimer of interest, and Cwiek remains employed at Dependable Highway Express.
“I am deeply troubled by the blatant retaliatory actions taken by officials at Teamsters Local 63 in response to expressing the views of myself and several other hard-working drivers at Dependable Highway Express,” Cwiek commented at the time. “We will not be deterred by their bullying tactics and the baseless accusations they levy against myself and others.
“I hope that the actions of the officials from Teamsters Local 63 serve as a clear example to my colleagues that the union cannot dispute the facts of their incompetence in representing us, so they must resort to intimidation and slanderous accusations,” Cwiek added. “We will remain steadfast in our pursuit of a better future for ourselves and our families.”
SoCal Teamsters Officials Have Penchant for Threatening Workers
National Right to Work Foundation staff attorneys are currently helping other transportation industry employees in Southern California oppose unwanted Teamsters union influence. The NLRB recently issued a complaint against Teamsters Local 848 union officials at Savage Services’ Long Beach facility, where employee Victor Avila filed federal charges against union bosses for threatening him and his coworkers with violence for not supporting the union. The complaint begins the NLRB’s formal prosecution of the union for its malfeasance.
“Mr. Cwiek’s battle and the struggles of other transportation workers across Southern California show exactly why Right to Work protections are so necessary,” commented National Right to Work Foundation President Mark Mix. “While it’s illegal to threaten workers for opposing the union or merely revealing truthful information, workers should never be forced to pay a union hierarchy that perpetrates such threats. On a more fundamental level, however, the choice should be completely with individual workers as to whether union officials have earned a cut of their hard-earned paychecks.”
Jewish MIT Graduate Students Slam BDS-Linked Union with Federal Discrimination Charges
Students assert their rights under Civil Rights Act by requesting religious exemptions from funding union, but union officials continue to demand dues payments
Boston, MA (March 21, 2024) – Graduate students from the Massachusetts Institute of Technology (MIT) have filed federal discrimination charges against the United Electrical Workers (UE) and MIT Graduate Students Union (GSU), stating that union officials have illegally denied their requests for religious accommodations to the forced payment of union dues. The students submitted their charges at the Equal Employment Opportunity Commission (EEOC) with free legal aid from the National Right to Work Legal Defense Foundation.
The students, William Sussman, Joshua Fried, Akiva Gordon, Tamar Kadosh Zhitomirsky, and Adina Bechhofer, are Jewish and conduct various research activities for professors at MIT. For example, Sussman is earning his PhD in Computer Science at MIT. He is also President of MIT Graduate Hillel, is a member of the MIT Israel Alliance, and has family in Israel.
The university students object to the union’s anti-Semitic advocacy, including the union’s endorsement of the anti-Israel “Boycott, Divestment and Sanctions” (BDS) movement. Each of the EEOC charges state that the union is “discriminating against me based on a failure to accommodate my religious beliefs and cultural heritage” and “discriminating against me based on national origin, race, cultural heritage & identity.”
The students sent individual letters asserting their religious objections to supporting the union and asserting their rights to religious accommodations, but union officials brazenly rejected each request and continue to demand dues from the students.
Union officials’ form letter denying the students’ requested religious accommodations explained Judaism to these Jewish students, callously claiming “no principles, teachings or tenets of Judaism prohibit membership in or the payment of dues or fees to a labor union.” The union also attempted to justify its position on the grounds that a founder of GSU’s parent union was himself Jewish.
“Jewish graduate students are a minority. We cannot remove our union, and we cannot talk them out of their antisemitic position — we’ve tried,” said Sussman. “That is why many of us asked for a religious accommodation. But instead of respecting our rights, the union told me they understand my faith better than I do.”
Religious Accommodations Are Required Under Title VII
Because Massachusetts lacks Right to Work protections, union officials in the private sector (which includes private educational institutions like MIT) generally have the power to compel those under their monopoly bargaining power to pay union dues or fees. However, as per Title VII of the Civil Rights Act of 1964, religious accommodations to payment of dues or fees must be provided to those with sincere religious objections.
For decades, National Right to Work Foundation staff attorneys have successfully represented religious objectors in cases opposing forced dues. While religious accommodations in these cases have varied, all of them forbid union bosses from demanding the worker pay any more money to the union.
If the EEOC finds merit to the students’ charges of discrimination, the agency will either take legal action against the union itself, or will issue a “right to sue” letter to the students, which will entitle them to file a federal civil rights lawsuit against the union in federal court. Because MIT has a contract with this union and is also involved in enforcing the union’s dues demands on the students, Foundation attorneys sent a letter to MIT President Sally Kornbluth, notifying her of the EEOC charges and warning that the university will face similar charges if it does not promptly remedy the situation. MIT is already under fire in Congress and elsewhere due to its treatment of Jewish students in the face of widespread harassment.
Jewish Grad Student Already Won Federal Labor Board Case Against GSU Union Related to Dues
Sussman already dealt a blow against GSU officials in late February, when he forced union officials to settle federal charges he filed at the National Labor Relations Board (NLRB) concerning the union’s dues demands. In those charges, Sussman invoked his right under the Right to Work Foundation-won CWA v. Beck Supreme Court decision, which prevents union officials from forcing those under their control to pay dues for anything beyond the union’s core bargaining functions.
While the settlement required GSU union officials to send an email to all students under their control stating that they would now follow Beck, Sussman and his fellow students’ current EEOC case seeks to cut off all financial support to the union, as is their right under Title VII of the Civil Rights Act.
“GSU union officials appear blinded by their political agenda and their desire to extract forced dues,” commented National Right to Work Foundation President Mark Mix. “Their idea of ‘representation’ apparently includes forcing Jewish graduate students to pay money to a union the students believe has relentlessly denigrated their religious and cultural identity, all during a time when anti-Semitism is ripping across our nation and world.
“GSU union bosses’ refusal to grant these students religious accommodations is as illegal as it is unconscionable, and Foundation attorneys will fight for their freedom from this tyrannical union hierarchy,” Mix added.
Ohio Kroger Employee Slams UFCW and Kroger with Federal Charges for Illegally Seizing Money from Paycheck
Union officials threatened that employee would be fired for not signing illegal dues deduction authorization form, Kroger still taking dues from employee’s paycheck
Fairfield, OH (March 20, 2024) – An employee of Kroger’s location in the Fairfield Center Mall Shopping Center has hit the United Food and Commercial Workers (UFCW) Local 75 union with federal charges, stating that union officials threatened him with termination for refusing to sign an illegal union membership form. Kroger is also the subject of a charge for illegally transferring dues money from the employee’s paycheck to the union.
The worker, James Carroll, submitted his charges at Region 9 of the National Labor Relations Board (NLRB) in Cincinnati with free legal aid from the National Right to Work Foundation.
Carroll’s charges explain that the form UFCW union bosses forced him to sign is an illegal “dual purpose” membership form, which seeks only one employee signature for authorization of both union membership and dues deductions. Federal labor law requires that any authorization for union dues deductions be voluntary and separate from a union membership application. Additionally, Supreme Court precedents like General Motors v. NLRB recognize the right of workers to refrain from union membership.
However, because Ohio lacks Right to Work protections for its private sector workers, UFCW union officials have the power to impose contracts that force Carroll and his coworkers to pay union dues or fees as a condition of keeping a job, even if they are nonmembers. However, union officials must always seek employees’ explicit consent before instructing an employer to deduct union dues directly from a worker’s paycheck, and forced-dues amounts can never include money that goes toward a union’s political activity, as per the Foundation-won CWA v. Beck Supreme Court decision. In Right to Work states, union dues payment is strictly voluntary.
At UFCW officials’ behest, Kroger has continued to seize full union dues from Carroll’s paycheck despite his lack of consent. Because Kroger management is complicit in assisting union agents in enforcing their illegal scheme, Carroll has also filed federal charges against Kroger.
On Illegal Dues Practices, Kroger and UFCW Are Repeat Offenders
This isn’t the first time Foundation attorneys have aided Kroger employees facing illegal dual-purpose membership forms pushed by UFCW union bosses. In February 2023, Houston, TX-area Kroger worker Jessica Haefner filed federal charges against the UFCW for presenting her with such a dual-purpose form, and for altering her writing on the form to show she consented to union dues deductions when she was actually trying to exercise her right under Texas’ Right to Work law to abstain from dues payment.
In 2023, Foundation attorneys also assisted a Pittsburgh-area teen file federal discrimination charges against a UFCW local after union officials illegally refused to consider his religious objections to paying union dues.
“Federal law protects the right of workers to make free choices about formal union membership, and gives workers in non-Right to Work states like Ohio some ability to avoid paying for union politics and other union expenditures. But union bosses bent on obtaining greater control over workers and their pocketbooks pose real-life obstacles to exercising these rights, as do complicit employers like Kroger,” commented National Right to Work Foundation President Mark Mix. “We’re proud to help Mr. Carroll defend his rights, but ultimately Ohio workers need the protection of a Right to Work law.”
Medieval Times Performers Banish Union Officials from Buena Park, CA, and Lyndhurst, NJ, Castles
Union officials pushed unpopular strikes, now disclaim interest instead of remaining in work units where majority of workers requested ouster elections
Washington, DC (March 14, 2023) – Performers at dinner theater concept Medieval Times’ locations in Buena Park, CA, and Lyndhurst, NJ, have claimed victory as American Guild of Variety Artists (AGVA) union officials submitted paperwork declaring they will abandon both workplaces. The AGVA union’s “disclaimers of interest” come after majorities of actors from both locations backed petitions asking the National Labor Relations Board (NLRB) to hold elections on whether to remove the AGVA union. Artemisia Morley and Michelle Dean submitted the union “decertification petitions” on behalf of performers at the New Jersey and California locations, respectively.
Both Morley and Dean received free legal aid from the National Right to Work Foundation in navigating the NLRB’s union decertification process. The NLRB is the federal agency responsible for enforcing federal labor law, which includes administering elections to install (or “certify”) and remove (or “decertify”) unions. Both Morley’s and Dean’s petitions contained signatures from a majority of employees at their respective locations.
AGVA union officials attempted to block the New Jersey decertification vote by filing “blocking charges,” which are often-unrelated allegations against management meant to derail a vote. However, AGVA union officials in both New Jersey and California eventually chose to withdraw from the workplaces as opposed to fighting Foundation attorneys at the NLRB. In New Jersey, AGVA union officials departed before the decertification vote could take place, likely to avoid an embarrassing outcome.
Because California and New Jersey lack Right to Work protections for their private sector workers, AGVA union bosses had the power to enter into contracts with Medieval Times management that would have required employees to pay union dues or fees just to keep their jobs. In contrast, in Right to Work states, union membership and all union financial support are strictly voluntary.
However, in both non-Right to Work states and Right to Work states, union bosses have power over the working conditions of every employee in a unionized workplace, including those who don’t support the union. A successful decertification effort strips union officials of that monopoly bargaining power.
AGVA Union Officials Tried to Use Strikes to Gain Power, but Only Angered Workers
AGVA union officials advocated for, or ordered, unpopular strikes at both the California and New Jersey Medieval Times locations around when each decertification petition was submitted. Filings in Morley’s NLRB case indicated that AGVA union officials were “secretive, self-interested, and divisive,” and continuously advocated a strike despite disapproval from workers at the Lyndhurst, NJ, castle.
Similarly, AGVA union officials called off a roughly nine-month-long strike at the Buena Park, CA, Medieval Times just before Dean filed her decertification petition.
The tide substantially turned against AGVA union officials in New Jersey after Morley’s Foundation attorneys successfully challenged a decision from an NLRB Regional Director that halted the Lyndhurst decertification vote based on union officials’ “blocking charges.” The NLRB in Washington, DC, ordered that a hearing be held to determine whether union bosses’ “blocking charges” had anything to do with employee discontent with the union, but AGVA disclaimed interest before the hearing could occur.
Employees Across U.S. Seeking Freedom from Union Control
Across the country, workers are increasingly attempting to exercise their right to vote out union officials they disapprove of. According to NLRB data, since 2020 decertification petition filings have gone up by over 40%. Despite this trend, the Biden NLRB is attempting to make it substantially more difficult for workers to decertify unions, and could soon issue a final rule invalidating the Election Protection Rule, a policy which contains multiple important safeguards regarding employees’ right to decertify unions they oppose.
“AGVA union officials treated each Medieval Times castle as their own personal fiefdom, but their actions led to an uprising of the rank-and-file they purported to ‘represent,’” commented National Right to Work Foundation President Mark Mix. “While the wishes of the Medieval Times performers have been obtained, it should be remembered that workers all over the country are subjected to union control they oppose.”
Palo Alto Medical Foundation Nurses Vote Union Out at Sunnyvale and Mountain View Facilities
Victory continues string of successful union decertification attempts by healthcare workers across the country
Palo Alto, CA (March 13, 2024) – Nurses from Palo Alto Medical Foundation’s locations in Sunnyvale and Mountain View, CA, have exercised their right to remove unwanted International Federation of Professional and Technical Engineers (IFPTE) union officials from power at their workplaces. The ouster is the result of the National Labor Relations Board’s (NLRB) March 8 certification of an election in which nearly 60% of participating nurses from Palo Alto Medical Foundation’s infusion facilities voted to end the union’s presence in the workplace.
Nurse Malgorzata Nepali spearheaded the effort to remove the union by submitting union decertification petitions to the NLRB in December 2023 and February 2024 with free legal aid from the National Right to Work Legal Defense Foundation. Her petitions contained sufficient signatures from her fellow nurses to trigger a union decertification vote under NLRB rules. The NLRB held the election in person over February 28 and 29.
Because California lacks Right to Work protections for its private sector employees, union officials can impose contracts that force workers to pay union dues or fees just to get or keep a job. Union officials also enjoy monopoly bargaining power that permits them to impose a union contract on all employees in a work unit, including those who oppose the union. A successful decertification vote strips union officials of both forced-dues power and monopoly bargaining privileges.
IFPTE Union Officials Tried to Trap Nurses in Union, But Ultimately Failed
Nepali and her coworkers’ effort to oust the union hit a snag when IFPTE bosses argued that her December 2023 petition should be tossed out pursuant to a so-called “contract bar.” The contract bar is a non-statutory NLRB policy that blocks employees from exercising their right to vote out unwanted union officials for up to three years after union officials and management finalize a contract.
Nepali’s Foundation-provided attorneys argued in a brief that the contracts offered by the union as evidence the contract bar should apply lacked fundamental elements. Additionally, Nepali submitted a new petition in February 2024 outside the time window of the union’s claimed contract bar. NLRB Region 32 eventually ordered that the election should proceed on the basis of Nepali’s second petition.
Healthcare Employees Across U.S. Seeking Freedom from Union Control
Across the country, workers are increasingly attempting to exercise their right to vote out union officials they disapprove of. According to NLRB data, since 2020 decertification petition filings have gone up by over 40%. To resist this trend, the Biden NLRB is attempting to make it substantially more difficult for workers to decertify unions, and could soon issue a final rule invalidating the Election Protection Rule. The Election Protection Rule is a policy which contains multiple important safeguards regarding employees’ right to decertify unions they oppose.
Healthcare employees across America have led a string of recent successful union decertification efforts with Foundation legal aid. In December 2023, support staff from St. Christopher’s Hospital for Children voted American Federation of State, County and Municipal Employees (AFSCME) union officials out of a work unit comprising 270+ employees. Also in December, support staff at Mayo Clinic’s location in Austin, MN, forced Steelworkers union officials out of their facility, which followed other Foundation-backed union ousters in Mankato, MN, and St. James, MN.
“We at the Foundation are proud to help Ms. Nepali and healthcare workers all across the country exercise their right to vote out union officials that don’t represent their interests,” commented National Right to Work Foundation President Mark Mix. “While this victory is encouraging, IFPTE union officials tried to manipulate the ‘contract bar’ to foist their control on the nurses despite their clear intentions to oust the union. This shows that there are anti-worker restrictions heavily ingrained in NLRB case law that should be nixed.
“That situation isn’t helped by the fact that the Biden NLRB is seeking to place even greater restrictions on workers’ right to decertify unions, but Foundation attorneys will keep fighting at the NLRB for workers’ free choice,” Mix added.
Philly-Area Dometic Employees Slam UAW Union with Federal Charges for Illegal Threats Linked to Strike
Union steward threatened to fine and terminate any employee who chose to work during strike, seized money illegally from workers
Philadelphia, PA (March 11, 2024) – Seven employees of auto accessory manufacturer Dometic’s Philadelphia-area factory have filed federal charges against the United Auto Workers (UAW) Local 644 union, maintaining that union officials ignored their requests to resign union membership during a strike, and are now unlawfully imposing internal union discipline on them. The workers, Nancy Powelson, Eric Angell, Joseph Buchak, Mario Coccie, Md Rasidul Islam, James Nold, and Robert Haldeman, filed their charges at National Labor Relations Board (NLRB) Region 4 with free legal aid from the National Right to Work Legal Defense Foundation.
The NLRB is the federal agency responsible for enforcing the National Labor Relations Act (NLRA), the federal law that governs private sector labor relations in the United States. Under the NLRA, American private sector workers have a right to refrain from union activity, and the U.S. Supreme Court recognized in General Motors v. NLRB the right of employees to resign union membership during a strike.
All seven workers report in their unfair labor practice charges that a union steward told each of them during a September 8, 2023, meeting that a strike would begin the following week and any employee who crossed the picket line during the strike would be subject to internal union charges, fined, and ultimately terminated.
In October, each of the seven employees exercised their right to resign union membership, and returned to work shortly after doing so. However, on December 10, 2023, UAW union officials notified each worker that the union had started proceedings against them and their presence would soon be required at an internal union trial.
“The Union’s act of summoning Charging Party to attend an internal Union trial for post-resignation conduct interferes, restrains and coerces Charging Party in the exercise of…[NLRA] Section 7 rights, in violation of Teamsters Local 492 (United Parcel Service)…and Section 8(b)(1),” the employees’ charges explain.
After Threatening Illegal Discipline, Union Bosses Seized Money Illegally from Workers
According to the employees’ charges, UAW union bosses’ illegal behavior continued into the new year. Between October 2023 and January 2024, each worker invoked their right under the Foundation-won CWA v. Beck Supreme Court decision, asking the UAW to reduce their dues payments to only the amount that the union claims goes toward bargaining.
Because Pennsylvania lacks Right to Work protections for its private sector employees, union officials can impose contracts that force workers who have refrained from formal union membership to pay fees to the union as a condition of employment. However, as per Beck, this fee must exclude any money that funds a union’s political or lobbying activities, and can only include bargaining-related expenses. Beck also requires union officials to provide financial disclosures to workers who send a Beck notice.
Each charge states that “the [u]nion failed to respond or provide the required [Beck] financial disclosures for itself and its affiliated unions,” which is a violation of the NLRA.
UAW Union Officials Seek to Expand Power Despite Controversies
“The UAW is a repeat offender when it comes to union officials prioritizing their own power over the freedoms and well-being of workers,” commented National Right to Work Foundation President Mark Mix. “While we’re happy to help these Pennsylvania employees of Dometic, it’s likely the case that many more workers under UAW control across the country face similar illegal threats and rights violations.
“The UAW, which was also entangled in a years-long federal probe for embezzling workers’ money as recently as 2022, is currently spending millions to attempt to expand their monopoly bargaining power over additional workers,” Mix added. “Workers targeted by UAW officials for unionization have plenty of reasons to be skeptical of the union hierarchy’s motives and should seek Foundation aid in learning about and defending their rights.”
Tennessee AT&T Workers Force Unwanted CWA Union Bosses Out of Workplace Following Union ‘Card Check’
After union lawyers’ attempt to get the NLRB to block the vote failed, union bosses backed down and departed workplace rather than face workers’ vote
Tennessee (March 5, 2024) – Denis Hodzic, an In Home Sales Expert of AT&T Mobility Tennessee, and his coworkers have successfully pushed unwanted Communications Workers of America (CWA) union officials out of power.
The union ouster follows Hodzic’s submission of a “decertification petition” backed by his fellow employees, which asked the National Labor Relations Board (NLRB) to hold a vote to remove (or decertify) the union for AT&T Mobility In Home Sales Experts throughout Tennessee. Hodzic received free legal aid from National Right to Work Legal Defense Foundation staff attorneys.
The NLRB is the federal agency responsible for enforcing federal labor law, which includes administering votes to certify and decertify unions. Hodzic, who collected signatures from a majority of his coworkers (more than enough to trigger a decertification vote under NLRB rules), filed his decertification petition in December 2023 to challenge a so-called “card check” unionization scheme by CWA union bosses.
Last month, an NLRB Regional Director rejected union officials’ objections to the petition and ruled that a decertification election should go forward. However, before the vote could occur, CWA union officials filed paperwork disclaiming interest in continuing their control over the workers – likely to avoid an embarrassing rejection by employees at the ballot box.
Had Hodzic and his coworkers’ effort not succeeded, NLRB documents indicate that they would have been integrated into a nationwide bargaining unit comprised of thousands of employees, which would have made decertifying the union virtually impossible.
Because Tennessee is a Right to Work state, CWA union officials never had the power to force Hodzic and his colleagues to pay union dues or join the union as a condition of employment. However, even in Right to Work states, union officials can still force their one-size-fits-all contracts on all employees in a work unit, even those who oppose the union. A successful decertification election ends this monopoly bargaining power.
Biden NLRB Cracking Down on Employees’ Right to Vote in Secret on Union ‘Representation’
Under a card check, union officials can bypass the secret-ballot election process, which is the most secure and reliable way to determine if employees want to unionize. During a card check drive, union officials can engage in face-to-face interactions with employees and demand they sign union authorization cards, making the process a breeding ground for coercive and intimidating tactics. Even AFL-CIO organizing guidelines admit that employees often sign cards during a card check to “get the union off my back.”
Though union officials successfully gained control via card check, Hodzic was able to petition for a decertification vote to overturn the result thanks to the Right to Work Foundation-backed 2020 reforms to NLRB rules.
Collectively referred to as the “Election Protection Rule,” the reforms permit employees to submit decertification petitions within a 45-day window after the finalization of a card check. The Election Protection Rule also prevents union officials from manipulating charges they file alleging employer misconduct to block workers from casting ballots in a decertification election, among other things.
Unfortunately, the NLRB in Washington, DC, has begun rulemaking to undo the Election Protection Rule, which will make it much harder for employees to challenge card check drives. This is just one of several aggressive moves by the Biden NLRB to give union officials greater power to corral workers into unions, while limiting workers’ rights to get rid of unpopular unions.
Recently, the NLRB issued the Cemex decision, which gives union officials greatly expanded power to overturn elections that don’t go in their favor if an employer requests such an election to challenge a card check.
“Despite claiming to speak for workers, union bosses and their allies in the Biden NLRB seem to be intent on further constricting workers’ ability to have secure, private votes on whether union bosses deserve to have control over their working lives,” commented National Right to Work Foundation President Mark Mix. “Mr. Hodzic and his coworkers’ victory should serve as a reminder that ‘card check’ is not a reliable indicator of employee support for a union, and that giving this process priority over secret ballot elections will trap more workers under union boss control against their will.”
