Leveling the Playing Field

By devilatourdoorstep Following my recent speech at The Heritage Foundation, I had the distinct honor and pleasure to meet with members from organizations dedicated to the true spirit of preservation and protection of American freedoms. In attendance were a prominent group of labor experts and other groups including The Heritage Foundation, The Manhattan Institute, The Labor Relations Institute and many others. We had an in-depth discussion about forced unionization, the effect it has on American employees and employers, and the role it plays in American economics and The Taking of American Freedoms.
The group engaged in a roundtable discussion where participants were provided an opportunity to ask questions about The Devil at Our Doorstep and my personal experiences with the SEIU. They wanted to better understand  how my company was able to rein in the intimidation tactics utilized by big labor during a Corporate Campaign, methods supported by recent NLRB decisions to force unionize employees though Card Check. As the discussion evolved, there were many suggestions on ways to eliminate the brutal campaign tactics. This included passage of a National Right-To-Work law (NRTW), embracing Racketeer Influenced Corrupt Organizations lawsuits (RICO) and, at a state level, passage of laws intended to prohibit bullying and intimidation by labor bosses. James Sherk of The Heritage Foundation 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.
Although I am in favor of a National Right to Work Law and some of the additional legislation proposed by the participants, I noted some possible concerns. While NRTW is a potent tool to protect employees, it does not have the teeth to hold its own against the big labor bullies. NRTW merely eliminates the “security clause” in collective bargaining agreements, effectively allowing employees to opt out of the union if they so desire. NRTW does not, however, eliminate the “check off” clause that big labor utilizes to keep employees tethered to the union. This is a clause that big labor demands in its collective bargaining agreements because it forces the unionized entity to deduct union dues from the employees’ paychecks and submit them to the union, unless the employee openly declares he or she does not want to be a part of the union. This may sound simple, but due to behind the scene intimidation tactics used by big labor bosses at the workplace, very few employees will actually opt out and request non-union status. The big labor bosses don’t want to acknowledge that Collective Bargaining is a Privilege, Not a Right, fearing that members would vote with their pocket books and against the unions if these agreements were truly negotiated to benefit the members!
The “check off” clause is imperative to unions and is found in almost all collective bargaining agreements. With this clause, unions do not have to expend the time and money for accountants to

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