Employee Free Choice Act
Madam President, later today a great injustice is going to be hoisted upon the American people, and a great shame about this injustice is that a great many Americans won't even hear about it. If our friends on the other side--if their…
Madam President, later today a great injustice is going to be hoisted upon the American people, and a great shame about this injustice is that a great many Americans won't even hear about it. If our friends on the other side--if their plans hold, later today they will call up H.R. 800, the horribly misnamed Employee Free Choice Act, which would deny workers all over this great country their right to cast a private ballot when choosing whether to join a union. I find it pathetic that at a time when our Nation is at war, every day additional illegal immigrants enter our borders, and energy prices are at their peak, our friends on the other side are turning away from the important business the American people sent us here to do and are instead insisting on spending the next couple of days paying back their union cronies.
If I am not mistaken, I recall reading that the energy package is the ``second highest legislative priority'' for our friends on the other side in the Senate. I guess that means that because we are interrupting that ``high'' priority, paying back the unions must be their very first priority.
Much has already been said about the denial of a National Labor Relations Board-supervised and protected secret ballot election, a private vote on whether employees want to be represented by a union. It seems to me that the Democrats' and the unions' real objection to private ballot elections is not the form of vote, a secret ballot versus card check; their real objection is ever since the 1947 Taft- Hartley amendments, the law allows employers to communicate with their employees about union organization. What unions really want is to silence the employer during a union organizing campaign through a card check process. Then the union would be able to persuade or even intimidate the employees so the union can be certified based on a card check as soon as the union gets to a majority, no matter how ephemeral that support really is.
What that means is that if the union gets 50 percent plus one talking to the employees, then that company automatically becomes unionized without a secret ballot election. But it is even worse than that. The way they have drafted this bill, it will lead to mandatory arbitration, which will result in the Government setting the terms and conditions of employment, even pension plans. That is even worse than the card check aspect, which is about as bad as it gets. The real key for the unions is that the process be within the union's control and before the employer has an opportunity to communicate with the employees. In effect, the unions want to force employer neutrality based on the employer's inability to respond to a union organizing campaign.
How quick must the quick certification process be to satisfy unions? NLRB statistics reveal that in 2006, 94.2 percent of all initial representation elections were conducted within 56 days of the filing of the petition with the NLRB and that the median time was 39 days. Apparently for union organizers, a little over a month is too long for them to maintain majority support, although it is important to note that under the current secret ballot election procedures, unions still win about 60 percent of all elections. That is fine as long as there is a balance in these programs, as long as both sides are treated fairly.
Also union authorization cards make it virtually impossible for employees to change their minds, which can happen in the privacy of the voting booth. Revoking a signed union authorization card is virtually impossible today, when cards are used to trigger NLRB-supervised elections. You can imagine how hard it would be for an employee to revoke a signed card under a card check process.
The U.S. Supreme Court has said that union authorization cards are ``inherently unreliable'' indicators of employee support. Even unions themselves have stated that union authorization cards are less reliable than NLRB-protected private ballot elections. But the real reason unions seek card check is not because it is more reliable but because it can be controlled entirely by the union before the employer can address the union campaign propaganda. What that really means is that employees will be denied an informed choice.
Under current law, to convince employees to vote for a union, the union may use the pressures of the employee polls and interrogation. Unions may make predictions. They may promise benefits, whether achievable or not, and they may make false statements about the employer. It may well be that the labor leaders have never been able to negotiate the wages and benefits they promise will result from the formation of a new union. It may be that the union, in fact, has negotiated contracts with other employers in the same industry and geographic area that are less generous than the employees currently receive at the location being organized. The union's claims about the employer's safety record, its compliance with employment laws, its business practices, its executive compensation, its future business plans, and so forth are grossly exaggerated. If we silence employers, who is going to inform the employees of these facts? Certainly not the union.
Of course, employees may know well that in general their employer would prefer not deal with a union, but if, as a result of card check, employers are prevented from responding to a union's campaign misstatements, who will?
That is not a license for an employer to threaten, intimidate, or coerce employees during an organizing campaign. Under current law, employers are not permitted to threaten, coerce, or promise new benefits or threaten withdrawal of existing benefits. But under
current law, the employer can respond factually to the campaign-puffing of the union so that the choice made by the employees is an informed choice. Through a quickie card check process, that ability will effectively be denied.
So let's be clear: When down the road the union lobby offers to compromise by preserving secret ballot elections supported by a majority, even a supermajority, of signed union authorization cards but only where such secret ballot elections are conducted by the NLRB in a week or two from the date the union files an election petition, it will be no compromise. There are still a few of us around who remember the quickie election provision of the so-called labor law reform bill in 1977 and 1978. The unions then, just as today, were seeking to in effect silence employers during union organizing campaigns. Today, they are seeking that result by denying workers secret ballot elections. If they thought they could get away with it, unions would have Congress repeal employer free speech rights entirely.
Denial of employee secret ballot elections and denial of free speech vital to ensure an informed choice doesn't sound very much like employee free choice to me. It sure doesn't sound very democratic with a small ``d'' or even a large ``D.'' That is only part of it. If you get into the mandatory arbitration that will inevitably occur because they won't be able to negotiate, in fairness, union contracts, you are going to have the wonderful people here in the Federal Government telling not only the unions but especially the businesses what they can and cannot do. They will set the terms and conditions of employment by mandatory arbitration and, in the end, they will also basically determine things such as pension plans. This isn't right.
We believe in secret ballot elections in this country. We believe in fair processes. As I have said, the process works pretty well because unions win 60 percent of these elections. When they win fairly, that is the right thing. That may be a good thing. The fact is, under this bill, it stacks the whole labor process in favor of one side--the unions--and takes away the rights of employers to be able to inform their employees of the truth if there are misrepresentations by the union and, even if there aren't, to inform their employees how much better off they may be without a union so that they can make truly an informed choice. There are decent provisions in the labor laws that permit a reasonable, decent, honorable process.
What really interests me is that the trade union movement is demanding a secret ballot election process in other countries. Why would they demand it in other countries and yet deny it here for both employers and employees in these very important decisions that have to be made by employees under our current very fair laws?
Right now, the balance is a little bit in favor of unions. That is maybe as it should be. But at least it is a balance. Both sides have basically an equal chance of keeping unions, accepting unions, or denying unions.
Frankly, one of the reasons my friends in the trade union movement want this type of an unfair process is because they have been losing members. It is easy to see why. We are on an energy bill right now that may be the death knell of our automobile industry if we don't handle it exactly right. The fact is, we could lose the American automobile industry, run by Ford, General Motors, and Chrysler, if we don't handle it properly. We will go to foreign-made cars. That would be disastrous, in my opinion. But part of the reason is the unions have negotiated contracts that are so expensive that a lot of the companies just can't produce the high-quality cars at reasonable prices that they used to be able to do.
There are good reasons for unionization. I am one of the few people here who actually held an AFL-CIO union card. I came up through the trade union movement, learned a trade through a formal apprenticeship, became a journeyman, a skilled tradesman. I believe in unions. I believe in a fair collective bargaining process. But it ought to be fair. One of the ways you make it fair is by having secret ballot elections. In this particular case, this hoax which is going to be brought up on the floor and done in a very quickie way is not the way to go.
I suggest the absence of a quorum.