Recent disclosures by LaborLab have brought to light the ongoing practice among employers of hiring external consultants to influence employees against unionizing. These findings, based on Forms LM-20 filed with the U.S. Department of Labor's Office of Labor-Management Standards (OLMS), underscore a persistent strategy by companies to counteract union organizing efforts through so-called 'persuader' services.
Among the notable cases, The Tustin Group in Fairfield, NJ, and American Rock Products in Yakima, WA, have engaged firms at rates up to $395 per hour to advise against unionization. Particularly alarming is the case involving American Rock Products, where the consulting firm's filing occurred after a National Labor Relations Board (NLRB) election, a direct violation of the Labor-Management Reporting and Disclosure Act (LMRDA). Similarly, Alro Steel Corporation's late filing post-election raises questions about compliance with labor laws.
These revelations are critical as they not only expose the lengths to which employers will go to prevent unionization but also highlight potential legal violations that undermine workers' rights. The implications of these findings are far-reaching, affecting not just the involved employees but also setting a precedent for labor relations across industries. The use of persuaders, especially in violation of reporting requirements, calls into question the fairness of labor practices and the effectiveness of current regulations in protecting workers' rights to organize.
The ongoing case of Medix Ambulance Service, which has enlisted a consulting firm at $440 per hour to influence workers organizing with IAEP, further illustrates the widespread nature of this issue. With the NLRB case still open, the outcome could have significant implications for future labor organizing efforts and the enforcement of labor laws.
This investigation by LaborLab serves as a crucial reminder of the challenges facing labor organizing in the U.S. and the need for stricter enforcement of existing laws to ensure fair labor practices. The findings not only shed light on the tactics employed by employers to discourage unionization but also call attention to the broader implications for labor rights and the importance of transparency in labor-management relations.
