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|New Study Confirms Intense Employer Opposition to Workers' Unions|
Findings Highlight Need for Employee Free Choice Act
Employers Continue to Punish Workers for Supporting a Union
Compared to the 1990s, employers are now more than twice as likely to use 10 or more tactics in their anti-union campaigns, with a greater focus on more coercive and punitive tactics designed to intensely monitor and punish union activity.
Employers have increased their use of these more punitive tactics while being less likely to offer “incentives,” such as unscheduled raises, positive personnel changes, bribes, special favors, social events, promises of improvement, and employee involvement programs.
Many Employers Resist Collective Bargaining Long After Their Workers Form Unions
Even if employees make it through a hostile employer campaign it can take years before they ever obtain a collective bargaining agreement. And some never do. The reasons include an absence of penalties or fines for employers who bargain in bad faith and the fact that employers can legally replace strikers permanently – effectively firing them if they strike for a first contract.
Passage of the Employee Free Choice Act Would Restore Workers’ Rights
These statistics highlight how broken our current labor law system is for workers, and why reform is critically needed. The bipartisan Employee Free Choice Act would enable working people to bargain for better benefits, wages, and working conditions by restoring workers’ freedom to choose for themselves whether to join a union. It would:
Based on new research from Dr. Kate Bronfenbrenner, No Holds Barred: The Intensification of Employer Opposition to Organizing. For more, read the fact sheet and full report.
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|Employee Free Choice Act|
|Allies Taking Action|
A growing, bipartisan coalition of policymakers supports the Employee Free Choice Act, federal legislation that would ensure workers have a free choice and a fair chance to form a union.