What do union bosses do when independent-minded employees refuse to succumb to union organizing pressure?

Well, it turns out Jimmy Hoffa’s solution is to write a letter to the president of the companies he is trying to organize in order to smear those companies.

Teamsters boss Hoffa did just that in writing to CEO Moir Lockhead once FirstGroup employees began showing admirable resistance to the union's thuggish organizing tactics.

Workers at a Hodgkins, Illinois busing facility – owned by the UK-based FirstGroup – are saying “no” to the Teamsters’ unionization hopes, but union bosses don't like hearing "no" from independent-minded employees.

Hoffa's letter underscores the problems with so-called “neutrality agreements,” since FirstGroup entered into such an agreement with the Teamsters union in order to get the union off its back. Neutrality agreements give unions sweeping access to employees’ personal information and ban secret-ballot elections, since the employer agrees to support a union’s attempt to organize its workforce.

Hoffa’s letter shows that anything short of unyielding assistance to lock employees up in forced unionism by employers is unacceptable to union officials.

In a similar Right to Work Foundation-aided case in Batavia, Illinois, another union with a neutrality pledge refused to go away from a FirstGroup facility – just like what is happening here.

Currently, National Right to Work Legal Defense Foundation attorneys are helping Minteq International employee Joel Tibbetts fight union intimidation at his workplace.

Tibbetts, a steel mill worker, turned to the Right to Work Foundation for free legal help after International Union of Operating Engineers Local 150 union officials threatened to have Tibbetts fired three separate times in three months over the summer after he refused to join the union.

After the third termination threat, Tibbetts tried to join the union out of fear of losing his job. But IUOE union officials rejected his application since Tibbetts wrote that he was joining “under protest” on his union membership forms.

In retaliation, IUOE union officials told Tibbetts instead that his forced dues would amount to a sum greater than the amount Tibbetts would owe as a regular union member.

In response, Right to Work attorneys filed federal charges against the IUOE Local 150 union on behalf of Tibbetts. The charges highlight that the IUOE union’s failure to provide Tibbetts of adequate notice his rights under the 1988 Foundation-won U.S. Supreme Court precedent, Communications Workers v. Beck case.

Tibbetts’ struggle underscores why employees in the Hoosier state need a Right to Work law, which would make union membership and dues payment strictly voluntary.

Employees Michael Ashby and John Hurley describe their fight against abusive union power in this short video clip from the National Right To Work Foundation's video, The Perilous Fight.

View more video clips on the Foundation's growing YouTube channel here.

Speaking of not taking no for an answer, local story from The Morning Sun in Michigan highlights that the housekeeping staff at the Soaring Eagle Casino & Resort rejected the Teamsters union in a vote against unionization by more than 2-to-1.

On the surface, one would think that it was a victory for the employees at the hotel and casino. But having received news of the election defeat, Teamsters bosses promised to stick around for another year to make sure they successfully influence the next vote in their favor.

The Morning Sun reports:

“They waxed us pretty good,” said Ed Morin, business agent for Teamsters Local 486. “We’re not walking away from it.”…He said the Teamsters will not go away, and will continue to try to organize other employee groups. “We’ll be around to talk to the other people,” Morin said.

The employees have spoken, but Teamsters officials just refuse to listen.

The readers’ forum section in West Virginia’s Charleston Gazette featured a great commentary from one local reader about the so-called “Employee Free Choice Act,” a bill that would lead to even more union intimidation during organizing drives. The following was his response after one AFL-CIO union boss claimed that “employees are not being allowed to join unions.”

“The Employee Free Choice Act is not for employees. It is for unions, period. Under that proposed act, unions can get employees signed up on union cards, even in a pizza parlor after three beers, before three or four other pushy union officials.”

For more information about in-your-face card check schemes, read these studies conducted by the National Institute for Labor Relations Research.

As many people across the nation make their New Year’s resolutions, one state representative in Iowa has vowed not to give up on employee free choice in the Hawkeye State in 2008. The Ottumwa Courier reports:

State Representative Betty DeBoef said the first major issue that comes to mind for the upcoming year is a bill the Iowa House will vote on.

“The one thing I really hope is that we do not pass the bill that will decimate Iowa’s 60-year-old right-to-work law. Iowa being a right-to-work state has served our state well. It provides a business-friendly environment for companies that want to come to Iowa,” she said. “Passing that bill would be a mistake.”

DeBoef warned of other ramifications if the Right to Work law is lost:

“A number of teachers I know do not support the agenda of the NEA and the ISCA [teacher unions], and they would be forced to pay dues to these unions even though they don’t agree with their agenda.”

For more reasons why Iowa’s highly-popular Right to Work law is so vital, please read this study.

Are you interested in protecting American citizens from compulsory unionism and other union special privileges' If so, check out these employment opportunities with the National Right to Work Foundation:

Development Assistant

The National Right to Work Legal Defense Foundation seeks a Development Assistant to help the Foundation raise the funds needed for its battle to protect American citizens from compulsory unionism and other union special privileges. The successful candidate will write, edit, and proofread fundraising letters, grant proposals, and newsletter articles. Some familiarity with Microsoft Access or similar programs is desirable but not required. This position offers an excellent opportunity to learn about nonprofit fundraising and develop valuable skills.

Strong writing ability and a commitment to individual liberty are essential.

To apply send a cover letter, resume, and writing sample to Duncan Clark, Development Director, at rdc@nrtw.org. No phone calls please.

Deputy Communications Director

The National Right to Work Legal Defense Foundation seeks an energetic Deputy Communications Director to join a growing public outreach program within a respected and established organization working to protect American citizens from compulsory unionism and other union special privileges.

The successful candidate will implement public relations strategies, respond to media inquiries, as well as work with cutting edge technology to produce online video content in the Foundation’s in-house TV studio. Writing tasks include drafting newsletter articles, op-eds, press releases, and some direct mail copywriting.

Outstanding writing and communications skills are essential, as is a strong commitment to limited government and individual liberty. This is an entry-level position.

Interested applicants should send a resume and writing sample(s) (amounting to at least 800 words) to Justin Hakes via email at jah@nrtw.org or fax: (703) 321-9613. No phone calls please.

Grants Administrator

The National Right to Work Legal Defense Foundation seeks a highly motivated individual in its grant seeking program which raises funds to combat the abuses of union coercive power. Responsibilities include identifying and researching foundations, tracking and fulfilling deadlines for proposals and reports, and assisting in cultivation of major donors as well as the development of new funding sources. Applicants should have excellent writing skills and should be well organized, detail-oriented, and a team player.

A commitment to limited government and individual liberty is essential.

To apply, send a cover letter, resume, and a writing sample(s) to Ginny Smith, Director of Strategic Programs, at gms@nrtw.org or National Right to Work Legal Defense Foundation, 8001 Braddock Road, Springfield, VA 22160. No phone calls please.

Following up with Justin’s post on an ugly Teamsters picket in Somerville, Massachusetts, today’s news stories report that 10 Teamsters thugs were arrested during the mess.

The Somerville News has the story:

10 Teamsters were arrested “for rude, offensive and threatening conduct,” according to police.

The owner of Russell Disposal, Charles Carneglia, explained that he feared for his safety after Teamsters militants harassed him when he entered the facility:

…when Carneglia walked to front gate the Teamsters would begin taunting and catcalling him. “Ya piece of s**t,” yelled one picketer Thursday afternoon. “You’re a criminal.”

After the incident last week, Local 25 chief Sean O’Brien was apparently “too busy” to address repeated press inquires. Unable to answer for the Teamsters union notorious and thuggish actions, it’s no wonder this union boss went into hiding.