Michigan Security Guard Slams Union with Federal Charges for Illegal Dues Seizures, Transparency Issues
Union officials fail to provide required information on how dues money is spent, already face vote which could stop forced-dues spigot
Grand Rapids, MI (May 8, 2024) – James Reamsma, a security guard whose posts include the Gerald R. Ford Federal Building and other government sites in the Grand Rapids area, has hit the United Government Security Officers of America (UGSOA) union with federal unfair labor practice charges maintaining that UGSOA union officials are seizing dues money from his paycheck without providing required disclosures on how the union spends worker cash. Reamsma filed the charges at Region 7 of the National Labor Relations Board (NLRB) in Detroit.
Reamsma is also leading his fellow security guards at Triple Canopy Inc. in an effort to vote away the UGSOA’s power to compel guards to pay dues or fees to the union in what is known as a “deauthorization election.” He is receiving free legal aid in both actions from the National Right to Work Legal Defense Foundation.
Reamsma’s charges seek to enforce his rights under the Communications Workers of America v. Beck Supreme Court decision, which was won by Right to Work Foundation attorneys. The Court held in Beck that union officials cannot force workers who have abstained from union membership to pay union dues or fees for expenses not directly germane to contract negotiations, such as union political activities. Workers who exercise their Beck rights are also entitled to an independent audit of the union’s finances, a breakdown of how union officials spend forced contributions, and an opportunity to challenge how the union calculates its reduced “Beck fee.”
Beck rights are only relevant in non-Right to Work jurisdictions like Michigan, where union officials have the legal privilege to force private sector workers to pay dues or fees as a condition of getting or keeping a job. In contrast, in Right to Work states like neighboring Indiana and Wisconsin, union membership and all union financial support are strictly voluntary. Michigan had Right to Work protections until a 2023 repeal rammed through by union partisans on the Michigan Legislature became effective earlier this year.
Union Dubiously Claims No Dues Money Goes to Politics
According to Reamsma’s charge, he submitted a notice to UGSOA union agents in March that requested the union reduce his dues payments in accordance with Beck and provide him with the required financial information. In response, union officials claimed that the amount of dues chargeable to nonmembers was equal to 100% of full union dues. Reamsma’s charge states that UGSOA “failed to provide the required financial disclosures for itself and its affiliated unions, and a chance to object to its alleged reduced fee.”
The charge also notes that, despite Reamsma notifying union officials in April that he prefers to pay union dues by check, UGSOA ignored this request and has continued to take money directly from his paycheck by payroll deduction. Federal labor law forbids union officials from using direct deduction to collect union dues or fees without worker consent.
Foundation attorneys argue in the charge that the union’s continued seizing of dues money from Reamsma’s paycheck “restrain[s] and coerce[s] Charging Party in the exercise of his Section 7 rights” under the National Labor Relations Act (NLRA). The NLRA protects the right of workers to refrain from union activities.
Guards May Vote to End Forced Dues
The NLRB has scheduled May 17 to count the votes in Reamsma’s deauthorization election, which is currently taking place by mail. If a majority of his colleagues vote to deauthorize the union, it will no longer have the legal power to coerce Reamsma and his colleagues to pay dues or fees as a condition of employment. Michigan’s non-Right to Work environment forces workers to either deauthorize a union or vote it out of a workplace completely (via a similar process known as “decertification”) if they want to end union officials’ forced-dues power.
“UGSOA union officials appear to be withholding vital information about how they spend worker money from the very security guards they claim to ‘represent,’” commented National Right to Work Foundation President Mark Mix. “If union bosses won’t respect basic worker rights regarding the collection and spending of dues money, Triple Canopy security guards should rightly be skeptical of whether UGSOA deserves the privilege to force them to pay dues or fees at all.
“While it’s illegal everywhere to force workers to pay for union political expenditures they oppose, the choice to financially back a union at all should rest solely with each individual worker, which is why Right to Work protections are so important,” Mix added.
Majority of Employees at Emporia Rehabilitation and Healthcare Seek to Remove SEIU Union
Decertification election to remove “Workers United Mid Atlantic Regional Joint Board” union officials set for Thursday
Emporia, VA (May 8, 2024) – A majority of employees at Emporia Rehabilitation and Healthcare Center in Emporia, Virginia, have petitioned the National Labor Relations Board (NLRB) for a secret ballot vote to remove the Workers United Mid Atlantic Regional Joint Board union from their workplace. A decertification election has been scheduled for Thursday, May 16. Emporia employee Christy Smith filed the petition requesting the vote with free legal aid from the National Right to Work Legal Defense Foundation.
Smith filed the union decertification petition on April 18 with the NLRB, the federal agency responsible for enforcing federal labor law, which includes administering elections to install (or “certify”) and remove (or “decertify”) unions. Smith’s petition contained support from over half of her 60 coworkers, well more than required to trigger a decertification vote under NLRB rules. SEIU affiliate, “Workers United” [sic] Mid Atlantic Regional Joint Board union officials have maintained monopoly bargaining power at Smith’s workplace for over a decade.
Virginia is a Right to Work state, which means that union financial support is strictly voluntary for employees. In contrast, in states that do not have Right to Work laws, union officials can require employees to pay union dues or fees under threat of termination. However, in both Right to Work and non-Right to Work states, union officials are empowered by federal law to impose a union contract on all employees in the work unit, including those who oppose the union.
A successful decertification vote strips union officials of such monopoly bargaining powers. Nursing staff, Dietary staff, and Housekeeping staff, comprising of the 61 employees at the facility, are eligible to vote in this NLRB-supervised election.
“This majority-backed decertification petition at Emporia Rehabilitation and Healthcare is yet another example of the growing interest among workers in unionized workplaces to reconsider union affiliation,” said Foundation President Mark Mix. “The National Right to Work Legal Defense Foundation stands ready to provide free legal aid to workers seeking to exercise their right to remove an unwanted union from their workplace and to defend workers against any attempts by union officials to undermine or block workers from freeing themselves from unwanted so-called union ‘representation.’”
Puerto Rico Union Bosses Try to Dodge Consequences of Janus Lawsuit
The following article is from the National Right to Work Legal Defense Foundation’s bi-monthly Foundation Action Newsletter, January/February 2024 edition. To view other editions of Foundation Action or to sign up for a free subscription, click here.
Worker still battling scofflaw union officials who tried to saddle him with restraining order
PRASA employee Reynaldo Cruz didn’t back down after UIA union officials tried to foist a specious restraining order on him. He isn’t backing down in the face of UIA union officials’ Janus violations either.
SAN JUAN, PR – When Reynaldo Cruz, an employee of the Puerto Rican Aqueduct and Sewer Authority (PRASA), made a Facebook post referring to a chapter president of the Authentic Independent Union of Water and Sewer Authority Employees (UIA) as “lazy,” the chapter president tried to hit him with a restraining order.
“A UIA union official targeted me with a restraining order for daring to speak out against the union, which is my free speech right,” commented Cruz. “That’s ridiculous coming
from union officials who claim to ‘represent’ me and my coworkers.”
National Right to Work Foundation staff attorneys in October 2023 defeated the UIA official’s specious argument that the court should issue a restraining order against Cruz because he
would have had to “stalk” him to know of his laziness. But Cruz’s battle against the UIA union is far from over.
District Court Refuses to Crack Down on Obvious Janus Violations
Cruz is currently challenging a decision by the District Court of Puerto Rico in his years-long case to reclaim dues money that UIA union officials took unconstitutionally from his paycheck.
The District Court made the puzzling move of dismissing Cruz’s suit as “moot” after UIA officials deposited money due to Cruz with the Clerk of the District Court of Puerto Rico. In his motion to alter and amend the judgment, Cruz argues that because the court has not decided any of his underlying claims or entered a judgment in his favor, he has no entitlement to and cannot seek or obtain that money. Cruz is also appealing the District Court’s dismissal of his suit to the First Circuit Court of Appeals in Boston, MA.
“Until the Court enters a declaratory judgment for Cruz, Cruz’s injury-in-fact will persist because Cruz has not received monetary relief and the Court has not entered judgment for Cruz entitling him to the UIA deposit,” Cruz’s motion reads.
Cruz argues in his suit that various provisions of the Puerto Rico Labor Relations Act, which UIA union bosses relied upon to take money from his paycheck, violate the First Amendment. In 2018, the Supreme Court ruled in the landmark Foundation-won Janus v. AFSCME case that public employees have a First Amendment right to opt-out of dues payments to
an unwanted union, and that public employees must waive this right before any dues are deducted from their paychecks.
Cruz’s Janus lawsuit began in 2017, after UIA officials responded to his request to end his union membership and stop dues payments by telling him that he could only cut ties with the union if he left his current job. In addition to naming the UIA, Cruz’s lawsuit also names the Governor of Puerto Rico in his official capacity as Cruz is also challenging the constitutionality of Puerto Rico’s laws authorizing mandatory dues and so-called “maintenance of membership” agreements.
The Janus case was decided as Cruz’s case was ongoing. The Justices definitively ruled that requiring public sector employees to pay union dues as a condition of employment violates their First Amendment free association rights.
The Puerto Rico District Court issued its ruling on October 17, 2023. In addition to not entering a judgment for Cruz deciding his entitlement to the unconstitutionally seized money, the Court also didn’t reach a conclusion on the constitutionality of the Puerto Rico law authorizing mandatory dues payment and membership, nor did it require the UIA union to abandon anti-Janus contract provisions.
Union Bosses Must Be Made to Comply with Janus
“The ruling in Mr. Cruz’s case poses serious issues for public employees across Puerto Rico and across the country,” commented National Right to Work Foundation Vice President Patrick Semmens. “If allowed to stand, it creates a precedent in which workers get no relief when union bosses seize money unconstitutionally from their hard-earned pay, and in which laws that authorize such illegal dues deductions are allowed to stand despite Janus unambiguously prohibiting them.
“Foundation staff attorneys will continue to fight for Mr. Cruz until his rights are vindicated and he gets a judgment awarding him the money he is constitutionally entitled to,” Semmens added.
Somerset, NJ, Nissan Employees Overwhelmingly Vote Out UAW Union Bosses
Nearly 70% of distribution center employees voted against UAW, vote proceeded despite last-minute contract ratification by union officials and management
Somerset, NJ (April 30, 2024) – During a secret ballot election last week, workers at Nissan North America’s parts distribution center in Somerset, NJ, voted to oust United Auto Workers (UAW) union officials from power at their facility. The workers who participated in the April 24 union decertification election voted by nearly 70% to remove the union. Nissan employee Michael Oliver spearheaded the union removal effort with free legal aid from the National Right to Work Legal Defense Foundation.
Oliver kick-started the effort by filing a union decertification petition on April 1 with the National Labor Relations Board (NLRB), the federal agency responsible for enforcing federal labor law, which includes administering elections to install (or “certify”) and remove (or “decertify”) unions. Oliver’s petition contained support from enough of his coworkers to trigger a decertification vote under NLRB rules.
Because New Jersey lacks Right to Work protections for its private sector workers, UAW officials maintained contracts with Nissan management that require Oliver and his coworkers to pay union dues as a condition of keeping their jobs. In Right to Work states, in contrast, union membership and all union financial support are strictly voluntary.
However, in both Right to Work and non-Right to Work states, union officials in a unionized workplace are empowered by federal law to impose a union contract on all employees in the work unit, including those who oppose the union. A successful decertification vote strips union officials of both their forced-dues and monopoly bargaining powers.
If union officials file no objections to the election by midnight on April 30, NLRB officials will certify the vote and Somerset Nissan employees will be officially free of the union.
UAW Union Officials Rushed New Contract in Likely Attempt to Prevent Removal Vote
After Oliver’s April 1 submission of the decertification petition, UAW union officials announced on April 18 that they had ratified a new union contract with Nissan management. The last contract had expired.
While the NLRB’s dubious “contract bar” generally allows union bosses to quash worker-filed decertification efforts for up to three years while a union contract is in effect, the contract bar didn’t stop Oliver and his coworkers’ requested election, because union officials weren’t able to reach a monopoly bargaining agreement with Nissan before Oliver filed his decertification petition. The contract bar does not appear in the National Labor Relations Act (NLRA), the federal law the NLRB is charged with enforcing, and is instead the product of union boss-friendly Board decisions.
Had union officials been able to ratify the contract just a few days earlier, the UAW likely would have succeeded in trapping the workers in union “representation” and forced-dues payments, despite a wide majority wanting to be free of the UAW.
Workers Across Country Growing Dissatisfied with UAW Agenda
Across the country, workers are choosing to affiliate with unions in record-low numbers, according to the most recent Gallup poll on the subject. In 2023, the UAW’s membership fell to its lowest level since 2009. Nonetheless, the UAW’s top bosses are engaged in a multi-million-dollar campaign to expand their influence across nonunion auto facilities, particularly in the South.
Workers are also increasingly attempting to exercise their right to vote out union officials they disapprove of. According to NLRB data, since 2020 decertification petition filings have gone up by over 40%. To resist this trend, the Biden NLRB is attempting to make it substantially more difficult for workers to decertify unions, and could soon issue a final rule invalidating the Election Protection Rule. The Election Protection Rule is a policy which contains multiple important safeguards regarding employees’ right to decertify unions they oppose.
“Mr. Oliver and his fellow Nissan employees are another example that workers who see the UAW up close and personal end up disliking the union’s so-called ‘representation,’” commented National Right to Work Foundation President Mark Mix.
“While these Nissan workers were able to get a vote to eliminate the UAW from their workplace, too often we hear from workers who are frustrated to learn they may have to wait years before even being able to seek a vote to remove unwanted union monopoly representation,” Mix added. “The vast scores of auto industry workers now within the crosshairs of the UAW’s sweeping organizing plan should remember that union officials often prioritize their own power over workers’ interests, and that biased NLRB standards like the ‘contract bar’ may make it very difficult to remove a union after it has been installed.”
Foundation Brief Exposes ILA Union Scheme to Destroy 270 Nonunion Port Jobs
Note: After this article was originally published, the Supreme Court declined to hear the case. The following article is from the National Right to Work Legal Defense Foundation’s bi-monthly Foundation Action Newsletter, January/February 2024 edition. To view other editions of Foundation Action or to sign up for a free subscription, click here.
Biden NLRB gutted union boycott prohibition under guise of ‘work preservation’
Despite employing hundreds of both union and nonunion employees and being a big boon to the Palmetto State’s economy, ILA union bosses want to shut down Charleston’s Leatherman Terminal until they gain a monopoly on jobs at the port.
CHARLESTON, SC – Charleston’s Hugh K. Leatherman shipping terminal represents the State of South Carolina’s roughly $1 billion investment to expand the state’s shipping sector. The terminal sports five massive ship-to-shore cranes, which rank among the tallest on the East Coast. Nonunion crane operators — state employees who have handled such work since Leatherman opened in 2021 and for years before that at other port facilities — work alongside unionized private sector employees to keep the port running.
But union bosses of the International Longshoremen’s Association (ILA) think that the port should be effectively shut down until they get control over all jobs at the facility — even the crane jobs that the union’s members have never performed. They’ve backed up that coercive vision by suing any cargo carrier that docks at Leatherman until the union gains control of
all crane lift equipment jobs at the facility. In December 2022, the Biden National Labor Relations Board (NLRB) outrageously ruled 2-1 against a challenge by the South Carolina Ports Authority (SCPA), holding that ILA union bosses’ secondary boycott scheme was lawful. Then the U.S. Court of Appeals, also by a 2-1 vote, affirmed that disastrous ruling.
Foundation Highlights Workers’ Plight After Disastrous Decision
As the U.S. Supreme Court now decides whether to hear the case, National Right to Work Foundation staff attorneys filed a legal brief with the High Court highlighting how the Biden NLRB’s rejection of longstanding precedent will let 270 nonunion state employees at Leatherman be put out of work. That’s despite them having done nothing wrong when performing crane work exactly as they have for years.
“In short, the decisions below, if affirmed, will cause grievous harm to 270 non-union Ports Authority workers and their families,” the brief reads. “The Foundation submits this brief to provide a voice for the otherwise voiceless non-union Ports Authority workers, so the Court has a clear view of the stakes involved for the workers and their families if the decisions below stand.”
Job-Destroying ILA Union Gambit Breaks Federal Law
The brief states that the ILA union’s scheme, if allowed to continue, would require South Carolina to both fire the nonunion state employees of the port, and then turn control of crane jobs over to a private company with an ILA union contract. That’s because South Carolina protects its public sector employees by banning union monopoly bargaining.
If the union’s gambit succeeds, the devastating effects for current employees would go beyond just getting fired. The brief reveals that, even if terminated state workers were to seek new employment at Leatherman with the private company under the union’s control, the ILA would likely give hiring priority to its existing unionized workers above the former state workers under the union seniority provisions and hiring hall referral rules contained in the contract.
“Crane and lift operators who have spent years as non-union Ports Authority employees will likely find themselves at the bottom of any ILA hiring hall list behind the union’s 2,000 current members,” the brief notes.
Additionally, the brief points out that the ILA union’s scheme violates the prohibition on secondary boycotts in the National Labor Relations Act (NLRA), the federal law the NLRB is responsible for enforcing. Secondary boycotts involve union agents targeting a neutral employer (in this case, cargo carriers) in order to win a labor dispute that the neutral employer isn’t even party to.
Finally, the brief notes, by granting the ILA control over the jobs of state employees who have never chosen to affiliate with the ILA, the NLRB is undermining the NLRA’s fundamental premise of employee free choice — the rule that “the employees pick the union; the union does not pick the employees.”
Supreme Court Must Intervene to Defend Worker Rights
“ILA union officials have a well-earned reputation for valuing power over the well-being of workers,” commented National Right to Work Foundation Vice President and Legal Director William Messenger. “While pursuing monopolistic schemes like this that upend the livelihoods of innocent nonunion workers, union agents were also organizing deals in which mob-linked longshoremen from New York and New Jersey could get paid for 27 hours of ‘work’ per day.
“The ILA union’s gambit here should be deemed no less illegal than their interactions with mob members, and the Biden NLRB’s greenlighting such a scheme effectively invites other union bosses to try unlawful secondary boycotts that end with workers and businesses suffering needless harm,” Messenger added.
IUOE Union Bosses Hit With Federal Charge for Illegal Termination
The following article is from the National Right to Work Legal Defense Foundation’s bi-monthly Foundation Action Newsletter, January/February 2024 edition. To view other editions of Foundation Action or to sign up for a free subscription, click here.
Longstanding law protects against mandatory dues deductions, formal union membership
Firestop inspector Alexandra Le isn’t going to let IUOE union bosses snuff out her livelihood over her refusal to join or support the union. She’s filed federal charges with Foundation aid.
PLEASANTON, CA – Sometimes, even the extraordinary power to demand payments from workers under threat of termination isn’t enough for union bosses, who frequently go beyond what is legal to coerce workers into membership and dues payment.
Alexandra Le, an employee of Construction Testing Services (CTS), found herself on the receiving end of such illegal demands from International Union of Operating Engineers (IUOE) officials in October. But Le is now fighting back, hitting IUOE bosses and her employer with federal charges at National Labor Relations Board (NLRB) Region 32 with free legal aid from the National Right to Work Foundation.
Union Misinformed Worker About Rights
Le’s charges state that IUOE bosses got her fired after she rebuffed their demands to formally join the union. Additionally, Le’s charges maintain that union officials unlawfully deducted union dues from her paycheck without her permission and failed to inform her of her right to pay reduced union dues as a non-member — a right secured by the Foundation-won CWA v. Beck Supreme Court victory.
Because California lacks Right to Work protections for its private sector workers, Le and her coworkers can be forced to pay some fees to the union to keep their jobs, even if they’ve abstained from formal union membership. However, as per Beck, in non-Right to Work states, union officials can’t force nonmember employees to pay for union expenses (such as union politics) that go beyond what the union claims goes to bargaining.
Other Supreme Court precedents require union bosses to seek workers’ express consent before deducting dues directly from their paychecks.
In Right to Work states, all union financial support is voluntary and the choice of each individual worker.
Employee Demands Federal Injunction to Reverse Illegal Union-Ordered Firing
“It’s outrageous that IUOE union officials believe they can get me fired simply because I don’t agree with their organization and don’t want to support or affiliate with them,” Le said. “IUOE union officials have been far more concerned with consolidating power in the workplace and collecting dues than caring about me and my coworkers, and I hope the NLRB will hold them responsible for their illegal actions.”
Le’s charge against the IUOE union states that, after she refused to affiliate with the union, IUOE bosses “caused Charging Party to be removed from the work schedule by her Employer as of October 2nd.” The NLRB v. General Motors Corp. U.S. Supreme Court decision protects the right of workers to refuse formal union membership, even in a non-Right to Work state.
As a remedy, the charge asks the NLRB Regional Director in Oakland to “invoke its authority under Section 10(j)” of the National Labor Relations Act (NLRA), which empowers the Board to seek an injunction from a federal court to stop IUOE and CTS management from committing the unfair labor practices.
Workers Need More Protections Against Union Boss Coercion
“Ms. Le’s case shows why Right to Work protections are important,” commented National Right to Work Foundation Vice President and Legal Director William Messenger.
“Even if IUOE union officials had followed federal labor law in this case, Ms. Le would still be forced to contribute to the activities of an organization she clearly doesn’t want to be part of.
“As Ms. Le’s case demonstrates, union bosses often value workers merely as sources of dues revenue and will go to extraordinary lengths to keep the money flowing,” Messenger added. “Workers deserve more protections against union boss coercion, not fewer.”
Wonderful Nurseries Workers Hit UFW Union with Charges Detailing Fraudulent Union Campaign, Illegal Discrimination
Charges: Union gained “majority status” through false pretenses and union agents are cracking down on workers that express opposition
Bakersfield, CA (April 26, 2024) – Claudia Chavez and Maria Gutierrez, two workers at food and drink company Wonderful Nurseries LLC’s Wasco, CA, grapevine nursery, have filed charges against the United Farm Workers (UFW) union. They maintain that UFW agents fraudulently obtained membership cards from employees and later used this as a basis to demand monopoly-bargaining power over Wonderful employees statewide. Chavez and Gutierrez filed their charges at the California Agricultural Labor Relations Board (ALRB) with free legal aid from National Right to Work Foundation staff attorneys.
The ALRB is the California state agency responsible for governing labor relations in the state’s agricultural sector, which includes overseeing union attempts to gain bargaining control at farms and other facilities. Chavez and Gutierrez’s charges detail that UFW union officials installed themselves at Wonderful Nurseries through “card check,” which bypasses workers’ right to vote in secret on the union and instead relies on membership (or “authorization”) cards collected by union officials, sometimes under dubious circumstances.
The card check process lacks the security of a secret ballot vote, and exposes workers to intimidation and manipulation from union officials who seek to collect enough cards to claim “majority support” among workers. Under ALRB rules, a union that presents the agency with cards obtained from a majority of workers is immediately certified as the monopoly bargaining agent, a status that can only be challenged after the fact.
Chavez and Gutierrez argue that UFW union officials “by artifice, fraud, deceit, misrepresentation, and/or coercion” got them and many of their coworkers to sign membership cards for the union and the union falsely “represent[ed] itself as having obtained the support of a majority of the employees” afterward. Chavez and Gutierrez also contend that UFW bosses are now illegally forbidding employees from revoking the fraudulently-obtained cards, and are harassing and retaliating against employees who oppose the union.
“UFW union officials deceived us just so they could gain power in our workplace,” Chavez and Gutierrez commented. “Instead of just letting us vote in secret on whether we want a union, they went around lying and threatening to get cards and now are cracking down on anyone who speaks out against the union. We hope the ALRB listens to us and prosecutes the union for its illegal acts.”
Union Officials Spread Lies About Union Cards and Engaged in Discrimination to Obtain Signatures
Chavez and Gutierrez’s charges describe multiple fabrications – and even discriminatory behavior – that UFW union bosses used to get employees to sign authorization cards, including “representing that certain COVID-19-related public benefits available to farmworkers required signatures on union membership cards…that union membership cards were not, in fact, union membership cards to be used in any UFW organizing efforts…presenting to strictly Spanish-speaking discriminatees union membership cards only in English…[and] presenting to illiterate discriminatees union membership cards and misrepresenting their content and/or significance.”
With the union installed and UFW agents not letting workers revoke their illicitly-obtained memberships in the union, Chavez and Gutierrez note that UFW union officials are now “engaging in a campaign of harassment, libel, slander, and intimidation against [employees who are] exercising their right of free speech and/or protest under [California labor law] to oppose UFW representation.” News reports suggest that scores of Wonderful Nurseries workers have engaged in outdoor demonstrations against the union, declaring “We don’t want a union, listen to our voices, don’t ignore us.”
In addition to the ALRB charges, Chavez and Gutierrez, along with a dozen other coworkers, seek to intervene in the ongoing ALRB case in which Wonderful Nurseries is challenging the union’s card check majority “certification” as improperly based on cards collected through fraud and other improper means. Foundation staff attorneys represent the group of workers seeking to intervene in that case to defend their right not to be placed under union monopoly control as a result of UFW organizers’ illicit tactics.
“UFW union officials have treated Wonderful Nurseries workers as pawns to be used in their pursuit of power, deceiving them with no regard for their rights and now engaging in retaliation against those who exercise their free speech rights against the union,” commented National Right to Work Foundation President Mark Mix. “Their situation above all shows the glaring flaws of the ‘card check’ process, in which workers are denied a chance to vote in secret on a union and are left exposed to a multitude of illegal union tactics.”
Another MIT Grad Student Hits GSU Union with Federal Labor Charges for Illegally Seizing Money for Radical Union Agenda
Charges: Union officials imposing so-called ‘window period’ restriction to forbid civil engineering grad student from cutting off dues for politics
Boston, MA (April 26, 2024) – Following five Jewish students filing federal religious discrimination charges against the union, the MIT Graduate Student Union (GSU-UE) is now facing new federal unfair labor practice charges from civil engineering graduate student Katerina Boukin. Boukin’s charges, filed at the National Labor Relations Board (NLRB) with free legal aid from the National Right to Work Legal Defense Foundation, maintain that union officials are unlawfully seizing money from her research compensation to support union political activities she abhors.
Boukin seeks to enforce her rights under the 1988 Right to Work Foundation-won CWA v. Beck Supreme Court decision. The Court held in Beck that union officials cannot force those under their control to pay dues or fees for union expenses not directly related to collective bargaining, such as political expenses. Nonmembers who exercise their Beck rights are entitled to an independent audit of the union’s finances and a breakdown of how union officials spend forced contributions.
Beck rights are only relevant in non-Right to Work jurisdictions like Massachusetts, where union officials have the legal power to compel the payment of some union fees in a unionized environment. Because of controversial rulings by the Obama and Biden NLRBs, graduate students at private educational institutions like MIT are treated as “employees” who can be subjected to forced union representation and mandatory payments. In jurisdictions that have Right to Work protections, in contrast, union membership and all union financial support are strictly voluntary.
“GSU union officials are going above and beyond what is legal and are forcing me to pay for their political activities, including their opposition to Israel and promotion of Leninist-Marxist global revolution, that I find deeply offensive,” commented Boukin. “The GSU’s political agenda has nothing to do with my research as a graduate student at MIT, or the relationships I have with my professors and the university administration, yet outrageously they demand I fund their radical ideology.”
Union Still Seizing Dues for Politics Under Guise of ‘Window Period’ Restriction
According to Boukin’s charges, she and other graduate students resigned their memberships in the GSU union, revoked their dues “checkoff” authorizations, and objected under Beck to paying anything going toward GSU’s “political and non-representational agenda and expenditures.”
Despite these requests, the charges note, union bosses have “refused to process those Beck objections, refused to immediately reduce the amount of dues and fees collected from Charging Party’s and other graduate students’ [compensation], refused to stop the dues checkoff, and refused to provide Charging Party” with an independent audit explaining the union’s expenses and reduced fee calculation.
Instead, a GSU vice president told Boukin that she had missed an annual “window period” in which to exercise her Beck rights and that her objections would not be considered until November 2024. “In fact, the UE union has adopted an unlawfully restrictive Beck objection policy, precisely to diminish and destroy [the students’]…rights,” says the charge.
The charges note that the union’s unlawful dues scheme restrains and coerces the graduate students from exercising their right under the National Labor Relations Act (NLRA) to refrain from union activity. MIT is also charged for its role in enforcing the union scheme and continuing to collect dues.
Previously, another MIT graduate student, Will Sussman, filed NLRB charges against the UE union for violating his rights under Beck. Sussman filed the charges on his own but later obtained free legal representation from the National Right to Work Foundation.
GSU Also Faces Religious Discrimination Charges, May Be Violating Past Beck-Related Settlement
Sussman’s case concluded because UE settled with the NLRB. As part of that settlement, GSU union officials are required to “notify [all graduate students] of your rights under…Communications Workers v. Beck” and email notices informing students of those rights and post a notice for 60 days. Despite still being within the 60-day notice-posting period, as Boukin’s case shows, GSU officials appear to be violating the spirit if not the letter of that settlement.
Boukin’s unfair labor practice charges come as federal discrimination charges are pending at the Equal Employment Opportunity Commission (EEOC) for five Jewish graduate students who requested religious accommodations to paying money to the GSU union. Among other things, these students oppose the union’s advocacy for the anti-Israel “Boycott, Divestment, and Sanctions” (BDS) movement.
“Freedom of association is apparently a foreign concept to GSU union officials, who are flouting layers upon layers of federal law to compel students to fund their radical political agenda,” commented National Right to Work Foundation President Mark Mix. “However, both this case and Foundation attorneys’ case for the five Jewish MIT graduate students show on a deeper level that the choice to provide support to a union should rest solely with workers, who may have sincere religious, political, or other objections to funding any or all of a union’s activities.”
Foundation Blasts Biden Plan to Sneak Union Monopoly Power into Agricultural Sector
The following article is from the National Right to Work Legal Defense Foundation’s bi-monthly Foundation Action Newsletter, January/February 2024 edition. To view other editions of Foundation Action or to sign up for a free subscription, click here.
Comments expose DOL rule’s rigging of agricultural visa program to favor union organizers
Julie Su — “acting” secretary of the Biden Labor Department due to bipartisan opposition barring her from the agency’s top job — is overseeing an attempt to sneak union boss power into the agricultural sector against Congress’ will.
WASHINGTON, DC – Federal labor policy in the United States provides a smorgasbord of powers to union bosses in the private sector, not the least of which are the powers to impose one-size-fits-all contracts on dissenting workers in a unionized workplace, and to force workers to pay dues in non-Right to Work states.
Traditionally that hasn’t been the case in the agricultural sector, where each state has the freedom to make its own labor policy. But in November 2023, the Biden Department of Labor announced a rule which could upend this balance and effectively impose on temporary agricultural employees portions of federal labor law that are overwhelmingly favorable to union bosses. The National Right to Work Foundation promptly filed comments exposing the slated rule as a Big Labor power grab.
Biden Admin Defies Congress by Granting Union Bosses Power Over Farmworkers
The proposed rule would assist union bosses with imposing monopoly bargaining privileges over temporary agricultural workers in the United States, including workers who don’t support a union. Among other things, the rule requires that employers fork over employee contact information at union bosses’ request — regardless of whether the union has any employee support. The proposed rule would also cajole employers into entering into so-called “neutrality agreements” with union bosses. “Neutrality agreements” typically require employers to censor information about the union and provide other aid to union bosses in their efforts to collectivize workers.
The comments cite multiple reasons as to why the Department of Labor lacks the legal authority to implement the proposed rule, such as the fact that Congress expressly excluded agricultural workers from federal labor statutes.
According to the comments, the Biden Department of Labor admitted in its rulemaking announcement that it is trying to impose parts of the National Labor Relations Act (NLRA) on
the agricultural sector, despite Congress’ intent.
“The Department not only lacks Congressional authorization to take this action, it is defying express Congressional intent to not subject these types of employees to provisions of the NLRA,” the comments state.
Comments: Union Power Grab Won’t Help Workers
The comments also point out that the provisions in the Department of Labor’s rule are unrelated to the rule’s stated purpose of helping agricultural workers avoid exploitation, and rather resemble a list of proposals to empower union officials at workers’ expense.
“The Department fails to explain how allowing unions to access employees’ personal information, to bargain for neutrality agreements, and to prevent employees from accessing information for and against unionization helps to alleviate the concerns identified in the proposed regulations,” the comments argue.
“The Department should not adopt the proposed regulation,” the comments conclude.
The Department of Labor’s notice of rulemaking comes as the Biden Administration is making a full court press to expand union boss legal privileges across the country. That includes the Biden National Labor Relations Board’s (NLRB) plan to wipe out the Foundation-backed Election Protection Rule, which eased the process by which workers could obtain votes to remove unpopular unions from their workplaces. The Biden NLRB seeks to make it more difficult for American private sector workers to exercise their right to remove unwanted unions, while giving union officials more tools to gain power in a workplace without even a vote.
“Despite the Department of Labor’s claims, the true underhanded goal of this rule is clear: handing union bosses more power to corral workers into union ranks, while cutting back on workers’ privacy and rights to resist unwanted unionization,” observed National Right to Work Foundation President Mark Mix.
“Temporary agricultural workers should not be used as pawns to expand union bosses’ sphere of control into the agricultural sector. But that’s exactly what the Biden Department of Labor is attempting in direct contradiction of the choice made by Congress not to subject such workers to federally imposed monopoly unionism.”