Full Foundation Action May/June Newsletter Now Online
All articles from the May/June 2025 issue of Foundation Action are now online.
In this issue:
- Workers Nationwide Urge Trump NLRB to End Policies Trapping Them Under Union Power
- Cincinnati-Area Kroger Worker Secures Victory Against Illegal Union Dues Deductions
- AT&T-BellSouth Workers Challenge Union-Concocted ‘Window Period’ Restrictions on Ending Dues
- Trump Was Right to Tell Biden Labor Board Appointee “You’re Fired!”
- NY Healthcare Worker Asks Labor Board to Unblock Vote to Oust SEIU
- Foundation-Backed Baristas Support Trump’s Firing of Biden NLRB Member
Recent articles can be found here. To sign up for a free copy of the newsletter via mail please see the form at the bottom of the page.
Foundation-Backed Starbucks Baristas Support Trump’s Firing of Biden NLRB Member
The following article is from the National Right to Work Legal Defense Foundation’s bi-monthly Foundation Action Newsletter, May/June 2025 edition. To view other editions of Foundation Action or to sign up for a free subscription, click here.
Starbucks employees’ challenge to agency power boosted by firing of Biden Board Member
It may not look like much, but this Starbucks store in downtown Buffalo, NY, is the place where barista Ariana Cortes started her trailblazing legal battle against both the SBWU union and a hostile NLRB bureaucracy.
WASHINGTON, DC – President Trump isn’t the only person seeking reform in the federal government. Several National Right to Work Foundation-backed workers have advanced lawsuits in federal courts challenging the constitutionality of a federal agency.
Two upstate New York Starbucks baristas (Ariana Cortes and Logan Karam), represented by Foundation staff attorneys, filed the first case in the nation challenging NLRB members’ removal protections. Their case advanced a revolutionary argument that the National Labor Relations Act’s (NLRA) removal protections for NLRB members — which protect them from presidential removal during their entire terms except in very rare cases — let them exercise executive power in violation of separation of powers doctrines in Article II of the Constitution.
This power is plain to see — unelected NLRB members have the power to decide who can vote in union elections, adjudicate disputes between employers and unions, impose one-size-fits-all union “representation” on employees who don’t want it, and much more. Showdown Over Removal of Biden Appointee Headed for SCOTUS President Trump utilized the same arguments when he announced he was ousting Biden-appointed NLRB member Gwynne Wilcox (a former SEIU union lawyer) for issuing radical decisions that “vastly exceeded the bounds” of federal law.
Wilcox’s lawyers sued Trump over the removal, arguing — wrongly — that NLRB members’ removal protections are valid and prevent the President from doing virtually anything to stop NLRB members who have gone rogue. The case between President Trump and Gwynne Wilcox has now joined Cortes and Karam’s suit in being considered by the D.C. Circuit Court of Appeals.
As this issue goes to print, the Supreme Court has ordered Wilcox off the NLRB while it decides whether Wilcox should remain off the NLRB while the case is ongoing. Foundation attorneys submitted a legal brief on behalf of Cortes and Karam backing the President’s contentions. Cortes and Karam’s brief focuses on how the Board’s powers to enforce federal labor law, lack of technical expertise, and the partisan nature of its membership are not characteristics of a federal agency where removal protections might be appropriate under Supreme Court caselaw.
The brief also argues that reinstating Wilcox would cause chaos because it would let her participate in deciding cases before the NLRB while her continued presence on the Board is still the subject of litigation.
“Cortes and Karam have a vital interest in the outcome of this case, and not only because it concerns the constitutionality of [NLRB member removal protections],” the brief says. “Cortes and Karam do not want an individual the President properly removed from the Board because of her unsound rulings — Gwynne Wilcox — to decide their pending NLRB cases.”
Because of the weighty constitutional matters at stake, many have already predicted that this question will likely receive final consideration from the U.S. Supreme Court. Cortes and Karam’s lawsuit is fully briefed at the D.C. Circuit Court, and a hearing is scheduled for May. Their case was spurred by NLRB bureaucrats’ decision to block the baristas and their coworkers from exercising their right to vote to decertify (or remove) Starbucks Workers United (SBWU) union officials.
NLRB Region 3 rejected petitions in which a sufficient number of coworkers from both Cortes’ and Karam’s upstate New York Starbucks locations requested such elections. Regional NLRB officials cited unfair labor practice accusations made by SBWU union officials against the Starbucks Corporation as the reason for barring the votes. Notably, there was no established link between these allegations and the employees’ decertification requests.
Starbucks Baristas’ Battle Promotes Liberty for Workers Across Country
“Ms. Cortes and Mr. Karam spoke up on behalf of untold numbers of independent-minded workers nationwide when they filed their federal lawsuit challenging the NLRB’s constitutionality,” commented National Right to Work Foundation Vice President Patrick Semmens.
“The NLRB regularly stops workers from exercising their rights to push back against union influence for any reason union bosses dream up. Board members’ ability to do this without fearing any accountability to the elected President has effectively turned the agency into a fourth branch of government.
“We hope the Starbucks baristas’ lawsuit, boosted by the President’s efforts to reform the government, eventually results in lasting change to the Board that protects worker freedom,” Semmens added.
NY Healthcare Worker Asks Labor Board to Unblock Vote to Oust SEIU
The following article is from the National Right to Work Legal Defense Foundation’s bi-monthly Foundation Action Newsletter, May/June 2025 edition. To view other editions of Foundation Action or to sign up for a free subscription, click here.
Sun River Health employees’ election abruptly canceled by NLRB officials
Laura Gallo is passionate about the healthcare work she does at Sun River Health to improve the wellbeing of people across Long Island. She’s now using that same passion to win her coworkers a chance to vote out divisive SEIU union bosses.
LONG ISLAND, NY – Laura Gallo, a senior patient representative at Sun River Health in Long Island, NY, thought she’d secured a rare chance for her and her coworkers to vote out the 1199SEIU United Healthcare Workers East union.
Her goal? Give hundreds of colleagues a chance to escape from unwanted union “representation.” Unfortunately, on February 13, 2025, the National Labor Relations Board (NLRB) Region 29 Director abruptly derailed her campaign citing a dubious technicality.
Now, with free legal aid from National Right to Work Legal Defense Foundation staff attorneys, Gallo is battling to reverse the ruling and expose a system that allows union legal trickery to block workers from voting on whether a union deserves to remain in their workplace.
Legal Hurdles Undermine Right to Remove Unwanted Unions
Despite the clear right of employees under the National Labor Relations Act (NLRA) to petition for decertification elections to free themselves of unwanted union “representation,” numerous NLRB-invented rules and policies give union officials the ability to block or delay employee-requested decertification votes.
In Gallo’s case, not only did she need to collect signatures for the required 30% of the bargaining unit, but because she works in the healthcare industry, NLRB rules require her to file the petition within a short window before the union contract expires. If she missed the window, union officials could have blocked her vote for up to three years under the Board-invented “contract bar” policy.
Despite navigating the complicated process pro se (without formal legal representation), Gallo nailed the timing, submitting her petition with the supporting signatures of her coworkers in August 2024, following instructions from NLRB officials to trigger the vote.
At that point, the decertification was on track, with the company and union agreeing to how the election would be run. Only then did the NLRB Regional Director, possibly due to improper backchannel communications with union lawyers, suddenly cancel the scheduled vote without providing any meaningful explanation to Gallo or Sun River attorneys.
When the full Board in Washington, D.C., was asked to review the case, the Regional official suddenly “clarified” that additional signatures in support of the petition arrived just outside the contract bar window, meaning under a 1993 precedent the decertification election request could be rejected under the contract bar.
In February, having retained National Right to Work Foundation staff attorneys to represent her, Gallo filed a Request for Review with the NLRB in Washington, asking that the Regional Director’s decision be overturned. The filing argues that her election should be allowed to go forward because she followed the Board agent’s instructions and, as a pro se petitioner, she should receive the benefit of the doubt when it comes to estimating the total number of signatures needed to trigger a vote.
This decertification effort isn’t the only battle Ms. Gallo is fighting against the 1199SEIU union. Laura Gallo is passionate about the work she does at Sun River Health to improve the wellbeing of people across Long Island. She’s now using that same passion to win her coworkers a chance to vote out divisive SEIU union bosses.
Pending unfair labor practice charges Gallo filed against the union show why many workers have likely soured on the union: The charges maintain that SEIU union officials unlawfully interfered with access to the hospital, took pictures of Gallo without her consent as an intimidation tactic, and engaged in other disruptive and coercive behaviors that were so egregious local police were called to end the disruption.
Time to End NLRB’s Rigged Rules that Protect Incumbent Union Bosses
Gallo’s case is one of many where Foundation attorneys are asking the Board to overturn non-statutory barriers that workers face when trying to remove unions they oppose.
“Ms. Gallo’s case pulls back the curtain on how NLRB policies are rigged against individual workers to protect unpopular incumbent union bosses,” observed National Right to Work Foundation Vice President and Legal Director William Messenger.
“She followed NLRB agents’ instructions, navigated the Board-created ‘window’ for filing her petition, and even got an election scheduled, yet the Regional Director blocked the vote and handed SEIU bosses a gift at the expense of Gallo and her coworkers’ rights.
“The NLRA, which the NLRB is supposed to neutrally enforce, only has one limitation on a workers’ right to vote out a union they oppose, which is a previous vote within the last year.” added Messenger. “All the other NLRB-invented policies and bars should be eliminated so workers can fully exercise their right to free themselves of unwanted unions.”
Holistic Industries Cannabis Packing and Delivery Workers Overwhelmingly Request Vote to Remove UFCW Union
Effort comes as UFCW union officials try to rush contract to establish control over Western Mass facility
Springfield, MA (June 20, 2025) – A majority of production employees at cannabis company Holistic Industries’ Monson facility have requested a vote to remove United Food and Commercial Workers (UFCW) Local 1459 union officials from their workplace. Packaging associate Scott Browne submitted the union decertification petition to the National Labor Relations Board (NLRB) on behalf of his colleagues with free legal aid from National Right to Work Foundation staff attorneys.
The NLRB is the agency responsible for enforcing federal labor law, a task that includes administering votes to install (or “certify”) or remove (or “decertify”) unions. The National Labor Relations Act (NLRA) stipulates that a decertification petition must contain signatures from at least 30% of employees in a work unit to prompt a decertification election. Browne far exceeded this threshold, submitting a showing of interest that contained signatures from over 70% of his work unit.
Because Massachusetts lacks Right to Work protections for its private sector workers, union officials can enforce contracts that require employees to pay union dues or fees as a condition of getting or keeping a job. In contrast, in Right to Work states, union membership and all union financial support are strictly voluntary and the choice of each individual worker. However, in both Right to Work and non-Right to Work states, union monopoly bargaining contracts control the working conditions of all workers in a unionized workplace, even those who voted against or otherwise oppose the union.
“UFCW union officials are trying to strike a deal with our employer that will require us to pay fees out of our wages just to stay employed here. But with this petition, I and all of my coworkers have made our position clear: We don’t want or need a union,” commented Browne. “UFCW bosses haven’t convinced us that they’re going to deliver on the promises they made when they first came to our workplace, and the prospect of being forced to pay for that kind of ‘representation’ isn’t exactly appealing.”
UFCW Bosses Rush Contract Despite Worker Opposition
UFCW Local 1459 recently called a vote on a contract drafted by union officials. Union officials will often rush to finalize a contract in order to trigger the “contract bar,” a non-statutory NLRB policy that bars workers from requesting a union decertification vote while a union contract is active, up to three years.
Because there is no legal requirement to abide by the results of a worker contract vote, situations sometimes arise in which union officials ratify a contract that workers rejected to keep them trapped in the union under the NLRB’s non-statutory “contract bar” policy. However, because Browne submitted his decertification petition before any contract ratification occurred, Holistic Industries employees have likely avoided this situation.
Union-Label Legislators Seek to Strip Cannabis Workers Nationwide of Freedom to Resist Unionization
Foundation staff attorneys recently assisted employees of Green Thumb Industries – a New Jersey-based cannabis company – in filing a petition to remove UFCW union officials from power at their facility. Foundation attorneys have also opposed state legislative schemes that would require cannabis companies to grant union bosses special access to their workers just as a condition of operating. Such arrangements – misleadingly called “labor peace agreements” – infringe workers’ right to freely decide for or against union control, yet have become law in California, New York, and other states. Massachusetts legislators filed a bill last legislative session to establish such a framework.
“Holistic Industries workers have joined the groundswell of workers nationwide who are exercising their right to declare independence from union bosses who don’t represent their interests,” commented National Right to Work Foundation President Mark Mix. “While we’re confident that they will succeed in their effort to oust UFCW officials, union-label legislators are trying to stifle cannabis industry employees’ rights across the country as a sop to their union boss political allies.
“State lawmakers have no shortage of factors to wrestle with when deciding whether to greenlight the cannabis industry, but one thing should be non-negotiable: Letting the industry take root shouldn’t mean that workers’ individual rights go up in smoke,” Mix added.
Cornell Univ. Graduate Students Hit UE and GSU Unions with Discrimination Charges for Harassing Religious Objectors to Compulsory Unionism
EEOC Charges: Instead of respecting valid requests for religious accommodation, union officials sent harassing “questionnaires” to illegally interrogate students’ beliefs
Ithaca, NY (June 19, 2025) – Two Cornell University graduate students have just slammed the Cornell Graduate Student Union (GSU) and its parent the United Electrical (UE) union with federal antidiscrimination charges. The students, David Rubinstein and Louie Gold, maintain that union officials are illegally harassing graduate students who submit valid religious objections to paying union dues.
Rubinstein and Gold are both Jewish and believe affiliating with or financially supporting the UE unions conflicts with their sincerely held religious beliefs. The graduate students filed their charges at the Equal Employment Opportunity Commission (EEOC) with free legal representation by National Right to Work Foundation staff attorneys.
In their charges, Rubinstein and Gold explain that they are targets of an illegal practice in which UE union officials harass and interrogate religious objectors rather than comply with Title VII of the Civil Rights Act of 1964, which prohibits employment discrimination, including on the basis of religion.
As their charges explain, rather than comply with their valid requests for religious accommodations, UE union bosses instead sent “questionnaires” containing invasive and legally irrelevant questions to religious objectors. The questionnaires include intrusive demands like, “[P]lease include the name and address of the organization sponsoring the [religious] services you attend and the name of the faith leader(s),” and “How long have you had your religious belief?” The end of the questionnaire indicates that union officials may not even respect a student’s religious objection after completion of the form, stating ominously that “The UE national union will review your religious objection upon receipt and may have follow-up questions” (emphasis added).
Union Officials Ignored Students’ Valid Exercise of Religious Freedom
Rubinstein and Gold argue in their charges that they and other students who received this dubious questionnaire already discharged their legal duties when they informed the union of their objections to paying dues. Title VII of the Civil Rights Act of 1964 provides that objectors must only describe a sincere religious objection to union affiliation, which Rubinstein and Gold both did in letters to the national UE union. Federal law requires union officials to provide a religious accommodation to such objectors. An accommodation often permits the objector to divert an amount of money equal to dues to a 501(c)(3) nonprofit charity instead.
“Both nationwide and on the Cornell campus, the UE, CGSU, and their other campus affiliates have been at the forefront of demonizing Israel, seeking its destruction, and supporting Hamas’s violent and barbaric terrorism against Israel and its inhabitants,” the charges read. “The unions had no objective or bona-fide reasons to doubt the basis for my accommodation request or to question my sincerely held religious beliefs, observances, and practices.”
Because New York lacks Right to Work protections, UE and Cornell GSU union officials are enforcing a contract that requires graduate students to pay union dues or fees just to keep their work. While Title VII creates an exception for those like Gold and Rubinstein who have sincere religious objections to union affiliation, Right to Work states provide even more protection by making union membership and financial support a voluntary choice.
Jewish Graduate Students at MIT Forced GSU and UE to Back Off Illegal Dues Practices
Since 2023, National Right to Work Foundation staff attorneys have assisted dozens of Christian and Jewish graduate students across the country in defending their religious freedom from union forced-dues demands – particularly demands from UE union officials. In 2024, five Foundation-backed Jewish graduate students from the Massachusetts Institute of Technology (MIT) scored religious accommodations that allowed them to pay money to pro-Israel charities instead of to the UE union hierarchy. In a related case for another MIT graduate student, Foundation attorneys secured a settlement that required union officials to inform the entire MIT graduate student body (over 3,000) of their rights under the Communications Workers of America v. Beck Supreme Court decision. Beck permits nonmembers to cut off dues payments for union political or ideological activities.
“This situation at Cornell again shows students and the public at large exactly what GSU and UE union officials’ priorities are: radical political mobilization and agitation, not respecting the individual rights of the students they claim to ‘represent,’” commented National Right to Work Foundation President Mark Mix. “Union bosses may not like it, but federal law is clear that they must comply with valid requests for a religious accommodation based on sincerely held objections to union affiliation, and cannot harass and interrogate those who object to the union’s activities on religious grounds.
“While the battle to preserve the right of religious students and workers to opt out of objectionable union support is certainly important, true reform is needed to ensure that no one is forced to associate with union bosses or their agendas, whether their objection to the union is political, religious, financial, or otherwise,” added Mix.
Following Foundation Legal Arguments, Trump Fires Biden-Appointed NLRB Bureaucrats
The following article is from the National Right to Work Legal Defense Foundation’s bi-monthly Foundation Action Newsletter, March/April 2025 edition. To view other editions of Foundation Action or to sign up for a free subscription, click here.
Foundation constitutional lawsuit first to argue presidents can remove Board members
President Trump appears intent on ending union bosses’ reign at the NLRB. One of his first actions was to axe Jennifer Abruzzo and Gwynne Wilcox, both ex-union bosses who constantly sought to beef up their cronies’ powers over employees.
WASHINGTON, DC – Joe Biden, a career lackey of Big Labor union bosses, spared no moment of his administration ensuring that his cronies at the top of America’s largest unions gained power at the expense of independent-minded workers.
Only minutes after being inaugurated in 2021, he began setting the stage for a Big Labor takeover of the federal government: He immediately fired Peter Robb, the general counsel for the National Labor Relations Board (NLRB) during Donald Trump’s first term. With Robb gone, Biden’s acting general counsel quickly quashed multiple National Right to Work Foundation-backed cases that would have otherwise received full NLRB consideration. When Biden filled the general counsel position, he picked Jennifer Abruzzo — a radical ex-Communications Workers of America (CWA) lawyer who was confirmed only because then-Vice President Kamala Harris broke a party-line deadlock in the Senate.
And Biden wasn’t finished. He filled two vacancies on the Board itself with Gwynne Wilcox and David Prouty — who had both worked for the radical Service Employees International Union (SEIU).
Biden’s crusade against worker freedom arguably culminated in the disastrous Cemex Construction Materials Pacific NLRB decision, which gave union officials the power to seize monopoly bargaining power in a workplace without winning a secret-ballot election among employees. The Biden Board also repealed key Foundation-backed reforms that (among other things) stopped union bosses from using so-called “blocking charges” alleging employer malfeasance to stop workers from voting in union removal elections they had requested.
Sudden End of Radical Biden Majority Creates Opportunities for Foundation Litigation
But, just a week after re-ascending to the White House, President Trump took immediate action to undo the damage to worker freedom caused by the historically-radical Biden NLRB. In late January, Trump took the crucial step of giving both Abruzzo and Wilcox the boot. That, combined with the fact that the Senate did not confirm Biden NLRB Chairman Lauren McFerran for another term, means Trump has the opportunity to appoint a pro-freedom majority to the Board before it considers any other cases.
“We hope that this signals the opening of a new chapter at the NLRB, where the agency will fulfill its statutory mandate to protect workers’ right to associate with unions if they choose, but will equally defend their right to refrain from all union activity,” commented National Right to Work Foundation President Mark Mix.
Trump Admin, Others Follow Foundation Lead in Arguing for Structural Board Change
By removing Wilcox, the Trump Administration is relying on arguments made in the Foundation’s groundbreaking cases challenging the structure of the NLRB. Foundation-backed Starbucks employees Ariana Cortes and Logan Karam filed the first-ever federal suit arguing that, as per the Constitution’s separation of powers principles, the president should be able to remove them at-will.
Cortes and Karam’s suit is currently pending at the D.C. Circuit Court of Appeals. Big Labor backers argue that board members like Wilcox have statutory protections that make them removable only in certain circumstances. But Board member protections are constitutionally questionable.
“President Trump made an excellent and decisive move to protect the freedom of American workers. Abruzzo’s and Wilcox’s track records were devastating for independent-minded employees,” observed Mix.
“We’re also encouraged by the Trump Administration’s apparent reliance on National Right to Work Foundation-backed workers’ cases to affirm the idea that NLRB members — like Wilcox — should be removable by the president at will. “The Foundation still has considerable legal work to do to reverse the damage done by the Biden NLRB, and removing a union partisan like Wilcox from the Board is just the first step towards restoring the rights and freedoms of workers opposed to union affiliation,” added Mix.
Full Foundation Action January/February Newsletter Now Online
All articles from the January/February 2025 issue of Foundation Action are now online.
In this issue:
- Dartmouth, MIT, Vanderbilt Graduate Students Challenge Forced Unionism
- Chicago 911 Operators Notch Another Janus Victory Over IBEW
- Philly-Area Manufacturing Employees Triumph Over UAW Intimidation Campaign
- New York Farmworkers Seek to Challenge ‘Card Check’ & Uproot UFW Union Bosses
- Michigan Security Guards Overwhelmingly Vote to End Union Bosses’ Forced-Dues Power
- Austin Worker Files 5th Foundation-Backed Lawsuit Arguing NLRB Violates US Constitution
Netflix Spy Kids Production Driver Demands Review From Federal Labor Board in Case Challenging Teamsters Discrimination
Texas-based driver exposes “hiring hall” scheme that operates in violation of federal law
Austin, TX (June 9, 2025) – Jeff Norris, a transportation employee for Texas-based Netflix streaming productions like Spy Kids: Armageddon, is asking the National Labor Relations Board (NLRB) to review an administrative law judge’s (ALJ) ruling in his case. Norris is charging Teamsters Local 657 union officials with discriminating against employees who have abstained from formal union membership and against union members who have spoken out against union officials’ agenda. Norris is receiving free legal aid from the National Right to Work Legal Defense Foundation.
Norris’ filing attacks Teamsters Local 657 union bosses’ “hiring hall” arrangement, in which they refer production drivers for jobs based on various “lists” that divide employees up by, among other things, member vs. nonmember status. Norris contends that prioritizing the hiring of union members over nonmembers is a form of discrimination that the National Labor Relations Act (NLRA) forbids.
Evidence presented during trial showed that, using this arrangement, it was virtually impossible for a nonmember to he hired for a driver job before a member.
Netflix Driver’s Brief: Workers Targeted by Teamsters Union’s Discrimination Deserve Compensation
The ALJ decision now under review by the NLRB agreed with Norris on his discrimination argument. However, Norris’ newest filing seeks to counter Teamsters lawyers’ position that the NLRB should reverse that holding. The brief also demands a ruling that all employees who experienced discrimination under this “hiring hall” scheme receive compensation, a form of relief that the ALJ puzzlingly decided not to grant.
Norris – whom Teamsters Local 657 President Frank Perkins sought to have booted out of the union – is also taking exception to the ALJ’s ruling that Perkins did not discriminate against Norris by seeking his removal.
Norris, who has been a longtime critic of Teamsters Local 657 leadership, argues that the expulsion attempt “was not the result of a good faith attempt to enforce the Union’s constitution and bylaws,” but involved trumped-up charges designed to punish him for speaking out and filing charges against the union. Similarly, Norris is contesting the ALJ’s rejection of his argument that Teamsters officials slow-walked referring him for a job on Spy Kids: Armageddon due to his advocacy against union bosses’ schemes.
Foundation staff attorneys have recently aided several groups of workers in efforts to challenge malfeasance by Teamsters union officials or vote the union out completely. These include truck drivers in California and Georgia, Frito-Lay warehouse workers in Ohio, metalworkers in San Diego, nurses in Michigan, and many more. Across the country, workers’ desire to exercise their right to vote out unpopular union bosses is increasing: Worker-filed petitions seeking union decertification votes are up more than 50% from 2020, according to NLRB data.
“While it’s all too common to see union officials use their government-granted exclusive ‘representation’ powers to discriminate against workers who decide not to be members, members who expose illegal union boss activities or otherwise question union boss misdeeds are also frequent targets of union abuse,” commented National Right to Work Foundation President Mark Mix. “Netflix production drivers who are ready, able, and willing to help bring stories to the silver screen don’t deserve to be passed over simply for being at odds with union leadership, or because they choose to exercise their right not to affiliate with a union under Texas’ popular Right to Work law.
“We’re proud to help Mr. Norris in his legal battle to ensure that dissident union members and workers who refuse to associate with the Teamsters are not illegally targeted by union bosses,” added Mix.
National Right to Work Foundation Attorney to Appear Before U.S. House in Hearing on Labor Board Reforms
Aaron Solem will call for demise of coercive Biden-era policies
Washington, DC (June 11, 2025) – In a hearing today, veteran National Right to Work Foundation Staff Attorney Aaron Solem will testify before the U.S. House Committee on Education and the Workforce’s Subcommittee on Health, Employment, Labor, and Pensions. He will discuss the reforms needed to reverse the ways the National Labor Relations Board (NLRB), especially under the Biden Administration, rigged the rules to promote union boss power at the expense of the rights of independent-minded workers.
During a hearing titled “Restoring Balance: Ensuring Fairness and Transparency at the NLRB,” Solem will discuss how current NLRB rules allow union officials to corral and keep workers in union ranks without a vote, and let union officials force workers to subsidize union ideological activities. Solem, who has a thirteen-year career of defending workers from union coercion before the courts and administrative agencies like the NLRB, will be urging several reforms to protect workers’ individual rights.
Solem will appear as an expert witness at the hearing chaired by Georgia Congressman Rick Allen. Also appearing on the witness stand will be Jennifer Abruzzo, a former high-ranking lawyer for the Communications Workers of America (CWA) union and ex-General Counsel of the Biden NLRB, who during her time at the agency pushed to make it more difficult for workers to escape union control.
“These are anti-employee policies because they cancel worker choices and replace them with decisions made by unions and the government,” Solem’s written testimony reads. “President Trump won reelection because he was the candidate who listened to employees. The Board should follow in those footsteps by pursuing a truly pro-employee agenda. This agenda would put power in the hands of workers—not unions or employers—— to decide whether they want to be represented by a labor union.”
Biden-Era NLRB Policies Stripped Workers of Right to Exit & Defund Unwanted Unions
Solem’s written testimony breaks down several policies advanced by the Biden NLRB that strip workers of their right to vote themselves free of unwanted union influence. Among these are the “blocking charge” policy, which “allows unions to unilaterally block [union] decertification elections just by filing a charge against an employer, no matter how meritless it may be,” and the so-called “voluntary recognition bar,” which prevents workers from requesting an election to remove a union after union officials gain power through the unreliable “card check” method. Card check abandons the security of a secret-ballot union vote and instead relies on union authorization cards collected by union officials from workers – often through coercive tactics.
Solem also urges the NLRB to “follow Supreme Court precedent and require non-member employees to opt-in to paying for union political expenditures.” As it currently stands, employees who are not union members must “jump through several procedural hoops” to pay a reduced amount of union dues that excludes expenses for union political activities they may staunchly disagree with. The right to pay this reduced amount is enshrined in the Foundation-won CWA v. Beck Supreme Court decision, but current NLRB policies don’t sufficiently protect it.
Freedom vs. Coercion for Workers on Display
“At this hearing, House members will see two starkly differing visions for American workers,” commented National Right to Work Foundation President Mark Mix. “Aaron Solem will advocate for a future where workers can decide for themselves whether or not a union in their workplace is right for them, while Jennifer Abruzzo will double down on granting union officials sweeping coercive powers to impose their will on working people.
“American workers, who are affiliating with unions at near-record-low numbers and overwhelmingly support voluntary and not forced unionism, deserve to have an NLRB where their individual rights are protected and not ceded to union officials and their political cronies,” Mix added. “The incoming Trump NLRB should relegate the cynical, top-down, forced-unionism approach of Jennifer Abruzzo and the Biden NLRB to the dustbin of history, and empower workers by protecting their individual freedoms.”
