Workforce Fairness Institute Applauds Representation Fairness Restoration Act Introduction

WFI

FOR IMMEDIATE RELEASE                                                CONTACT: Ryan Williams
May 25, 2017                                                                                                      202-677-7060

Workforce Fairness Institute Applauds Representation Fairness Restoration Act Introduction

Washington, D.C. – Workforce Fairness Institute (WFI) spokesperson Heather Greenaway released the following statement today in response to U.S. Senator Johnny Isakson’s introduction of the Representation Fairness Restoration Act (S.1217), as well as companion legislation in the U.S. House (H.R. 2629):

“We applaud this important effort to reverse the flawed decision by the National Labor Relations Board to allow micro-unions.  The decision in Specialty Healthcare was a huge win for labor bosses and fundamentally changed the traditional bargaining unit standard that union elections have operated under for decades.  Micro-unions disrupt the workplace and harm workers – serving no other benefit than to increase Big Labor’s rolls.  This crucial legislation in both the U.S. House and Senate restores fairness to the system, ensuring that all workers have a voice in their own representation.”

The Workforce Fairness Institute is an organization committed to educating voters, employers, employees and citizens about issues affecting the workplace.  To learn more, please visit: http://www.workforcefairness.com.

To schedule an interview with a Workforce Fairness Institute representative, please contact Ryan Williams at (202) 677-7060.

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Union Bosses Make Big Bucks & Enjoy Luxurious Accommodations At Workers’ Expense

WFI

FOR IMMEDIATE RELEASE                                                CONTACT: Ryan Williams
May 17, 2017                                                                                                  202-677-7060

Union Bosses Make Big Bucks & Enjoy Luxurious Accommodations At Workers’ Expense
Big Labor Also Seeks Minimum Wage Increases On Businesses, While Exempting Rank & File

UNION BOSSES MAKE OUT MUCH BETTER THAN RANK & FILE

Union Membership Falls Over Decades:

In 2016, Only 10.7 Percent Of Salary And Wage Workers In The United States Were Union Members. “The union membership rate – the percent of wage and salary workers who were members of unions – was 10.7 percent in 2016, down 0.4 percentage point from 2015, the U.S. Bureau of Labor Statistics reported today.” (U.S. Department Of Labor, Bureau Of Labor Statistics, “Union Members Summary,” Press Release, 1/26/17)

  • The Percentage Of Union Members In The United States Declined By 3.1 Million Between 1983 And 2016. “The number of wage and salary workers belonging to unions, at 14.6 million in 2016, declined by 240,000 from 2015.  In 1983, the first year for which comparable union data are available, the union membership rate was 20.1 percent, and there were 17.7 million union workers.” (U.S. Department Of Labor, Bureau Of Labor Statistics, “Union Members Summary,” Press Release, 1/26/17)

Union Bosses Took Home Generous Salaries In 2016:

wfi release

(U.S. Department Of Labor, olms.dol-esa.gov, Accessed 5/10/17)

Union Boss Pay Versus Average Union Member

Bus Driver (School):

During Fiscal Year 2016, Teamsters President James P. Hoffa Was Paid A Gross Salary Of $309,927. (U.S. Department Of Labor, Teamsters, Form LM-2, Accessed 5/12/17)

  • The Average Wage For A School Bus Driver In 2016 Was $31,110.(U.S. Department Of Labor, Teamsters, Form LM-2, Accessed 5/12/17)
  • Hoffa Is Making Almost Ten Times As Much As The Average School Bus Driver.

Child Care Workers:

During Fiscal Year 2016, SEIU President Mary Kay Henry Was Paid A Gross Salary Of $251,522.(U.S. Department Of Labor, SEIU, Form LM-2, Accessed 5/10/17)

  • The Average Wage For A Childcare Worker In 2016 Was $22,930.(Bureau Of Labor Statistics, www.bls.gov, Accessed 5/10/17)
  • Henry Is Making Almost Eleven Times As Much As The Average Childcare Worker

Electrical Workers:

During Fiscal Year 2016, IBEW President Lonnie R. Stephenson Was Paid A Gross Salary Of $361,477. (U.S. Department Of Labor, IBEW, Form LM-2, Accessed 5/10/17)

  • The Average Wage For An Electrician In 2016 Was $56,650. (Bureau Of Labor Statistics, www.bls.gov, Accessed 5/10/17)
  • Stephenson Is Making More Than Six Times As Much As The Average Electrician.

Firefighters:

During Fiscal Year 2016, IAFF President Harold A. Schaitberger Was Paid A Gross Salary Of $360,101. (U.S. Department Of Labor, IAFF, Form LM-2, Accessed 5/10/17)

  • The Average Wage For A Firefighter In 2016 Was $50,520. (Bureau Of Labor Statistics, www.bls.gov, Accessed 5/10/17)
  • Schaitberger Is Making More Than Seven Times As Much As The Average Firefighter.

Gaming Dealers:

In Fiscal Year 2016, UNITE HERE! President Donald R. Taylor Received A Gross Salary Of $271,324. (U.S. Department Of Labor, UNITE HERE!, Form LM-2, Accessed 5/11/17)

  • The Average Wage For A Casino Dealer In 2016 Was $21,990. (Bureau Of Labor Statistics, www.bls.gov, Accessed 5/10/17)
  • Taylor Is Making Twelve Times More Than The Average Casino Dealer.

Home Health Aides:

During Fiscal Year 2016, SEIU President Mary Kay Henry Was Paid A Gross Salary Of $251,522.(U.S. Department Of Labor, SEIU, Form LM-2, Accessed 5/10/17)

  • The Average Wage For A Home Health Aide In 2016 Was $23,600. (Bureau Of Labor Statistics, www.bls.gov, Accessed 5/10/17)
  • Henry Is Making More Than Ten Times What The Average Home Health Aide Makes.

House Keepers:

In Fiscal Year 2016, UNITE HERE! President Donald R. Taylor Received A Gross Salary Of $271,324.(U.S. Department Of Labor, UNITE HERE!, Form LM-2, Accessed 5/11/17)

  • The Average Wage For A Maid In 2016 Was $23,830.(Bureau Of Labor Statistics, www.bls.gov, Accessed 5/10/17)
  • Taylor Is Making More Than Eleven Times As Much As The Average Maid.

Security Guards:

During Fiscal Year 2016, SEIU President Mary Kay Henry Was Paid A Gross Salary Of $251,522.(U.S. Department Of Labor, SEIU, Form LM-2, Accessed 5/10/17)

  • The Average Wage For A Security Guard In 2016 Was $29,730. (Bureau Of Labor Statistics, www.bls.gov, Accessed 5/10/17)
  • Henry Is Making More Than Eight Times As Much As The Average Security Guard.

Teachers:

During Fiscal Year 2016, AFT President Randi Weingarten Was Paid A Gross Salary Of $397,763. (U.S. Department Of Labor, AFT, Form LM-2, Accessed 5/10/17)

  • The Average Wage For An Elementary And Middle School Teacher In 2016 Was $59,270. (Bureau Of Labor Statistics, www.bls.gov, Accessed 5/10/17)
  • Weingarten Is Making More Than Six Times The Salary Of The Average Elementary And Middle School Teacher.

UNION BOSSES BIG SPENDING ON EXCLUSIVE RESORTS

AFT Spending:

On April 30, 2016, The AFT Spent $139,125 At The Loews Santa Monica Beach Hotel For “Meeting Costs.”(U.S. Department Of Labor, AFT, Form LM-2, Accessed 5/11/17)

The Loews Santa Monica Beach Hotel Is A Luxury Hotel Near The Beach In Santa Monica, California. “Beachside style, fun, comfort.  Enjoy all these things and more at Loews Santa Monica Beach Hotel, the perfect luxury hotel for leisure and family travel in the Los Angeles area.  Browse our photos and start planning your visit to our hotel today.” (Loews Santa Monica Beach Hotel, www.loewshotels.com, Accessed 5/11/17)

 

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(Loews Santa Monica Beach Hotel, www.loewshotels.com, Accessed 5/11/17)

SEIU Spending:

On October 31, 2016,The SEIU Spent $6,266 For “Support For Organizing” At The InterContinental Hotel Hong Kong.(U.S. Department Of Labor, SEIU, Form LM-2, Accessed 5/11/17)

  • They Spent Another $8,474 At The Hotel For “Support For Organizing” On November 28, 2016.(U.S. Department Of Labor, SEIU, Form LM-2, Accessed 5/11/17)

The InterContinental Is A Luxury Hotel In Hong Kong. “The Forbes Travel Guide Five-Star InterContinental Hong Kong has always been prized for its unrivalled harbor views.  Whether you’re gazing over the skyline from the Club InterContinental Lounge or landmark-spotting from your suite, all of Hong Kong is literally at your feet.  But the views are not the only draw.  The hotel is also renowned for its luxurious accommodation, impeccable service and world-class restaurants which include the 2-Michelin star and Forbes Travel Guide Five-Star Yan Toh Heen.” (InterContinental Hong Kong, hongkong-ic.intercontinental.com, Accessed 5/11/17)

 

wfi 5.17 1

 

(TripAdvisor, www.tripadvisor.com, Accessed 5/11/17)

On January 31, 2016, The SEIU Spent $32,494 At The Renaissance Brussels Hotel For “Support For Organizing.” (U.S. Department Of Labor, SEIU, Form LM-2, Accessed 5/11/17)

  • They Spent Another $15,302 For The Same Thing On March 31, 2016. (U.S. Department Of Labor, SEIU, Form LM-2, Accessed 5/11/17)

Teamsters Spending:

During Fiscal 2016, The Teamsters Spent $15,527 At The Westin Beach Resort In Fort Lauderdale, Florida.(U.S. Department Of Labor, Teamsters, Form LM-2, Accessed 5/11/17)

The Westin In Fort Lauderdale Is Right On The Beach:

 

wfi 5.17

(The Westin, www.westinftlauderdalebeach.com, Accessed 5/11/17)

During Fiscal 2016, The Teamsters Spent $93,321 At Bally’s Casino-Hotel In Las Vegas. (U.S. Department Of Labor, Teamsters, Form LM-2, Accessed 5/11/17)

UAW Spending:

The UAW Spent $10,013 At Greektown Casino In Detroit, Michigan.(U.S. Department Of Labor, United Auto Workers, Form LM-2, Accessed 5/12/17)

In January 2016, The UAW Spent $6,079 At Joe’s Seafood Prime Steak & Stone Crab In Washington, D.C. For A “Meeting.”(U.S. Department Of Labor, United Auto Workers, Form LM-2, Accessed 5/12/17)

UFCW Spending:

On August 22, 2016, The UFCW Spent $137,348 At MGM Resort International In Las Vegas For “Conferences/Meetings-Political.” (U.S. Department Of Labor, UFCW, Form LM-2, Accessed 5/10/17)

On November 2, 2016, The UFCW Spent $38,360 At The Mayflower Renaissance Hotel In Washington, D.C. For “Political / Lobbying” Purposes.(U.S. Department Of Labor, UFCW, Form LM-2, Accessed 5/10/17)

The Mayflower Is A Luxury D.C. Hotel:

 wfi 5.17 2

 

(Marriott, www.marriott.com, Accessed 5/12/17)

 

On November 30, 2016, The UFCW Spent $92,133 At Bally’s Hotel In Las Vegas For “Conferences/Meetings-Political.” (U.S. Department Of Labor, UFCW, Form LM-2, Accessed 5/10/17)

Big Labor Spends Big On Politics:

Between 2015 And 2016, Major Labor Unions Spent Millions On Candidates And Political Groups.

In October 2016, The Wall Street Journal Reported That Through August 2016, Labor Unions Had Spent $108.2 Million On The 2016 Elections:

 

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(Brody Mullins Et Al., “Labor Unions Step Up Presidential-Election Spending,” The Wall Street Journal, 10/18/16)

Breakdown Of Union Contributions To Political Groups & Candidates Between 2015-2016:

wfi 5.17 3

(Center For Responsive Politics, www.opensecrets.org, Accessed 5/15/17)

Minimum Wage Hypocrisy:

In 2014, The U.S. Chamber Of Commerce Reported That Labor Unions Were Exempted From Various Local Minimum Wage Laws. “According to a report released by the U.S. Chamber of Commerce last December, many labor unions are exempt from the various local minimum wage laws they support.” (Connor D. Wolf, “Santa Monica Unions Want Out Of Their Own Minimum Wage,” The Daily Caller, 9/29/15)

  • The Report Claimed That The Exemptions Were Designed To Increase Union Membership By Offering A “Low-Cost Alternative For Employers.” “The report details how these ‘escape clauses’ are often designed to encourage unionization because they make membership a low-cost alternative for employers.  This raises questions about who these minimum wage laws are actually meant to help, according to the report.” (Connor D. Wolf, “Santa Monica Unions Want Out Of Their Own Minimum Wage,” The Daily Caller, 9/29/15)

In Recent Years, Progressives Have Advocated For Raising The Minimum Wage. “Few progressive causes have enjoyed as much recent success as the campaign to raise pay for the working poor.” (Peter Jamison, “Outrage After Big Labor Crafts Law Paying Their Members Less Than Non-Union Workers,” Los Angeles Times, 4/9/16)

Yet, Many Of The Wage Increases Had A “Series Of Loopholes That Cut Union Workers Out” Of Such Increases. “Less celebrated, and often unnoticed, has been a series of loopholes that cut union workers out of the very pay increases their leaders have championed.” (Peter Jamison, “Outrage After Big Labor Crafts Law Paying Their Members Less Than Non-Union Workers,” Los Angeles Times, 4/9/16)

  • Los Angeles Times: The Exemptions Were “Clouding” The Labor Movement’s Push To Raise The Minimum Wage. “Such clauses have emerged as one of the labor movement’s most divisive issues, clouding an otherwise triumphant political moment for the unions that have backed new wage mandates.” (Peter Jamison, “Outrage After Big Labor Crafts Law Paying Their Members Less Than Non-Union Workers,” Los Angeles Times, 4/9/16)
  • Union Exemptions Were Present In A “Dozen California Cities At Labor Leaders’ Urging.” “Counterintuitive at first glance – organized labor’s historic goal has been to obtain more for workers, not less – union exemptions are absent from state and federal pay standards.  Yet they have been written into the fine print of wage ordinances in a dozen California cities at labor leaders’ urging.” (Peter Jamison, “Outrage After Big Labor Crafts Law Paying Their Members Less Than Non-Union Workers,” Los Angeles Times, 4/9/16)

SEIU & Fight For $15:

In 2016, The SEIU Spent $19 Million On Efforts To Raise The Federal Minimum Wage To $15 An Hour. “The Service Employees International Union (SEIU) poured $19 million into its effort to win support for a $15 federal minimum wage, according to a new analysis from a conservative organization.  The Center for Union Facts examined the 2016 financial disclosures the SEIU recently filed with the Labor Department, and discovered nearly $15 million paid to eight worker organizing committees championing the minimum wage push across the country.” (Tim Devaney, “SEIU Spent $19M On Fight For $15,” The Hill, 4/3/17)

In 2013, The City Of SeaTac Voted To Raise The Minimum Wage To $15 An Hour. “The City of SeaTac, Washington, is a community that exists primarily to service Seattle-Tacoma International Airport.  Its 2013 local ‘living-wage’ ballot initiative, Proposition 1, was aimed at increasing wages for hospitality and transportation workers.  It passed by just a 77-vote margin out of 6,003 votes cast.  With its passage, SeaTac established the nation’s then-highest minimum wage rate of $15 per hour.” (U.S. Chamber Of Commerce, “Labor’s Minimum Wage Exemption: Unions As The ‘Low-Cost’ Option,” 2016 Update)

  • Proposition 1 Included A Union Exemption. “In Proposition 1 also included an annual inflation adjustment, up to six-and-a-half days of paid sick leave, and required employers who won airport-related hospitality, transportation, and cleaning service contracts to give hiring preference to the employees of the contractors they replaced.  Not all workers may ultimately see these new wages and benefits, however, since Proposition 1also included a union escape clause.” (U.S. Chamber Of Commerce, “Labor’s Minimum Wage Exemption: Unions As The ‘Low-Cost’ Option,” 2016 Update)

The SEIU Was A Major Supporter Of The Campaign To Raise The Wage In SeaTac. “The Service Employees International Union (SEIU) was the measure’s primary supporter, but others included the Teamsters, UNITEHERE, the United Food and Commercial Workers, the AFL-CIO, and the Washington Education Association.” (U.S. Chamber Of Commerce, “Labor’s Minimum Wage Exemption: Unions As The ‘Low-Cost’ Option,” 2016 Update)

Los Angeles County Federation Of Labor, AFL-CIO & Fight For $15:

In May 2015, Union Officials Were Advocating For A Minimum Wage Exemption In Los Angeles. “In May, the Los Angeles City Council voted to lift the minimum wage to $15 an hour by 2020.  As the council reconvenes this week after a summer recess, the group is expected to take action on a union-backed clause in the wage bill that would exempt unionized workers.  Union officials argue the exception would allow them to negotiate better overall contracts, while some critics say the exemption would create an uneven playing field for mandated wages.” (Heesun Wee, “LA Union Wants To Be Exempt From $15 Minimum Wage,” CNBC, 7/30/15)

The Exemption Was Proposed By Los Angeles County Federation Of Labor, AFL-CIO, Executive Secretary-Treasurer Rusty Hicks. “The exemption proposal was made by Rusty Hicks, executive secretary-treasurer at the Los Angeles County Federation of Labor, AFL-CIO.  Similar exemption clauses are not uncommon in laws passed to raise local minimum pay.” (Heesun Wee, “LA Union Wants To Be Exempt From $15 Minimum Wage,” CNBC, 7/30/15)

Hicks Defended The Clause Saying It “Preserves And Protects Basic Worker Rights.” The collective bargaining clause in the wage bill ‘preserves and protects basic worker rights, and that is why nearly every city in California that has ever passed a minimum wage ordinance has included these protections,’ said Hicks in a prepared statement.  ‘I recognize it needs additional time for debate in front of lawmakers and the public, and I support that.’” (Heesun Wee, “LA Union Wants To Be Exempt From $15 Minimum Wage,” CNBC, 7/30/15)

  • Hicks Was A Leader In The Raise The Wage Campaign That Advocated For A $15 Minimum Wage. “‘I would never do anything to undermine the rights of any worker,’ said Hicks, also a leader in the local ‘Raise the Wage’ campaign that fought for the $15 minimum wage.” (Heesun Wee, “LA Union Wants To Be Exempt From $15 Minimum Wage,” CNBC, 7/30/15)

As Of May 2017, The Los Angeles County Federation Of Labor’s Website Describes Their Work Advocating For $15 An Hour Minimum Wage:

 wfi 5.17 4

 

(Los Angeles County Federation Of Labor, thelafed.org, Accessed 5/12/17)

Unite Here & Fight For $15:

Unite Here Has Been A Driving Force Behind Minimum Wage Laws In California. “Their complaints offer a rare window on internal dissent at Unite Here, which is known for its commanding influence at L.A. City Hall and has been a driving force behind other California cities’ minimum-wage laws.” (Peter Jamison, “Outrage After Big Labor Crafts Law Paying Their Members Less Than Non-Union Workers,” Los Angeles Times, 4/9/16)

Unite Here Has Been A Supporter Of Higher Wage Mandates With Exemptions. “In L.A. they can be found at large hotels, which employ tens of thousands of the region’s low-wage workers and over the last decade have been subject to several industry-specific pay mandates that include loopholes for businesses with collective bargaining agreements.  Unite Here officials were among the foremost advocates of those ordinances, which were enacted earlier and separately from the city’s broader minimum wage for all workers.” (Peter Jamison, “Outrage After Big Labor Crafts Law Paying Their Members Less Than Non-Union Workers,” Los Angeles Times, 4/9/16)

Unite Here Local 11 Has Fought Against Those Seeking To Get Rid Of Exemption:

In January 2016, One Of Santa Monica’s Largest Unions Opposed An Effort To Stop A Union Exemption In Santa Monica’s Proposed Minimum Wage Ordinance. “January 7, 2016 – One of Santa Monica’s largest unions came out swinging Wednesday against a last-minute attempt to stop the union exemption in the City’s proposed new $15-an-hour minimum wage law, saying the drive is the work of political conservatives.” (Niki Cervantes, “Unions Says Petition Drive Against Santa Monica New Minimum Law Is Front For Political Conservatives,” Santa Monica Lookout, 1/7/16)

  • Unite Here Local 11 Called The Effort To Stop The Exemption A “Faceless Conservative Astroturf Campaign.” “Unite Here Now Local 11 dismissed the signature drive by the new One Fair Wage Coalition as a ‘faceless conservative astroturf campaign.’” (Niki Cervantes, “Unions Says Petition Drive Against Santa Monica New Minimum Law Is Front For Political Conservatives,” Santa Monica Lookout, 1/7/16)

Spokesperson Melanie Luthern Said “Real Community Support” Does Not Exist For The Campaign. “No ‘real community support’ exists for it in Santa Monica, said Melanie Luthern, a political organizer and spokesperson for Local 11, which represents about 1,000 hotel and associated employees in Santa Monica.” (Niki Cervantes, “Unions Says Petition Drive Against Santa Monica New Minimum Law Is Front For Political Conservatives,” Santa Monica Lookout, 1/7/16)

  • Luthern Went On To Say Many Community Officials Supported A Minimum Wage With A Protection For Collective Bargaining. “‘Clergy, elected officials, renters’ rights activists, former mayors, workers, environmental leaders, doctors, students and many more community members have all endorsed a comprehensive minimum wage with collective bargaining protection,’ Luthern said.” (Niki Cervantes, “Unions Says Petition Drive Against Santa Monica New Minimum Law Is Front For Political Conservatives,” Santa Monica Lookout, 1/7/16)

Unite Here Local 11 Supported The Minimum Wage Law With The Exemption. “Local 11, one of the most active unions in Santa Monica, is mostly supportive of the proposed new law for a higher minimum in Santa Monica and the union exemption it includes.” (Niki Cervantes, “Unions Says Petition Drive Against Santa Monica New Minimum Law Is Front For Political Conservatives,” Santa Monica Lookout, 1/7/16)

Unite Here Local 2 [San Francisco] President Supported Exemption:

In 2015 Outgoing Unite Here Local 2 President Mike Casey Said Exemptions Were Not Designed To Pressure Businesses Into Unionizing. “Mike Casey, the outgoing president of Unite Here Local 2 in San Francisco – a city whose $15 minimum wage law includes a collective-bargaining exemption – rejected suggestions that such clauses are intended to pressure businesses to unionize.” (Peter Jamison, “Why Union Leaders Want L.A. To Give Them A Minimum Wage Loophole,” Los Angeles Times, 7/27/15)

  • Casey: “It Gives Us More Latitude And More Flexibility At The Bargaining Table.” “‘This is not some cynical thing,’ Casey said.  ‘It gives us more latitude and more flexibility at the bargaining table.’” (Peter Jamison, “Why Union Leaders Want L.A. To Give Them A Minimum Wage Loophole,” Los Angeles Times, 7/27/15)

The Workforce Fairness Institute is an organization committed to educating voters, employers, employees and citizens about issues affecting the workplace.  To learn more, please visit: http://www.workforcefairness.com.

To schedule an interview with a Workforce Fairness Institute representative, please contact Ryan Williams at (202) 677-7060.

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Workforce Fairness Institute Applauds U.S. House Passage Of Working Families Flexibility Act

WFI

FOR IMMEDIATE RELEASE                                                CONTACT: Ryan Williams
May 2, 2017                                                                                                  202-677-7060

Workforce Fairness Institute Applauds U.S. House Passage Of Working Families Flexibility Act

Washington, D.C. –Workforce Fairness Institute (WFI) spokesperson Heather Greenaway released the following statement today in response to passage of the “Working Families Flexibility Act of 2017” (H.R. 1180) in the U.S. House of Representatives.

“We applaud the House’s vote in favor of this pro-worker, pro-family legislation.  The Working Families Flexibility Act is a common sense bill that grants private sector employees the same flexibility as public sector employees, affording them choice as to whether they’d prefer to be compensated for working more than 40 hours per week through overtime pay or comp time.  Improved flexibility in the workplace is crucial in today’s 21st Century environment.  Balancing family and a career can be difficult, and every family has different needs – this legislation helps address those realities.  We urge the Senate to expeditiously advance this important reform.”

The Workforce Fairness Institute is an organization committed to educating voters, employers, employees and citizens about issues affecting the workplace.  To learn more, please visit: http://www.workforcefairness.com.

To schedule an interview with a Workforce Fairness Institute representative, please contact Ryan Williams at (202) 677-7060.

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Working Families Flexibility Act Approved In U.S. House Education & Workforce Committee

WFI

FOR IMMEDIATE RELEASE                                                CONTACT: Ryan Williams
April 26, 2017                                                                                                  202-677-7060

Working Families Flexibility Act Approved In U.S. House Education & Workforce Committee

Washington, D.C. –Workforce Fairness Institute (WFI) spokesperson Heather Greenaway released the following statement in response to today’s U.S. House Education and Workforce Committee markup of the pro-worker, pro-family “Working Families Flexibility Act of 2017” (H.R. 1180):

“We’re happy to see the House Education and Workforce Committee make this legislation such a priority.  There’s no reason private sector employees shouldn’t be afforded the same choice that state and local government employees have had for decades.  The Working Families Flexibility Act gives the American workforce an option on how they’d prefer to receive overtime benefits and offers flexibility, making a necessary fix to allow employees to choose between comp time and regular time-and-a-half overtime pay.  Every worker, and every family, has different needs, and there shouldn’t be a one-size-fits-all approach for today’s constantly evolving 21st Century workplace.  The flexibility of comp time in lieu of overtime pay has been successful in the public sector and should be extended to private sector workers as well.”

The Workforce Fairness Institute is an organization committed to educating voters, employers, employees and citizens about issues affecting the workplace.  To learn more, please visit: http://www.workforcefairness.com.

To schedule an interview with a Workforce Fairness Institute representative, please contact Ryan Williams at (202) 677-7060.

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ICYMI: Anti-Regulatory Agenda Needs To Include Expeditious NLRB Appointments

WFI

FOR IMMEDIATE RELEASE                                                CONTACT: Ryan Williams
April 26, 2017                                                                                                  202-677-7060

IN CASE YOU MISSED IT

Anti-Regulatory Agenda Needs To Include Expeditious NLRB Appointments

Heather Greenaway
April 26, 2017
Townhall

As we approach President Trump’s first 100 days in office, and while he’s been busy rolling back regulatory red tape on small business, freeing job creators from excessive government regulation and rescuing workers from the control of Big Labor, there’s one important thing he has yet to do – and that’s fill two critical vacancies on the National Labor Relations Board (NLRB).

This is important. The NLRB is tasked with making big decisions on labor laws, affecting businesses large and small from coast to coast. The Board was established by the National Labor Relations Act of 1935 and was intended to be the unbiased arbiter of labor disputes. Through the supervision of labor union elections and the remedying of unfair labor practices, the Board makes precedent-setting legal decisions, however, during the last Administration, the Board went well out of bounds – undermining decades of established labor law and creating confusion and unease among our nation’s employers.

That’s largely due to the fact that the Board was packed with members tied to Big Labor and anti-business interests appointed by President Obama. But two current vacancies on the Board present a real opportunity to reverse course and restore balance – to get the “independent” agency back to working for American workers, not against them.

In the past several years, small businesses have had to face a myriad of drastic changes and shifts in the way they do business – all the while, union bosses have been benefiting, and indeed, profiting, from egregious NLRB decisions. In fact, a recent study conducted by Workplace Policy Institute and the Coalition for a Democratic Workplace deemed the current Board the most activist, partisan board in history – with its upending of over 4,500 years of established labor law, when taken cumulatively.

For example, the Board handed down a decision in Specialty Healthcare and Rehabilitation Center of Mobile that recategorized the workplace by allowing sub-units of employees to unionize, fundamentally changing the traditional bargaining unit standard that union elections operated under for decades. Under the “micro-union” decision, labor can group workers together in ad hoc ways in order to cherry pick employees predisposed to be more favorable to unionization, before calling for an election. NLRB board member Brian Hayes, in his dissent in the decision, accurately predicted that organized labor would use this ruling to increase rates of unionization in places where they would not otherwise have been successful. For example, the United Food & Commercial Workers (UFCW) used the micro-union decision to organize just the cosmetic and fragrance associates of a Macy’s in Saugus, Massachusetts, after previous attempts to unionize the store as a whole had failed.

Then in 2015, the Board made a decision to speed up the union election process, eliminating the prior 25-day minimum period that allowed employers to hire outside counsel and prepare. Today, elections are springing up and taking place in as few as nine days – orchestrated by a well-organized and well-planned campaign by labor bosses. They’re referred to as “ambush election” for a reason.

And the new Joint Employer Standard is yet another decision of late that’s crippling small business growth and stifling entrepreneurialism in America today. In fact, a bipartisan group of 57 lawmakers just signed a letter urging repeal of this new disastrous standard that impacts franchisers and franchisees across the nation.

It’s certainly been a rough few years.

That’s why we greatly applaud President Trump’s signing of more than one dozen bills and counting that repeal onerous Obama-era regulations though use of the Congressional Review Act – and are thankful that he has made the focus on deregulation the cornerstone of his presidency. However, there are two simple things he can do today to make a huge impact and restore sanity to our labor laws: he must act to fill these vacancies by appointing two new, pro-worker board members to the NLRB. As long as those seats sit empty, the deck remains stacked against employees and employers, and in favor of labor bosses seeing to pad their bottom line with increased dues from forced unionization.

 Heather Greenaway is a spokesperson for the Workforce Fairness Institute.

To access the op-ed, click here.

The Workforce Fairness Institute is an organization committed to educating voters, employers, employees and citizens about issues affecting the workplace.  To learn more, please visit: http://www.workforcefairness.com.

To schedule an interview with a Workforce Fairness Institute representative, please contact Ryan Williams at (202) 677-7060.

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Working Families Flexibility Act Offers Compelling Opportunity For Crucial Reform

WFI

FOR IMMEDIATE RELEASE                                                CONTACT: Ryan Williams
April 5, 2017                                                                                    202-677-7060

Working Families Flexibility Act Offers Compelling Opportunity For Crucial Reform
Legislation Directly Aids Families By Eliminating Outdated Federal, Private-Sector Restrictions

 

Washington, D.C. – Today, the U.S. House Committee on Education and the Workforce, Subcommittee on Workforce Protections held a hearing on the “Working Families Flexibility Act of 2017 (H.R. 1180).”  In response, Workforce Fairness Institute (WFI) spokesperson Heather Greenaway released the following statement:

“The Workforce Fairness Institute applauds efforts to advance common-sense legislation providing employees more flexibility in the workplace.  H.R. 1180 would, for the first time, allow employees in the private sector the choice of paid time off – in the form of comp time – in lieu of cash wages for overtime worked.  State and local government employees have long been granted this choice; however, onerous federal labor laws prohibited private-sector employees from having the same option.  This no-brainer reform will give parents greater flexibility to be there for their families – maintaining the standard 40-hour workweek, but giving employees more of a choice in how overtime work is compensated.  This legislation is a pro-family, pro-worker solution that enhances flexibility in the workplace, and today’s hearing featured compelling testimony to that effect.”

The Workforce Fairness Institute is an organization committed to educating voters, employers, employees and citizens about issues affecting the workplace.  To learn more, please visit: http://www.workforcefairness.com.

To schedule an interview with a Workforce Fairness Institute representative, please contact Ryan Williams at (202) 677-7060.

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WFI Applauds U.S. Senate Committee Vote Approving Acosta’s Nomination For Labor Secretary

WFI

FOR IMMEDIATE RELEASE                                                CONTACT: Ryan Williams
March 30, 2017                                                                                                  202-677-7060

WFI Applauds U.S. Senate Committee Vote Approving Acosta’s Nomination For Labor Secretary 

Washington, D.C. – Workforce Fairness Institute (WFI) spokesperson Heather Greenaway released the following statement today in response to the U.S. Senate Committee on Heath, Education, Labor and Pensions’ (HELP) vote on Alexander Acosta’s nomination for U.S. Secretary of Labor:

“We applaud the Senate HELP Committee’s vote today to advance Alexander Acosta’s nomination to the Senate floor.  As both a former U.S. Attorney and member of the National Labor Relations Board, Acosta understands the complex labor laws of this nation and has seen firsthand the effects of crippling regulations on jobs and economic growth.  He has the record and expertise to bring sanity back to the Department of Labor and reverse years of labor policies that hurt businesses and American workers alike, while rewarding union bosses.  We urge the full Senate to act quickly and confirm his nomination.”

The Workforce Fairness Institute is an organization committed to educating voters, employers, employees and citizens about issues affecting the workplace.  To learn more, please visit: http://www.workforcefairness.com.

To schedule an interview with a Workforce Fairness Institute representative, please contact Ryan Williams at (202) 677-7060.

 

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President Trump Signs Into Law Repeal Of Obama-Era “Blacklisting Rule”

WFI

FOR IMMEDIATE RELEASE                                                CONTACT: Ryan Williams
March 27, 2017                                                                                                  202-677-7060

President Trump Signs Into Law Repeal Of Obama-Era “Blacklisting Rule”

Washington, D.C. – Workforce Fairness Institute (WFI) spokesperson Heather Greenaway released the following statement today in response to President Donald Trump signing into law H.J. Res. 37, under the Congressional Review Act:

“With the stroke of the President’s pen, a punitive and unnecessary Obama-era rule that unfairly blacklisted some federal contractors from government bids was repealed.  The Workforce Fairness Institute applauds President Trump for eliminating this misguided regulation that undermined labor laws and punished job creators.  Since day one of his administration, President Trump has held firm on his commitment to unravel the growth-inhibiting, job-killing mandates of the past eight years – a refreshing change from the Obama Administration, which went out of its way to prop up Big Labor, and make it more difficult for workers and businesses to operate.  We thank President Trump for continuing to fulfill his campaign promises and appreciate him signing H.J. Res. 37 into law.”

The Workforce Fairness Institute is an organization committed to educating voters, employers, employees and citizens about issues affecting the workplace.  To learn more, please visit: http://www.workforcefairness.com.

To schedule an interview with a Workforce Fairness Institute representative, please contact Ryan Williams at (202) 677-7060.

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