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Pressure manual advocates bullying of employers and their families
In the past decade, unions have become increasingly desperate to obtain new dues-paying members. An example of how desperate can be found in a 70-plus-page intimidation manual from the Service Employees International Union (SEIU), which only recently came to light in a pending court case.
The new union tactic is to use pressure on corporate boardrooms as a means of organizing entire companies nationwide rather than recruiting workers on a site-by-site basis; in short, to organize employers rather than employees. To create this pressure, unions attempt to push businesses to the edge of bankruptcy, with little regard for the welfare of employer and employee. They attempt to strong-arm businesses into agreeing to take away the secret ballot for employees in union-organizing elections via card check. They also try to force employers to restrict their own speech on union issues so that workers will not get both sides of the story on unionization. Among the SEIU’s demands is that employers agree to bargain only with it, to the exclusion of all other unions, regardless of what workers want.
SEIU’s manual details how “outside pressure can involve jeopardizing relationships between the employer and lenders, investors, stockholders, customers, clients, patients, tenants, politicians, or others on whom the employer depends for funds.” The union advises using legal and regulatory pressure to “threaten the employer with costly action by government agencies or the courts.”
It details the use of community groups to “damage an employer’s public image and ties with community leaders and organizations.” SEIU recommends going after company officials personally. Not mincing words, SEIU states, “It may be a violation of blackmail and extortion laws to threaten management officials with release of ‘dirt’ about them if they don’t settle a contract. But there is no law against union members who are angry at their employer deciding to uncover and publicize factual information about individual managers.”
The “dirt” includes charges such as “racism, sexism, exploitation of immigrants or proposals that would take money out of the community for the benefits of distant stockholders.” SEIU recommends “[l]eafleting outside meetings where [targeted managers] are speaking, their homes, or events sponsored by community organizations they are tied to are some ways to make sure their friends, neighbors, and associates are aware of the controversy.”
In some areas, the manual blatantly advises breaking the law, stating, “Union members sometimes must act in the tradition of Dr. Martin Luther King and Mohatma [sic] Gandhi and disobey laws which are used to enforce injustice against working people.”