From the desk of Steve Cabot: Businesses across America are suffering at the hands of an aggressively pro-union National Labor Relations Board (NLRB). As a result, 86 national business associations and 131 state and city associations have formed the Coalition for a Democratic Workplace. The Coalition’s mission is to amend the National Labor Relations Act, so that businesses can operate at maximum rates of productivity and profitability.

The Coalition supports the Job Protection Act, H. R. 1976, which would, according to an article in the P J Tattler, clarify the NLRA “with respect to state right to work laws, reining the agency in after a series of unprecedented actions that heavily tilt toward Big Labor.”

From allowing micro unions to organize to preventing Boeing from operating in a right-to-work state, from permitting union organizers to trespass on private corporate property to promoting card checks, the NLRB has been proving to be one of the most injurious institutions to the health and growth of American businesses.

We urge all readers of the Cabot Institute of Labor Relations blog to contact their congressional representatives and voice their support for the Job Protection Act, H R 1976.

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From the desk of Stephen Cabot: The National Labor Relations Board’s decision to prevent Boeing from opening a new out-of-state manufacturing facility has apparently inspired other workers to file complaints with the Board.

The American Guild of Musical Artists has now filed a federal complaint against the New York City Opera, which wants to move out of its famed Lincoln Center home after 45 years. The opera company is in serious financial difficulty and deeply in debt. Not only will the company move to a more affordable space, but it plans to reduce the number of operas it will stage next year, from five to three.

The opera company’s 200 members, including fifty choristers and ten production workers, are claiming that the move to a less expensive venue and the company’s intention to produce fewer operas than last season will result in reduced pay.

Of course, it will: that’s the point of restructuring. If the company is to survive and continue providing first-class opera performances to opera goers, it must cut costs. And one of its major costs is its labor expenses.

One can now expect that unionized workers of any company that wants to relocate to file a complaint with the NLRB. The Boeing decision has opened a Pandora’s Box of complaints that will continue to place obstacles against new opportunities not only for increasing profitability and productivity, but also (in this case) against a corporation’s very survival.

Corporate America can only hope that the NLRB does not approve this latest operatic complaint. It is an aria sung out of tune with logic.

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From the desk of Stephen Cabot: According to an article in the Wall Street Journal (www.wsj.com), the NLRB has broadened its recent decision about not permitting Boeing to open a manufacturing facility in a right-to-work state. It wants to apply that decision to all companies.

Unions have traditionally focused their attentions on collective bargaining, wages, and benefits. Management has heretofore been free to decide where a company should operate.

Now the NLRB wants to change that formula: The Board would like to force all unionized companies to consult their workers’ unions before deciding to relocate to another state. In other words, if employees don’t want to move, then the company will have to stay put or attempt to get an exemption from the union and/or the NLRB. Unions would have unfair leverage as well as a veto.

This is a further example that the NLRB will do what organized labor demands to counteract the waning levels of union membership and even help unions capture new members. Rather than preserving jobs in America, such tactics will cause companies to relocate out of the United States. And that will be bad for everyone: workers, consumers, companies; in fact, it will prove injurious to the entire economy of country.

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