A sample managers\u27 response to unions\u27 anti-WCIRA campaign practices

Scott, Leonard C

English

DigitalCommons@ILR

Cornell University ILR School 
DigitalCommons@ILR 
Leonard Scott Union-Prevention and Counter-
Union Campaign Consulting Files, 1966-2013 
Kheel Center for Labor-Management 
Documentation & Archives 
1979 
WCIRA As A Campaign Issue, circa 1979 
Leonard C. Scott 
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WCIRA As A Campaign Issue, circa 1979 
Abstract 
A sample managers' response to unions' anti-WCIRA campaign practices. 
This wcira campaign procedures and what employers can and cannot do is available at DigitalCommons@ILR: 
https://digitalcommons.ilr.cornell.edu/leonardscott/49 
WCIRA AS· A CAMPAIGN ISSUE 
Recently, the 
----------------
Union has take~ to 
making WCIRA a campaign issue. They label us "Union Busters", 
and imply that we interfere with the rights of employees to seek 
outside representation by a labor Union. You may receive handouts 
alledging WCIRA has committed certain "unfair labor practices" etc. 
It is important for you to stop and consider two important points 
before you respond to the Unions campaign propaganda: 
1. What is the Union's motivation for attacking the integrity of 
WCIRA? 
2. What relevancy does the issue surrounding WCIRA have to your 
decision to vote for the Union? 
The Union's motivation is clear to us and should be to you. What 
does the losing candidate usually do in a political election? He 
s hifts the campaign from issues to personalities. He attempts to 
arrange debate s , forums, press conferences, etc. to emphasize his 
persoanlity and discredit his opponent. Similarly, the Union, having 
lost on the issues of representation, has shifted its campaign ~o 
the "personality" of its opponent - WCIRA. 
The Union will attempt to convince you that because WCIRA is "evil", 
you need the Union to protect you against us. Why do they use archaic 
emotional terms like "Union Busters" or "Strike Breakers?" The Union 
wants you to have this threatening image of WCIRA. 
Nothing could b e further fr om the truth. Let's examine WCIRA's role 
in this campaign thusfar. We are experts in labor law, personnel 
practices and management development. We use this expertise to come 
into an organization and evaluate an organization's strengtts a~d 
weaknesses. We b e come very involved with the people managing the 
~rganization because we will have to represent them to employees 
during the campaign. That's what we have done here. When you ask us 
questions you expect a direct, honest answer. We are able to give 
you what you want because we are so familiar with the organization. 
Page 2 
As for Union related questions and issues we simply function as an 
educator on current labor law and practices. We share our 
experiences in similar circumstances with other employers. The 
organizations we represent want their employees informed and 
educated on all aspects of c ollcct~ve bargaining; when they go into 
vote on election day. If the organization wasn't concerned about 
your well being, they wouldn't spend the money to bring WCIRA in 
here. We were brought in because we are one of the best firms in 
the country. That means we are successful but that doesn't mean we 
are "strike breakers." Employees vote their own minds in a secret 
ballot election. If they choose to vote against the Union after 
listening to us, it's because they believe in what we have said to 
them versus what the Union has told them. There is no intemidation 
or coercdon involved as the Union would like you to believe. How is 
management ever going to know who voted for or against them. 
Employee rights are protected by Section 7 of the National Labor 
Re lat ions Act. It's "sour grapes" on the part of the Union. They 
are losing their validity in this country, and they are scared of losir.g 
their jobs! 
As for the second point, WCIRA has no real relevancy to your vote on 
election day. 
by the Union. 
You are voting on whether you want to be represented 
It is not a vote between WCIRA and the 
Union. Our role as an outsider is to improve direct communications 
betwee n employees and management; not to circumvent the communications 
through WCIRA. On the other hand, the Union wants exclusive right 
ta communicate for you to management. Therefore you are voting on 
whether you want to represent yourself as an individual or be 
represented as a anonymous group to management. Most employees we 
encounter want to be treated as an individual. If that's what you want, 
you don't want the Union. A vote "NO" is a vote to speak for yourself. 
WCIRA's role is to insure management will listen. 


WCIRA As A Campaign Issue, circa 1979

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Scott, Leonard C.

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WCIRA As A Campaign Issue, circa 1979

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