Why America Still Needs Labor Unions
 

Labor unions have long played an integral part of our nation’s development and individual quest for freedom.  Carpenters disguised themselves as Mohawk Indians and “hosted” the Boston Tea Party in 1773 during our struggle for independence from England.  The Continental Congress met at the Carpenters Hall in Philadelphia and the Declaration of Independence was signed there in 1776. 

American labor unions have helped build a more prosperous and egalitarian society throughout the history of our country.  The National Labor Relations Act  (NLRA) of 1935 guaranteed working Americans the right to organize without fear of reprisal and to bargain with their employers for better wages, benefits and working conditions.  Labor unions were promoted by the federal government as necessary institutions in an industrialized democracy to help workers join together to resist corporate mistreatment, raise their wages and restore the worker’s role in America’s economic, social and political life after the frightening experience of the Great Depression.  Union leaders were consulted and their reactions to policy changes were reported in the news as a matter of course.

With the changes to the National Labor Relations Act in 1946, inconsistent enforcement of the labor laws and highly paid anti-labor corporate advisors, union bashing was turned into a national sport by the late 1970’s.  The American family’s budget was beleaguered by high inflation rates while the United States government battled a stagnant economy and national industries struggled to compete in the international marketplace.   Conservative government leaders gave tacit approval of corporate resistance to labor organization.  Since then, American workers who exercised their rights to peaceful assembly, to form and to join unions have been routinely harassed with threats of company shutdowns, layoffs or pay cuts. The fear generated by the increased homelessness around us during the last economic downturn, the potential loss of health benefits for families in the time of skyrocketing costs, and the unprecedented high rate of unemployment across all types of industries silenced the American workforce and union membership decreased further.

As the United States moved from being primarily an industrial nation to an information society, it has been questioned whether there is still a need for labor unions.  Employers claim they have been successful in keeping their businesses union free by giving workers more of a voice in their work environments.  Many companies have implemented profit sharing plans that allow more employees to share in the rewards of their efforts.  In the year 2000, a poll taken by the Scripps Howard Data Center of a sample of one thousand adult Texans found 81% of Texans satisfied with their jobs, but 60% responded that workers still need labor unions to protect their rights. 

For a more personal review of some of the issues that working families currently face, I learned from my parents that there has probably never been a better time to restore our nation’s earlier commitment to collective bargaining in the workplace.  My dad lost his job in 1999 after his company closed down and moved their headquarters to a different city after workers there tried to organize a union.  The workers had voted down the union after the company promised them significant improvements in their working conditions.  Shortly after the vote was taken, the company moved to Texas, a right-to-work state, where employees do not have to belong to a union to fill certain jobs.  The promised changes were never implemented.

My mom became the target of  “mobbing” or systematic harassment by management over an extended period of time to force her out of the workplace through intimidation last year.  She consulted with an employment attorney who advised that unless discrimination on the basis of age, gender, race, religion, disability, pregnancy or national origin could be proven that mistreatment of employees, no matter how egregious, is not illegal in the United States.  Having faced this company before, he laughed and told her that she did not need an attorney, that she and her co-workers needed a union.  War torn from ten months of trying to save her job, acutely aware of what had happened to hopeful union organizers at my dad’s company, and with a son ready to graduate and go to college, my mom was not willing to risk the potential consequences of this sage advice.  To this day, she still has not recuperated from the physically depleting and mentally traumatizing effects of this corporate nightmare.

In addition to these personal insights as to the ongoing need for protection of workers from the unchecked excesses of corporate America, news reports frequently cite statistics as to how national wage rates have not kept up with the skyrocketing cost of health care.  Organized labor has historically negotiated better salary increases and benefits for their members than employees have received from the employer directly.  According to US Department of Labor Bureau statistics, union women earn 39% more than their non-union counterparts.  The union premium for Latino workers is 54 % and 45% for African Americans.  Union members are also more likely to have health insurance, pension plans and paid vacations which help them protect their family’s quality of life.

Safe work environments also continue to be a concern for workers in many different industries.  Organized labor support has been integral to help pass federal legislation governing minimum safety standards in the workplace protecting the physical and mental well being of their members.  The political strength of organized labor speaks much louder to legislators than the lone voice of one constituent.   

Historically, unions have also provided essential job training that helps members improve their skills thereby promoting a high level of American workmanship in the competitive international marketplace.  In addition, unions often have referral services matching skilled workers with job opportunities benefiting the employer and the member both.

In order to help revitalize the American labor movement, labor unions could focus recruitment on women, minority and young workers.  These groups have traditionally been employed in low paying, semi skilled jobs and have been long ignored by unions that were traditionally dominated by white male factory workers.  To attract new membership from these groups, unions could schedule meetings during lunch while children are in school or daycare.  Minority or immigrant workers would be more attracted to union membership if their representatives looked like them, spoke their language and understood their culture.  

Union organizers could also focus membership drives on industries where no effective labor representation system existed yet such as the technology or service industries.  The widespread economic hardships resulting from the “09-11” tragedy in 2001, changed the way that many employers were able to do business.  There is little loyalty between many companies and even their long-term employees.  Many loyal workers faced layoffs for the first time and the remaining workers were left with increased responsibilities to be performed in less time.  With the advent of performance environments similar to the production quotas of manufacturing industries, well-educated office professionals are  seeking alternative ways to effectively voice their common concerns to management in order to mutually improve the company’s profitability without losing their jobs. 

Workplace violence threatens employee safety and is becoming a critical issue nationwide.  Organized labor’s political clout could encourage the passage of legislation that would  protect workers’ physical and mental health from toxic managerial styles and insure basic respect for all in the workplace.  Dignity clauses could be negotiated to hold managers responsible for demeaning treatment of people they supervise.  Not only would such legislation provide a foundation for the prosecution of dehumanizing treatment, it would discourage abusive behavior from occurring at all. 

An emphasis on effective collaboration between the labor unions and the corporation for the benefit of all, much like the Japanese organized labor model, could help insure the company’s continued local operation and competitiveness in the international marketplace.  Increased penalties to employers that discourage or impede workers from organizing their workplace could lead to a more democratic and participatory work environment.  With a greater voice in the operation of the company, employees may experience greater overall job satisfaction and increased production could result.

 <!--[if gte vml 1]> <![endif]--><!--[endif]--><!--[if gte vml 1]><![endif]--><!--[if !vml]--><!--[endif]-->Organized workers make a visible difference in their communities beyond the workplace.  Statistics show that states with high union membership have lower poverty rates, better schools, fewer health issues, and less crime than states with fewer union members.  Workers whose democratic rights are respected in the workplace are also more likely to believe in the political system and to vote.  High civic participation leads to better public policies that serve the needs of the entire community.  A public relations campaign focusing on organized labor’s many past contributions and current goals to help better working families’ lives could attract a number of new members or people that want to help make a difference in someone’s life.