Less than half (just under 41 percent) of employees at the National Labor Relations Board are satisfied with the policies and practices of the NLRB’s senior leaders.  That’s a pretty bleak number for the agency charged with negotiating disputes between labor and management.

According to a recent survey of NLRB employees, the agency’s senior leadership is in need of some serious improvement.  While employees gave high marks to their own accomplishments and sense of purpose, leadership at the NLRB seems to be seriously lacking, receiving low marks pretty much across the board.

Among the survey findings, some highlights that stand out include:

  • Less than 44 percent of employees feel motivated to “come up with new and better ways of doing things.”  So much for innovation or improving the agency’s efficiency and efficacy.
  • Only 39 percent agreed that their training needs are assessed, implying some serious negligence when it comes to keeping employees up-to-date with training that could be vital to their jobs.
  • Just over a quarter (25.45 percent) feel “steps are taken to deal with a poor performer who cannot or will not improve.”  That doesn’t bode well for the agency’s reputation or performance record.
  • Less than 30 percent agree that differences in work performance are “recognized in a meaningful way,” suggesting there is no incentive for improvement at the troubled agency.


Perhaps most telling is the fact that less than half of the employees surveyed agreed that “arbitrary action, personal favoritism and coercion for partisan political purposes are not tolerated.”  It doesn’t exactly come as a surprise, but for an agency that is supposed to be an unbiased arbitrator of labor disputes, the fact that partisan political motivations are so widely accepted certainly does say something.

Fortunately for NLRB leaders, unionization isn’t an option at the agency, since most NLRB employees are already unionized.  But perhaps the NLRB needs to focus on its own workplace satisfaction issues before they can truly address larger disputes between labor and management.

Tell Congress: Stop the PRO Act

WFI is working to prevent passage of the so-called Protecting the Right to Organize Act (PRO Act)—a wholesale labor reform package that takes the current careful balance of labor rules and tips it greatly in the favor of labor bosses and forced collective bargaining.

The PRO Act robs workers of the right to a secret ballot to form a union, forces union contracts on workers without a vote of approval, and expose workers’ personal contact information to union bosses seeking to organize a workplace. And that’s just the start.

Help us speak out against this woefully misguided and blatantly anti-worker legislation. Review and send the message below to your members of Congress today.

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WFI Key Vote Letter: Opposition to PRO Act

— 02.10.2020 —
Dear Speaker Pelosi and Minority Leader McCarthy: On behalf of the Workforce Fairness Institute (WFI), I am writing to share our organization’s vehement opposition to H.R. 2474, the Protecting the Right to Organize Act (PRO Act). WFI has serious concerns with the broad, overreaching nature of this legislation and the many ways in which it would undermine worker freedom and privacy, while simultaneously threatening businesses and entire industries that keep America’s economy thriving. Please note that WFI will include votes on the PRO Act and its amendments on our Congressional Labor Scorecard, which scores and ranks legislators based on their activity associated with workplace issues. WFI was established to fight for American employees and employers as well as our entire economy. We believe in worker empowerment, the right of workers to be fully informed of the options available for worker-involvement in the workplace, and the right to freely choose whether to organize or not. No individual or group – government, a union or an employer – should be able to intimidate or restrict workers’ in exercising these rights. In an attempt to boost flailing union membership at the expense of workers’ rights, the PRO Act would upend decades of established U.S. labor law and institute myriad anti-employee and anti-employer policies that have already been soundly rejected—by Congress, various federal agencies, or the courts. Among its most blatant affronts to workers’ rights, the PRO Act would eliminate the right to a secret ballot when determining whether to unionize and enforce a “card check” system, exposing workers to the potential for harassment, intimidation, and coercion. The PRO Act would also enforce binding arbitration in union negotiations by a government- appointed bureaucrat; repeal and eliminate right-to-work laws in 27 states, force workers to fund union activities regardless of whether they support them; and threaten the ability of individuals to operate as independent contractors, eliminating traditional economic and employment opportunities and threatening the independence and flexibility of the emerging gig economy. On top of all that, the PRO Act would force all workers’ personal and home contact information to be provided to a union during organizing campaigns – in an electronic, searchable format no less, with no limit on what a union can do with that information. WFI believes in advancing sensible policies that protect and preserve the rights of both employees and employers, and we welcome the opportunity to work with legislators who also support these efforts. However, the PRO Act does not achieve these goals and would instead threaten the rights of both while jeopardizing our entire economy. WFI urges members of the House to strongly oppose the PRO Act. Sincerely, Heather Greenaway Executive Director Workforce Fairness Institute See the letter here.
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