June 14, 2017

The Honorable Virginia Foxx
Chairwoman
Committee on Education and the Workforce
U.S. House
Washington, DC 20515

The Honorable Robert C. Scott
Ranking Member
Committee on Education and the Workforce
U.S. House
Washington, DC 20515

Re: Employee Privacy Protection Act (H.R. 2775), Workforce Democracy and Fairness Act (H.R. 2776), Representation Fairness Restoration Act (H.R. 2629) and Employee Rights Act (H.R. 2723)

Dear Chairman, Ranking Member & Members of the U.S. House Committee on Education and the Workforce,

On behalf of the Workforce Fairness Institute (WFI), an organization devoted to educating workers, their employers, employees and citizens about issues affecting the workplace, we write today in strong support of two recently introduced pieces of legislation: Employee Privacy Protection Act (H.R. 2775) and Workforce Democracy and Fairness Act (H.R. 2776).

The Employer Privacy Protection Act assures worker privacy is protected, which has been put at risk by the Obama-era National Labor Relations Board (NLRB). We are very pleased that H.R. 2775 would enact safeguards for employees so that their personal information cannot be used improperly by union organizers.

As it stands now, labor organizers have access to far too much employee information, such as workers’ names, phone numbers, email addresses, home addresses, and work schedules and locations. By allowing employees the ability to determine which contact information is shared by their employer and their preferred method of communication, this legislation will once again give workers the power over their personal information.

Further, the Workforce Democracy and Fairness Act would roll back the NLRB’s decision in 2015 to codify ambush elections, which unnecessarily expedites labor elections affording workers as few as 11 days to determine whether to support or oppose a collective bargaining unit.

By protecting workers’ rights and setting the minimum time for labor elections at a reasonable 35 days, employees will have sufficient time to ask questions and receive answers concerning the union election process. Additionally, employers are provided 14 days to prepare their case to an NLRB election representative, which also gives them the necessary time to appropriately engage concerning workplace organizing efforts.

H.R. 2776 also addresses the NLRB’s ruling in Specialty Healthcare, an egregious decision handed down in 2011 that allowed for the formation of so-called micro-unions. Micro-unions are disruptive to workplaces and make it harder for employers to run their businesses, while allowing labor organizers to place immense pressure on workers.

For the record, the Workforce Fairness Institute would also like to raise the importance of several additional pieces of legislation, including the Representation Fairness Restoration Act and Employee Rights Act.

Specifically, the Representation Fairness Restoration Act would overturn the aforementioned micro-union decision requiring labor organizers to win elections with a majority of the workforce voting in favor of forming a collective bargaining unit. Union organizers should not be allowed to hand-pick and sort sub-groups of employees more favorable to representation. These allowances do not benefit workers and certainly don’t benefit our nation’s job creators.

The legislation discussed in this correspondence are necessary to give power back to workers after eight years of unilateral actions by an activist and biased NLRB working on behalf of Big Labor. The scales in America’s workplaces have been grossly tipped in favor of union bosses, and against America’s workers and business owners.

We strongly support the Employee Privacy Protection Act and Workforce Democracy and Fairness Act, and urge each bill receive a prompt vote from the members of the U.S. House Committee on Education and the Workforce.

Sincerely,

Heather Greenaway
Workforce Fairness Institute

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The Workforce Fairness Institute is an organization committed to educating voters, employers, employees and citizens about issues affecting the workplace. To learn more, please visit: https://www.workforcefairness.com.

To schedule an interview with a Workforce Fairness Institute representative, please contact Ryan Williams at (202) 677-7060.

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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