I have a question concerning conduct during contract negotiations.

[Liberal Veteran]

Someone in the non-bargaining unit of my facility has a history of encouraging people in the bargaining unit to decertify the union sent an email to a few members of our bargaining unit chiding our bargaining unit for rejecting our company's meager offer in this round of negotiations.

Included in the email was a not so veiled threat that our company could essentially layoff everyone in our shop covered by the collective bargaining agreement and that we would do well to give in to company's offer (which was rejected by a substantial supermajority when voted on).

Now obviously, I don't think the company would do that and this is an intimidation tactic (and while I can't prove it, I know full well that the company was well aware of this email and are using this person as their "unofficial spokesperson").

I have received a copy of this email from one of the recipients (all of whom were members of our bargaining unit) and would like to answer this threat by making sure that every member of our bargaining unit and those not in our bargaining unit (many of whom are sympathetic to our side) have a copy of their own by leaving printed copies around in our break room for everyone to see.

Is there any real reason I should not call this person out in this manner?

[Omaha Steve]

1. I got this reply from a friend in labor

Nice to have networks.



Might as well call them out like that. Might be a nice touch too to include a rebuttal instead of just leaving a printed copy.

[Liberal Veteran]

2. Thank you for your response.

It is much appreciated.

[cpamomfromtexas]

3. They've been bought off by the company, call them out on it.

This happened at my husbands union several years ago, and I told him I'd always believe they'd been paid off. Apparently proof has been found in just the last few months.

[Omaha Steve]

4. Another comment

If you have information that shows this person is acting as the company's agent - e.g., would other people be allowed to send an email like this using company resources plus have their been similar issues in the other instances you mention of unequal treatment based on union support or not - consider filing a charge with the NLRB alleging a violation of section 8(a)(1) for making threats to close down in retaliation for union activity.