Union busting is a pejorative term used by media, labor organizations, and others worldwide to describe a wide range of activities undertaken by employers, their proxies, and governments, which attempt to disrupt or prevent the formation or expansion of trade unions. The term “union busting” is used in current vernacular to describe activities in labor relations that do not favor unions. Union busting tactics can range from legal to illegal and subtle to violent. Labor laws exist country to country differing greatly in level and type of regulation or protection of unions, organizing, and other aspects of labor relations. These can affect such topics as posting notices/communications, organizing inside or outside employer property, solicitations, card signing, union dues, picketing, work stoppages, striking, strikebreaking, lockouts, dismissals or termination of employment, permanent replacements, automatic recognition, derecognition, ballot elections, employer-controlled trade unions and more. Article 23 of the Universal Declaration of Human Rights declares that everyone has a right to form and/or join a trade union.

WHAT IS 
Union Busting?

Union-busting is a practice that is undertaken by an employer or their agents to prevent employees from joining a labor union, or to disempower, subvert, or destroy unions that already exist.

Union busting is a field populated by bullies and built on deceit. A campaign against a union is an assault on individuals and a war on truth. As such, it is a war without honor. The only way to bust a union is to lie, distort, manipulate, threaten, and always, always attack.

Martin Jay Levitt, 1993, Confessions of a Union Buster

Chapter 1 – Union Busting Play Book
Chapter 2 – The Union Organizer
Chapter 3 – Jurisdiction of the NLRB
Chapter 4 – The Appropriate Bargaining Unit
Chapter 5 – The Representation Election Process
Chapter 6 – Unfair Labor Practices
Chapter 7 – How to Conduct a Successful Counter-Union Campaign
Everything You Wanted to Know  About Unions But were Afraid To Ask
Guidelines For Supervisors and Managers During a Union Organizing Effort
Sample NLRB Forms
Sample Campaign Materials
Chapter 8 – Maintaining A Non-Union Environment
Chapter 9 – Text NLRA
Chapter 10 – Union Security Agreements & States With Right to Work Laws
Chapter 11 – Glossary of Terms

Top Secret Classified Information
Union Busting Tactics Play Book What to Expect

With help from Marianne LeVine

POLITICO REPORTED TODAY

PERSUADER RULE MOVES TO OMB: The Labor Department sent its long-delayed “persuader rule” to the Office of Management and Budget, according to several people familiar with the matter, including a senior administration official.

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A key provision in the final rule would narrow the range of union-busting activities exempt from public disclosure under the Labor Department’s “advice exception.” Management-side attorneys who don’t deal directly with workers often use this exception, citing attorney-client privilege, to keep their anti-union activities under wraps.

But the Labor Department concluded in 2011 that its “advice exception” might be overbroad, noting that “the consultant may have devised and orchestrated certain, or even all, aspects of activities with a direct or indirect object to persuade employees about their rights to organize and bargain collectively.” OMB review is a key prerequisite for finalizing the rule. In its unified agenda released last month, the Labor Department said it hoped to finalize the regulation by March.

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