In Today’s Issue: Wanted! Employee Free Choice Act Super Arbitrator! If you or someone you know fits this profile, contact us immediately! My name is Arbitrating Andy. I’m a highly seasoned arbitrator who is flawlessly skilled at settling contracts between unions and private-sector employers in less than 90 days. My track record consistently demonstrates my rare to ability mediate effectively without neutrality within extremely short periods. 1. I am active on the FMCS (Federal Mediation and Conciliation Service – the arbitration federal agency named in the proposed legislation) listed amongst arbitrators. 2. My documented engagements show that sometime after 1990 I served as the first-chair negotiator during the successful negotiation of a first contract between a union and a private-sector employer. I completed the contract in less than 90 days after the union was certified as the collective bargaining representative in an NLRB-supervised election. 3. The bargaining unit covered by this contract had at least 100 members. 4. The bargaining unit in question was not subject to a neutrality agreement or any other type agreement that would allow union representation without opposition (for example: there was no “master agreement” in effect that said if a new unit is established the master agreement would apply and only local issues would be negotiated). Reward Available NOW! If you know or suspect anyone meets the above criteria or know someone interested in applying, reply to this email. If your person meets the qualifications, they may be entitled to a reward. LRI Consulting Services is offering a $10,000 prize (payment to be made to the “super arbitrator’s charity of choice) to the first Federal arbitrator who can show they have settled a first contract between a union and a private-sector employer in less than 90 days. Why Are We Doing This? You are probably wondering why we are doing this. We are exposing a key flaw of the Employee Free Choice Act. The Employee Free Choice Act puts a 90-day limit on the bargaining process before the employer and union members are effectively removed from the negotiation. In our experience, this timeline is simply unrealistic. Unless there are a large number of Super arbitrators out there (we have yet to meet even one) this unrealistic timeline will be disastrous. To make this point, we’re offering one dollar for each of the 10,000 union elections we’ve been involved in. So far…as of early March 2008, not a single arbitrator has come forward to accept this prize. We oppose all three sections of the Employee Free Choice Act: card check, binding arbitration and increased employer penalties, but the arbitration timeframe is the most dangerous, and overlooked part of the legislation. You probably have noticed the card check gets all the attention. The idea of taking away people’s right to vote is such a divisive and emotionally charged issue. However, this is only a smoke screen for the true fatal flaw, which is the horrible arbitration process. The arbitration process takes power away from the employers and union members by putting the long-term fate of the company in the hands of people unqualified to make those decisions, and who don’t have a stake in the outcome of those decisions. Get informed on how the EFCA effects your business and your employees. To your success, Phillip Wilson Next Issue: Imagine a Union Organizer…Holding Your Employee Spellbound for 30 Minutes or more?
