It seems that the SEIU has had a RICO suit filed against them by Sodexo, a service company that the union wanted to “organize.” Take a look at what happens to you when you resist the SEIU…
Sodexo USA recognizes the value of union activity and has built positive relationships with more than 30 different unions. Over 15 percent of Sodexo USA’s workforce is unionized, which is more than twice the national average for the private sector, and the Company has more than 300 collective bargaining agreements. Despite this positive record, the SEIU has engaged in a vicious campaign to force the Company into broadly recognizing the SEIU to the exclusion of other unions without allowing its employees in the U.S. to exercise their right to vote for or against the SEIU in a federally supervised secret ballot election.
The complaint alleges that the SEIU, in face to face meetings, threatened Sodexo USA’s executives that it would harm Sodexo USA’s business unless they gave in to the union, and then carried out its threats through egregious behavior, including:
- throwing plastic roaches onto food being served by Sodexo USA at a high profile event;
- scaring hospital patients by insinuating that Sodexo USA food contained bugs, rat droppings, mold and flies;
- lying to interfere with Sodexo USA business and sneaking into elementary schools to avoid security;
- violating lobbying laws to steer business away from Sodexo USA, even at the risk of costing Sodexo USA employees their jobs; and
- harassing Sodexo USA employees by threatening to accuse them of wrongdoing.
Well, we’ve all heard of this before. If Sodexo can prove this, and get witnesses to come forward…life will get very interesting for the purple people beaters. And, if they win, then perhaps other victims of the SEIU would be willing to come forward with their own claims.
At any rate, this might just get interesting.
As part of the public inquiry undergone with the lawsuit, the SEIU was forced to release , a “Contract Campaign Manual” destined for internal use. Machiaveli fans, this is your next read. The manual is a proper A, B, C of union campaigns and how to put pressure on corporations as well as generate and exploit media attention. It provides an unprecedented peek into the union’s own policy regarding corporate campaigns.
I would strongly encourage you to download this document and give it a good review. It is a guide to how the SEIU operates. Essentially, they no longer focus solely on organizing workers. I would guess that too many of them decline to participate. Instead, they try to organize the target company’s leadership. That way, it is possible to bypass secret ballot elections (that they might lose).
The new union tactic is to use pressure on corporate boardrooms as a means of organizing entire companies nationwide rather than recruiting workers on a site-by-site basis; in short, to organize employers rather than employees. To create this pressure, unions attempt to push businesses to the edge of bankruptcy, with little regard for the welfare of employer and employee. They attempt to strong-arm businesses into agreeing to take away the secret ballot for employees in union-organizing elections via card check. They also try to force employers to restrict their own speech on union issues so that workers will not get both sides of the story on unionization. Among the SEIU’s demands is that employers agree to bargain only with it, to the exclusion of all other unions, regardless of what workers want.
SEIU’s manual details how “outside pressure can involve jeopardizing relationships between the employer and lenders, investors, stockholders, customers, clients, patients, tenants, politicians, or others on whom the employer depends for funds.” The union advises using legal and regulatory pressure to “threaten the employer with costly action by government agencies or the courts.”
It details the use of community groups to “damage an employer’s public image and ties with community leaders and organizations.” SEIUrecommends going after company officials personally. Not mincing words,SEIU states, “It may be a violation of blackmail and extortion laws to threaten management officials with release of ‘dirt’ about them if they don’t settle a contract. But there is no law against union members who are angry at their employer deciding to uncover and publicize factual information about individual managers.
And that, my friends, is just the tip of the iceberg. For some reason, I missed this story when it first broke, but it is still worthy of discussion. I would recommend sharing the link for the manual with as many people as possible. It isn’t like the MSM is going to say a peep about it, and the more people that know about union thug tactics, the better.