THE CAPTIVE AUDIENCE MEETING

What is a Captive Audience Meeting? - A captive audience meeting is an "all hands" meeting where the employer may do the following:

1. Tell you how disappointed he is about the Union effort;
2. Tell you that we don't need a third party coming between the employer and employees;
3. Tell you some "facts" about unions;
4. Ask for you to give the employer another chance to make things better.

What is the effect of a captive audience meeting? - If the employer has hired a union buster or attorney, the captive audience meeting may be used to wage psychological warfare against employees, by:

• Implying to employees that somehow they are doing something wrong, not only against the employer, but against their fellow employees;
• Implying that employees do not have all the "facts" concerning the union;
• Stating that employees and the employer should be able to address concerns one-on-one;
• Appealing to the employees.

Remember - Your best defense is a good offense. Union supporters should announce in the meeting that they are union supporters. The employer then has direct knowledge and the employee enjoys the maximum protections under the National Labor Relations Act.   The Company cannot claim ignorance of union involvement should they take any future action against that employee.

Questions or answers for the Employer Representative at the Captive Audience Meeting

• "Union as a third party"

1. Isn't it true that the employer has a consultant working for them?
2. Who is the consultant?
3. Why did the Company hire the consultant?
4. What is the Company paying the consultant?
5. Isn't it true that Corporate has personnel employees who draft all the policies we live under? So, in effect, doesn't the Company already have a "third party" assisting them?
6. We haven't paid the IBEW a dime to represent us. We have already seen what a Union can do.
7. Shouldn't we as employees have an organization to look after our rights, and to assist us in employment-related matters?
8. What good is an open door policy when there are no teeth in it? Shouldn't we secure, in a contract, the process of resolving differences?
9. Why is the Company so opposed to us having a legal means to resolve differences, without us personally having to hire an attorney?

• "The Union can't get you anything/ You may lose what you have right now."

1. What prevents the Company from taking away wages and benefits right now? (Correct answer: Nothing!)
2. Isn't it true that without a union and a contract, we are employed at will, and that you can fire us for any reason at any time? (Without a contract, the Company does not need a reason to fire you.  However, with a contract, employers must show "just cause.")
3. Are you saying that once the union is selected as our bargaining representative, we will lose what we have right now? (Under to the NLRA, the Company cannot take away benefits because of the union.)
4. Are you stating that the Company will not agree to keep our wages and benefits as they are until we negotiate and vote on a contract? (Under the NLRA, the Company cannot withhold benefits or wages or otherwise penalize you for voting for a union.)
5. The IBEW has told us that the once we decide on the IBEW, the National Labor Relations Act and case law states that the employer cannot change any term and condition of employment until we negotiate first and agree to the change. Are you saying this is not true? (The IBEW is right.)
6. Are you saying that you have to treat us differently once we become union? (A union contract doesn't keep a company from treating it's employees fairly.  In fact, the union is there to ensure that employees are treated fairly.)
7. Isn't it true that top management people in our industry have contracts?  (In many companies, the top officers indeed have contracts with the company.)
8. Isn't it true that once the union comes in that we have a say in our wages, hours, and working conditions?  (A union contract means that employees have a say in their future.)
9. Why is the Company so afraid of dealing with us as a group? (Employers know that an individual employee acting alone does not have much bargaining power.)

• "Facts about Unions"

Employers, in captive audience meetings, like to espouse "facts" about the IBEW and unions in general. These "facts" are purposely designed to misstate or misinform you about unions in general, and to confuse you concerning why you decided to organize in the first place.

The union buster will make an issue of salaries and expenses of Local Union Leaders. Here are the facts, if it comes up.

1. The IBEW, like all unions, has strict reporting requirements and laws to protect the interests of union members. The Labor Management Reporting and Disclosure Act (LMRDA) requires that unions file annual reports, outlining expenditures.
2. Officers of an IBEW Local Union are elected by the membership.  Members set salary rates by a vote.
3. Expenses that union leaders incur are reviewed by the membership and voted on.  Typically, the membership reviews the expenditures, then votes to accept or reject them each month. If an expense is rejected, or not reasonable, the Local Union Leader may have to eat the cost.
4. Local Union expenditures are not a secret. The Local Union subscribes to Annual reporting by the LMRDA, Annual independent audits, and constant review by the membership.

• "Give us another chance"

1. Sure. Just meet with us and our representative, and we will secure what you are offering in a signed contract.
2. What prevents you from reneging on your promises without a contract? The IBEW has told us this is a common occurrence.
3. Don't you think that things will stay the same without the Union?  Other unorganized employees' wages and benefits are substantially the same as ours.
4. How are we ever supposed to raise the standards of this industry if we don't begin to level the playing field on behalf of the employees?
5. Isn't it true, according to the Bureau of Labor Statistics, that Union workers on average, enjoy a 36% better wage and benefit package over non-union workers?
6. Give us a chance. Let's see what we can do by working together for a change, instead of having this master/servant relationship.