Quoted Text

In negotiations with labour unions, it is an offer which is ultimate and to which no further
revisions will be made.   Before making the offer, the offering party will check all relevant details
of the labor dispute, such as competitors' policy on similar problems and industry standards. It is
commonly used to refer to "Take-it or Leave-it" bargaining tactics. According to Boulware, the
position would be locked in, and would only be modified if new facts or considerations came to
light. Events such as a strike were not considered to be a cause to change the 'rational solution'
that was already proposed.

It was part of a larger campaign which was formulated to undermine the authority and
persuasiveness of union leadership. Boulware himself suggested that it was a
comprehensive education and training path — including a constant flow of corporate messages
and document — whereby the employer would try to convince both sides to not engage in conduct
that was contrary to their own interests. It is in concept an alternative to traditional
collective bargaining.

Such practices and associated tactics were found by the National Labor Relations Board to be
an unfair labor practice in violation of the Wagner Act and the National Labor Relations Act on
a number of different grounds, and particularly a breach of the duty to bargain in good faith.

Quoted from Shadow

I agree that the unions if run properly can benefit workers with good pensions, benefits, and job security. But as I have some inside knowledge of many things that have happened over the years with the company/union agreements, there have been many times when the union agreed to things that didn't benefit the union members but sure benefited the union officials both local and International officials.

Quoted from Box A Rox

And that strike in 66 and 69 taught your employer something... and there was relative labor peace
for the next 30 -40 years!

Those workers invested into their future by fighting for what was equatable.  All workers, not just in the
business you were in, benefited from that strike.  Today your pension, your health care benefits,
your IRA, your shop safety, etc,  were purchased with those days on strike.  A worthwhile investment!

Quoted from CICERO

Yeah, but shadow clearly stated, the UNION BOSSES invested NOTHING...No risk for them, all the risk for the worker.  I'll take that calculated risk everyday if I'm a union boss.  Their job is to pacify the workers while they are getting screwed for 7 months.

Quoted from Shadow

International Union officials are not elected by the local union members.

Quoted from Box A Rox

Union "bosses" are elected by the membership, and if they don't represent their members they are replaced.  

Quoted from CICERO

They are elected by 51% of the members.  The 49% are obligated to go along or face penalties listed under union bylaws.  Forced "sacrifice" by the majority imposed on the minority.

Union doesn't mean workers unite, it means a majority of those that choose to vote impose their will on their coworkers.

Quoted from Box A Rox

Cissy always sees it his way... He's a ME ME ME, never a WE, so for Cicero, any kind of "WE" is out
of the question.
At many employers, union membership is optional.  GE for example had no mandatory dues or membership,
yet, the union would represent all workers, even the ones who were in it like Cicero, for a "free ride."

Quoted from joebxr

Did GE change?  When I worked there in 1971 in Drafting, it was mandatory that I join/pay the AFL/CIO.
One of the reasons I chose not to stay there...was my first taste of Unions and I didn't like it. Seems like
they favored those that didn't want to do their job and did nothing for those that tried to work hard.
Actually had a 20 yr veteran employee tell me if I wanted to fit in, then I had to slow down and
"make some mistakes"....I told him to PHUQ OFF!  Quit that Friday!