NEW YORK (MainStreet) Should the National Labor Relations Board (NLRB) compel employers to provide union organizers with the phone numbers and email addresses of employees they want to solicit for votes for a union?
One Florida Congresswoman, Sandy Adams, was so concerned about this she introduced legislation, in 2012, to prevent it.
Email addresses are not the same as mailing addresses. Email accounts can be hacked, spoofed and spammed. All of which poses a privacy concern to an employee already receiving mail and personal visits from union organizers.
Police can be called to remove someone harassing you at home. The phone company can be enlisted to prevent harassing phone calls. But who intercedes in emails?
Email addresses are also User ID's for personal financial websites like credit cards and stockbrokers. So what is a person to do?
Besides if it is emails today could Twitter and Facebook accounts far behind - in today's high tech age?
The NLRB is a federal agency created in 1935 as part of the National Labor Relations Act. The NLRB, among other things, authorizes elections to permit employees to vote whether they wish to be represented by a particular labor union or to decertify an existing union.
Currently, the NLRB requires an employer to provide a union which has petitioned a company to let employees vote to unionize, with an "Excelsior list" named after a company in an NLRB case. This list contains the names and addresses of all the employees eligible to vote. This must be done within seven days of the NLRB's direction of an election.
Over the years some have claimed that unions abuse this privilege by harassing employees to vote for them rather than just campaign to solicit votes. Unions deny this happens.