Putting a Big Chill on a “Big Hurt:” Genuine Interest in Employment of Salts in Assessing Protection Under the National Labor Relations Act
- 61 Downloads
As union membership has continued to decline steadily in the US, union organizers have become more creative and vigilant with their organizing strategies. Chief among these strategies has been “salting,” a process by which unions attempt to organize employees from the inside rather than the outside. The Supreme Court has ruled that, under the National Labor Relations Act, “salts” cannot be discriminated against solely on the basis of their status as salts. This paper examines employer responses to resist salting efforts, including a recent decision by the National Labor Relations Board, which redefines the landscape under which salting activities can be conducted and considered protected activity.
Key wordsunion organizing salting genuine interest
- Anonymous (2003). Special Report: Deja Vu?—Trade Unions. The Economist 367(8327), 77–80.Google Scholar
- Bureau of Labor Statistics (2008). Report USDL 08-092 (issued 25 January, 2008). http://www.bls.gov.cps.
- Gould, W. B. (2008). LERA and industrial relations in the United States. Perspectives on Work, 11(2), 6–9.Google Scholar
- Maher, K. (2005). Unions’ new foe: Consultants. The Wall Street Journal, August 15, 2005, p. B1.Google Scholar
- Mello, J. A. (1998). Redefining the rights of union organizers and responsibilities of employers in union organizing drives. Society for the Advancement of Management Advanced Management Journal, 63(2), 4–9.Google Scholar
- Mello, J. A. (2004). Salts, lies and videotape: Union organizing efforts, management responses and their consequences. Labor Law Journal, 55(1), 42–52.Google Scholar
- Raudabaugh, J. (2008). National Labor Relations Board 2007 year in review: Fueling unions’ demand for Euro-centric labor lab reform. Labor Law Journal, 59(1), 16–25.Google Scholar