Unions are determined to find new bargaining units and/or members to replace the union membership losing jobs. They continue traditional “organizing” campaigns but have also developed “corporate campaigns” and “top down” unionization initiatives to achieve this that do not necessarily involve the NLRB election process.
For employers who already have a union, operating the business effectively in an increasingly competitive environment despite the potential obstacles created by unions is challenging.
Taft’s experience in the field of labor relations extends back to the 1940s. Beginning with the firm’s significant contribution to the drafting of the Taft-Hartley Act, which was passed by Congress over President Truman’s veto in 1947, Taft’s attorneys have represented union and non-union employers alike across the country with respect to collective bargaining, union avoidance, including the prevention and handling of corporate campaigns, the defense and filing of unfair labor practice charges, as well as the counseling of employers regarding strike and lockout activities, many of which have involved extensive and complex labor litigation.