For several years, organized labor has embarked on a campaign to advance its legislative agenda using messages that demonize employers and pillory U.S. labor laws and those responsible for implementing and enforcing them. Listening to the union rhetoric would give the impression that radical changes are needed in laws governing union organizing. The facts tell a different story, and now is the time to set the record straight. 

The U.S. Chamber today is releasing a series of white papers to examine organized labor’s sound and fury while providing an alternative perspective. These papers demonstrate that the reality of the American workplace looks nothing like the version depicted by union propaganda. "Responding to Union Rhetoric: The Reality of the American Workplace" highlights the inaccurate arguments used by labor leaders to support an agenda that upsets the delicate balance in labor laws and would hinder the recovery of our economy.

First we will look at the truth about America's workers; they are satisfied, respected, and benefiting from productivity gains.

Unions claim that there is a "perfect storm" of layoffs, outsourcing, wage and benefit cuts, corporate tax evasions, etc., that have combined to destroy America’s working class.  While such rhetoric may create good publicity for union bosses, it misleads the public. Despite organized labor’s claims, American workers are highly satisfied with their jobs and employers. A 2008 Gallup Poll showed 90% of those surveyed were satisfied with their jobs; 96% were satisfied with their co-workers; and 79% were satisfied with their boss or immediate supervisor.

Organized labor’s constant message is that there is no worse time in our country’s history to be an American worker, yet over the last 40 years, according to the U.S. Census Bureau, the real median income for all households has increased by almost 31%, while poverty rates have been cut by almost half.  Further, the real median income statistics may even underestimate the growth, because it does not consider a variety of in-kind, non-cash payments and benefits that employers provide to employees. 

Unions claim that productivity rates have far outpaced employee wages, which in fact have stagnated or even declined.  In other words, workers are not reaping the fruits of their labor.  The truth is that employees’ total compensation (the proper measure against productivity rates), including health benefits, paid leave, contributions to retirement plans, and other financial gains have increased comparatively with productivity. 

Employers continue to seek innovative ways to provide employees with benefits, while unions generally oppose such efforts.  Employers understand that in order to retain good employees, they need to provide attractive incentives.  For example, employers have introduced health savings accounts which help employees save for future qualified medical and health expenses, tax free.  On the other hand, union leaders oppose such ideas, in favor of a centralized, single-payer concept. 

Find this whitepaper at http://www.uschamber.com/unionrhetoric