Posts Tagged Future

The Future of the Labor Movement

Written on August 1, 2010 by admin

Filed Under: Labor Law

As election day draws near, it appears extremely likely that Barack Obama will be elected the next President of the United States. In addition, there is a general consensus, even among Republicans, that the Democrats will pickup seats in congress and may even obtain a “filibuster proof” majority in the Senate.

Currently, the Democrats have 49 seats in the Senate. In addition to those 49 seats, there are 2 independents, Joe Lieberman and Bernard Sanders, who caucus with the Democrats, effectively giving them a 51 seat majority. However, in order to get anything done in the Senate, 60 votes are needed to break Republican sponsored filibusters, the process of talking a bill to death and preventing action on urgently needed legislation.

There is general agreement, given the state of the economy, that 2008 will be a Democratic year. If Democrats pick up 5 seats in the Senate, the minimum they are projected to win, they will have 56 votes and will only need 4 Republican votes to break a filibuster. However, if the Democrats pick up 9 votes, difficult but not impossible, they will be able to shut off debate without crossover Republican votes.

What will it mean for the labor movement to have a filibuster proof, Democratic majority in the Senate?

First and foremost, it means that the Employee Free Choice Act will be enacted into law. The Democratic congress will vote for the Employee Free Choice Act and send that legislation to President Barack Obama who will sign it into law. Once the Employee Free Choice Act becomes law and management can no longer manipulate company based representation elections, it is a safe bet that there should be a significant increase in the number of union represented employees in the United States.

In addition to the passage of the Employee Free Choice Act, a strong Democratic majority in congress can be counted on to periodically raise the federal minimum wage for the working poor. Hopefully, the days of having to wait nine years for small increases in the minimum wage should become a relic of the past.

Other areas where significant changes can be anticipated include revisions in NAFTA to make it more labor friendly, the elimination of tax incentives to encourage American businesses to relocate overseas, greater regulation of the home loan industry to prevent a reoccurrence of the “subprime” housing debacle, and tax breaks for middle income wage earners.

Another significant change will come in the area of job creation. Unlike George Bush, Senator Obama has made it clear that he intends to spend significant sums of money on promoting renewable energy such as wind, solar, and geothermal energy. The expenditure of these funds should create thousands of new jobs for working men and women.

Finally, it is my belief that it is absolutely inevitable that the Democratic congress and the new Democratic president will allocate significant resources for “public works” projects; i.e. repair of infrastructure such as roads, bridges, sewers, water treatment plants, etc. Rather than rely on the marketplace to generate wealth that will “trickle down” to the masses, Obama and the Democratic congress will take direct action to stimulate our economy and return our nation to prosperity by means of these job creating projects.

I believe that the next four years may very well be recorded by historians as labor’s new “golden age.”

Logged in as Darryl Cherness. Logout »

Darryl Cherness is a Labor Representative, who works for a public sector labor union, representing members in grievances, arbitrations, and civil service disciplinary proceedings.


In addition to his union activities, Mr. Cherness is actively involved in grassroots Democratic politics. He was a delegate to the Democratic Convention in 1992 and was named a “Democrat of the Year” in 2005 by the Los Angeles County Democratic Party.

Preparing Today for the Future Scarce Labor Market – Attracting New Employees, Part 2, Section 1

Written on July 30, 2010 by admin

Filed Under: Labor Law

Part IIThis is the second of a series of four articles addressing strategies for setting up your business for success in 2010.  There are four overriding strategies that we will develop in these articles: 1) Retaining current employees, 2) Attracting new employees, 3) Optimizing employee performance, and 4) Sustaining high levels of performance.Preparing Today for the Future Scarce Labor Market – Attracting New Employees, Part 2, Section 1As previously discussed in Part 1 the economy continues to improve, job recovery will begin to reduce the unemployment rate toward a more normal 5%.  This increase in job demand will create new employment opportunities for America’s workforce.  This alone, is not particularly troubling, but combined with a frustrated, overworked, underappreciated and underpaid workforce, it is highly likely that some of our best employees will leave their current employment in search of greener pastures! If your company has focused on retaining your current employees by implementing some of the recommendations in Part 1 of this series and if you follow the recommendations in this article, this economic recovery will provide new opportunities for your company to hire some of the best talent in your industry!  What will be a talent drain for unprepared employers; will become a talent bonanza for forward thinking companies.As positions become more plentiful, employees will start looking for better opportunities.  After all, their salaries probably haven’t kept up with inflation and, as companies downsized and outsourced during the last couple of years, opportunities to advance within their company has been limited.  In order to attract and select some of the best of these employees, there are a number of elements that should be considered.1.    Properly prepare your job descriptions2.    Prepare the job posting3.    Use the appropriate recruitment vehicle4.    Recruit in the right geographical areas5.    Recruit at the right times6.    Design the interview schedule7.    Develop the selection criteria8.    Properly prepare the interviewers9.    Conduct the interviews10.  Make the selection

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