Union
membership declined from 11.8% of the workforce in 2011, to 11.3% in 2012,
according a recent report by the national Bureau of Labor Statistics and is now the lowest it has been
since the 1930s, according to the Washington Post. Union membership peaked in the
1950s at nearly 33% of the total workforce. By 1983, that number had dropped to
20%, and today it is just barely 11%.
Public
sector union membership (35.9%) is still significantly higher than private
sector union membership (6.6%). However, it also saw the biggest losses in
2012, due largely to state budget cuts and public sector union-busting
campaigns and legislation (e.g. Michigan, Wisconsin, Indiana).
It is easy
to blame the economy and politicians, which is what both the unions and the
press have been doing, and these both have played a role, but the unions
themselves must also take some of the responsibility for their own demise—a
natural consequence of their own misguided objectives, policies and tactics.
Let’s start
with a simple tactical mistake: letting employers layoff non-tenured or
probationary employees. In a union shop, all workers pay dues and are
supposedly represented by the union, even if they are probationary and
contractually can be fired at will. Unions have typically taken the stance that
this is the boss’ prerogative and that there is nothing the union can do about
it. Yet the unions have collected dues from these future laid off employees and
led them to believe they were supporting them. This, alone, can have a
significant impact on workers’ attitudes about unions, particularly among
younger workers who are generally the most recently hired and first to be laid
off (why join a union or participate when they will only take your money and
abandon you as soon as times get tough).
This is
probably one reason why union membership rates are highest among workers aged
55-64 (14.9%) and lowest among youth aged 16-24 (4.2%). Of course older workers
are also more likely to have already seen the benefits of a union, either
through a well-negotiated contract or by virtue of having worked at both union
and nonunion jobs in the past. They are also more likely to have higher pay and
better benefits than their younger colleagues, which can drive a wedge between them
and undermine solidarity. This has been
exacerbated by the two- and three-tiered contracts that many unions have negotiated
with employers in exchange for reduced layoffs and less odious concessions for
their veteran members (see UAW discussion below).
Another
problem is that despite their increasing use of Facebook and Twitter unions are
still organizing like it’s the 1950s. They have not learned how to appeal to
younger workers culturally or materially. They presume that all workers have
the same simple goals—job protection (whatever the cost), higher wages and
benefits—and they fight for these goals in the same traditional ways
(bargaining, concessions, lobbying, letter writing, buying politicians). Yet they
seldom send out organizers to listen to their members (young and old, alike)
and solicit their opinions, desires or strategies.
On a broader
scale, the unions, particularly the AFL-CIO, have taken a nationalistic (and naïve)
approach to job protection in hopes that their complaints about human rights
abuses abroad will keep their jobs from being sent overseas. This has been an
utter failure because employers move their operations to wherever they can get
the cheapest labor and raw materials, regardless of a country’s human rights records.
Indeed, this is often seen as an advantage (i.e., cheap workers who are too terrified
of prison or assassination to form a union or make demands on the employer). Thus,
if Americans want to prevent their jobs from being exported to other countries,
they need to work in solidarity with international unions to win improved
wages, benefits and working conditions for the oppressed workers of those
countries, bringing the standard of living and cost of labor in those countries
more in line with our own.
Another
broad strategic failure of the unions is their increasing reliance on politics
at the expense of organizing and job actions. Supporting candidates and
campaigns seems less risky than strikes (e.g., no injunctions, fines, jail
time, beatings) and more exciting for the union bosses (e.g., wining and dining
with the ruling elite). But it is also a phenomenally expensive longshot gamble
that pits unions against billionaire bosses and their Super PACs in hopes of getting
their guy elected so he might support one or two initiatives that might help workers
a little if they happen to pass. It is an incredibly circuitous and unreliable strategy.
Consider the
California Teachers Association, which pumped millions of dollars into Jerry
Brown’s campaign for governor (and nearly
$212 million on state political campaigns over the last decade). All the teachers
got in exchange for their donations, phone-banking and canvassing was a CTA
lobbyist on the state school board and a threat by the governor to slash
K-12 funding again if California voters didn’t approve a tax hike (Proposition
30). Not surprisingly, voters did approve Prop 30, which held state funding at
2011-2012 levels, but did nothing to restore any of the $20 billion that was
slashed from K-12 funding over the past 4 years. As a consequence, schools will
not have to lay off any more teachers, but there are still the thousands who
were laid off over the past four years who will not be rehired—that is, thousands
of former public sector union members, many of who no longer belong to any
union (and some, who are no doubt still looking for work).
None of
these failures, however, are inconsistent with the social contract that has
always existed between unions and employers: the employers’ role is to provide
jobs and the unions’ role is to keep employees working and profits rolling in
(e.g., make concessions and get a quick contract, avoid strikes at all costs).
Granted, the unions have always been the lesser partner in this relationship,
their status and power dependent on their usefulness to employers. What we are
seeing today with the declining power of unions is employers’ recognition that
they no longer need the unions to keep the workers in line.
