“I am quite the traitor, wouldn’t you agree?” asked a former Teamster who now serves as an anti-union consultant. Joe Brock, a 62-year-old “union avoidance” consultant, is often sought out by distressed employers who want to prevent their workers from organizing. Hospitals, retailers, and manufacturers all turn to Brock for his expertise. What makes Brock particularly attractive to many employers is his history with the Teamsters. Before becoming an anti-union consultant, Brock served as an elected Teamsters official in Philadelphia. Despite the controversial nature of his work, Brock embraces his role and feels no shame. The union-busting industry, as unions commonly refer to it, often draws individuals with backgrounds in corporate human resources or labor relations. However, those with experience within unions themselves are highly sought after because of their deep knowledge and understanding of union campaigns. These individuals possess unique insight into the tactics and strategies of unions, making them effective persuaders. While not all persuaders have a union background, it is logical for former union employees to transition into this field. They can leverage their expertise and experience to make a comfortable living on the other side of the labor divide. It is important to note that unions are not the only ones who experience defections. Former union employees can also be found working against unions, often due to personal or political implications. Despite the criticism, these consultants find their new career path financially rewarding. Employers pay exorbitant fees to Brock’s firm, with a good contract potentially amounting to hundreds of thousands of dollars. This industry may be a minority within the labor consulting world; however, it is a lucrative one attracting individuals with intimate knowledge of unions. It is no wonder that many former Teamsters end up becoming persuaders, considering the size of the union and the vast number of private-sector elections it runs. While unions question the values of those who make the switch, citing the allure of money, former officials defend their decisions, claiming that it is about the leadership within the organization rather than a condemnation of all unions. Persuaders from other unions also exist, with stories of members or staffers transitioning to the management side. In some cases, individuals switch sides due to financial irregularities or personal circumstances. Overall, Brock’s story highlights the profitable nature of the career change for persuaders, particularly those with union backgrounds.
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