As of April 14, the Obama-slanted National Labor Relations Board (NLRB) put new rules into effect that are designed to favor the labor unions and disadvantage employers.
Under these new rules, employers will have an extremely short time to argue their cases against unionization because voting must occur within 14 to 21 days after being notified that a vote must be taken. Prior to this, the average time was 38 days with some contested voting lasting up to 56 days. Thus, a large company with multiple locations and multiple shifts (such as Walmart) will be logistically disadvantaged in arguing its case against unionization. And, that's intentional. The whole purpose of this "quickie election rule" is to insure that employees don't get all the facts before they decide.
But, it doesn't just stop there. Under the new rules, if your company is targeted by a union, you must turn over the names, addresses, telephone numbers, company and private email addresses, company locations and work hours of all employees. Previously, it was only required for unions to have access to names and addresses of a company's employees. So now, while businesses will have less time to argue their case, unions will have months to barrage potential members with information by mail, email, telephone calls, or in person meetings at your home, or anywhere outside your work location. At the same time, employers are restricted from countering the union campaigning prior to the period after the union notifies the employer of a vote. A fact that many legal eagles find unconstitutional because it restricts an employer's freedom of speech.
The biggest problem with the above ruling is that it is a complete invasion of privacy. In the wake of the NSA scandal where private emails and conversations were being listened into by the federal government, a lot of people are not going to tolerate this. Unions contacting people in multiple ways might find out that this will backfire when it comes to votes. I know that I would consider it harassment if I already had no interest in being a member of a union and they kept contacting me.
Also, unions are big "get-out-the-vote" volunteers for the Democrat party. In the past, having a list of just names and addresses was too labor intensive. They were better off going door-to-door, neighborhood by neighborhood. Now, they have all the contact information they need for campaigning. I also doubt that there are any protections that prevent the unions from handing over that extremely valuable information to their favored political party.
Lastly, the NLRB rules (similar to other attempts by Obama to legislate by mandate) may not stand up to a legal review. Several business groups have already filed federal lawsuits to block these new rules.
NLRB To Force Companies To Turn Over Employee Telephone Numbers & E-Mail Addresses To Unions?: http://laborunionreport.com/2012/01/26/nlrb-chair-wants-to-force-companies-to-turn-over-employee-telephone-numbers-e-mail-addresses/
NLRB Allows Employees to Use Employer Email Systems for Organizing Purposes, and Issues New Speedy Union Election Rule: https://www.ropesgray.com/news-and-insights/Insights/2015/January/NLRB-Allows-Employees-to-Use-Employer-Email-Systems-for-Organizing-Purposes.aspx
NLRB “Quickie Election” Rule Accelerates the Union Organizing Process: http://www.laboremploymentlawblog.com/2015/03/articles/collective-bargaining/nlrb-quickie-election-rule-accelerates-the-union-organizing-process/http://www.laboremploymentlawblog.com/2015/03/articles/collective-bargaining/nlrb-quickie-election-rule-accelerates-the-union-organizing-process/
Business Groups File Lawsuit to Block NLRB’s Union-Organizing Rule: https://www.google.com/search?q=Business+Groups+File+Lawsuit+to+Block+NLRB%E2%80%99s+Union-Organizing+Rule&ie=utf-8&oe=utf-8