PRO Act doesn't effectively address labor issues
Tim Warren expressed his view that House Bill 842, The Protecting the Right to Organize Act of 2021, should receive support in the Senate in the guest column, “Portman should stop opposing proworker bill," Sept. 1.
As a professional in the human resources field for 20 years, specializing in working with small and microbusinesses, I believe in fair labor practices and employee rights, but the PRO Act represents a dated, inaccurate view of labor and practices that do not reflect those that have emerged the past decade.
As such, its “solution” is not effective in addressing current, real-world businesses, labor issues and laws.
Warren says nothing about the significant negative impact that H.B. 842 will have on small and microbusinesses, the economic backbone of America.
Unions are historically important and contributed to many of the labor law changes implemented over the years that have resulted in continued workplace improvements and protections. And those laws are working.
Small businesses are already challenged in hiring employees because of competition with large businesses. With the current reduced labor force, that challenge is worsened, and many small businesses have permanently closed.
Unions demanding increased wages and other costs will only accelerate these closures. It is an employee market, and the market should be allowed to run its proper course.
The PRO Act language contains many concerning components that threaten small businesses. Charges are presented well on JD Supra website. Concerns include:
h severely curtails employer communication with employees
h use of company equipment during work time to organize
h eliminates “right to work” laws
h allows supervisors, who are intermediaries between employees and management, to become union members, narrowing a company’s management structure
h allows unions to include contractors as employees
Yes, we do need labor law reform.
It needs to put the power into individuals’ hands to act as independent contractors and gig workers if they choose to do so.
It needs to reflect the workforce of today, not the workforce of 1950.
Social systems need to support this through better health care models, childcare services and a more flexible workplace that meets the needs of today’s companies and employees.
Sharon Delay is president of GO-HR, an outsource human resources company that provides H.R. services for small and microbusinesses primarily in Ohio.