New Bill Aims to Prevent Unions from Pretending to be Actual Employees in Targeted Companies.

Unveiling the Secret: Starbucks Union Organizer’s Hidden Agenda

When Michelle Eisen testified at a congressional hearing last year, she left out a crucial detail. As a barista at a Buffalo Starbucks, she was also a paid activist working to organize the coffee chain’s first unionized shop. Watch the hearing here.

Eisen reportedly received nearly $50,000 from the Workers United affiliate of the Service Employees International Union (SEIU) for her efforts. This campaign has successfully unionized over 330 additional Starbucks locations since 2010. The union has not responded to requests for comment.

What’s more, it remains unclear whether Rep. Bobby Scott (D-Va.), the chairman of the House Education and the Workforce Committee at the time of Eisen’s testimony, was aware of her undisclosed affiliation. The incident shed light on a little-known union tactic called “salting,” where newly hired employees are paid to agitate for union representation and gather inside information about the company.

With the rapid growth of manufacturing jobs in the Southern United States, unions are expected to employ salting more frequently, especially in the auto industry. According to The Nation, a left-wing opinion journal with strong union ties, politically motivated workers organizing from within a facility are crucial for the labor movement to gain power in strategic sectors like manufacturing.

However, Rep. Rick Allen (R-Ga.) has a different plan for salting – he wants to ban it. On June 26, Allen introduced “The Truth in Employment Act of 2023”, which would make it illegal for unions to insert organizers disguised as regular employees in targeted companies.

Allen believes that big labor and union bosses will go to great lengths to coerce more American workers into unionization, even if it means targeting small businesses. He sees salting as a deceptive practice that strongarms nonunion employers into unionizing without a vote or forces them to shut down.

According to Allen, the Truth in Employment Act is necessary to protect employers from being required to hire employees who enter the hiring process solely to unionize the workplace or put nonunion companies out of business. He emphasizes that employers should have the freedom to hire workers who genuinely want to work.

Let’s see how this proposed legislation unfolds.