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The Burke Group (TBG)〔This should not be confused with the Canadian temporary worker and human resources recruitment agency by the same name, est. 1979. For the Canadian firm, see The Burke Group's (website ).〕 is a U.S.-based international management consulting firm established in 1982 with headquarters in Los Angeles.〔(【引用サイトリンク】url=http://www.theburkegroup.us.com/ )〕 The Burke Group describes itself as an "international leader" in guiding management during union recognition campaigns.〔 TBG provides commercial services to private and public employers. Services are also offered toward business development and leadership training. Critics of TBG call the firm's practices professional union busting. The CEO and President is David J. Burke. ==Business== TBG Labor assists employers in responding to automatic recognition and ballot campaigns. According to its U.S. website, employees considering a trade union: "Employees want and deserve to hear both pro employer and pro union arguments in order to make an informed choice before voting in a union election. A union organizer is experienced at running a union membership campaign whereas employers have little if any experience on how to respond to them when this activity presents itself. Once union activity becomes apparent, employers generally seek TBG and/or legal counsel in order to be better able to respond accurately and lawfully to employees."〔(TBG Labor's FAQ on union avoidance )〕 Although their business has reportedly been international in scope since its inception, their services increased in the EU "after the Employee Relations Act 1999 (ERA 1999)〔http://www.eurofound.europa.eu/eiro/2000/07/feature/uk0007183f.htm〕〔http://www.legislation.gov.uk/ukpga/1999/26/contents〕 was established in June 2000 and triggered new procedures related to trade union recognition and ballot elections".〔(Website-Trade Union Recognition Campaigns retrieved 4/27/2013 )〕 UK employers may seek the services of labor relations consultants such as TBG and/or legal counsel to assist them thru the new law's complexities regarding automatic recognition or subsequent ballot elections. "Human Rights Watch does not take the position that employer silence is required under international standards. Rather, non-interference is required by international standards."〔http://www.hrw.org(Rights Watch: Letter to member of the Board of Management, Human Rights Watch, July 29, 2010 (copy on file with Human Rights Watch) )〕 As stated by Dr. John Logan: "Britain has a “hybrid” system of union recognition: employers can recognize the union without a demonstration of majority support, or, if the employers refuse voluntary recognition, the Central Arbitration Committee (CAC) can recognize the union on the basis of documentary evidence of union membership or by holding a ballot election."〔() Union Recognition and Collective Bargaining: How Does the United States Compare With Other Democracies? By John Logan〕 When direct communications known as third party persuading are requested, TBG recommends〔http://www.tbglabor.com/services.aspx?cid=8〕 its U.S. clients work with ''Labor Information Services, Inc.'' (LIS),〔(【引用サイトリンク】url=http://www.laborinformationservices.com/ )〕 where David J Burke is also CEO. This service〔(LIS website )〕 provides workers a chance to talk "directly" with professional consultants during organizing campaigns which allows questions and answers from sources other than professional union organizers.〔(Organizing Academy in UK )〕〔http://www.aflcio.org/aboutus/oi/indspecific.cfm/%20AFLCIO%20Training%20Institute〕〔(Labor Institute )〕 "Direct communications with employees during union activity must be conducted in strict accordance with the definitions and guidelines provided within the Landrum-Griffin Act known as the Labor Management Reporting and Disclosure Act passed by the U.S. Congress in 1959. It requires detailed reporting of all monies paid for third party activities be provided via Form LM10 which is later posted for public record."〔(website: Services: Direct Communications )〕 According to their webpage, LIS is necessary because the "The increase of non English speaking workers throughout U.S. industries has made communications (third party persuading) to a company's workforce a major challenge. The supervisors and managers at most companies are not bi-lingual, they do not know the law (National Labor Relations Act) nor can they be expected to answer employee questions in the short time frame of a union organizing campaign." LIS consultants are fluent in English, Spanish, Tagalog, French, Portuguese, Vietnamese, and a number of varieties of Chinese.〔http://www.laborinformationservices.com/#3〕 抄文引用元・出典: フリー百科事典『 ウィキペディア（Wikipedia）』 ■ウィキペディアで「The Burke Group」の詳細全文を読む スポンサード リンク
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