Decertification Campaign Evaluation & Management

When the Union Didn’t Tell the Whole Truth—You Have a Right to Respond

Unions win support through storytelling—but what happens when key facts are deliberately left out? If employees were persuaded to support a union without knowing the full truth about its structure, leadership, or intentions, their vote was based on a misrepresentation—not an informed decision.

This kind of omission isn’t just manipulative—it’s actionable.

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Legal Grounds for Narrative Reversal

Under NLRA § 8(b)(1)(A) and the principles outlined in Hollywood Ceramics (140 NLRB 221), unions that mislead employees—whether through false claims or critical omissions—can be challenged and decertified once an employee trigger’s the process. If the facts would have changed how employees voted, then you may have grounds to:

• File a decertification petition (Form 502(D))
• Invalidate or reframe the original campaign
• Educate employees with verified, corrected information

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Yes, only one employee can take the initiative to circulate the petition for decertification—but that petition must still be signed by at least 30% of the bargaining unit to be valid.

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Clarified Breakdown:

• One employee (or a group) can start and circulate the petition.
• The NLRB does not require a committee or formal group to initiate the process.
• The petition is valid only if it garners 30% support from the employees in the recognized bargaining unit.

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Example:

Let’s say there are 100 employees in the bargaining unit:

• One employee can create and pass around the petition.
• At least 30 employees must sign it before it can be submitted to the NLRB.

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Important Note:

The employer must not initiate, support, or appear to be involved in circulating the petition—doing so could result in an Unfair Labor Practice (ULP) charge.

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How TTFS™ Turns the Tide

Through the Truth & Trust Framework System™ (TTFS™), I conduct a precision truth audit of the organizing campaign—identifying what employees were told, what was omitted, and how that deception shaped support. I then deploy physical documentation, media, and firsthand accounts to re-engage your workforce with the truth they deserved from the start.

TTFS™ provides:

• Verifiable evidence of material omissions
• Strategic counter-narratives for leadership and frontline delivery
• Workforce education that restores confidence and reverses false assumptions

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If the union didn’t disclose the full story—your employees have a right to hear it now.
I help you deliver it—with truth, timing, and tactical clarity.

• Narrative Deconstruction with TTFS™
  Employees were sold a promise. I bring the evidence that proves the union broke it and deceived them during the campaign with the omission of critical facts. Through documents, recordings, member testimonies, and behavioral case studies, I show exactly how the union misled, failed, and exploited its members.
• Counter-Narrative Deployment
  We create a customized internal messaging campaign that rebuilds employee trust in their employer—and highlights the costs and consequences of staying unionized.
• Compliance-Driven Strategy
  Everything I do is NLRA-compliant. You’ll never face ULP charges because of reckless messaging or unlawful coaching. I’ve done this from inside and outside the system—I know where the lines are, and how to win without crossing them.

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“If your workforce was misled, manipulated, or sold out—it’s time to take it back. I don’t offer hope. I offer strategy.“

Truth. Decertification. Liberation. That’s what TTFS™ delivers.