Much more on Craig Becker here: nrtw.org

National Labor Relations Board is not charged with enforcing or creating immigration law:

The National Labor Relations Board (NLRB) is an independent agency of the United States government charged with conducting elections for labor union representation and with investigating and remedying unfair labor practices. Unfair labor practices may involve union-related situations or instances of protected concerted activity. The NLRB is governed by a five-person board and a General Counsel, all of whom are appointed by the President with the consent of the Senate. Board members are appointed to five-year terms and the General Counsel is appointed to a four-year term. The General Counsel acts as a prosecutor and the Board acts as an appellate judicial body from decisions of administrative law judges.

NLRB has no authority over US Code, ICE, or law enforcement. Their functions read as such:

Sec. 203. [§ 173. Functions of Service]

(a) [Settlement of disputes through conciliation and mediation] It shall be the duty of the Service, in order to prevent or minimize interruptions of the free flow of commerce growing out of labor disputes, to assist parties to labor disputes in industries affecting commerce to settle such disputes through conciliation and mediation.

(b) [Intervention on motion of Service or request of parties; avoidance of mediation of minor disputes] The Service may proffer its services in any labor dispute in any industry affecting commerce, either upon its own motion or upon the request of one or more of the parties to the dispute, whenever in its judgment such dispute threatens to cause a substantial interruption of commerce. The Director and the Service are directed to avoid attempting to mediate disputes which would have only a minor effect on interstate commerce if State or other conciliation services are available to the parties. Whenever the Service does proffer its services in any dispute, it shall be the duty of the Service promptly to put itself in communication with the parties and to use its best efforts, by mediation and conciliation, to bring them to agreement.

(c) [Settlement of disputes by other means upon failure of conciliation] If the Director is not able to bring the parties to agreement by conciliation within a reasonable time, he shall seek to induce the parties voluntarily to seek other means of settling the dispute without resort to strike, lockout, or other coercion, including submission to the employees in the bargaining unit of the employer’s last offer of settlement for approval or rejection in a secret ballot. The failure or refusal of either party to agree to any procedure suggested by the Director shall not be deemed a violation of any duty or obligation imposed by this Act [chapter].

(d) [Use of conciliation and mediation services as last resort] Final adjustment by a method agreed upon by the parties is declared to be the desirable method for settlement of grievance disputes arising over the application or interpretation of an existing collective-bargaining agreement. The Service is directed to make its conciliation and mediation services available in the settlement of such grievance disputes only as a last resort and in exceptional cases.

(e) [Encouragement and support of establishment and operation of joint labor management activities conducted by committees] The Service is authorized and directed to encourage and support the establishment and operation of joint labor management activities conducted by plant, area, and industry wide committees designed to improve labor management relationships, job security and organizational effectiveness, in accordance with the provisions of section 205A [section 175a of this title].

Further information regarding the NLRB:

What Does the NLRB Do?

In its statutory assignment, the NLRB has two principal functions: (1) to determine, through [secret-ballot elections,] the free democratic choice by employees whether they wish to be represented by a union in dealing with their employers and if so, by which union; and (2) to prevent and remedy unlawful acts, called [unfair labor practices,] by either employers or unions. The agency does not act on its own motion in either function. It processes only those charges of unfair labor practices and petitions for employee elections that are filed with the NLRB in one of its 51 Regional, Subregional, or Resident Offices.

What Does the NLRB Do?

In its statutory assignment, the NLRB has two principal functions: (1) to determine, through [secret-ballot elections,] the free democratic choice by employees whether they wish to be represented by a union in dealing with their employers and if so, by which union; and (2) to prevent and remedy unlawful acts, called [unfair labor practices,] by either employers or unions. The agency does not act on its own motion in either function. It processes only those charges of unfair labor practices and petitions for employee elections that are filed with the NLRB in one of its 51 Regional, Subregional, or Resident Offices.

Yes, that is exactly the problem:

A radical by the board …

… When the union bosses have the NLRB in their fold, workers who try to exercise their legal rights to dismiss unwanted union monopoly bargaining agents - or even to stop their forced dues from being used to elect handpicked Big Labor candidates - are denied even the most basic protections.

That’s why, especially considering Mr. Becker’s record, it’s not a stretch to believe that - should he be confirmed by the U.S. Senate - Mr. Becker wouldn’t think twice about rubber-stamping even the most abusive forced unionism schemes cooked up by union militants.

In fact, as a former AFL-CIO and Service Employees International Union (SEIU) lawyer, Mr. Becker is solely responsible for forcing tens of thousands of workers under union boss control.

In one case, reports from a Los Angeles SEIU local union revealed that almost 63,000 people rejected membership in the union in 2007, but thanks to Mr. Becker, were still forced to pay dues.

And Mr. Becker’s own words explain why. He was even so bold as to say unions were “formed to escape the evils of individualism and individual competition … their actions necessarily involve coercion.”

With that kind of anything-goes attitude, it’s no surprise Mr. Becker supports “home visits,” in which union militants repeatedly harass workers at home until they sign union-authorization cards, and even advocates letting Mr. Obama’s handpicked arbiters impose contracts on workers, without even allowing the workers to vote on their own contract.

In fact, Mr. Becker is so extreme he actually believes the only choice workers should have is which union they should be forced to join and pay dues to!

In Mr. Becker’s view, if an independent worker refuses to pick, he and the rest of Big Labor’s lackeys on the NLRB should be able to choose a union for that worker. This kind of Big Labor kowtowing is not only outrageous, but it’s also dangerous.

After all, American workers are the ones who are going to the pay the price every time the NLRB grants union officials more illicit power.

With the Senate Health, Education, Labor and Pensions (HELP) Committee due to take up the nomination this week, right now is the most crucial time to expose Mr. Becker’s forced unionism record.

Of course, to stop Mr. Becker’s appointment, the full Senate must reject him, but if the HELP Committee doesn’t do its job by probing his radical views, it’s safe to say that won’t happen.

That’s why it’s vital all opponents of forced unionism hold Mr. Becker accountable by contacting their senators and demanding they don’t just let Mr. Becker skate by without having to answer questions about his radical views.

Instead, the Senate HELP Committee should reject Mr. Becker’s nomination to the NLRB in committee - before it’s too late.

And then, under (2) there’s the little thing called card check.

re: #4 HelloDare

What Does the NLRB Do?

And then, under (2) there’s the little thing called card check.

That’s irrelevant to immigration enforcement.

Great comeback. I see that you did not try to defend card check. My point is that Becker is a radical. As is the concept of card check in a democracy. Obama being for it does not make it any less radical. Unless you believe the secret ballot, the foundation of our democracy, is a bad idea.

re: #6 HelloDare

Great comeback. I see that you did not try to defend card check. My point is that Becker is a radical. As is the concept of card check in a democracy. Obama being for it does not make it any less radical. Unless you believe the secret ballot, the foundation of our democracy, is a bad idea.

Well, I won’t defend The Employee Free Choice Act (card check) because I don’t support it. My point was that since the video is in reference to immigration law it has no relevance to his position at the NLRB. Whatever happens regarding card check from the NLRB will no doubt face a legal challenge. And as you bolded:

to determine, through [secret-ballot elections,] the free democratic choice by employees whether they wish to be represented by a union in dealing with their employers and if so, by which union…

The statute creating the NLRB stipulate a secret ballot. Anything countering that from the NLRB would violate the intent of the law.

re: #2 Gus 802

National Labor Relations Board is not charged with enforcing or creating immigration law:

NLRB has no authority over US Code, ICE, or law enforcement.

That is quite true.

However it would be foolish to deny that department heads in civil service lobby each other for what they want when the other has that authority.

I know I sure did and others came to me when they wanted something within my domain. And sometimes it something that my superior wanted - and I was used as the negotiator.

re: #7 Gus 802

The way I read it, it’s the NLRB that has the secret ballot. Through the NLRB’s secret ballot, the NLRB determines the outcome of the free democratic choice by the employees. The wording seems quite clear.

In its statutory assignment, the NLRB has two principal functions: (1) to determine, through [secret-ballot elections,] the free democratic choice by employees whether they wish to be represented by a union in dealing with their employers and if so, by which union;