Unions can call strikes that take away your earnings and cripple Eaton's competitiveness in the marketplace. (That means lay-offs, staff reductions, or even the cancellation of marginal profit departments.)

Unions demand your loyalty at the expense of your commitment to Eaton's. Unions need an environment of tension and conflict to justify their militant methods of "negotiation."

A union will cost everyone (including students and part-time employees) a minimum of $144 a year, with the average employee being forced to pay anywhere between $170 to $200 annually. Given the choice, what would you buy with that money?

Unions hand your money over to certain political parties, whether you agree with the stand of those parties or not.

Unions protect lazy and unproductive employees (who should be let go), putting a heavier work load on good, reliable employees. More tension, more conflict, more injustice, --- more union unrest!

Unions take further political stands (saying they represent you!) on abortion, censorship, daycare, and other issues, again, whether you agree with those stands or not. This means that your money could be used against you, supporting causes to which you may be opposed.

Once handed over to a union, the exercise of your freedom of choice is no longer yours --- it's theirs. Instead of being treated like individuals, the new rules of the game demand that everyone become a bargaining pawn, used to serve and advance union interests.

Unions have killed dozens of formerly productive industries, businesses, and firms. This is of particular concern to a compertitive industry like ours.

Union politics in the workplace can cause internal division, tension, and apathy, a situation that openly invites radicals to take over key union positions.

Unions eliminate the flexibility Eaton's requires to stay competitive in a very competitive marketplace - and thus protect our jobs. Unions resist new technology and other economic and managerial measures necessary to keep customers coming to Eaton's fo price, selection and quality.

EATON'S hired you in good faith, expecting a value for value relationship. Either party dissatisfied with that relationship has the freedom and right to terminate it. No one should have the right to impose unagreed-to obligations on others without their consent.

EATON'S trusts you. Employees are on an honour system: no punch clocks, easy to arrange hour changes, etc. This climate of cooperation will soon disintegrate under the pending era of divisive union relations. Unions thrive in an atmosphere of distrust, since satisfied employees make poor union prospects.

EATON'S makes your job possible by providing the marketing, advertising, business know-how, premises, and administration necessary to create the competitive marketplace in which you work.

On its own initiative, EATON'S has provided full-time employees with an optical, drug, dental, insurance, disability and pension plan.

Again, on its own initiative, EATON'S provides employee allowances, a generous vacation policy, education subsidies, and short-term sickness benefits.

The average wage for a full-time employee after five years of service is above the national retail worker average.

EATON'S has not laid off or reduced staff during the recent bad times in retail, a positive employment situation that was reiterated by the company last July.

Stand up for yourself and your good employer. Speak out and vote for a prosperous future as a free EATON'S employee.

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Page last updated on April 28, 2002