By Emmanuel T. Erediano
[email protected]
Variety News Staff
THE former chairman of the disbanded Commonwealth Casino Commission opposes House Bill 24-15, which seeks to establish public sector employee and employer relations through organized labor groups in the CNMI, calling it unnecessary and duplicative of existing labor laws.
Authored by Rep. Blas Jonathan Attao, the bill, which is now in the Senate, “is projected to yield substantial long-term benefits for the CNMI government’s personnel management, labor relations, and overall operational efficiency,” according to a report by the House Judiciary and Governmental Operations Committee.
The committee stated that allowing organized labor frameworks and protecting public sector employees’ collective bargaining rights in the CNMI is expected to enhance communication and resolve labor disputes more efficiently. Overall, the report concluded, the long-term gains in efficiency, workforce stability, and institutional professionalism are expected to outweigh the administrative costs.
But in an email to Senate President Karl King-Nabors and Senate Vice President Corina Magofna, former CCC Chairman Edward C. Deleon Guerrero said he does not support labor unions in general, particularly in the government. He noted that the CNMI already has strong labor protections, especially for civil service employees.
“The CNMI’s existing laws, both local and federal, provide clear and unambiguous employee protections and avenues for grievances to be heard,” he said. “I find this bill unnecessary and duplicative of existing governmental employee protections.”
Deleon Guerrero said he hopes the Senate will not pass H.B. 24-15. He also said he was surprised that officials from critical government agencies and departments had not submitted comments on the measure.
Although labor unions can provide important protections and bargaining power for workers, they also have potential drawbacks. Deleon Guerrero outlined the following concerns:
• Union dues and fees. Members typically pay initiation fees and ongoing dues, which some employees feel outweigh the benefits, particularly if wage increases are small.
• Reduced individual negotiation. Union contracts are collectively negotiated, which can limit a worker’s ability to negotiate salary, schedule, or benefits independently.
• Risk of strikes. Strikes can lead to lost wages for workers and financial losses for the government, potentially straining relationships or even risking job security.
• Workplace rigidity. Union contracts often include detailed rules about job roles, promotions, and work conditions. While protective, these rules can make organizations less flexible and slower to adapt.
• Seniority-based systems. Promotions, layoffs, and shift assignments may be based more on seniority than performance, potentially reducing incentives for high performance.
• Potential adversarial relationships. Union-management relations can become confrontational, creating workplace tension.
• Protection of under-performing workers. Strong job protection can make it harder for employers to discipline or dismiss consistently under-performing employees.
• Slower decision-making. Changes to pay, benefits, or policies often require formal negotiations, which can delay implementation. In the government, the tight budget formulation process would be further slowed if union approval were required before submitting proposals to the governor, Office of Management and Budget, and Legislature.
Emmanuel “Arnold” Erediano has a bachelor of science degree in Journalism. He started his career as police beat reporter. Loves to cook. Eats death threats for breakfast.
