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.

[7] UK employers may seek the services of labor relations consultants such as The Burke Group and/or legal counsel to assist them thru the new law's complexities regarding automatic recognition or subsequent ballot elections.

"[16] According to their webpage, Labor Information Services is necessary because "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."

[21] In response, a Burke Group press release noted, the "report was biased and misleading based on subjective partisan research for which no request has ever been made to TBG nor its clients to review the veracity of the statements/conclusions contained therein before going to print.

[24] In May 2007, the Communication Workers Union in the UK petitioned Cable and Wireless for "automatic recognition" of their Field Service team by filing form 1A which defines and describes the potential unit to the Central Arbitration Committee.

"[27] In April 2008, after a review of the “appropriate bargaining unit”, the Central Arbitration Committee ordered a workforce ballot election process (as opposed to automatic recognition) as the best way to decide the most appropriate form of representation.

The subsequent ballot election resulted in a 92% turnout of the Cable and Wireless Field Services team where 77% voted against the Communication Worker's Union as their representative for collective bargaining.