The law and past NLRB decisions on these matters is clear: Employers have the right to make these type of business decisions and consider all manner of factors, including the prevention of potential economic harm from a work stoppage.

Further, the remedy sought by the NLRB is both unprecedented and absurd.

If successful, the NLRB will gain the ability to, at any time, order a company with unionized operations to stay frozen in place, even to the extent of ordering it to shut down new facilities built in right-to-work states. The board would be dictating whom the company could or could not employ. Clearly, this outcome will have a destructive effect on the productive deployment of capital expenditures in the United States. 

In the final analysis, a board of political appointees appears to have taken it upon themselves to be the central planners of our economy by stripping employers' rights away and wielding a veto over their most basic business decisions.

Joe Trauger is vice president of human resources at the National Association of Manufacturers.