Get the facts!
Q. How does the union work?
A.A union is a democratic organization formed by a majority of employees who join together to gain greater leverage in improving their working conditions. In short: "In unity there is strength."
Q. What will be in our contract?
A.Union employees democratically decide what to negotiate. After winning recognition, you and your co-workers will elect a negotiating committee. Supported by professional union negotiators, this committee will sit down with management to bargain a contract covering wages, benefits, and working conditions.
By law, both sides must bargain "in good faith." The final contract will take effect only after it is approved (ratified) by a majority vote of the workers. While the exact contents of a first contract cannot be guaranteed upfront, the ongoing goal is to secure steady improvements with each successive agreement.
Q.Who runs the union?
A.A union is a democratic organization completely run by its members. You elect your local officers, choose delegates for national conventions, and vote on major issues, including your contract. Simply put: the union is the people themselves.
Q.Won't it cost the company a lot of money if the union comes in?
A.While unions increase short-term labor costs, they can benefit employers in the long run. By giving workers a voice, unions boost morale and job satisfaction. This leads to higher productivity, lower employee turnover, and valuable feedback that helps management run the operation more efficiently.
Q.Can I be fired for participating in the campaign?
A.By law, employers cannot discriminate or harass you for union activity; if they do, the union will file charges with the Labor Board.
Ultimately, sticking together and winning your union is the best safeguard. Without a union, management has a free hand. But with a union, everyone is protected by a legally binding contract.
Q.What can the union do about favoritism?
A.A union contract ensures fairness by applying the same rules to everyone. If you are treated unfairly, you can still talk to your supervisor—but management no longer has the final say. If the issue isn't resolved, you can file a grievance. First, a union steward accompanies you to talk with your supervisor. If that fails, the steward and Union Business Manager bring the issue to higher management. Finally, if both sides still cannot agree, the case goes to an outside, neutral arbitrator for a final decision.
Q.Management is hinting that we could lose the benefits we now have. Is that true?
A.Unions exist to improve your current pay and benefits, not reduce them. In fact, data shows that unionized workers earn significantly more on average than non-union workers. Because members must vote to approve the final contract, workers wouldn't accept a deal that takes things away. Furthermore, it is illegal for an employer to retaliate by cutting your pay or benefits. Ultimately, if organizing actually allowed companies to reduce your compensation, they wouldn't be fighting the union so hard to stop it.
Q.What about all those meetings we're having where management talks about the union being bad and corrupt?
A.Employers call unions corrupt to discourage workers, but unions are actually honest organizations dedicated to your well-being. Every group has a few bad apples, whether it is a union, a government, or a business. Rejecting a union over a few dishonest individuals makes no more sense than refusing to work for a company because an executive committed fraud.
Q.The employer says the union can't guarantee us anything. Can you?
A.Standing together gives you significantly more leverage and voice than acting individually. The union cannot guarantee specific contract terms upfront, because you and your co-workers will ultimately vote on what to accept. However, the union does guarantee that whatever you agree upon will become a legally binding, strictly enforced contract.
Q.Management says the union is just after our dues money. Why should we pay money to the union?
A.Union dues keep your organization strong by funding national and local operations. They cover expert resources like negotiators, lawyers, and staff salaries, while also maintaining the local union hall.
Employers pay dues to their own organizations, such as the Chamber of Commerce, to protect their interests. If they pay for professional representation, why shouldn't you? After all, companies are rarely concerned about how you spend your own money until you try to organize.
Q How much are Union Dues?
A.Your local union determines its own dues based on operational needs, except for the international portion, which is voted on by all Local Unions every five years at the International Convention. Most importantly, you pay nothing until a majority of workers vote to approve a contract they helped negotiate. Additionally, all initiation fees are waived for members in newly organized units.
Q. Management has hinted that there will be a strike if we organize.
A.Management often focuses on strikes during organizing drives, but over 98% of union contracts are settled without one. A strike can only happen if the employees vote for it, and the employer wants to avoid that just as much as the workers do. Because both sides prefer a compromise, everyone has a strong incentive to reach an agreement. Additionally, unions use other effective tactics to pressure management for a fair deal, including boycotts, corporate campaigns, and community support.
Q.How do we go about getting a union here?
A.We have already taken important first steps by forming a voluntary organizing committee to investigate how a union can help us. Through our meetings, we have informed everyone about our current rights and the new rights we stand to gain. Now it is up to all of us to vote for our future by voting union and encouraging others to do the same.
Q What does signing the card mean?
A.Signing a card means you want the union and are committing your support. It also provides the legal foundation we need to secure an open and free union election.
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