Q. How does the union work?
A. A union is a democratic
organization of a majority of the employees in a facility. The basic idea of a
union is that by joining together with fellow employees to form a union,
workers have a greater ability to improve conditions at the work site. In other
words, "in unity there is strength."
Q.
What will be in our contract?
A. It is for
the union employees to decide what to negotiate for. Your co-workers are
already talking about many issues that are important to them at union meetings.
After you win union recognition, you will select a negotiating committee from
among your co-workers. Then, with the assistance of union negotiators, the
committee will sit down with management to negotiate a contract. The law says
that both sides must bargain "in good faith" to reach an agreement on
wages, benefits, and working conditions. The contract will only take effect
after it is approved (ratified) by a majority of the workers. It is not
possible to know exactly what will be in the first contract. Our goal will be
to win improvements with each contract.
Q.
Who runs the union?
A. The union is
a democratic organization run by the members. Members elect the local officers.
You vote on many issues of importance to you. You vote on your contract. Union
members elect delegates to national conventions, where delegates elect national
officers and vote on major issues affecting the union such as constitutional
amendments. The union is the people themselves.
Q.
Won't it cost the company a lot money if the union comes in?
A. In the short
run, it's true that unions cost employers more in terms of wages and benefits.
But in the long run, that doesn't necessarily hurt the employer. Many unions
are good for the employers as well as for the workers. The reason is simple.
With a union there is higher morale, and there is a mechanism for workers to
have a voice in how the workplace operates. Satisfied employees are more
productive, and less likely to quit, so there is less turnover. Also,
management benefits when it gets input from the workers on how the operation
could be run better.
Q. Can I be fired for participating in the
campaign?
A. First of all, the law prohibits
any employer from discriminating against people in any way because of their
union activity. If an employer does harass or discriminate against a union
supporter, the union files a charge with the Labor Board, and prosecutes the
employer to the fullest extent.
The best safeguard against the employer harassing anyone is for everybody to
stick together and win their union. Without a union, management has a free hand
to treat people as they please. But with a union, everyone has the protection
of a union contract.
Q. What
can the union do about favoritism?
A. Fairness is
the most important part of the union contract. The same rules apply to
everyone. If any worker feels that he or she is not being treated fairly, then
he or she, of course, still has the opportunity to complain to the supervisor,
just like before. But under a union contract, the supervisor or manager no longer
has the final say. They are no longer judge and jury. If the worker is not
satisfied with the response of the supervisor, the worker can file a grievance.
The first step of a grievance procedure is for the steward to accompany the
worker to try to work it out with the supervisor. If the worker is not
satisfied, the steward and the employee, with help from the Union Business
Manager, can bring the grievance to higher management. If the complaint is not
resolved, then the issue can be placed before an outside neutral judge called
an arbitrator.
Q.
Management is hinting that we could lose the benefits we now have. Is
that true?
A. The purpose of forming a union is to win improvements in
wages and benefits, not to lose them. We start with what we have and go up. On
average, unionized workers earn a third more than non-union workers in wages
and benefits. Occasionally in organized facilities workers agree to grant
concessions to aid an ailing company, but this comes after years of winning
improvements. The employees vote on whether or not to accept a contract. Would
you vote to accept a contract that took away your benefits? Think about it. If
having a union meant that the employer could reduce your benefits, why would
the employer be fighting the union so hard? Besides, it is against the law for
the employer to retaliate against the union by taking away wages or benefits.
Q.
What about all those meetings we're having where management talks about the
union being bad and corrupt?
A. The employer
would like you to think that unions are corrupt. The truth is that unions are
decent, honest organizations dedicated to improving the lives of working
people. Nothing is perfect, and there have been examples of union officials who
have not been honest. But the same is true of government officials and business
leaders. There are a few bad apples in any group of people. Telling you not to
vote for a union because there have been some corrupt officials is like telling
you never to work for a company because a company official has been corrupt.
Q.
The employer says the union can't guarantee us anything. Can you?
A. The union
can guarantee this: that when workers stick together as a union they have more
bargaining power and more of a voice than they do as individuals. When the
union wins, you will negotiate a contract with the employer. We can make no
promises on what the contract will contain. That is for you to decide when you
vote on your contract. We can guarantee that the contract will be legally
binding, and the union will make sure the contract is enforced.
Q. Management
says the union is just after our dues money. Why should we pay
money to the union?
A. Dues are
used to run your union and keep it strong. The dues are divided between the
local union and the national union. The money is used to provide expert
services to your local union, including negotiators, lawyers, economists, and
educators; to pay the salaries of officers and staff, including organizers; to
provide newsletters and conferences. The local union's money is used for
reimbursing stewards for lost time, for the union hall, and for other expenses
of your union. Did you know that the employer also pays dues to organizations?
Employers have their own ''unions" - such as the Chamber of Commerce or
the National Association of Manufacturers. They pay for representation-why
shouldn't you? Besides, since when is the company so concerned about your
money?
Q.
How much are Union Dues?
A. Dues are 2 1/2 times your hourly rate, once a month and are tax deductible. However, no dues are paid until the majority
of workers vote to accept a contract they helped to negotiate. All initiation
fees will be waived for members in newly organized units.
Q.
Management has hinted there will be a strike if we organize.
A. Management
talks a lot about strikes during an organizing drive. Did they tell you that
over 98% of union contracts are settled without a strike? There could only be a
strike if the employees vote for the strike. And it's only smart to vote for a
strike if you know you can win. The employer doesn't want a strike any more
than the workers do, so everyone has an incentive to reach a compromise during
bargaining. Unions have developed a lot of other tactics that can put pressure
on management to reach a fair agreement. For example, unions use boycotts or corporate
campaigns or community support, rather than necessarily having to resort to
striking.
Q.
How do we go about getting a union here?
A. We've
already taken the important first steps in forming a union. We've formed a
voluntary organizing committee of which many of you are members. This committee
was formed to investigate and to inform of the ways that a union may help us.
We've held meetings to inform other employees as to what their rights are now
and the rights they gain by forming a union. Now it's all up to us to vote
Union and to ask others to vote for their future by VOTING UNION .
Q.
What does signing the card mean?
A. It means you
want the union. The card is a commitment of support. And, it gives us the legal
support for an open and free union election.
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