So, you feel tired of being unappreciated and underpaid? You need a voice at work? The union is there for the problem. Usually, unions win things like increased wages and benefits, better job security, and more favorable work arrangements for their members through “collective bargaining” with the employer or company. However, since this means increasing the company's budget, it's likely that company management will push the union effort further. See step 1 below to start the fight for your rights as a worker.
Step
Method 1 of 3: Making an Informed Choice
Step 1. Understand how trade unions work
In the United States, unions are a divisive topic. Some praised that there were few organizations fighting for the rights of the common people, while others condemned it as a shield against corruption and laziness. Before attempting to form a trade union, it is very important to understand how trade unions function objectively – free from bias of both supporters and opponents.
- In a trade union, workers in one company agree to unite (either alone or with workers elsewhere) in groups to negotiate on many matters – wage increases and better working conditions, for example. If enough people agree to join a union and make it official, the employer is required “by law” to negotiate a contract with the union, which represents all workers, not with all the individual workers, which is usually the case with the employer.
- Collectively, workers in unions have greater negotiating power than those who do so individually. If, for example, a worker who is “not” in the union demands higher wages or better care, he or she will usually be ignored – the worst-case scenario for the employer is the worker being laid off and someone else being hired. But if workers are unionized and demand better care, employers should take note – if “all” workers agree to quit work (in an action called “strike”), the employer has no other choice to run the business and become less fortunate.
- Finally, union members have to pay “contributions” – costs that are normally used for union operations, pay pensions, pay union organizers and lawyers, lobby government to benefit policy-making, and to build a “strike action” fund – money used to support themselves during the strike. The amount of money paid as contributions varies based on the decision of the union member or leader, depending on how democratized your union is running. The goal of unions is to increase wages and better working conditions, not exceed membership fees.
Step 2. Know your rights
Often, company management will try to prevent employees from forming a union, because usually workers who are in a union will get better wages and benefits than workers who are not in a union. It is very important to know your legal rights when it comes to forming a union so that you can protect yourself, if necessary, against illegal acts by your superiors.
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In the United States, the National Trade Union Act describes in detail the rights of union members “as well as” the rights of prospective union members. Most courts have ruled by law section 7 of the Act mandated as follows:
- Employees can discuss unionization ideas and distribute union literature during non-work times and in non-work places such as break rooms. They can also show support for the union through clothing, pins, jewelry, etc.
- Employees can ask other employees to sign a petition about forming a union. Certain work complaints, etc. The employee can also ask the employer to recognize the petition.
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In addition, most courts agree that Article 8 of the Act provides for the following protections:
- Employers cannot offer raises, promotions or other incentives to employees if they agree not to unionize.
- Employers cannot close the company or transfer jobs from certain employees because of union affiliation.
- Employers cannot fire, demote, harass, compensate, or punish employees for union affiliation.
- Finally, the employer also cannot “threat” to take any of the above actions.
Step 3. Don't believe in common myths
Since it is very difficult for employers to prevent unions through direct legal intervention, many people will believe in myths, distortions and lies to prevent employees from forming or joining unions. If your boss spreads any of the above rumors, recognize that they are inaccurate and inform your co-workers of the following facts:
- The fees for unions are not much. In fact, the purpose of union dues is to allow for more effective negotiations so as to increase wages and better working conditions “for more than” your membership fee. In addition, the members themselves determine the contribution structure and each member makes an election if there is a change. Contributions cannot be paid until the union negotiates a contract agreed to by all members.
- Union supporters will lose their jobs before they can form these unions. It is illegal to fire or punish someone out of sympathy from their union.
- By joining a union, you will lose the benefits you have now. It is illegal for an employer to withdraw benefits because of employee sympathy for the union. In addition, the salary you earn now and the benefits remain in effect until the union member (including you) terminates a different contract.
- You will lose everything when you are forced to strike. Although misunderstandings are very popular, strikes are usually very rare. The International Union of Office Workers and Professionals reports that only about 1% of contract negotiations result in a strike. In addition, if you join a large union, rather than forming your own, you will have access to strike funds, which will pay you for the duration of your strike.
- The union is unfair to the employer or takes advantage of the employer's favor. The purpose of a union is to negotiate a “deal” between an employer and an employer – not to rob the employer or drive him off the beaten track. No employment contract comes into force before both parties agree to it. Finally, if an employer does not pay reasonable wages for the work an employee does and ensures that working conditions are safe and comfortable, the employer is actively “harming” the employee by robbing him of the opportunity that is worth the employee's time, in other words his welfare.
Method 2 of 3: Contacting the Union
Step 1. Find a local union, if desired
When it's time to unionize, you can legally form your own union with members coming only from the company you work for. This is a valid and reasonable choice. However, employees in many workplaces prefer to join larger unions, which, in fact, have more members, will have a greater source of power when it comes to representation and negotiation. You can find a complete list of United States Trade Unions at https://www.unions.org/union_search.php. In addition, local unions are usually listed in the yellow pages or in other business directories under the name “Union.”
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Don't be intimidated by the name of a trade union – a union that originally represented workers from one profession, now represents many different types of professions. It is not uncommon, for example, for office workers to become members of an automotive trade union. Below are a few examples of unions that are still active in the U. S.:
- Delivery and Driver (Teamsters - IBT)
- Steel Structure (Blacksmith - IABSORIW)
- Electronics / Communications (Electrical - IBEW / Communicators - CWA).
- The Blacksmith's Union (USW) is a good example of an inter-service union. This union oversees several jobs such as nurses, police, firefighters, factory workers, and many more, but, to be clear, not all workers who are members of this union choose to become blacksmiths.
Step 2. Contact the union of your choice
If you can, contact your local union office directly – if you can't, contact the national or international office to be contacted by the local representative office. It's even possible that if the union isn't interested in representing you, they may be able to recommend another union that may be able to provide you with free resources.
Reasons why a union may “not” want to represent you may include the fact that your workforce is too small or that you are involved with an industry that the union feels uncomfortable or unqualified to represent
Step 3. Communicate what you want to do
If a union is interested in representing you, it is likely that you will be put in contact with members of the local union committee. Different unions may use different methods of organizing based on the type of job and business owner. Working with a local union allows you to access experienced union members who have experience in organizing unions and negotiating contracts fairly. Most, but not all prospective union members find this the best way to organize their workplace.
Provide as much information as possible. Most unions will be interested in knowing how many employees work at your place, where they work, what type of work they do and current salaries and benefits. Unions may also be interested in certain grievances with business owners – for example, unequal pay, unsafe workplaces, or discrimination, so try to prepare for those complaints
Method 3 of 3: Forming a Trade Union in Your Workplace
Step 1. Be prepared for a lot of opposition
Honestly, most employers welcome unions like the plague. This is because it is likely to incur higher costs for companies with unionized workers due to increased labor costs and associated benefits. These additional costs can reduce the amount of profit that can be enjoyed by entrepreneurs, meaning there is less they can save. Some entrepreneurs will stop at nothing to prevent this from happening; some will even resort to various attempts with illegal tactics. Be prepared to be hostile, both from your boss and from their confidants. Experienced union administrators may be able to tell you exactly what to expect.
- One good rule of thumb is to be careful not to "disrupt" your work in any way. In other words, your boss can legally fire or punish you by trying to form a union, but if you give them another reason, they may turn to the opportunity.
- Keep in mind that, if the union arrangement is successful, the employer will no longer be able to dictate the terms of employment, but is required “by law” to negotiate in good faith with your union representative. Also keep in mind that, while the employer is trying to counter your union efforts, he or she cannot “legally” penalize you on the grounds of starting a union, even if you are not successful, provided you follow the laws contained in the US Trade Union Act (see section 1).
Step 2. "Feel" your workplace
For a union to have a chance of being formed, the majority of the workers in your area will need support. Talk to your coworkers – are many of them unhappy with the perks or the pay? Have any of them experienced unfair treatment, favoritism, or discrimination? Having financial difficulties due to canceled severance pay, etc.? If most of your coworkers don't look happy, you may have a good chance of forming a union.
However, being careful "where" and "to whom" you increase union prospects. Members of your company's management automatically own shares in the status quo – they will earn less if their workers are unionized. Also be wary of “loved” employees or people with close management ties, as these people may not be able to keep your secrets. First of all, only involve people you know and trust
Step 3. Gather information and support
Research the industry you work in – are there any other workers at your place (or employed by other companies) who are not yet in a union? Who is the strongest ally in your workplace? Who is willing to help in your efforts to organize a union? Are there any local politicians or community leaders who sympathize with your cause? Organizing a union is hard work – not only do you have to organize the organization, but you may also need to take part in demonstrations and community outreach efforts. The more friends and resources you retain at the start, the more chances you have of success.
When you're gathering allies and ammo for your guild venture, try to keep it a secret. The further you can shape it without management knowing, the better
Step 4. Form an organizing committee
If your union is to succeed, it needs broad support not only from the workers in your workplace, but also strong direction provided by designated leaders. Meet with people who have pledged support, and, if you have appealed to a larger union, their representatives (again, you may want to do this in secret so as not to appear suspicious to management at your workplace). Decide on the most dedicated coalition of union supporters – in the early stages of union formation, these people will act as leaders of the organization's movement, motivating employees to take action and spearheading efforts to gain support.
Step 5. Show your support for the National Labor Relations Board
Furthermore, you will want to demonstrate broad and strong support for the National Labor Relations Council (DHTKN), a neutral governing body. This usually means getting as many workers in your area as possible to sign a special form called an “authorization card” that expresses their desire to be represented by the union. For DHTKN to hold an anonymous vote to determine whether your place can form a union, you will need 30% of the workers to sign the card.
- Note – this authorization card must specify that, by signing, a worker expresses his intention to be represented by a union. If the card only states, by signing, the worker states that they “support the election” in terms of the union, they are invalid.
- Often, to garner support, the organizing committee will organize rallies, invite speakers, and distribute literature to educate workers about rights and encourage union membership. Consider these tactics to increase support for your union.
Step 6. Hold elections sponsored by DHTKN
When you get at least a 30% guarantee of worker support for your union, you can apply to DHTKN to hold a formal election at your workplace. When receiving a request, DHTKN will carry out an investigation to ensure that support for the union is official and that there is no coercion. If this is found to be true, DHTKN will negotiate with your superiors and with the union makers to hold elections. This election usually takes place in your workplace, and can occur several times to ensure all workers with varying work schedules get a chance to vote.
- Note that your employer can, and will often, challenge the legitimacy of your application and/or worker support as indicated by the authorization card.
- Also note that this process is very complicated and the procedure in this step is made simpler. Contact DHTKN for exact and specific rules, which may vary based on your employer and country.
Step 7. Negotiate a contract
If your union wins the election, it will be officially recognized by DHTKN. At this point, your employer must legally negotiate a collective contract with your union. During the negotiation period, you will be able to address certain grievances in your workplace, try to introduce new work arrangements, strive for higher wages, and much more. The specifications of the contract depend on your union leader, your employer, and of course, you, as the contract must be approved by the union election before it can take effect.
Note that while unions allow you to negotiate collectively, they will not “guarantee” your efforts will be accepted by the employer. Remember that negotiation is a back-and-forth process, you may not get exactly what you ask for. However, rest assured that on average, unions make up about 30% more than non-union workers
Tips
- Choose how to start forming your union by limiting the discussion about choosing trustworthy coworkers from the start. Discussing this with the child of the employer may be a bad idea. Once management learns about unionization efforts, the faster they can form a campaign against the effort by taking action against an individual (aggressively enforcing work rules) or as a whole (meetings). Finally, “all” affected employees will have the opportunity to “vote” or oppose union representatives.
- Employers have also been known to give employees “sudden” wage increases with the aim of “showing” that unions are not needed for a pay increase. Union movers usually see this as one of the first steps that they have succeeded.
- Employers often use tactics to prevent employees from joining unions. Very often, they are sent to employees in “hearing meetings.” This is the “mandatory attendance” that employers use to explain all the bad things that “would” happen if the company formed a union. Threats of closing shops, losing jobs, reducing wages and severance pay, corruption of union officials, etc., are all common stories.
Warning
- If a union comes to your workplace, make sure that they tell you that you have the right to join or not join the union. You can also resign from your status as a union member at any time. Make sure that they tell you about your “Beck Rights”.
- The choice is in your hand. In the right working conditions, you don't have to join a union and you don't have to pay dues. If you are in an inappropriate state of employment, you also do not have to join a union and can resign at any time from membership. You may have to pay dues and can apply for a refund that has been proven not to be used to pay for matters relating to collective bargaining, complaint adjustment and allowable expenses. Hak Kerja Foundation provides legal legal assistance legally and free of charge if you need their services. You should know, however, that the “Right to Work Foundation” is anti-union and thoroughly funded by businesses that openly oppose unions and support opposing union laws.
- It is possible that the employer will try to terminate someone who helps organize a union in the workplace. While it is illegal for an employer to do so, it does not prevent them from laying off someone who is late or missed a day's work. Be careful and obey all existing work rules. “Don't” gives the employer a reason for dismissal. The stronger you are in union with your co-workers, the more power you will have to prevent or fight back when it happens.
