Union 101

What You Need to Know About Unions

If you’re unfamiliar with unions, there can be a lot to learn. You may have questions like: What is a union? What is collective bargaining? What are the steps to start a union? We have you covered, no matter what questions you have or information you want to know.

What is a union?

A union is when workers come together to improve or maintain their workplace. When workers have a union, they have a say about what happens at their job.

The workers are the union. They’re the ones who work for the company and keep it running. The union representatives aren’t the union — they don’t work for the company.

This only happens when the workers come together, get each other on board, and keep each other on board about starting a union.

Workers start a union for two primary reasons: 1) to have a say and negotiate as a group, and 2) to get what they negotiate in writing in the form of a union contract. If workers don't have those two things, they have no guarantees at their jobs.

What is collective bargaining?

Collective bargaining is how workers have a say about what happens at their job.

Collective bargaining is when workers come together with the union to negotiate as a group for a union contract. Workers use this process to make their demands known to the company. The company then negotiates about meeting those demands.

During collective bargaining sessions, the workers, union, and company sit at a table and negotiate a union contract. The workers sit on the same side as the union, across from the company.

Collective bargaining puts workers on the same level as the company. With collective bargaining, workers combine their leverage so the company negotiates with them. Without collective bargaining, individual workers have very little leverage, or none at all, in getting the changes they need.

The company is legally required to negotiate with the union. After workers and the union present the company with contract proposals, a settlement usually occurs.

If workers aren’t collective bargaining, they’re leaving (at a minimum) tens of thousands of dollars on the table in the form of pay, benefits, and work protections.

What is a union contract?

A union contract spells out everything you get and need from your job that covers (but is not limited to):
guaranteed raises, shift differential, overtime, bonuses, holiday pay, scheduling policies, guaranteed hours, sick time, vacation time, paid holidays, bereavement time, paternity leave, health care, retirement, discipline process, grievance procedure, accountability for management, work duties, work equipment, working conditions, safety protocols, staffing minimums, etc.

A union contract is a legally binding document; once it’s in place, the company has to follow it. If the company tries to break the union contract, that’s when the union steps in to enforce it. The workers are the first line of defense in enforcing their union contract.

Without a union contract…

The company can break promises;
The company is judge, jury and executioner;
The company can unfairly discipline you and you have no way to defend yourself;
The company has no obligation to give you anything or improve anything because there’s nothing legally requiring them to do it.

Without a union contract, the issues that workers experience at their jobs will continue to happen. A union contract is what requires companies to provide the pay, benefits, and work protections that workers need.

That’s the power of a union contract: Getting all of your pay, benefits, guarantees, and work protections in writing and legally set in stone.

What are the steps to start a union?

Step 1: Reach out to a union organizer — Get in touch with a union organizer so they can learn more about your and what's happening at your workplace. The union organizer will coach you on how to talk with your coworkers about starting a union.

Step 2: Talk to your coworkers — Talk to your coworkers about pay, benefits, and working conditions to see if they want to improve or maintain them too. Emphasize that the best way to address your issues at work is to start a union. That way you can collectively bargain and have a union contract.

Step 3: Fill out union cards — Filling out a union card means that you want to start a union and have a union as your partner at work to help negotiate better pay, benefits, and working conditions.

Filling out a union card means that you support starting a union. It’s confidential. The company doesn’t know who filled it out or how many were filled out.

You pay nothing when you fill out a union card. You’re not enrolled in the union when you fill out a union card. A union card isn’t a legally binding contract. Filling out a union card doesn’t obligate you to do anything.

We need a strong majority of bargaining unit members (employees who are eligible to be in the union) to fill out union cards. The reason we need a strong majority of union cards is to ensure that we have more than enough support to start a union.

Step 4: Talk to a union organizer — No matter your questions, a union organizer is here to answer them and serve you. The union organizer will explain in more detail…

The process to start a union;
How union representation, servicing works, and benefits work; and
What to expect from the company and how to fight back.

Bargaining unit members need to speak with a union organizer. If someone doesn’t speak with a union organizer, then they can’t count you as a solid yes vote.

The union organizer will contact people after they fill out a union card. The union organizer will not spam you.

Step 5: Join the organizing committee — With the help of a union organizer, you and your coworkers will build an organizing committee. The organizing committee is the group of workers who take the lead in talking with coworkers about starting a union. The organizing committee works with the union organizer to create and execute a plan to build a strong majority of supporters for starting a union.

Step 6: Vote — Once a majority of your coworkers have filled out union cards, they are submitted to the National Labor Relations Board to request a union election. This part can take several weeks as the Board decides on an election date and determines who at your workplace can vote. If a majority of your coworkers vote YES at your election, the company now has to recognize your union and collectively bargain with you and your coworkers.

What is union busting?

Union busting is the variety of methods that a company utilizes to dissuade their workers from starting a union.

Companies union bust because they do not want to collectively bargain with their workers and they do not want their workers to have a union contract.

Remember, it’s in the company’s interest to lie to and mislead their own workers about collective bargaining and union contracts.

Companies usually start union busting as soon as they get the slightest indication that workers are organizing. Companies typically put their union busting efforts into overdrive once they receive a demand letter from the union.

Union busting happens in three primary ways:

False information — Companies will disseminate emails, flyers, posters, and other materials with the sole intent to lie to and mislead workers about unions. A lot of union busting materials are illegal, so if you see any of those materials take a picture of it and then send it to your union organizer in a text or email. Another tactic is when companies form “Vote No” committees. This is when the company gets workers to spread false information and divide the workplace about starting a union.
Fear — Companies will try to intimidate their own workers from starting a union. They will have management do group meetings or one-on-one meetings to discourage workers, spread false information, and exploit power dynamics in favor of the company. Companies have also been known to spread rumors and intentionally divide the workplace so workers turn on each other. Many ways that companies intimidate workers are illegal. If any illegal intimidation happens to you, document everything that was said and done then email it to your union organizer so the union can take action to stop it.
Bribes — Companies will sometimes try to bribe workers from starting a union. This includes the company giving raises, bonuses, promotions, and other benefits when they find out workers are organizing. Companies that promise extra pay or benefits to discourage union support is illegal. In this case, workers should 1) take the money, 2) still vote Yes for the union, and 3) email their union organizer about it — the bribe is preventing workers from having a fair union election.

Union busting is an extremely expensive process. It will easily cost companies tens of thousands of dollars or hundreds of thousands of dollars to union bust.

Union busting is also an extremely demeaning process. When companies union bust, they’re outright saying they think their own workers are too stupid to see through their lies and tricks. Don’t fall for it.

Workers deserve better than the scraps that a company will give them. Workers only get better once they collectively bargain and have a union contract.

What is illegal company conduct towards unions?

Here’s a list of examples of illegal company conduct (but is not limited to):

Threaten loss of jobs
Threaten loss of benefits
Threaten to shut down the company
Question you about whether you support starting a union
Ask if you attended a union meeting
Ask how you intend to vote in the union election
Spread false information about starting a union
Talk negatively about the union trying to represent you
Offering bribes to discourage union support (raises, bonuses, promotions, etc.)
Retaliation (firing, laying off, cutting hours, transferring departments, giving excessive work, singling out people, etc.)

More information:

Examples of employer conduct that violates the law from the National Labor Relations Board

If the company breaks the law in any way (or you suspect something that is suspicious) you need to take the following steps:

Document what happened — Write down in your notes the date/time/location of when it happened, which manager it was, what the manager said, whether what the manager said made you feel intimidated or like your job was at risk, and any other important information.
Email your notes to the union organizer — Your email serves as a record of illegal conduct by the company. You need to start building a paper trail so we can build our case against the company. Once you send your email to the union organizer, that enables the union to get their lawyers involved; once the lawyers are involved, that’s how we can get the company to stop its illegal activity. Be sure to fill out a union card first, which authorizes the union to take legal actions on your behalf.

What are myths and facts about unions?

Companies often do whatever they can to dissuade, confuse, and mislead workers from starting a union. Here’s the truth behind some common misconceptions about unions.

Myths	Facts
Myth #1: [Insert union] isn't the right union for you.	Fact #1: When it comes to union representation, it’s not about the union’s name but about whether the union can negotiate a strong contract for workers in your industry.
Myth #2: The company prefers creating a direct relationship between management and employees without the union as the third party.	Fact #2: There is no third party because the workers are the union. They’re the ones who work for the company and keep it running. The union representatives aren’t the union — they don’t work for the company. The workers are the first line of defense in enforcing their union contract.
Myth #3: I don’t need to fill out a union card because I’m going to leave this job soon.	Fact #3: Filling out a union card shows that you care about your coworkers and want to improve things for them on your way out the door. Filling out a union card will not negatively impact you as you’re leaving your job because it is confidential. You can fill out a union card today, leave tomorrow, and your support will still count.
Myth #4: I don’t need to fill out a union card because I’m going to retire soon.	Fact #4: Longer-tenured workers have higher seniority in a union contract, which means they get first preference for promotions, scheduling, paid time off, etc. Longer-tenured workers stand to gain the most from starting a union.
Myth #5: I don’t need a union because the company pays the highest wages in the region or state.	Fact #5: This is very misleading. Companies say they pay the highest rates to distract from how they’re not providing consistent hours, sick time, vacation time, health care, retirement, and other benefits and protections that workers need.
Myth #6: I don’t need a union because I’m already being paid well.	Fact #6: Starting a union is about being able to collectively bargain (negotiate as a group). Collective bargaining is about more than just pay, it’s about negotiating for benefits, work protections, and the total compensation you’re receiving from the company. When you collectively bargain, you get gains. If you’re not collectively bargaining, you’re leaving at a minimum tens of thousands of dollars on the table in the form of pay and benefits.
Myth #7: Filling out a union card means that you’re in the union. / Filling out a union card means you will immediately start paying dues.	Fact #7: This is false. Filling out a union card means that you want to start a union. It’s confidential — the company doesn’t know who filled it out or how many were filled out. You pay nothing when you fill out a union card. You’re not enrolled in the union when you fill out a union card. A union card isn’t a legally binding contract. Filling out a union card doesn’t obligate you to do anything.
Myth #8: Filling out a union card isn’t confidential.	Fact #8: Union cards are entirely confidential. The company doesn’t know who filled them out or how many are filled out. The union doesn’t sell your information. The union uses a mediator to maintain confidentiality.
Myth #9: Filling out a union card is a legally binding contract.	Fact #9: This is entirely false. Filling out a union card only shows that you support starting a union. It’s like filling out a petition — it doesn’t obligate you to do anything.
Myth #10: I don’t have time to fill out a union card or talk with a union organizer.	Fact #10: It’s worthwhile to fill out a union card or talk with a union organizer. Having a union can help you get more work-life balance so you can have time for other things in your life. When you have a union, it means you can get higher pay so you don’t need to have a second job. Having a union also means you can have a stable schedule.
Myth #11: Now is not the time to start a union.	Fact #11: According to the company, there will never be a good time to start a union. Starting a union is a free opportunity to improve your workplace. As a worker, you should see what you can get out of your union contract. If you don’t like what’s in your union contract, you can vote it down. Don’t pass up the opportunity to see what you can get through collective bargaining (negotiating as a group).
Myth #12: Dues will cost hundreds or thousands of dollars.	Fact #12: You do not pay any dues until your union contract is ratified. Look at dues in the context of your total compensation — everything you get out of your union contract. If you add up all the pay and benefits that a union contract provides, it equals a minimum of tens of thousands of dollars per year. Anything you pay in dues is vastly offset by the value you’re getting from your union contract.
Myth #13: Dues will cancel out any raises you receive.	Fact #13: This is false. Look at dues in relation to the total value from a union contract, which typically last around three or four years. Your raises alone significantly outpace dues. Add on top of that other types of payment including shift differential, bonuses, overtime, and paid holidays — dues aren’t a factor. Add on top of that other benefits including guaranteed hours, sick time, vacation time, bereavement leave, improved health care, and improved retirement — you’re profiting from a union contract and dues continue to not be a factor.
Myth #14: You’d be better off keeping money in your pocket than paying dues.	Fact #14: Dues are used to provide representation, servicing, and benefits. Anything you pay in dues is vastly offset by the value you’re getting from your union contract. If you add up all the pay and benefits that a union contract provides, it equals tens of thousands of dollars per year in pay and benefits — more than anything you’ll pay in dues.
Myth #15: The union will take your dues and use it to pay the high salaries of union bosses.	Fact #15: Union members decide how to spend dues money. Half of all dues is used locally to make your union strong. The rest goes toward a range of benefits and professional services that work for you.
Myth #16: You can lose what you have now.	Fact #16: You only stand to see improvements with a union contract. By law, a company has to maintain what you already have. The union uses what you have now and then negotiates up from there.
Myth #17: You aren’t guaranteed to win anything with a union.	Fact #17: The company doesn’t know what will happen during negotiations and can’t say what will happen. They’re saying this to confuse and mislead you.
Myth #18: The company won’t ever sign a contract. / The company doesn’t have to agree to what you want in a contract.	Fact #18: The company is legally required to negotiate with the union. Nearly every company talks tough before workers organize. After workers and the union present the company with contract proposals, a settlement usually occurs. Remember, it’s in the company’s interest to mislead their own workers about unions.
Myth #19: The union will force you to go on strike.	Fact #19: When the company threatens that the union will force you to go on strike, they are breaking the law. Strikes are the very last measure a union takes if all other ways to get the company to negotiate have been exhausted. The union doesn’t force you to strike. A strike is a decision voted on by you and your coworkers. If a supermajority (two thirds or more) of you do not want to strike, there won’t be one.
Myth #20: The union will protect the lazy or bad workers.	Fact #20: Unions prevent workers from getting fired for any reason or a bad reason. Once a worker goes through the disciplinary steps in their union contract, there’s not much the union can do. Workers that have issues filter themselves out of a job regardless of having a union.
Myth #21: You should give the company a second chance.	Fact #21: When workers give the company another chance they are always bitterly disappointed. If the company wins, nothing changes. Don’t fall for the company’s tricks.
Myth #22: Your relationship with management will go away once the union gets involved.	Fact #22: You will have to maintain your normal lines of communication and reporting to management. None of that will change once your workplace is unionized. The union only gets involved when the company breaks the union contract.
Myth #23: You’re saying management is horrible by getting a union involved.	Fact #23: Starting a union is not an indictment on management. It means that you want to improve your workplace and have a say about what happens at your job.
Myth #24: You can get a promotion, better pay, special treatment, or favors if you support the company.	Fact #24: The special treatment will stop on election day or shortly after. Many workers who are tricked by the company find themselves treated just as poorly as their coworkers after the union loses an election.
Myth #25: You should join the company’s “anti-union” or “vote no” committee.	Fact #25: The company knows that if you and your coworkers are united, you can stand up and win your rights. The aim of the “anti -union” or “vote no” committee is to divide people, create hatred, and conquer the workplace. The company tries to divide us, but the union brings us together.
Myth #26: You don’t need a union because management is working on resolving your issues.	Fact #26: Your issues would have been resolved by now, or before now, if management had been working on them. The main way to hold management accountable is to have a union contract.
Myth #27: Unions prevent you from getting promotions.	Fact #27: If you’re not being promoted, it’s because of the company. The union is here to ensure that the company follows what is agreed upon in the union contract.
Myth #28: You can collectively bargain without a union.	Fact #28: You can collectively bargain without a union, but any agreements aren't legally binding as they would be if you had a union contract. The company could make an agreement one day, then they could go back on their word the next day, and the workers wouldn't be able to do anything about it.
Myth #29: You don’t need a union to negotiate for you.	Fact #29: You can negotiate by yourself, but you can win more pay, benefits, and work protections when you collectively bargain (negotiate as a group). You also have more leverage when collectively negotiating than by negotiating by yourself.
Myth #30: Unions take away your voice in the workplace.	Fact #30: Unions give you a greater voice in the workplace through collective bargaining (negotiating as a group). When workers collectively bargain, they have a say about what happens at their job.
Myth #31: I had a bad experience with a union before so I will have another bad experience with a different union.	Fact #31: Having a negative experience with a union before doesn’t mean that you will have a bad experience with a different union. What happened with one union is not guaranteed to happen with another union. Each union is different with different staff and leadership. Give the new union a chance to earn your trust.
Myth #32: Being in a union isn’t going to change anything.	Fact #32: Workers get change when they’re united and collectively bargain (negotiate as a group). Those changes are solidified in a union contract. You’re not going to get the changes you need at your job until you have a union and union contract.
Myth #33: Unions are too liberal.	Fact #33: Unions are nonpartisan organizations. They represent all of their members equally regardless of their political views.
Myth #34: Unions only endorse candidates for the Democratic Party.	Fact #34: Each union is its own independent organization and has its own endorsement process. A union endorses political candidates it thinks will best represent their members regardless of party.
Myth #35: The union will bring conflict and violence to the workplace.	Fact #35: The union exists to solve problems peacefully. With the union, workers and management will sit down as equals and discuss problems that come up. This does not create conflict or violence, but avoids it.
Myth #36: Starting a union will cause the company to shut down and close.	Fact #36: This is a common scare tactic that’s false. It’s illegal for the company to close, or even threaten to close, because the union is voted in. Companies close for economic reasons and the vast majority of those companies are non-union. If the company is really in bad financial shape, let them prove it by opening their books at the bargaining table.
Myth #37: It’s better to work with the devil you know than the devil you don’t know.	Fact #37: Union representatives aren’t the devil, they’re on your side. Union representatives have your back — they want you to get the pay, benefits, and work protections you need to thrive.
Myth #38: You can’t get rid of the union.	Fact #38: You can vote to decertify the union and not be represented by anyone.
Myth #39: I need to do more research into the union.	Fact #39: This isn’t necessarily a myth, it’s good to research a union. However, people who constantly say this typically do so to dodge the question and not really engage. A good response when people say this: “What more information do you need? The union can get you any information you want.”