We greatly appreciate your interest in forming a Union. It is your fundamental right to Organize. We've done our best to break down the process into 8 steps.
Given the current political and civil rights movements, widening income inequality, and willingness of people to use technology to organize,
there is no better time to consider organizing a Union.
We will educate you on the benefits of forming a Union so that you can communicate them to those who may benefit. We will be there with you every step of the way along the process of organizing, campaigning, and negotiating your wages, benefits, and treatment in the workplace.
8 steps to a lifetime of benefits
See the Need & Form a Group
See the need for change in the workplace and find coworkers who agree about unfair policies and practices, wages, and benefits. Engage with the employees, build relationships, and come to an understanding of the primary issues facing the workforce. During discussions, it will become clear whether there is enough interest to move forward with the organizing process. If there is a willingness of the people to come together in solidarity and remain united throughout the organizing drive, then we have established our Organizing Committee.
Contact a Union & Prepare
Contact a local Union, learn the benefits of forming a Union, and how an employer might respond. This step is the most crucial in the organizing process. Most Union-busting campaigns have a familiar three-stage roadmap: fear, familiarity, and then division. These tactics typically begin when the employer finds out about the Union's interest and may continue until the election.
Sign Union Authorization
Sign a Union Authorization Card to allow a Union to contact the National Labor Relations Board (NLRB) about your desire to form a Union and to negotiate on your behalf with your employer. All employees signing on to the Union will remain anonymous to their employer, and their jobs are protected by federal law. The goal is to sign 30% of at least one department. Signing can be done in person, or digitally at www.localunion514.com/join
Register a Union Application
To file a Union Petition with the National Labor Relations Board (NLRB), the Union must secure 30% majority of at least one department within the company. If only one department has a majority interest in the union, then the Union can negotiate only for the employees working there. Once the petition for the bargaining unit employees has been submitted, the NLRB will notify the employer that the NLRB will be conducting a Union election.
Participate in the Union Campaign
The Union and the Employer will distribute information in support or opposition to forming a Union. The Union will need to form an Organizing Committee of leaders that have the trust and respect of the employees. These leaders relay the employee concerns to the Union leadership so that we can educate the group on the benefits of forming the Union according to their specific needs.
Elect Union Representation
On Election Day all employees covered under the bargaining unit have the opportunity to vote yes or no to forming a Union. This election is held at the workplace by secret paper ballot. Union elections are moderated by federal officials from the NLRB to ensure the results are fair, accurate, and that there is no use of intimidation on either side. A majority vote forms a Union. The employer is then obligated to negotiate wages, benefits, policies and conditions.
Union leadership and the employee committee will negotiate wages, benefits, and policy changes. When the Union and the employer reach a tentative agreement, the Union membership has the opportunity to vote on the contract terms. No contract is approved without a majority vote of the union members, and you will pay no union dues until after you've voted to approve a contract.
A Union Business Agent is assigned to monitor the terms of the contract, with the aid of an elected Employee Representative. The Business Agent is accessible and available to employees, attending to all matters covered by the contract, including wages, health benefits, paid time off, scheduling, safety, seniority, grievances, disciplinary actions, layoffs, and more.