Ten Steps to Building Power

Things don't improve until you and your co-workers get involved on the job. Here are some ways you can work together to get union representation. Your right to freely choose a representative is guaranteed by the National Labor Relations Act. You make a difference!

Step 1: Discuss Issues With Your Co-Workers
First, initiate confidential discussions with your co-workers as you embark on the road to building the union and to make things better on the job. By having these private discussions, you can figure out whether or not there are other workers who might be interested in organizing.

Step 2: Make the Call
Second, call the UFCW Union in your area. There may be a particular Local Union that specializes in organizing UFCW local union in your city. For the purposes of this website, we are UFCW Local 789 our phone number is 651-451-6240.

Step 3: Set Up a Meeting
A UFCW representative needs to meet with members of your small group. There, you can ask questions on what it takes to build a union. When you and your co-workers agree that the UFCW Union is the best union to organize with, you use this initial meeting to develop a basic plan to organize your workplace

Step 4: Build the Union. Create a Strong, United Organizing Committee
Your UFCW organizer will help you and your co-workers craft an organizing plan. Your organizing committee needs to be composed of key leaders from each Department, shift, site or craft. You will also want to make sure that your committee reflects the diversity within your workplace. Diversity on your committee will ensure that the effort reflects the interests of everyone on the job, not the interests of a few.

Step 5: Draw a Picture of the Workplace
It's important to "map out" what the workplace looks like and who works where. Lists and charts are developed so that your organizing committee can assess the sentiments of the whole group and identify work areas where the committee might concentrate its efforts.

Step 6: Information Is Power
As the organizing committee forms and undertakes some basic assignments, such as identifying who works with whom, other committee members will help the UFCW organizer make sense of the information including:
Workers.
Names, titles, positions, departments or sections, shifts, status (full or part-time), addresses, extensions, pagers, e-mail addresses or fax numbers.
Worksite.
Departments, sections, staffing requirements, other unions, supervisory personnel, organizational chart, etc.
Employer.
All pertinent information, including address, other sites, including work sites, product lines or services, customers, labor relations history, competitors, financial information, parent company or subsidiaries, strategic partnerships or impending mergers or acquisitions, corporate attorneys, consultants, vendors or suppliers.
Community.
List of community organizations, leaders, interest groups, employer partners, etc.

Step 7: Issue Identification
The organizing committee begins to identify the issues that workers care about. These might include having a voice on the job, better wages, safer working conditions, discrimination, improved health care or pension, etc. Once the committee identifies who cares about which issues, it will work with the UFCW organizer to develop a game plan to call attention to these issues. Usually, the organizer develops informational literature that helps focus the organizing campaign on issues that relate to the workers wants and needs.

Step 8: Training & Sign Up
As the organizing committee grows and develops, the UFCW organizer will want to train committee members on what to expect and how to reach out to their co-workers. One of the most important aspects of the organizing campaign is when committee members ask co-workers to sign Authorization Cards. The goal of this project is to secure overwhelming support and a solid majority of cards before proceeding on to the election phase of the campaign.

Step 9: The Union Election
The signed cards are used to petition the federal labor board or authority to schedule an election. Before the date is set, the labor board will determine which workers are eligible to vote in the union election. During this time, the organizing committee must maintain focus on workplace issues and continue signing up workers. Once an election date is set, the organizing drive heats up. Workers continue to recruit union supporters as election day approaches. Winning requires that the organizing committee and its supporters stand up to the employer campaign that is always focused on destroying confidence and unity. When the union wins, the employer must recognize the union and bargain a contract.

Step 10: Negotiate!
The organizing campaign continues as workers press for a first contract. The contract should address the needs and wants of the workers, from fair wages and job security to better health care or pension. The contract is negotiated by worker representatives and their union representative and forms the basis for more improvements in the years to come.

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Your Rights under the Law

It is your right to support, form and/or advocate a union at your workplace.  Your rights to organize are set forth in section 7 of the National Labor Relations Act:

"Employees shall have the right to self-organization, to form, join, or assist labor organizations, to bargain collectively through representatives of their own choosing, and to engage in other concerted activities for the purpose of collective bargaining or other mutual aid or protection..."

This means that you have the legal right to help organize, to join, and to support a union of your own choosing. This includes but is not limited to such activities as:

• filling out an authorization card
• getting others to fill out cards
• attending union meetings
• wearing union buttons
• passing out union literature
• talking about the union to other employees.

Under Section 8 of the National Labor Relations Act, your employer cannot punish you for your union activity. For example, your employer cannot legally do the following:

• Threaten to or actually fire, lay off, harass, transfer or reassign employees because they support the union.
• Favor employees who don't support the union over those who do in promotions, job assignments, wages, hours, enforcement of rules, or any other working conditions.
• Shut down the work site or take away any benefits or privileges employees already enjoy in order to discourage union activity.
• Promise employees a pay increase, promotion, benefit or special favor if they oppose the union.

Enforcing Your Rights

The best way to encourage your employer to recognize Local 789 and negotiate a fair contract is to build a strong organization where you work.

If your employer violates the law, Local 789 can help you file "unfair labor practice" charges with the National Labor Relations Board. The Labor Board has the power to order an employer to stop interfering with employees rights, to provide back pay, and to reverse any action taken against workers for union activity. Decisions made by the Labor Board are court enforced to provide teeth to the Act.

You can help protect your legal rights by:

• Keeping written notes of any incidents in which company officials or supervisors threaten, harass or punish workers because of union activity.
• Immediately reporting any such incidents to your organizing committee and the union staff.

SUPERVISORS OR COMPANY OFFICIALS  CANNOT:

1. Attend any Union meeting, park across the street from the meeting place to see which employees attend the meeting, or engage in any under-cover activity which would make employees feel they are being spied upon to determine who is participating in the Union campaign.

2. Tell employees the Company will fire or punish them if they engage in Union activity.

3. Lay off, discharge, or discipline any employee for Union activity.

4. Grant employees wage increases, promotions or benefits in order to keep the Union out.

5. Ask employees about their own Union membership or activities or those of fellow employees, including meeting attendance, card soliciting or signing and other forms of Union participation.

6. Assign work to create conditions intended to get rid of an employee because of Union activity.

7. Ask employees how they intend to vote.

8. Threaten employees with economic reprisals for participating in Union activities. For example, threaten to close or sell the facility, lay-off workers, or reduce employee benefits.

9. Promise benefits to employees if they vote against the Union.

10. Announce that the Company will not bargain with a Union.

11. Discriminate against Union supporters when assigning overtime or desirable work.

12. Purposely team up anti-Union employees and keep them apart from Union supporters.

13. Transfer workers on the basis of Union activity.

14. Choose employees to be laid off on the basis of weakening the Union’s strength.

15. Discipline Union supporters for a particular action, and allow anti-Union employees to go unpunished for the same action.

16. Go against Company policy for the purpose of getting rid of a Union supporter.

17. Take actions that adversely affect an employee’s job or pay rate because of Union activity.

18. Threaten a Union supporter through a third party.

19. Threaten workers or coerce them in an attempt to influence their vote.

20. Tell employees overtime work or premium pay will be discontinued if the facility is organized.

21. Start a petition against the Union or take part in it’s circulation if started by employees.

22. Urge employees to try to influence others to oppose the Union.

Any of the above acts constitutes a violation of the National Labor Relations Act, which is the law that protects your right to organize

a Union! Please report these acts, if committed, to your Organizing Committee, or a Union Representative immediately!

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WHAT THE "UNION BUSTERS" WILL TELL MANAGEMENT/ADMINISTRATORS TO DO . . . .

Don't be fooled by these "Union Busting" tactics.
Having a Union at work is YOUR RIGHT!

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ORGANIZING

SURVIVAL KIT

UFCW Local 789, 266 Hardman Ave., So. St. Paul, MN 55075, Ph.#: 651/451-6240, Fax: 651/451-8227, E-mail: ufcw789@ufcw789.org

Usually when employees show interest in organizing a Union, the company responds with an anti-union program. They may begin group meetings to try to scare workers out of signing authorization cards or talking to union representatives. They may also start a "nice" campaign and suddenly become interested in workplace problems and even offer "quick fix" solutions, like raises or improved benefits. Where does their new found concern come from? Their only hope is to discourage you from Union representation.

So, prepare yourself! The information contained in this packet will help you deal with some of the tactics your employer may use to convince you that you don’t need a Union. Refer to it as management tries to confuse you with misstatements. All major points are covered and addressed within, but if you have additional questions, please feel free to contract us at 651/451-6240 (Toll free 1-877-UFCW789).

QUESTIONS AND ANSWERS

Q. How do we go about getting a Union in our workplace?

A. The first step is to form a committee among the workers with representatives from each department and shift. The committee’s job is to attend meetings and educate themselves about the Union. Then they can educate their co-workers, and help dispel false information spread by management.

Next, the majority of the employees must sign cards stating they want to have a Union in their workplace. After a majority of workers have signed up, the Union can ask the employer to recognize the Union, or file a petition for an election with the National Labor Relations Board (NLRB).

When the Union files for an election, then the employees have a chance to vote for the Union in a secret ballot election conducted by the government. If the Union wins a majority of votes, and the employer does not challenge the vote on legal grounds, then the Union can begin the process of negotiating a collective bargaining agreement (contract).

Q. What does signing the card mean?

A. It means you want the Union. Please do not sign just to get an election. The card is a commitment of support.

Q. Can I be fired for participating in the campaign?

A. First of all, the law prohibits your employer from discriminating against workers 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 everyone to stick together and organize a 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 and representation in the workplace.

Q. Who runs the Union?

A. The Union is a democratic organization run by the members. You will elect your own officers. You vote on all issues important to you. You vote on your contract. Union members elect delegates to the International convention, where delegates elect officers and vote on major issues affecting the Union such as constitutional amendments. Remember, the Union is the people themselves.

Q. I’ve heard a rumor the company could close if the Union comes in.

A. Companies do not go out of business because they have a Union, or because the workers are treated fairly. Companies close because of market conditions or poor management. This is a scare tactic employers use to keep people from gaining a voice on the job.

More non-Union companies close each year than unionized companies. Government studies have shown that a unionized firm is no more likely to close than any other company.

With a Union contract, fair wages and working conditions, and a voice on the job, workers are more productive, and the company will probably do better, not worse.

Another thing to keep in mind is that it is against the law for an employer to threaten to close down a company to discourage workers from organizing a Union.

Q. Won’t it cost the employer a lot of 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 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. The company says the Union is just after our dues money. Why should we pay money to the Union?

A. Union dues go to help pay for expert services for the Local Union members, including negotiators and lawyers; to pay for the salaries of the staff, including representatives who will service your facility on a weekly basis to handle problems and questions about your contract; organizers, who help employees such as you form a Union in their workplace; to provide newsletters and training conferences; and for all of the day to day expenses of operating the Union office.

It doesn’t cost, it pays, to belong! Not belonging to a Union can be expensive when you are laid off, discharged or passed by a promotion time UNFAIRLY. Only a Union contract gives you a VOICE . . .a chance to have YOUR SIDE heard and guarantees fair treatment to everyone in the workplace.

One other thing to keep in mind is, since when is your employer so concerned about how you spend your money?

Q. The company says there will be a strike if we organize.

A. Management talks a lot about strikes during an organizing drive. But did you know that 98% of all Union contracts are settled without a strike? There could only be a strike if the employees vote for the strike by a 2/3 majority. 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 or the Union does, 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 an agreement. For examples, Unions use boycotts or corporate campaigns or community support, rather than necessarily having to resort to striking.

Remember, management would prefer to keep employees thinking about non-issues such as strikes. The real issues are job security, representation, and equal treatment.

Q. What will be in our contract?

A. It is for the employees to decide what to negotiate for. After you win Union recognition, you will elect a negotiating committee from among your co-workers. This committee will survey the workers to see what you want in your contract. 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 what will be in the first contract. Our goal will be to win improvements with each contract.

Q. The company 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 the contract will be legally binding, and the Union will make sure the contract is enforced.

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