8) Learn about common anti-union ploys by employers.
Almost all employers mount anti-union campaigns. They seem to work from the same playbook, hire the same consultants, tell the same lies and play the same tricks. Looking at other campaigns can give you a good idea of what to expect in yours.
9) Build and activate your base of support in the community.
The information you gathered about the company can help you do this. In general, you want to let your boss know he’s being watched, and any dirty tricks he plays will be noted by his customers, his associates in the community and his political allies. He should get the idea that his anti-union behavior will bring misery on his head. Media attention, when you can get it, can also be useful.
10) Keep talking to your co-workers and getting cards signed until you have cards from well over half the people.
Then you’re ready to try to turn interest and support into real union representation. You can do this in two ways: you can ask the employer to recognize the union, or go through an election supervised by the National Labor Relations Board.
| Voluntary recognition is faster, easier and fairer. It spares you the aggravation of an anti-union campaign. |
To demand voluntary recognition, you go to the employer (with your union rep) and say, “We have majority support and want you to recognize the union.” Even if the employer agrees, your claim must be verified for the union to be legal. Usually this is done by a “third-party card check.” A person agreed on by the union and the employer counts the cards and determines that the union has a majority. If so, it wins recognition.
Most often employers won’t go for recognition, and insist on an NLRB-supervised election. This gives them a chance to mount their anti-union campaign and tie up the election in legal red tape.
- If you go to an election, you and the employer will first have to agree on who will be represented. The NLRB has “unit determination hearings” to figure this out. Once you agree on the unit, you set a date for the election, usually about five weeks later.
- You can expect a dramatic increase in anti-union nonsense from the employer during the period leading up to the election. During this period it’s especially important to keep up direct communications with your co-workers. You may also want to ask the union’s help in putting out a newsletter to hand out and mail to people so you can keep your points firmly in front of them. You may need to respond to employer misinformation, but mainly you want to keep people focused on your organizing issues—why you need a union.
- Be sure everyone knows how the election will work, understands that it’s a secret ballot and knows where and when they can vote.
- If necessary, plan “get out the vote” for election day. Be especially sure that anyone who’s a sure “yes” vote can get to the polling place.
11) When you win the election, enjoy your accomplishment—and stay mobilized!
Winning a contract takes as much organization as getting recognition.
