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Union Information
A union is a business. All businesses require revenue. For a union, its primary revenue sources are member dues and fees. Members pay for the union to negotiate a collective bargaining agreement, also known as a labor contract. Even though members pay for this service, unions do not have to uphold promises made during a campaign.
Yes, union organizers are like the sales team of the business. Their job is to generate new business. Once employees join the union (or the sale is made), the organizers typically hand off the business to a representative to negotiate the contract. That person may or may not be aware of promises made during the campaign and is not obligated to keep any of them.
A union is allowed to make any promises it would like during a campaign, but it cannot guarantee anything – wages, benefits, or that the terms and conditions of employment will improve. No one knows what will be in a collective bargaining agreement ahead of time, and neither party can simply demand things from the other party during bargaining.
There is no way the union can guarantee that things will only improve. You may end up paying dues whether or not you like the terms negotiated in the labor contract.
It’s not that easy. Once elected, it’s a difficult and lengthy process to decertify or remove a union, regardless if you like the terms negotiated. There are specific timeframes when you can attempt to remove a union. Also, WWL – Vehicle Services Americas and its leaders are not legally allowed to help employees with this process. The union uses member dues to pay for “representational activities,” which can include dissuading employees who want to leave from doing so.
Authorization Cards
A union authorization card or petition – also called a “union card” – is a legal document that potentially can give a union the sole and exclusive right to speak and act on behalf of employees in all matters regarding wages, benefits, and terms and conditions of employment at WWL – Vehicle Services Americas.
No. But it is the first step toward unionization, and that is why we suggest you carefully think about what signing a card/petition means.
Union organizers and employees who support them can be extremely persistent and aggressive. We want you to have the facts about your legal rights. Federal law provides employees with:
The right to sign or not sign a union card
The right to campaign for or against the union
The right to not be bothered by union supporters while you are working
The right to talk or not talk to a union representative if you are contacted at home or approached on your way to/from work
The right to tell union organizers you are not interested
The right to say “no”
The union can do several things with a signed authorization card/petition.
If the union gets 30% of employees in a bargaining unit (employee group) to sign cards, the union could go to the National Labor Relations Board (NLRB) and file a petition for an election in which employees vote to determine whether or not they want to be unionized.
If the union gets enough signatures on a petition or signed cards – typically, a majority of the employees the union wants to represent it – it can demand WWL – Vehicle Services Americas recognize it as the bargaining agent for all the employees in a certain unit or units. Under this scenario, you could become unionized without a secret ballot election. Your signature on a union card or petition could be the only vote you get about unionization.
The union can keep the card because it’s valid for at least one year from the day it’s signed. (Organizers also may ask employees not to date the card, which means the signed card remains valid longer.)
The union may use it to send you mail, to call you at home or to visit you at home.
Authorization documents can take many forms and generally look harmless. Hard copy cards may resemble a magazine subscription renewal card. Petitions may look like a normal piece of paper often with very small writing outlining the legal obligations that come with signing. Some authorization documents are simply online forms that ask you to click on “I agree.”
Regardless of their appearance, however, a signed authorization card is a legal power of attorney that authorizes a union to act as the collective bargaining agent for you and other employees in negotiations with the employer. The documents also provide the union with personal information, including a home address and telephone number so the union representatives can contact you or visit you at home. The card may ask what department you work in and the type of work you perform. The NLRB requires only a signature and date on authorization cards; it is the union that wants the additional information about you that is requested on a card.
Signatures on union authorization documents can be gathered in a number of ways including:
Going to your home and asking to come in and speak with you
Online and through texts and emails
Waiting for you as you leave work
Approaching you and other employees in company facilities while at work, in the break area or in the parking garage
Through meetings purported to offer professional education credits
Through sign-in sheets at informational meetings
Through co-workers who support the union
Through flyers sent to your home with cards attached
Signing a union authorization card, petition or online form does not guarantee anything. If a union were to be voted in, the only thing it can do is negotiate on behalf of those it represents. In contract negotiations, you could end up with more, the same or less than you currently have. No one can predict the outcome of union contract negotiations.
An employee who signs a card and then later changes their mind has every right to ask for the card back, and to rescind their authorization of union representation by sending a letter via certified mail to the union’s local office. It is also a good idea to send a copy to the National Labor Relations Board regional office as well, so that they know that the employee has revoked the authorization and requested that the card be returned. An employee also can attempt to revoke the card by asking the person the card was given to, to return it.
Dues
You can’t be forced to join a union or pay dues in a right-to-work state like Tennessee. But, unions generally expect unionized employees to pay union dues and/or initiation fees even in right-to-work states. If a union were to be voted in, you would have to live with any terms and conditions of employment, like pay, shifts, schedules, benefits, that are negotiated for your position, if it is covered by a union contract.
According to the most recent annual financial filing with the federal government, called an LM-2 report, the union charges members between $45 to $92 each month to become a member. This could be as much as $1,104 a year in union dues.
A union determines the amount it charges members and has the right to increase dues at any time. Dues amounts are not negotiated, and WWL – Vehicle Services Americas would have no say in what the union charges.
Typically, when a union is newly elected, members will be required to pay dues after a collective bargaining agreement or labor contract is reached.
Yes, unions usually have a constitution and bylaws that members are required to follow. Not following the rules outlined in those documents can result in additional fees and assessments beyond monthly union dues. Before considering whether or not to elect a union, it’s important to read those documents so you are aware of the rules you would be expected to follow.
Collective Bargaining
Collective bargaining is the back-and-forth process between a union and employer to try and reach an agreed upon labor contract, also known as a collective bargaining agreement. If a union is elected, the union will collect dues and/or fees from you in exchange for managing this process on your behalf.
According to a 2021 analysis by Bloomberg Law, it takes an average of 465 days to reach a first-time labor contract. While waiting for a contract, the employer must legally keep the status quo, meaning wages, benefits, and terms and conditions of employment generally cannot be changed.
The only topics that must be bargained are pay, benefits, and terms and conditions of employment, such as working hours, seniority, scheduling practices, promotions, transfers and grievances. These topics are mandatory to discuss if one party brings them up and would likely be negotiated. Subjects not mandatory for bargaining include: safety protocols; equipment and supplies; number of employees hired, promoted or discharged; the right to manage and operate the business; or finances.
No. Like most negotiations, the process is two-sided and neither side is legally required to accept the other side’s demands. WWL – Vehicle Services Americas is able to agree to or decline any union demand.
With collective bargaining, things can get better, worse, or stay the same. The National Labor Relations Board’s case law states: “Collective bargaining is potentially hazardous for employees, and as a result of such negotiations, employees might possibly wind up with less benefits after unionization than before.” (228 NLRB 440).
No. Collective bargaining occurs between the union and employer. Each party may have a bargaining committee. The union’s bargaining committee could consist of a few members of the bargaining unit. These members can push to have the union focus on their priorities, even if they don’t align with yours.
No. Once a union has been voted in and a labor contract has been negotiated, you cannot opt out of the contract – even if you don’t like the terms, never supported the union, voted no in the election, or don’t want the union.