Chapter 7 - Union Organizing: Chapter 7; and Articles...

Info iconThis preview shows pages 1–3. Sign up to view the full content.

View Full Document Right Arrow Icon
Union Organizing: Chapter 7; and Articles Stages in the Organizing Process Typically some issue or source of dissatisfaction in the workplace leads to worker interest in union representation Worker(s) contact union seeking representation Union begins campaign to collect authorization cards for an election Union files petition for an election with the NLRB Union must have 30% of workers sign petition to obtain an election—usually has much more, e.g., 70-80% NLRB reviews petition and announces an election Management and union engage in ‘campaigns’ to influence the workers to vote for or against union representation. After a 1-3 month campaign period an NLRB field officer conducts a secret ballot election in the ‘bargaining unit’. The “bargaining unit” is the group of workers who vote in the election to determine union representation and will bargain a contract together. If the majority of the ballots cast are in favor of union representation, the union is certified to represent the bargaining unit. Common Campaign Tactics Union: o Worker to worker discussions in the workplace o Wearing pro-union buttons, hats, or t-shirts o Rallies and leafleting outside the plant o Home visits by union organizers o Mailings, emails, telephone calls Management: o Supervisors lobbying workers in the workplace o Office mail, emails, notices, and postings on bulletin boards o Hiring anti-union consultants or lawyers o May include illegal tactics, e.g., firing key organizers, threats, of job loss or wage and benefit cuts Legal Rights During Organizing Campaigns: Management Management is entitled to campaign against the union under Taft-Hartley ‘free speech’ rights. o Can hold ‘captive audience’ meetings that employees are required to attend and listen to management speeches. But cannot make threats or promise of benefits to discourage (or encourage) support for unionization. Employer must treat worker organizing communication the same as other speech in the workplace. Workers can communicate with fellow workers in the workplace about union organizing so long as it does not disrupt work. o Could have a rule against discussions in front of customers in a retail store, but harder to justify in a factory.
Background image of page 1

Info iconThis preview has intentionally blurred sections. Sign up to view the full version.

View Full DocumentRight Arrow Icon
Lechmere case: Non-employees (i.e. organizers from the union) only have access to the workplace to campaign if in isolated locations. Town & Country
Background image of page 2
Image of page 3
This is the end of the preview. Sign up to access the rest of the document.

This note was uploaded on 06/06/2011 for the course ILRCB 2050 at Cornell University (Engineering School).

Page1 / 5

Chapter 7 - Union Organizing: Chapter 7; and Articles...

This preview shows document pages 1 - 3. Sign up to view the full document.

View Full Document Right Arrow Icon
Ask a homework question - tutors are online