Steps for starting a Union

[Dash8Driver]

What is the name of your state? NC

I am trying to help my wife get a union started at her hospital with Service Employees International Union. Before we get too far, if someone would be so kind, could you spell out the basic steps we might expect, what kind of resistance can management put up? Are there employee # restrictions, etc.

I tried the NLRB website but I am having a hard time finding the information I need.

Any help is greatly appreciated.

Thanks!

D8D

sorry the apparent double post, but new developments have prompted my wife to start going through with this.

 

[meganproser]

I assume you have contacted the Union and informed them of your interest. Usually, the Union sends out a rep to inform potential organizers of the do's and don'ts of organizing.

I would caution your wife to limit her discussion of this idea to one or two people, until she has a chance to meet with the Union. Good luck!

 

[I AM ALWAYS LIABLE]

My response:

You could stand up on a piece of machinery inside the Mill, holding up a big sign for all the other employees to read, that says, "UNION NOW!", while slowly turning around for everyone to see. Then, you could legally change your name to "Sally Fields".

IAAL

 

[TCB4U2B2B]

Use Caution and Do Not Attempt Organizing Alone

[/QUOTE]what kind of resistance can management put up?

Wife could be terminated immediately, if management so desires to.

Wife would be setup and used as an example to all other employees. Attempt to organize a union and you will be terminated.

Best suggestion, do not attempt to go it alone! To organizing a union, where there presently isn't one, go through the national Employees International Union and local Service Employees Union in your area.

You will need their expert advice to begin and follow through in the process. And their protection from termination throughout the entire process.

 

[I AM ALWAYS LIABLE]

What is the name of your state? NC

I am trying to help my wife get a union started at her hospital with Service Employees International Union. Before we get too far, if someone would be so kind, could you spell out the basic steps we might expect, what kind of resistance can management put up? Are there employee # restrictions, etc.

I tried the NLRB website but I am having a hard time finding the information I need.

Any help is greatly appreciated.

Thanks!

D8D

sorry the apparent double post, but new developments have prompted my wife to start going through with this.

My response:

Rent the movie "Norma Rae". All the instructions are contained in the movie. And remember, "Look for the Union label when you are buying a shirt, dress or blouse . . ."

IAAL

 

[meganproser]

>>Wife could be terminated immediately, if management so desires to.

It is illegal to terminate someone for union activity (even in an “at will” State) and the NLRB will come in immediately to investigate the situation, representing the terminated individual for free. Crystal Lee Sutton, the real life “Norma Rae”, received three years back pay for her unlawful termination, but that is how long it took for her case to get to court!

>>Wife would be setup and used as an example to all other employees. Attempt to organize a union and you will be terminated.

Setup? I've been involved in some union movements. A lot depends on the employer, but my experience has been that the known union organizer immediately becomes untouchable by management. If there is any real threat of a union coming in, the last thing any employer needs is to have the NLRB investigating them for retaliation.

That said, it takes a very special person to stick her neck out in her workplace to help organize the employees. She will be subjected to backstabbing, ostracism, and intimidation from the very employees she’s trying to “help”. It is very hard to spend every day working under those circumstances.

 

[Dash8Driver]

>>Wife could be terminated immediately, if management so desires to.

It is illegal to terminate someone for union activity (even in an “at will” State) and the NLRB will come in immediately to investigate the situation, representing the terminated individual for free. Crystal Lee Sutton, the real life “Norma Rae”, received three years back pay for her unlawful termination, but that is how long it took for her case to get to court!

>>Wife would be setup and used as an example to all other employees. Attempt to organize a union and you will be terminated.

Setup? I've been involved in some union movements. A lot depends on the employer, but my experience has been that the known union organizer immediately becomes untouchable by management. If there is any real threat of a union coming in, the last thing any employer needs is to have the NLRB investigating them for retaliation.

That said, it takes a very special person to stick her neck out in her workplace to help organize the employees. She will be subjected to backstabbing, ostracism, and intimidation from the very employees she’s trying to “help”. It is very hard to spend every day working under those circumstances.

Those are already the conditions she is working in now, only its the managers. She knows a union won't fix the managers attitudes but most if not all of the employees in her department are willing to form a union. No one has the brass tacks to do it so my wife is wanting to step up and GET'R DONE!
D8D

 

[rachelsfx]

Fired all the time

>>Wife could be terminated immediately, if management so desires to.

It is illegal to terminate someone for union activity (even in an “at will” State) and the NLRB will come in immediately to investigate the situation, representing the terminated individual for free. Crystal Lee Sutton, the real life “Norma Rae”, received three years back pay for her unlawful termination, but that is how long it took for her case to get to court!

>>Wife would be setup and used as an example to all other employees. Attempt to organize a union and you will be terminated.

Setup? I've been involved in some union movements. A lot depends on the employer, but my experience has been that the known union organizer immediately becomes untouchable by management. If there is any real threat of a union coming in, the last thing any employer needs is to have the NLRB investigating them for retaliation.

That said, it takes a very special person to stick her neck out in her workplace to help organize the employees. She will be subjected to backstabbing, ostracism, and intimidation from the very employees she’s trying to “help”. It is very hard to spend every day working under those circumstances.

Trust me, they retaliate and get away with it. Unless she is willing to accept getting fired (they find cause), being hated by other workers, I would tell her to forget it. Management and other employees will watch her every move to get something to fire her with. The NLRB is kinda run by Republicans right now so NLRB complaints probably will be dismissed unless you catch them red-handed.

 

[John/nyc]

Trust me, they retaliate and get away with it. Unless she is willing to accept getting fired (they find cause), being hated by other workers, I would tell her to forget it. Management and other employees will watch her every move to get something to fire her with. The NLRB is kinda run by Republicans right now so NLRB complaints probably will be dismissed unless you catch them red-handed.

Why would she be "hated by other workers?"

 

[meganproser]

“Why would she be "hated by other workers?"

I know you didn’t ask ME this question but I’d like to add the following comments to whatever Rachel may have to say:

Differing political views. Some workers are anti-union and believe they will end up with less than they had before, if a Union gets in. This belief is quietly nurtured through unofficial communications from management.

Jealousy. Some people resent and dislike anyone who has clearly influenced others to “follow” them. They are seen as a self appointed leader and the, “Who do they think they are?” attitude is bound to surface among some of their peers.

Greed. Some workers are or think they are, in line to become part of management in the near future. They prematurely adopt a management attitude towards the Union organizers for this reason.

This is all human nature and it takes a very skilled leader to keep these problems to a minimum. There is no way anyone can avoid them completely.

 

[rachelsfx]

It happens

“Why would she be "hated by other workers?"

I know you didn’t ask ME this question but I’d like to add the following comments to whatever Rachel may have to say:

Differing political views. Some workers are anti-union and believe they will end up with less than they had before, if a Union gets in. This belief is quietly nurtured through unofficial communications from management.

Jealousy. Some people resent and dislike anyone who has clearly influenced others to “follow” them. They are seen as a self appointed leader and the, “Who do they think they are?” attitude is bound to surface among some of their peers.

Greed. Some workers are or think they are, in line to become part of management in the near future. They prematurely adopt a management attitude towards the Union organizers for this reason.

This is all human nature and it is takes a very skilled leader to keep these problems to a minimum. There is no way anyone can avoid them completely.

His information is right on the money. The NLRB is NOT on your side (Republicans hate unions) and unions have cost so many people their jobs, it ain't funny.

Companies will immediately tell you with a union: seniority, not ability takes over; union negotiates pay raises (same for everyone regardless of contribution); and management will probably talk about unions that bankrupted companies, etc.

You actually have a better chance with the EEOC than the Union; Unions lose a lot of grievances and are losing more than 50% of arbitration cases (I was a union steward and the union informed us all times were changing and everything was against us).

-Rach

 

[John/nyc]

You actually have a better chance with the EEOC than the Union;

EEOC is a civil rights panel that decides if there is a violation of the Civil Rights laws: not labor law.

Unions lose a lot of grievances and are losing more than 50% of arbitration cases

Can you site a checkable source for this "info?"