Ask your question here.

A union organizer “promised” me higher wages and better benefits. Can they actually guarantee that? No. Union organizers cannot guarantee any increase in wages or benefits. Their job is to encourage support for the union, and one common tactic is to make persuasive claims about potential improvements. However, promises made during organizing efforts are not binding. If an organizer claims specific outcomes, ask to see those promises in writing. It is highly unlikely that any organizer will be willing to put in writing any of their promises.

Why would union organizers make promises if they don’t have to follow through on them? Unions operate as businesses, and like any business, they rely on revenue – in this case, union dues – to function. The more employees they can organize, the more dues they collect. Organizers are incentivized to grow membership and may say what they think you want to hear to earn your support. If a union representative makes promises about pay, benefits, or conditions, always ask for those assurances in writing. That’s often where the conversation ends.

Can a union prohibit our company from disciplining an employee who violates company rules? No. All employees are expected to follow company policies, practices, and work rules, whether or not they are part of a union. Sometimes union contracts impose additional rules and procedures but being union-represented does not exempt anyone from the standards and expectations that apply to everyone in the workplace.

Can a union have a manager removed because employees or the union think the manager is unfair? No. Decisions about leadership, staffing, and employee assignments are made by the company. Unions do not control who is hired, promoted, or reassigned. Those decisions are made based on fairness, business needs, and maintaining an effective workplace.

Can a union guarantee job security? No. True job security depends on the long-term success and competitiveness of the company, not on promises made in a union contract. Strategic decisions about employment levels, product development, and sourcing are made to strengthen the company and deliver value to shareholders. A strong, stable company is the best path to secure jobs, not union representation.

What are my rights during union organizing?

• Right to organize and support a union 

• Right to engage in concerted activity with other employees Right to refrain from any of the above and to speak out against unionizing if you so choose 

Am I under any obligation to talk with a union organizer? No. You are under absolutely no obligation to meet with or speak to a union organizer. It is entirely your choice whether to engage or not.

If I signed an authorization card, do I have to vote for the union if there is an election?
We hope that enough employees will choose not to sign or click on union cards and avoid the need for an election. But if an election were held, no. Even if you signed an authorization card, you are free to vote however you choose if an election takes place. Union elections are conducted by secret ballot. No one will know how you voted unless you choose to share that information.

If I signed an authorization card but have changed my mind, can I request my card back? Yes, associates have an absolute right to request their card back (or to rescind their “click” on a virtual card).  You would need to notify the union of your intent.  If the union fails to cooperate, you can contact the NLRB Region 08 office in Cleveland, Ohio, at (216) 522-3715. You can also seek assistance from the National Right to Work Foundation (www.nrtw.org)

Can I attend a union meeting if I want to?  Yes,  attending a union meeting is entirely your choice. While we hope you’ll see no need to participate in a union,  you absolutely have the right to attend if you wish. However, if you ever feel pressured, intimidated, or harassed to attend (or not to attend), report it to your leader immediately. Such behavior is unlawful, and you do not have to accept it.

Can I oppose the union? Yes! You have the legal right to oppose the union. You also have the right to let other associates know your opinion and can voice your opinion in appropriate ways. For example, in conversations during break or lunch time, before or after work.

If I want to make flyers supporting the company, can I use company equipment like the manager’s copy machine? No. The law prohibits the company from assisting employees in opposing unionization efforts. While you have every right to campaign against the union, you must do so using your own resources.

Will I lose my job if I support the union? No. Your employment is not at risk based on your personal views about unions. While we believe that involving a third party is unnecessary, we are committed to maintaining a fair, honest, and professional relationship with all employees, regardless of their position on union representation.

Does it cost money to be a member of a union? Yes. Over time, being a union member can become quite expensive. Unions operate on the money they collect from members through dues, fees, fines, and assessments. That’s why growing their membership is so important to them. Dues vary by union, but typically amount to about 2.5 hours’ worth of pay each month, essentially meaning you work the first two and a half hours of every month for the union, not for yourself. 

What are union dues? Union dues are the monthly fees you pay to maintain membership in the union. While amounts can vary, they are generally equivalent to about two and a half hours of pay each month. In many cases, unions reserve the right to automatically increase dues annually without requiring a vote from the membership. See more on this page.

How are union dues set, and what are they used for? The union itself decides both the amount of dues and how that money is spent. It’s important to know that some of your dues could be used for purposes you may not personally support.

What are initiation fees? An initiation fee is the initial cost charged by a union to the employee for the “privilege” of joining a union.

What are union fines? Fines are charged against members by unions for violations of the rules of the union constitution and bylaws. For instance, under some union rules, you may be fined for crossing a picket line, failing to attend a union meeting, or for conduct unbecoming of a union member. When a union member is found guilty of having committed an offense, most unions “discipline” members by fining them for the offense.

What are assessments? Assessments are the “extra” costs of unionization that employees may be required to pay. They are expenses over and above the payment of normal dues, fees, and fines. The most common reasons to charge members assessments are for strike funds and to help the union with its operating costs. These fees are not voluntary and must be paid to remain a member in “good standing.”

What is “check-off”? “Check-off” is a procedure whereby union dues, fees, fines, and assessments are automatically deducted from the employee’s paycheck and given to the union before any wages are paid to the employee. Generally, this is one of the first items the union tries to attain in contract negotiations. Unions have been known to forego demands for other things members may want  in order to obtain “check-off.”

What happens if the union wins an election? The company and the union would go through “collective bargaining,” attempting to negotiate the terms and conditions of the contract. This is a  process that could take several months or even years. The average time for a first contract is about a year and a half.  Sometimes an agreement is never reached. 

Parties must bargain in good faith and attempt to agree, but neither the company nor the union is required to agree to anything they don’t believe to be in their best interest. 

If a contract is reached, the contract binds everyone in the bargaining unit and associates could end up with more, less, or stay the same. 

Is it possible that an agreement between the union and the company could result in lower wages and benefits than I currently have? Yes. There is absolutely no guarantee that the union will be able to negotiate any improvement in your wages and benefits. If a union organizer promises better wages, ask for the promise in writing. It is highly unlikely that they will give you one.

Can the union “fix” anything or “force” the company to do anything? No. By law, the company does not have to agree to any union demands.  Everything is subject to the negotiation process.

If the union and the company are not able to agree during bargaining, what will happen? There are two options: (1) leave things the way they are; or (2) strike. Under current law, there is no guarantee that the union and the company will arrive at an agreement and sign a labor contract. It is possible for a union and a company to continue operations without a contract for years.

Read more about Collective Bargaining here.

If a strike is called, does the company continue to pay wages and benefits to striking employees? No. Once a strike begins, all wages stop. You may retain some benefits, but this is not guaranteed. Once a strike is over, you do not get back-pay for the time you were out on strike. In addition, it is possible that accrual of credited service will be suspended during periods of strike activity.

Can I collect unemployment compensation while on strike? When striking over economic conditions (wages and benefits), most states do not allow employees to collect unemployment compensation. Under current Ohio law, employees engaged in an economic strike are usually not eligible for unemployment benefits.

Does the union provide strike benefits? Some unions provide strike benefits while others do not. Providing strike benefits is purely at the union’s discretion. The amount of strike pay is usually a small portion of an employee’s normal pay. 

If I go out on strike, can I be replaced? Yes. If the union calls an economic strike (over wages and benefits), you can be permanently replaced by the company if the company needs to hire workers to continue the business operations. 

Can I come to work if I decide I do not want to strike anymore? Yes, provided you have not been permanently replaced, you can always choose not to strike and return to work. The union does not like it when union members “cross the picket line”, but it is your personal choice to work or strike. In addition, the union may fine you for “crossing the picket line.”

For more about Strikes, see this page.

If employees vote in a union and we change our minds, can’t we just tell them to leave? No. If you select a union to be your bargaining representative, that union does not have to leave your facility just because you change your mind. In fact, employees will have to wait at least a year after a union is voted in before they can even try to remove the union (a process called “decertification”). The process of decertification requires another election. To be successful, the majority of those voting will have to agree that the union needs to go.  In most cases, unions strongly oppose decertification efforts by employees.

If employees want to decertify a union, can the company help with the process and legal fees? No. By law, the company will not be able to help you with the decertification process or legal expenses associated with decertification. Employees would be responsible for navigating the decertification process on their own and paying for all legal costs relating to the decertification process.

What does Right to Work mean? In a “Right to Work” state (Ohio is not one), employees cannot be required to join or financially support a union as a condition of employment. This means a union cannot have an employee fired for refusing to pay union dues or fees. However, if a union is voted in, it still represents all employees in the bargaining unit, including those who choose not to join the union. That’s why decisions about unionization are significant, even in Right to Work states.

Is Ohio a Right-to-Work State?  No. Ohio is not a right-to-work state. This means that if a union is elected, a union contract could require employees to pay dues or fees to the union to keep their jobs. One of the first goals unions typically pursue during contract negotiations is securing mandatory dues payments, often with automatic deductions straight from employees’ paychecks.