The Union Organizing Process
9.1 هزار بار بازدید -
5 سال پیش
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Conducting a union election costs
Conducting a union election costs about $1,000 per worker, whether the union wins or loses. In 2015, there were 1,628 NLRB-conducted certification elections, down from more than 7,000 per year in the 1960s. Unions won 1,128 of the 2015 elections.
When a group of employees decide they would like to be represented by a union, their first step is to file a petition with the NLRB. Employees in the designated work unit, referred to as the bargaining unit, provide a dated signature on either a union authorization card or a signature sheet, indicating that they are interested in being represented by a particular union. At least 30% of the eligible employees must provide this card for the NLRB to consider the petition.
The NLRB then assigns an agent from the appropriate regional field office to process the petition. The regional office of the NLRB holds a secret-ballot election, usually at the workplace.
Here's an overview of the steps required in the union certification process: Step 1: Workers decide they want to be represented by a specific union. Step 2: Thirty percent of eligible workers in the bargaining unit sign cards petitioning the NLRB for secret-ballot elections. Step 3: A representation certification petition is filed with the NLRB. Step 4: The regional office of the NLRB holds a secret-ballot election. Step 5: The NLRB tallies the vote to determine if a majority of the workers voted for the union. Step 6: The union is certified if the vote is positive. Step 7: The employer is required to bargain with the union.
One of the most challenging parts of the certification process is determining who is actually eligible to sign the card. The NLRB determines who is eligible to be part of the bargaining unit, or the union and the employer jointly make this decision.
A card check is a process whereby a company recognizes a union once the union has produced evidence that the majority of workers have signed authorization cards indicating that they want the union to represent them. No election is held. Under a neutrality agreement, a company agrees that it will not express its views about unionization during the time when signatures are collected. Unions prefer card checks and neutrality agreements because the NLRB does not become involved in the union certification process, and management loses its right to speak out about the possible effects of unionization.
When a group of employees decide they would like to be represented by a union, their first step is to file a petition with the NLRB. Employees in the designated work unit, referred to as the bargaining unit, provide a dated signature on either a union authorization card or a signature sheet, indicating that they are interested in being represented by a particular union. At least 30% of the eligible employees must provide this card for the NLRB to consider the petition.
The NLRB then assigns an agent from the appropriate regional field office to process the petition. The regional office of the NLRB holds a secret-ballot election, usually at the workplace.
Here's an overview of the steps required in the union certification process: Step 1: Workers decide they want to be represented by a specific union. Step 2: Thirty percent of eligible workers in the bargaining unit sign cards petitioning the NLRB for secret-ballot elections. Step 3: A representation certification petition is filed with the NLRB. Step 4: The regional office of the NLRB holds a secret-ballot election. Step 5: The NLRB tallies the vote to determine if a majority of the workers voted for the union. Step 6: The union is certified if the vote is positive. Step 7: The employer is required to bargain with the union.
One of the most challenging parts of the certification process is determining who is actually eligible to sign the card. The NLRB determines who is eligible to be part of the bargaining unit, or the union and the employer jointly make this decision.
A card check is a process whereby a company recognizes a union once the union has produced evidence that the majority of workers have signed authorization cards indicating that they want the union to represent them. No election is held. Under a neutrality agreement, a company agrees that it will not express its views about unionization during the time when signatures are collected. Unions prefer card checks and neutrality agreements because the NLRB does not become involved in the union certification process, and management loses its right to speak out about the possible effects of unionization.
5 سال پیش
در تاریخ 1398/02/02 منتشر شده
است.
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