Facts About Union Authorization Cards
A union authorization card is a signed statement from an Associate that they want the union to be their collective bargaining agent. The union wants Associates to think that signing an authorization card is no big deal, but the truth is that an authorization card is a binding legal document. When an Associate signs an authorization card, they are entering into a legal contract with the union. Authorization cards usually say that they are an "Application For Membership" or "Authorization For Representation." The card contains very specific legal language. It says the Associate is authorizing the union to represent them in "collective bargaining" or "negotiations." That means the card is an authorization for the union to represent Associates if the union gets in, even without an election. By signing a card, Associates give the union the right to speak on their behalf. Associates are also signing away some other rights and giving them to the union. The union wants Associates to think this card will only be used to get a vote on whether they want a union. The truth is, there are quite a few things the union can do if they get enough cards. In fact, by signing a card, Associates could be giving up their right to vote in a secret ballot election to decide whether they want to be represented by a union. The right to vote is very valuable—Associates should not risk giving this right away unless they know exactly what you are getting involved in.
High Cost of Union Membership
Union representation has a hefty price tag. Here are a few examples of the financial obligations Associates may encounter with membership: • Union dues • Initiation fees • Reinstatement fees • Union assessments • Union fines The UAW requires members to pay MINIMUM monthly dues equal to 2.5 hours of straight time pay. For top-of-scale SIA Production Associates, this could be up to $82.50 per month or $990 per year. (Minimum dues requirement is slightly lower (2.0 hours of straight time pay) if the UAW Stike Fund has a balance of more than $850 Million).
Realities of Union Membership
• Unions cannot change marketplace realities no matter what they promise. • Unions do not exist to add value or increase the revenues of SIA. In fact, it is safe to say they want to increase SIA’s operating costs. • Unions may make recruiting more difficult. Many people with union backgrounds say they do not want to work under one again. We have already heard some SIA Associates say they may leave if there is a union at SIA because they don’t want to work in a union environment. • Management and Associates often lose flexibility in a union environment. • Management can lose its ability to treat Associates as individuals on various issues, such as scheduling, performance-based pay, benefits, and time off due to contract restrictions. • Associates can lose independence and, in some cases, confidentiality in a union environment, when the union expects them to bring their issues through the union and their shop stewards. • Communications in a union environment often are far more “secretive” and not as freely and candidly shared as current communication channels. • Union strikes can cause members to compromise their personal needs and desires. • Union can control members by union rules and regulations, called “bylaws,” that they write and interpret. For example, if a union member tried to get rid of the union or cross a picket line, you could be disciplined by the union and/or may have to pay a fine. • All current wages, benefits, and working conditions are subject to negotiations. They could go up, stay the same, or go down. There are no guarantees. • Unions can, and sometimes do, trade away Associate benefits in bargaining to get things important to the union, i.e., union security, dues checkoff, etc. • The ability to change work schedules would be subject to negotiations and thus tradeoffs. • Associates cannot act as individuals, but must conform to contract terms, and union members must follow union rules – or risk discipline by the union. • The contract, and only the contract, would govern terms of employment. SIA would not be allowed to consider individual Associate circumstances or needs if they differed from what the contract required. • Seniority could replace ability. Seniority puts limitations on who may be promoted or transferred. Job performance and ability may become secondary to seniority. The quality of our products may deteriorate as Associates leave or lose incentive to excel. • Unionized Associates are certainly not always satisfied with the performance of their paid representatives.
Loss of Personal Freedom
Due to union disciplinary rules and procedures (e.g., trials, fines, suspension, expulsion, etc.), union members can lose personal freedoms.
Loss of Individuality
While Management would still have the right to talk to you individually, the union would probably discourage this and insist that Associates only use the union’s formal grievance procedure. Under the labor law, the union has a right to be present at any Management/Group Leader-Associate conference to adjust working conditions whether the Associate likes it or not.
Possibility of Strikes
• Despite the costs and other disadvantages associated with union membership, Associates have no guarantee that they will get more or better outcomes. In fact, Associates can lose as easily as gain through good faith negotiations. In cases where the union is unable to achieve what it has promised at the bargaining table, unions sometimes draw Associates into costly and unsuccessful strikes. • While on strike, Associates do not receive wages or benefits, and are generally ineligible for unemployment insurance. They may even be permanently replaced in an economic strike. If you were permanently replaced in an economic strike, and there was no job available when you wanted to return to work, you would be placed on a preferential reinstatement list and you would be reinstated if and when a position for which you were qualified became available. • There are no guarantees that the union will provide “strike pay benefits” in the event of a strike. In cases where the union is willing and able to pay “strike pay benefits,” the amount is usually significantly less than the Associates’ regular wages and may result in financial hardship for striking Associates.
Union Information
Our Position on Unions
SIA’s Associate concept is based on trust in the individual and recognizes our commitment to ensure a positive working environment. By joining together as a team, we can best accomplish our mutual goals—assuring the success of the Company and providing greater opportunities and job security for Associates and their families. We do not believe that a third party, such as a union, is necessary at SIA.