Questions about union organizing:

What is a union organizer? Am I under any obligation to talk with them?

Unions employ a staff of representatives who function as “organizers.” Organizers are paid by the union to unionize groups of employees or entire companies. There is no obligation for you to speak with a union organizer.

 

The union organizer “promised” me an increase in wages and benefits. Can they guarantee my wages and benefits will improve under union representation?

No. Union organizers are in the business of organizing workers. You can expect them to make promises about wages and benefits — and other issues — to get you to attend a union meeting or sign a union authorization card. If an organizer promises a particular benefit, ask for that benefit in writing. It is highly unlikely that any organizer will be willing to put any of their promises in writing.

 

Why would union organizers make promises when they are under no obligation to make good on their promises?

Unions are a business. They generate income through union dues. Union organizers have one task and that is to organize workers so the union can increase their income by increasing union dues. These organizers will tell you what they think you want to hear to get you to attend union meetings and vote for the union. If a union representative makes promises, ask for those promises in writing.

 

Questions about authorization cards: 

What is an authorization card, and what does it do?

A union authorization card is a legal document to evidence a “showing of interest” in union representation. If 30% of employees targeted by a union sign these cards (physical or virtual version), the union can petition the government for a union election. If more than 50% of those employees sign authorization cards, the union can demand that the employer recognize the union as the employees’ exclusive bargaining agent– without an election.  

Employees who are asked to sign or electronically approve a union authorization card should VERY carefully read the fine print on the card before deciding whether to sign or not to sign.  It is important to see what it really says — not what someone tells you it says — so you understand what you would really be agreeing to. Most authorization cards state that you authorize the union to represent you in negotiations with your employer. With some cards, the signer is agreeing to join the union right away.    You may also be asked to provide the union with some highly personal information about yourself.  Union authorization cards are NOT simply a request for more information or for a chance to vote in a union election. If anyone tries to tell you that you must sign a union card in order to be able to vote for or against union representation, don’t believe it.  If enough people sign, the union can seek to move forward without your having the opportunity to vote in an election.  It is important to understand that, if a union election does take place, you can vote for or against the union regardless of whether you ever signed a card.

 

I already signed an authorization card. Can I get it back?

You can ask, but unfortunately, that’s up to the union. You can ask that your card be destroyed or returned to you, but that doesn’t mean the union has to comply with your request because once the card is signed, it belongs to the union, not you.

   

Questions about my rights during a union campaign and election:

What can I talk to my leadership about?

You may freely discuss facts, experiences, and opinions with whomever you choose. Your supervisor (by law) cannot ask you about the meeting or your views on unionization. However, your leader can listen and respond to any questions you may have, and share factual resources with you. We want all our employees to make an informed, thoughtful decision based on facts.

 

If I signed an authorization card, do I have to vote in favor of the union if there is an election?

No. Even if you signed a card, you can vote however you like in an election. The election is a secret ballot process. You do not sign the ballot and no one will know how you voted unless you tell them.

 

If I want to attend a union meeting, can I?

Yes. It is your choice to attend — or not attend — a union meeting. Our hope is that you will not be interested in such meetings, but it is absolutely your choice and your right to attend union meetings if you want to. However, if you feel you are being threatened, intimidated, or harassed to attend a meeting, let your leader know. This is unlawful and you do not have to tolerate that type of treatment.

 

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, like in conversations during breaks, lunch time, or before or after work.

 

If I want to make flyers to show my support for the company, can I use our company copy machine?

The law prohibits a company from assisting your efforts to oppose the union, but you have the right to actively campaign against the union. If you do choose to campaign against the union, you simply have to do that without company assistance.

 

Will I lose my job if I vote for the union?

No. It is your choice, but we firmly believe having a third party, like unions, between our employees and leaders is unnecessary. Where employees have chosen such representation, or been required by law to do so, we will pursue an honest, business-like approach in working with those representatives.

  

Questions about the power a union has:

Can a union prohibit our company from disciplining an employee who violates company rules?

No. All employees are expected to comply with company policy, practice, and work rules. There are standards and expectations for all employees — regardless of whether employees are organized or union-free.

 

If I have a problem with my supervisor and file a complaint with the union, will something be done quickly?

Not exactly. The union decides which complaints (known as grievances) will be handled with the company. Sometimes the union will decide not to proceed with a particular grievance for political or other reasons. Also, the process is very structured, and can sometimes take many months or more to resolve.

You currently have a skip-level complaint process you may use if you don’t feel your immediate supervisor is handling your issue properly. This is an advantage of the direct relationship we have now, and is lost if the union is voted in to represent you.

 

Can a union have a member of management removed because the union or employees think the manager is unfair?

No. The company decides who its leaders are and where they will work, and does so fairly and honestly. Unions do not have a say in staffing, assignments, for management of employees.

 

Can a union guarantee me job security?

No. We set the strategic direction for ONE Gas — including decisions about service areas, capital projects, and staffing levels. True job security for our employees comes when we are able to provide our customers with natural gas at a fair cost.

 

What does it mean for a union to become my “exclusive bargaining representative”?

It means only the union can represent you in dealing with the company concerning all terms of employment. If the union is ultimately named as the exclusive bargaining representative, you lose the right to deal with the company yourself. In other words, not even you can represent you.

 

See more about representation and collective bargaining here.

 

Questions about voting and what happens after the election:

Do I have to vote if there is an election?

You are not required to vote, but it is absolutely critical that you vote during any potential election — either for or against it — your choice. A majority of the employees who voted will determine the outcome of the election, which could have a tremendous impact on your job and working environment. Your vote is incredibly important. If you care about the outcome of the election, you should vote. See this page for more details.

 

Will anyone know how I vote in the election?

Not unless you tell them. Under current labor law, the election is a secret ballot election conducted by the National Labor Relations Board. You do not sign the ballot and no one will know how you voted unless you share it with them.

 

Why do I have to vote in person?

The National Labor Relations Board and the company want to make sure every person who wants to vote gets their chance, and that nobody can interfere with a fair election process.  At the ballot location on election day, there is a representative from the NLRB, from the company and from the union to verify that every person that votes is who they say they are, is a member of the unit voting, and that they only vote once. This protects your voice, so no one can vote in your place, and that we can verify you’ve had a chance to vote.

 

How is the outcome of the election determined?

The outcome of the election is determined by the number of votes cast, not the number of employees eligible to vote. That is why your vote is so important. The winner must have a simple majority. That’s 50% plus one of the votes cast. For example, if 100 employees vote, the union can win the election if just 51 employees vote for the union and obtain the right to represent all bargaining unit employees at the facility. See this page for more details.

 

If the union wins the election, which employees does it represent?

If the union wins the election, it will represent every employee in the bargaining unit who is eligible to vote. Not just those employees who voted for the union, it also represents those who voted against the union, as well as those who failed to vote. That is why your vote is so important.

 

If the union wins the election, do I have to join the union?

Oklahoma is a “right to work” state, which means employees cannot be forced to join a union or pay union dues. However, regardless of your membership in a union, you will still be represented by the union and be part of the bargaining unit if the union wins the election. Your wages, hours, and certain conditions of employment will be impacted by whatever that union negotiates with the company. Unfortunately, when that happens, your individual performance might not determine your potential wages, benefits or even the position you hold.

 

Questions about dues, fees, fines and other assessments:

What are union dues?

Unions survive on the money they receive from their members in the form of dues, fees, fines and assessments, which is why they want you to become a member. Dues are fees you pay monthly to “belong” to a union. In fact, over a period of time it can cost a great deal of money. Union dues vary in amount from union to union. Generally, monthly dues are equivalent to two hours of pay. Think of it as working for the union the first two hours of every month, only they get paid for your labor, not you. In many cases, the union has the right to automatically raise dues every year — and often does (without employee vote). See more on this page.

 

What are dues used for?

The union runs its organization, pays its staff, holds large conventions and carries on a whole host of other activities that have no relation to you, funded mainly from the collection of dues. Some of your money could be used to support political candidates of the union’s choice. Historically, 95% or more of IBEW’s political donations are directed to Democrats. The union will tell you that they do not donate to political candidates and this is technically true, they direct donations through their affiliates.  You can find out more here.

 

How is the amount of union dues established?

IBEW’s dues to the International appear in the IBEW’s Constitution and dues to the local are in the local union’s bylaws.  Ask the organizer for a copy of the IBEW Constitution and the local’s bylaws.

 

What are initiation fees?

An initiation fee is an initial cost charged by a union to the employee for joining a union.

 

What are union fines?

Fines are charged by unions against members for violations of rules of the union constitution and bylaws. For instance, you may be fined for crossing a picket line, failing to attend a union meeting, or for conduct unbecoming 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, money for political contributions, and to help the union with its operating costs. These fees are not voluntary and must be paid in order 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 the first item the union tries to attain in contract negotiations. Unions have been known to forego demands for greater associate wages and benefits to obtain “check-off.”

 

Questions about bargaining and negotiation:

Will we get the same benefits as other unionized employees?

No one can predict the outcome of bargaining — you could get more, you could get less, you could stay the same but now have to pay dues. In negotiating a contract, te company is not required to agree to something just because a union demands it.

 

Is it possible an agreement between the union and the company could result in less wages and benefits than I currently have?

Yes. There is absolutely no guarantee that the union will negotiate any improvement in your wages and benefits. In fact, you could get more, you could get the same, or you could get less. If a union organizer promises better wages, ask for the promise in writing. It is highly unlikely that they will give you one.

 

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. Regardless, you will be responsible for paying dues, fees, fines and assessments.

 

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.

 

Read more about Collective Bargaining here.

 

Questions about strikes:

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.

 

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 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.

 

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.

 

Questions about getting rid of unions:

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,” which 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 it.