Your employer might try to sway you from supporting a union by saying . . .
Management Won’t Listen to the Union
Management wants you to believe that workers coming together in a union have little power, and that, should the workplace become unionized, management won’t bargain with the workers, or comply with the workers’ contract. What management doesn’t want you to know is that, by federal law, they must cooperate when workers form a union.
Threatening Your Benefits
It is against the law to threaten your benefits as punishment for supporting a union.
Pressuring Team Leaders and Supervisors
Management may pressure your supervisors to subtly, or not so subtly, spread anti-union messages around your store. Many times, supervisors will use their personal relationships with employees to manipulate and harass. Again, under federal law, management is not allowed to promote, recruit, or fund any form of anti-union committee.
We’re a Family – We’re a Team
Management might organize a mandatory meeting in order to spread an anti-union message throughout your workplace, emphasizing that the company is a family and should stand united against the union. It is not unusual for anti-union videos and other forms of propaganda to be shown at these meetings. Occasionally, they open these meetings up to question and answer sessions.
Management may get so desperate that they hire highly paid union-busting
consultants. These people are paid to keep workers from forming a union at any cost. Many times, employers pay these people as much as or more than it would cost to make workplace improvements that would benefit workers.
The reality of strikes is that it’s your choice. Unions will examine all other alternatives before a strike is deemed necessary. Statistically, less than 1% of thousands of UFCW negotiated contracts end in strikes. Only members can decide to strike.
Money, Money, Money
Your employer may attempt to frighten you with talk about all the money you will pay if you form a union. However, these claims are false. When workers come together to form a union at their workplace they aren’t required to pay any of the costs associated with it. You will pay dues only when you have a contract. But dues bring large rewards in pay raises, benefits, job security, representation and working conditions. The added pay and benefits workers receive through belonging to the union are much more than the cost of union dues. The dues go to pay for organizers, legal assistance, support staff, rent, materials, etc. which are all needed to maintain good contracts and adequate representation. No one pays dues until the workers have voted to accept a contract.