Ask a Union Organizer: What's the scope of support that a union can provide?
Dear Ask a Union Organizer,
What is the scope of support a Union can provide? Do the benefits of unionizing outweigh the risks?
You’re right to wonder about the scope of support that a union can provide for you, because there are a lot of risks to unionizing. Even if you do everything right, you still might get fired in the process of unionization, get super burned out, or damage personal relationships at work.
I do my best to inform workers of the risks associated with the choice to unionize because I believe in informed consent. It’s a carry-over from my ‘other gig’ -- I am also a birth doula. Whether I’m supporting workers as they organize or parents as they welcome a new member to their family, I believe people should know what risks they’re accepting when they make a particular choice.
Whether you’re birthing a worker’s organization or birthing a child, there are significant risks involved that can threaten our ability to provide for our families. Some of the risks we accept are beyond our ability to fully control; we can only mitigate them.
From my experience, whether you’re unionizing or giving birth, an important part of mitigating the risk is having a good support system.
And while you’re taking the risk of unionizing, you definitely won’t be alone. Of course, you’ll have your colleagues, your co-organizers. And then there’s me-- consider me your Unionization Doula. Once you accept union representation, you’ll add a lot of members to your team:
Your organizer will train you to have effective organizing conversations with your coworkers and offer social-emotional support as you recruit members to your organizing committee and win your union election.
Researchers create a strategy for your team to leverage power and apply pressure to the right decision makers.
Business agents will help you figure out what to demand from your employer; they’ll also write your contract and will be in the room with your team during negotiations.
If your employer tries to disqualify you from the bargaining unit by challenging your employment status, the union can provide you with legal support for your court deposition.
Long term support comes from the Collective Bargaining Agreement, which will likely include:
A stronger non-discrimination policy (NDP): you’re in charge of your contract, and by unionizing you are formalizing your organization’s NDP into an enforceable legal agreement about what constitutes discrimination at work.
Union representation on the job: one of your coworkers will become a union steward. If something happens to you at work, you can go straight to your steward to report what happened. You’ll have a right to have a Union Representative present during any meeting with a supervisor that might affect your employment status or result in disciplinary action.
A formal grievance procedure: if you are treated unjustly at work, the union will provide you with a representative that mediates (or arbitrates!) a resolution.
Raise schedules: No more sweaty “girlboss” meetings “proving your worth” -- now your cost of living and seniority raises are guaranteed in your contract.
An opportunity to renegotiate your contract: every few years, you’ll have a chance to strengthen your contract.
Support for your movement: An internal organizer will connect you with your union siblings, and mobilize union members to action. Office staff answer your questions about things like your dues or union health care plan. The union’s policy director manages the union’s political interests and can help you with legislative issues that matter to your organization.
A chance to unite with your coworkers: the strength of the union has always been with the organization of the workers. We call it Solidarity, and it can provide you with a sense of community and increased dignity in the workplace. Together you can find solutions to the problems you face at work.
As a Union Organizer and as a doula, I wish I could wave a magic wand of support that eliminates all risk; but that’s just a fairytale. There’s always risk, and you have to carefully consider if a union’s support is enough.
As a birth doula, I train people to use the BRAIN acronym for informed decision making, and I think it can be helpful here:
What are the Benefits and Risks of the proposed course of action?
What are the Alternative options?
What is my Intuition saying?
And what happens if we do Nothing?