SPFPA - ORGANIZE A UNION - HERE'S HOW!
The Five Basic Steps To Organizing a Union

Although every workplace is different and the needs of workers vary, there are some basic steps involved in winning a union voice on the job. Here's how it happens

To begin organizing a union at your workplace there’s a simple starting point before going through the steps listed below: quietly talk to a few of your co-workers who you think may be interested in organizing.


This small group starts to privately discuss workplace issues, what is involved in organizing a union, and making plans to contact the SPFPA. When you’re ready, contact us and a SPFPArepresentative will meet  and/or talk with the small group to answer your questions and help you develop a comprehensive organizing plan.











Step 1: Build an Organizing Committee

Leaders are identified and an organizing committee representing all major departments and all shifts and reflecting the racial, ethnic and gender diversity in the workforce is established. Organizing committee training begins immediately. Committee members must be prepared to work hard to educate themselves and their co-workers about the union and to warn and educate
co-workers about the impending management anti-union campaign. The organizing committee must be educated about workers’ right to organize and must understand SPFPA policies and principals of democracy and rank-and-file control.

Also at this step basic information about the workplace must be gathered including:

workplace structure: departments, work areas, jobs, shifts employee information: name, address, phone, shift, job title, and department for each worker (employee list)
employer information: other locations, parent company, product(s), customers, union history.









Step 2: Adopt An Issues Program

The committee develops a program of union demands (the improvements you are are organizing to achieve) and a strategy for the union election campaign. A plan for highlighting the issues program in the workplace is carried out through various organizing campaign activities.








Step 3: Sign-Up Majority on Union Cards

Your co-workers are asked to join SPFPA and support the union program by signing membership cards. The goal is to sign up a sizable majority. This "card campaign" should proceed quickly once begun and is necessary to hold a union election.








Step 4: Win the Union Election

The signed cards are used (and required) to petition the state or federal labor board to hold an election. It will take the labor board at least several weeks to determine who is eligible to vote and schedule the election. The union campaign must continue and intensify during the wait. If the union wins, the employer must recognize and bargain with the union. Winning a union election not only requires a strong, diverse organizing committee and a solid issues program, but there must also be a plan to fight the employer’s anti-union campaign.








Step 5: Negotiate a Contract

The organizing campaign does not let up after an election victory. The real goal of the campaign, a union contract (the document the union and the employer negotiate and sign, covering everything from wages to how disputes will be handled), is still to be achieved. Workers must be mobilized to support the union’s contract demands (decided by you and your co-workers) and pressure the employer to meet them. Organized! Make It Your Union!








In the SPFPA, we are proud of our democratic tradition: SPFPA members run their own local unions – and there's no other union where this is a truer statement. But you don't "go it alone," either. SPFPA will be with you every step of the way – helping with everything from organizing to to negotiating your first contract ... and helping you learn how to build and run your own local union.








Will we still be there after you win your first contract?

Absolutely! While we want and encourage our locals to make their own decisions on issues of local importance, the resources of the International union will always be there when you need them – along with a staff person to provide guidance and support.

To find out more about how SPFPA works please visit our many links or contact us at 1-800-228-7492.


The Difference Between Being an
At - Will - Employee

VS.








WITHOUT A UNION

You are an
"employee at will."
Your employer can discipline
or fire you at any time for any reason; you have no recourse.

WITH A UNION

Discipline, up to and including discharge, is subject to grievance procedure and binding arbitration, depending on the terms of your contract.

WITHOUT A UNION

"Open door" policy means the employer will listen to you... and then do whatever he or she wants.

WITH A UNION

Contract negotiations require both sides - labor and management - to listen, and reach reasonable compromises acceptable to both sides.

WITHOUT A UNION

Employer determines wages, benefits and other terms and conditions of work. If you're not satisfied, your only option is to get another job.  

WITH A UNION

Wages, benefits and working conditions are negotiated. If you are not satisfied, you can work for changes during contract negotiations.   

WITHOUT A UNION


The employer can change wages, benefits and other terms and conditions at any time.  You have NO say in the matter.

WITH A UNION


Neither labor nor management can make unilateral changes to a signed contract. If modifications are necessary during the life of a contract, both sides must agree.


WITHOUT A UNION

Hiring and promotion is up to the discretion of the employer.
NO Job Security.

WITH A UNION

Hiring and promotion is covered by contract. Seniority and other factors can be written into the agreement. You have Job Security.