8/9/2019 Union Pamplet
1/2
Key Terms:
Solidarity: coherence
and oneness.
Equality: the state of
being held in equal
regard.
Direct Action: an action
addressing an issue in
the most direct manner
possible.
ow to
tart aUnion
Steps:
)-Talk to your fellow workers:
o they feel mistreated? Do
hey feel caught in a trap and
oiceless? Do they feel like
hey deserve more control?
alk one-on-one with fellow
mployees, listening carefully
o what they have to say. Try to
ind your allies and naturalrganizers who may help you
n the long run.
-Take note of the incidents
t your work place that you
eel are unsafe or unjust.ccidents, threatening
behavior, strategies to belittle
mployees, discrimination.
o not be afraid to question
uthority.
-Learn about the past: Research
other unions in history to study
their purposes and see h o w
their struggles relate to yours.
Find out what they did to strive
for equality. Start keeping a
history of your own struggle.
2)-Map your workplace and find
out as muc as you can a out
the company your working
for and your employer. Is it a
privately owned or a publiclytraded company? How many
people work at your location
and the average location? How
many people in total work
for the company? How much
profit a year does the company
make? Where do the products
or materials come from?
Analyze your own department.
Do you get to walk around?
Who does? Why? Where are
the bosses stationed? Do you
feel as if youre always undersurveillance? What happens
8/9/2019 Union Pamplet
2/2
hen workers speak out?Are
they transferred, promoted
r disciplined? When a
orker is disciplined, what
methods are used to do so?
How do these methods affectthe work environment?
) -Start organizing:
Once you understand the
perations of the company
you are working for andhave a grasp on how the
orkers are being wronged or
exploited, set up a meeting
ith your allies to discuss
how to get other employees
involved, never organize
lone. This may involve
pamphlets to get the workers
ttention or direct actions
to immediately address
orking conditions. If the
roup feels it is necessary,
some of the peers maybe delegated to approach
other unions for assistance,
but always remember: the
workers are the union! The
Employee Free Choice Act
of 2007 enforces strong
penalties for e m p l o y e r sfound to be discriminating
gainst employees who are
trying to start a union. It also
states that if a majority of
employees sign authorizations
designating the union as theirbargaining representative,
the National Labor Relations
Board must investigate the
petition. It is important to
keep in mind that you do not
want to invite management
to your meetings, as many
managers are not out for your
best interests, but those of the
company they belong to.
4) -When the time is deemed
ppropriate, hold a largermeeting with all of the
interested workers. Use the
meeting to draw up a list of
grievance and demands of
your employer the group feels
are necessary in improving
the work environment. Havethe interested workers fill out
the appropriate authorizations
forms to present to National
Labor Relations Board.
Designate a spokesperson to
present these. Do not allowany negotiations, regardless
of who they are with, to take
place behind closed doors.
Always be prepared for set
backs and always have a plan
of action regarding how to
handle them. Keep a sense of
humor and do not be afraid,
when the time comes, to
confront your employer.
You can also download this
pamphlet at gjredpill.org.
