UNLESS WORKERS HAVE A UNION CONTRACT, THEY ARE AT THE MERCY OF COMPANY POLICIES.
Most employment handbooks clearly state that policies are “guidelines only and not a contract of employment” or that the terms of the handbook are subject to change without notice.
Even under a company’s “open-door” policy, there is nothing to really make anyone believe that the policy is meaningful.
It’s not surprising then that workers without a union are often subject to arbitrariness and unfairness on the job.
Workers without a contract are considered “employees at will.” That means they can be fired at any time and without reason, the only exceptions are termination for discrimination, whistle-blowing or union organizing.
IF YOU JOIN A UNION AND HAVE A CONTRACT:
- Discipline, up to and including discharge, is subject to a grievance procedure and binding arbitration, depending on the terms of your contract.
- Contract negotiations require both sides — labor and management — to listen, and reach reasonable compromises acceptable to both sides.
- Wages, benefits and working conditions are negotiated. If you are not satisfied, you can work for changes during contract negotiations.
- 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.
- Hiring and promotion is covered by contract. Seniority and other factors can be written into the agreement.
IF YOUR WORKPLACE IS NON-UNION:
- You are an “employee at will.” Your employer can discipline or fire you at any time for any reason; you have no recourse.
- “Open door” policy means the employer will listen to you… and then do whatever he or she wants.
- Employer determines wages, benefits and other terms and conditions of work. If you’re not satisfied, your only option is to get another job.
- Wages, benefits and other terms and conditions can be changed by the employer at any time.
- Hiring and promotion is up to the discretion of the employer.
THE FACTS
Union employees make an average of 30% more than non-union workers.
92% of union workers have job-related health coverage versus 68% of non-union workers.
Union workers are more likely to have guaranteed pensions than non-union employees.