1. Do unions ever harass workers to sign a card check (not sure if this is the appropriate terminology)?

Well, I am currently involved in an organizing campaign in Nevada, and we are using card checks in certain areas. Actually, we already have a union, but Nevada is a “right to work for less” state so the main focus is on recruiting members and mobilizing non-members when there is an issue that affects both member and non-member alike. Certain areas are highly more anti-union than others. The point to the card check is that I can sit down one on one with a person and explain to them why I think it is important to belong to the union (I am rank and file, not a paid organizer). By signing a card, the worker’s name and information is kept confidential so as to avoid any issues with management, such as harassment, intimidation, etc. So harassing a worker over signing a card would be counter-productive. I believe that this way is just as democratic as the ballot. I have to present the worker with a plausible and effective argument why my side is right. Management holds all the cards during an election, because they can control what is said, by whom, to whom, when, where, and how. Card check allows me to present the facts logically and objectively. The most important issue is the worker’s welfare. Not management’s bottom line. I can only do this if I can show the worker that it is he that contols the means of production, and that the employer should be bowing down to him and thanking him for endowing him with his wealth. Believe me, you’ll never get that message across during an election! That is why the capitalists resort to the methods that they do in order to discourage the worker from organization.

2. Why don’t unions start some of their own companies? That way, they could run the companies any way they want. Is there a law against unions running their own companies? Perhaps workers would work harder and better for worker-friendly companies. The unions could run the companies in a non-profit manner. Why doesn’t this happen? With the airlines, there was one or more situations in which the employees “took over” the company. Why didn’t that work out??

Look at WalMart, the nation’s largest employer. And what does the DOL do? They hold hands with the union busting employers!

When the progressives come in, I’m lobbying for a bill that requires all employers to provide their workers with opportunities to join unions.

Ever volunteered as a shop steward?
Ever volunteered for the contract negotiating committee.
Volunteered for a labor/management committee.
Do you actually attend meetings?

Those “jobs” pay nothing, take time, but give you enormous say in YOUR union. In my experience the people who contribute nothing, are the ones that complain most.

Shop stewards are the contract enforcers. They protect members financially & through “working Conditions clauses. They also add value to employers if they are proactive and deal with things BEFORE they become a big dispute.

Contract negotiations: Our union has members on the committee (not all do, bit they should in my opinion). As a 2 contract veteran, I can tell you – they are tough, especially in a tough economy. But provisions can make a huge difference in members lives. Often there are competing priorities, your contract committee prioritizes them. Ours sends out surveys and holds meeting to find out our members priorities. Yours should too, if not, hold them to a higher standard.

Remember – they are YOUR union.

I am a member of an IT local (we are starting our 2nd 3 year contract) some our benefits are:
Training plans (aka: force mangement to plan ahead).

Training money

Rules on call in the middle of the night. We had a lot of abuse of late night calls previously.

Annual salary review – they don’t have to give you a raise, but they have to do the analysis & talk to you about it & what you can do to get a raise.

Standard raise methodology accross the ortganization.

Rules on contractors – a ten year contractor is not handling a “peak load”.

Sick pay / vacation / medical / dental / vision

OVERTIME for over 40/wk at TIME AND A HALF – this is probably our most family friendly benefit as it encourages management to plan better & reduce overtime.

More importantly it gives workers a place at the table.

Remember – executives wouldn’t dream of working without a contract – you shouldn’t either.

My favorite organizing phrase “you are 1 management change away from needed union representation.”

Jordan Barab at FireDogLake has an important post about union organizing in the 21st century today.
The post centers around the use of card check and neutrality agreements in organizing campaigns, and how corporations are responding, by starting an anti-u