| Q |
What is a Union? |
| A |
A trade Union is basically a group of people; people of all backgrounds and origins, people who work for a living,
people who are striving for a common goal - better working conditions and decent wages. NABET-CWA believes that
taking a job doesn't mean giving up your rights. That is why strong trade unions are necessary - to protect people. |
| Q |
Who belongs to NABET-CWA? |
| A |
Men and women who work in the broadcast industry, video production and in audio-visual industries. Radio announcers,
technicians, journalists, clerical workers, set designers, carpenters, grips, artists, writers, directors, script
assistants, film and video camera operators, news anchors, film and videotape editors, audio visual technicians,
etc. NABET-CWA represents men and women working in large and small television stations, in radio stations, in cable
TV and in production houses.
NABET-CWA represents more than 9,000 members - not just in the major cities of this country, but in over 50 locations
across the United States. |
| Q |
Why do workers join a Union? |
| A |
Everyone wants to have some say in the important things that affect their lives. If workers have no rights in their
workplace, they won't find their work satisfying and meaningful. The time we all spend at work consumes more time
than any other activity. When we unite to improve working conditions, we are in some small way making the world
a better place to live. |
| Q |
How do unions change things for the better? |
| A |
NABET-CWA members, through the collective bargaining process, tell their employer what they want from their jobs.
Collective bargaining is a democratic process and a sophisticated way of communicating. Bargaining means speaking
together so that each individual's voice is heard. Bargaining collectively means working together to create a better
workplace. |
| Q |
Who decides what the union does? |
| A |
The members decide. Each Local develops its own bargaining objectives. The collective bargaining agreement is shaped
by the members in the bargaining unit, not by the union at a national level. Contract goals and employer offers
are voted on in a democratic way.
Democracy is built into the very roots of the NABET-CWA structure. Every Local elects its own officers. The Regional
Vice-Presidents are elected by the membership in their respective regions. The Sector President, Vice-President
and Secretary-Treasurer are elected by the delegates at a conference which is held every four years. The delegates
who represent each Local at that convention are elected by the members of that Local. |
| Q |
What if I have to go on strike? |
| A |
Over 98% of all contracts are settled without a strike. There could only be a strike if you and your fellow employees
voted for a strike. Wise Unions only strike when they know they can win. Employees can never be forced
to go on strike just because some other employees at another company go on strike.
Strikes are very rare. It is very seldom that NABET-CWA members have to resort to strike action to negotiate a
fair contract, and lockouts are reasonably rare in the industries we represent. The media have a tendency to play
up strikes, but in fact, more working time is lost every year in this country as a result of workplace accidents
and the common cold.
NABET-CWA believes in good collective bargaining agreements, not in strikes. The right to strike, however, is a
basic democratic free-dom. If you decide that you have to go on strike, it will be the result of a decision made
by the members of your bargaining unit, not the union at a national level. The NABET-CWA By-Laws and Rules guarantee
that a strike cannot be taken without a majority vote, by secret ballot, of the members in the Bargaining Unit.
Any NABET-CWA member on strike is entitled to financial assistance. We have a strong defense fund, and NABET-CWA
Locals across the United States are traditionally generous in helping to provide additional financial support. |
| Q |
Where do the dues go? |
| A |
NABET-CWA believes that dues should be collected on the basis of the ability to pay, so everyone pays dues based
on a percentage of what they earn. NABET-CWA basic dues are 1.33 percent of each member's gross income. Most NABET-CWA
locals have elected to pay 1.66 percent dues in order to receive a "dues rebate" to that local of 55
percent of the dues paid by each of their members with the Sector retaining 45 percent. The majority of your dues
goes towards paying for services such as nego-tiating collective agreements, handling arbitrations and helping
local officers and members deal with grievances. To provide these services NABET-CWA, staff representa-tives are
well trained, experienced and highly motivated. Dues received by the Sector also cover legal services, educational
courses, local officers' training, membership information, research publications and administrative costs. |
| Q |
Won't it cost the Company a lot of money if the Union gets in? |
| A |
In the short run, it's true that unions cost companies more in better wages and benefits. But in the long run,
that doesn't necessarily hurt companies. Many unions are good for the companies as well as for their employees.
We expect that to be the case with your Company.
The reason for this is simple -- better wages and benefits make for more satisfied employees. Satisfied employees
are more productive and less likely to quit -- and this eliminates one of the highest costs the Company has: the
cost of constantly training new employees.
Like many other companies, the employee turnover at your company will decrease dramati-cally once their employees
realize the benefits of having a Union. Just think of how many people you know who might have stayed if there had
been a Union grievance procedure through which they could have solved complaints, instead of quitting in disgust,
or being discharged. |
| Q |
What can the Union do about unsafe conditions at the Company? |
| A |
Most Union contracts have a clause which says: "The company agrees to maintain safe and sanitary conditions
at the Station," and a simple clause like that can make a big difference. Without a Union, if something is
unsafe, all you can do is try to find a government agency with which you can file a complaint. With a health and
safety clause in your contract, you don't have to wait for the government to act. The Union can take up the health
and safety complaints through the grievance procedure. If the complaint is not corrected immediately, we can have
an arbitrator order that the conditions be corrected. |
| Q |
What about favoritism? |
| A |
Fairness is the most important part of a union contract -- the same rules apply to everyone. The rules are in black
and white in a legal and binding contract. If any employee feels he or she is being discriminated against in any
way, the grievance procedure can correct it. |
| Q |
There's a rumor going around that the Company will take away the benefits
we have now if the Union gets in. |
| A |
The law prohibits the company from threatening to take away any benefits if the Union wins the election.
If they do so, they could find themselves facing charges before the National Labor Relations Board.
(Another Answer): Under Federal law, no worker's hours, or any other "term of condition of employment,"
can be changed without the Union's consent, once the Union represents a majority of employees. Without a legal
contract, the company can change whatever it wants, whenever it wants. But more important than the law, common
sense tells us that benefits, wages, and working conditions will improve when you organize a Union because you
will have more bargaining power. Every Union contract improves what existed before there was a Union. |
| Q |
If the Union is so good, why is management against it? |
| A |
All managements oppose Unions to some extent, simply because they would rather not pay the higher wages and benefits
which unionization brings. And more importantly, they do not want the employees of the Company to have a voice
in their working conditions. The company knows that with a Union you will be able to make improvements in your
wages, benefits and working conditions, but it doesn't want you to know that. Besides, if the Union can't do anything
to improve things, why is the company fighting the Union so hard? Because it knows that Unions are good for workers
-- and that's why management wants you to vote against the Union. |
| Q |
Can the Union make this the best place to work in town? |
| A |
The Union is not perfect and will not correct every problem that workers have, overnight. But common sense and
experience say that the strength of a Union can get more for employees than you can get by waiting for the company
to improve things on its own. |
| Q |
What about all these articles and speeches the Company has been giving
us about unions and their corruption and dishonesty? |
| A |
The company would like you to think that all Union officials everywhere are corrupt. Most Unions are decent, honest
organizations dedicated to improving the lives of working people. Unions aren't perfect -- nothing is. But even
Unions that have some faults win better wages, working conditions and benefits for their members than workers in
non-union shops have.
Telling you not to vote for a Union because some Union officials have been dishonest is like telling you never
to work for a company because some businessmen are crooks.
Remember, you, the employees, are the Union. |
| Q |
The Company says the Union can't guarantee anything. What's the answer
to this? Can you? |
| A |
The Union can only guarantee one thing: When employees stick together as a Union, you will have more bargaining
power than you now have individually.
When the Union wins the election, you will negotiate a contract with the Company. The Company must negotiate with
your Union about wages, benefits and working conditions. I can make no promises or guarantees about what will be
in that contract -- that is for the employees to decide after the Union wins the election. I can guarantee
you that the contract you negotiate will be legally binding on the company, and the law and the Union will make
sure the contract is enforced.
(Another Answer): The Union cannot guarantee or promise anything. There is a tendency to think of a Union
as a kind of Santa Claus who showers benefits on employees. This is not true. However, we can say that Union contracts
always make improvements in whatever wages, benefits and working conditions existed previously. |
| Q |
"ASK THE UNION to guarantee in writing that they will get you more money."
"ASK THE UNION to guarantee in writing that they will get you more benefits."
"ASK THE UNION to guarantee in writing that you won't lose anything in negotiations."
"ASK THE UNION to guarantee in writing that they can force the Company to agree to the union's bargaining demands."
"ASK THE UNION to guarantee in writing that you won't lose your job if a strike is called."
"AS THE UNION to guarantee in writing that if a strike is called there won't be violence, personal injury, harassment and property
damage."
"ASK THE UNION to guarantee in writing that friends won't be turned against each other if a strike is called."
|
| A |
These are typical company questions used to intimidate the employees. The Union makes no guarantees and neither
does the company. |
| Q |
I hear that some companies which were union, went out of business last
year because of the union. |
| A |
Companies do not go out of business because their workers get a raise or better insurance. If the company ever
goes out of business, it will be because it couldn't attract an audience for its product, not because its workers
were treated fairly. |
| Q |
The Company says it may not be able to afford the Union. |
| A |
All companies pay as little as they can get away with, and always say they can't afford more. Our Union research
department knows the economics of this industry. We know what companies can afford. We won't ask for more than
the company can afford, but we won't ask for less either. The Union wants the company to grow and prosper, because
only if the company grows and prospers will you, our members, grow and prosper too. Labor costs are only
a small part of the company's total costs.
Two months ago, the company was speaking of prosperity, now a week before a Union election, they are talking about
bankruptcy. We don't think that the employees can be fooled that easily. |
| Q |
Who runs the Union? The Company says that the Union is just a bunch of outsiders
- A third party. |
| A |
You run your own union. You elect your own negotiating committee and prepare your own list of improvements
for a Union contract. You elect your own officers. The Union staff, including representatives and attorneys backed
up by the 600,000 Union members in NABET CWA and CWA, will be available to assist you when you request it.
The Union is a democracy. Each local, such as your own, sends delegates to the regional meetings and the national
conferences and conventions. These delegates are workers like you, from stations across the country, and they make
Union policies by a majority vote.
The Union is not "outsiders," it is you, the employees. The strength and activity of the Union lies
at the local level, because the Union is only as strong as its members.
(Another Answer): Did you know that many companies are members of the following organizations: Chamber
of Commerce and The National Association of Broadcasters? The organizations exist in part to keep wages and benefits
low by keeping Union out. Your boss pays dues to these organizations.
When the company needs help in fighting employees' desires for a Union to improve conditions, it runs to those
third-party, outsider organizations. But when the employees need help in protecting themselves against management,
all the company can say is "We don't want a third party involved."
We don't object to the Chamber of Commerce and the National Association of Broadcasters providing your boss
with prepared anti-union speeches and propaganda. He has a right to bring in outsiders and to join his "union,"
and pay dues to it, and get advice from it on how to squeeze the most out of you.
But in the same way, the employees have the right to join their Union without the company's interference, the
right to pay dues to NABET-CWA and the right to improve wages, benefits, and working conditions.
|
| Q |
What is a grievance procedure? |
| A |
A grievance procedure is a mechanism for solving employee complaints. Right now, you can take your complaints to
management, but it is up to management to decide whether to make improvements or correct a problem. Without a Union,
management is the judge and jury in your complaint.
A Union grievance procedure will bring democracy into the work place. In each department you will elect a representative
called a "steward." If you can't get satisfaction when you take a complaint to a supervisor, the steward
will write up the complaint as a grievance. If the company refuses to settle the complaint with the steward, or
with a Union representative, the grievance goes to a neutral judge called an arbitrator. The company has to abide
by the arbitrator's decision.
Through this procedure, you can get salary questions adjusted, settle safety problems, and require the company
to act fairly in promotions, transfers, layoffs, etc.
The grievance procedure doesn't drag out getting our complaints heard; it insures that the company can't ignore
you.
With a Union grievance procedure, if the company mistreats any employee, the company can be forced to correct the
injustice or be taken to an arbitrator who can force the company to act fairly, in accordance with the contract. |
| Q |
Could the Union have helped my friend who was fired last year for being
sick and missing work? |
| A |
Well, as you know, without a Union your boss can fire your friend, you, or anybody else at any time, for almost
any reason. You don't have any job security unless the boss or your supervisor is your best friend.
But with a Union, the boss cannot fire you once you have passed your probationary period, un less he is prepared
to prove before an arbitrator that the firing was justified. That's what we mean by job security. No judge
would think it is fair to fire a person, like your friend who was fired last year, simply for being sick. |
| Q |
How much are the Union's initiation fees? |
| A |
No current employee will pay any initiation fee to the Union. Only workers hired after a contract goes into effect
will pay an initiation fee. |
| Q |
But so much tension has been caused by the Union campaign. Will it continue? |
| A |
In any campaign, whether someone is running for President of the United States, or you are trying to get a Union
in your plant, there will be some tension. However, that doesn't mean people should be unfriendly to each other.
Issues should be discussed openly and ration-ally by everyone involved. Where we agree or disagree, all of us share
the same concern and desire to improve the conditions under which we work.
There is some tension now, but think of the tension there was before the Union campaign began -- tension
when someone was fired or disciplined unfairly, or tension for people who worked very hard every day, but took
home little money because of unfair rates or wages, and so on. Actually, with a Union, there is much less tension
once you win a contract, because with a union contract each worker must be treated fairly and paid fairly. There
is less ill-will in Union companies than elsewhere, simply because conditions are better. |
| Q |
Why is it going to take so long to have an election? |
| A |
The Union was willing to have the election immediately, but the company wanted to delay it for as long as possible.
Why? There are two reasons.
First, since the company knows that a majority of workers favor the Union and the improvements it can bring, the
company wanted time to spread rumors and use scare tactics against the Union to try to win votes. Examples of such
scare tactics, some of which I'm sure you have already heard, are threats of strikes, union dues, fines, etc.
The Union wanted the election now, the company didn't. But all the rumors and scare tactics cannot change the fact
that a strong majority of employees want a union, and are not going to be tricked into going against their own
self interest by the company's stalling tactics.
The second reason the company wanted to delay the election for as long as it could is that the company saves a
great deal of money by post-poning a Union contract for as long as possible. |
| Q |
But we have 9 paid holidays and my supervisor showed me a Union Contract
that has only 8 holidays. |
| A |
Let me explain. Before the Union was organized, the company Only offered 5 holidays.
When a Union committee sits down to bargain a contract with the management of a company, negotiations start from
whatever conditions existed in the Company at that time.
Every Union shop has a different contract because the conditions which existed before the Union was organized were
different. Shops which started out with terrible conditions often have Union contracts which are not as good as
the contracts in shops which started out with better conditions. But in every case, the Union contract improves
conditions over what existed before.
The Company knows this. It knows that a Union will mean better wages and improved benefits and working conditions.
That's why management is trying so hard to keep the Union out. |
| Q |
The Company says that when the Union comes in we won't be able to solve
problems directly with our supervisors or the manager like we can now. There won't be an open door policy any more. |
| A |
That is not true. In Union contracts, the Union representative gets involved in a problem only after a worker has
not received satisfaction from attempts to work something out directly with the Company. Without a Union, a person
can talk all he or she wants with management -- but management has the last word, take it or leave it. With a Union
that person can still talk all he wants to management, but he doesn't have to take "no" for an answer.
The Union gives you the right to effectively appeal unfair decisions and force the company to correct unfair actions. |
| Q |
How does the election to get the Union work? |
| A |
The Union petitions the Federal government (through the National Labor Relations Board) to conduct an election
at the Station to determine whether or not a majority of employees want the right to be represented by a Union
and bargain with management for improvements in conditions at the company. This election will be conducted
by a government agent and will be by secret ballot. |
| Q |
What can we expect the Company to do to try to get us to vote against
the Union? |
| A |
Companies use a variety of anti-union tactics. Usually the Company tries to influence employees with scare-talk,
anti-union speeches and letters. On the other hand, also be prepared for the company to be on its best behavior
until the election is over. For example, some companies grant benefit improvements during a Union campaign, hoping
employees will forget about their past problems. |
| Q |
What can we hope to obtain by forming our own local union? |
| A |
(a) A written and legally binding contract with the company;
(b) the right to bargain as equals with management for improvements in wages, benefits and working conditions
at the company;
(c) an organization run by and for employees;
(d) the assistance of an experienced union staff, including trained representatives and lawyers. |
| Q |
Is the Union contract legally binding? |
| A |
Yes. The contract, unlike an employee handbook, is bargained for and signed by both Union representatives and company
representatives. It is legally enforceable. For example, in the past, management has cut rates merely to lower
employees' wages. A written Union contract would prevent this. Without a legally binding contract, the company
can continue to cut rates and/or lower pay ceilings. |
| Q |
Does the Company have to negotiate if the Union wins? |
| A |
Yes. The law requires the company to bargain "in good faith" with the committee which the employees elect.
While every contract is different, every contract negotiated by this Union in the region has improved wages, bene-fits
and legal protection over what existed before there was a union. |
| Q |
Is it easy to get a union in? |
| A |
No, and we on the organizing committee realize that there are no magic answers to every problem. We know that with
a Union we can make improvements, but it takes the work of employees who are dedicated to helping their co-workers.
And it takes the active involvement of as many employees as possible. |
| Q |
What is my protection under the law? |
| A |
THE PURPOSE of the National Labor Relations Act is to protect "the legitimate rights of both employees
and employers in their relations affecting commerce, to provide orderly and peaceful procedures for preventing
the interference by either with the legitimate rights of the other, to protect the rights of individual employees
in their relations with labor organizations...and to protect the rights of the public in connection with labor
disputes affecting commerce."
THE LAW PROVIDES THAT
"employees shall have the right to self-organize to form, join, or assist labor organizations-...and shall
also have the right to refrain from any or all of such activities..."
CONGRESS HAS EMPOWERED the NLRB to conduct secret-ballot elections so workers may exercise a free choice.
YOU HAVE THE RIGHT TO:
- self-organization.
- form, join, or assist labor organizations.
- bargain collectively through representatives of your own choosing act together for purposes of collective bargaining
or other mutual aid or protection.
- refuse to do any or all of these things. However, the union and employer, in a State where such agreements
are permitted, may enter into a lawful union-security clause requiring employees to join the union.
EMPLOYERS AND UNIONS are forbidden to restrain or coerce employees in the exercise of these rights on
penalty of violating Federal law.
YOU ARE ENTITLED TO:
- express your views on unions so long as you do not threaten, coerce, or make unlawful promises of benefit.
- petition for an election if one or more unions have made a claim for recognition.
- NLRB protection against a union or its agents for acts of force or violence on the picket line, or in connection
with a strike, or for threats to do bodily injury to nonstriking employees.
- NLRB protection if a union insists on a closed shop or discriminatory hiring hall.
- NLRB protection if a union strikes to compel you to cease doing business with another employer (secondary boycotts
and "hot cargo" contracts).
- NLRB protection in a jurisdictional dispute where a union strikes to compel you to assign particular work to
one employee group rather than anoth.
- NLRB protection against illegal organizational or recognitional picketing.
- The following are examples of conduct which interfere with the rights of employees and may result in the
setting aside of the election:
- Threatening loss of jobs or benefits by an employer or a union.
- Promising or granting promotions, pay raises, or other benefits to influence an employee's vote by a party
capable of carrying out such promises.
- An employer firing employees to discourage or encourage union activity or a union causing them to be fired
to encourage union activity.
- Making campaign speeches to assembled groups of employees on company time within the 24-hour period before
the election.
- Incitement by either an employer or a union of racial or religious prejudice by inflammatory appeals.
- Threatening physical force or violence to employees by a union or an employer to influence their votes.
|
| Q |
How does this election process work? |
| A |
Prior to any election conducted by the NLRB, there will be posted at your place of work a "Notice of Election"
issued by the NLRB to inform you of:
- The date, hours, and place of the election.
- The payroll period for voter eligibility.
- A description of the voting unit of employees.
- General rules as to conduct of elections.
There is a sample ballot on the Notice of Election which, except for color, is a reproduction of the ballot
you will receive when you vote. You should read the Notice of Election so that you will be familiar with the ballot.
The Voting Place
In the voting place will be a table, a voting booth, and a ballot box. At the table there will be observers for
the union and the employer and a representative of the NLRB, each of whom will be wearing an official badge. The
observers' badges will have the word "Observer" on them. The NLRB representative will wear an "Agent"
badge.
The Agent is in charge of the election. If you have questions, speak only with the Agent.
The Voting Procedure
1. Go to the voting table, stand in line, if necessary.
2. Give your name to the observers. The observers will find your name on the voting list and tell the
Agent your name has been found. If any questions are asked, speak only with the Agent. Do not argue with the observers.
3. After your name has been checked off, go to the Agent to obtain your ballot.
4. Go into the vacant voting booth. Mark the ballot with one "X" only. Do not
sign the ballot. Fold the ballot to hide the mark and leave the voting booth taking your ballot with you.
5. Put your ballot in the ballot box yourself. Do not let anyone else touch it.
6. Leave the polling place. You will notice that only the Agent handled the blank ballots and only the
Agent handled your marked ballot. Once your marked ballot is in the ballot box it becomes mixed with all other
ballots in the box and cannot be identified. No one can determine how you have voted.
7. After the balloting period is over, the Agent of the NLRB will count the votes and declare the results
of the election.
|
