Can i change unions

Unions negotiate collective employment agreements and advocate on behalf of employees. Strikes and lockouts can be used as a tool by parties to collective bargaining or for health and safety reasons.

Notice must be given of strikes and lockouts. The Ministry of Business, Innovation and Employment compiles data annually about work stoppages. A union may allocate paid employment relations education ERE leave so members can attend approved courses in employment relations. The party must offer to meet and confer with the other party and notify the Federal Mediation and Conciliation Service of the existence of a dispute if no agreement has been reached by that time.

There are hundreds, perhaps thousands, of NLRB cases dealing with the issue of the duty to bargain in good faith. In determining whether a party is bargaining in good faith, the Board will look at the totality of the circumstances. The duty to bargain in good faith is an obligation to participate actively in the deliberations so as to indicate a present intention to find a basis for agreement. This implies both an open mind and a sincere desire to reach an agreement as well as a sincere effort to reach a common ground.

The additional requirement to bargain in "good faith" was incorporated to ensure that a party did not come to the bargaining table and simply go through the motions. There are objective criteria that the NLRB will review to determine if the parties are honoring their obligation to bargain in good faith, such as whether the party is willing to meet at reasonable times and intervals and whether the party is represented by someone who has the authority to make decisions at the table.

Conduct away from the bargaining table may also be relevant. For instance if an Employer were to make a unilateral change in the terms and conditions of employees employment without bargaining, that would be an indication of bad faith. The amount of dues collected from employees represented by unions is subject to federal and state laws and court rulings. The NLRA allows employers and unions to enter into union-security agreements, which require all employees in a bargaining unit to become union members and begin paying union dues and fees within 30 days of being hired.

Even under a security agreement, employees who object to full union membership may continue as 'core' members and pay only that share of dues used directly for representation, such as collective bargaining and contract administration. Going out on strike to secure better working conditions. Refraining from activity on behalf of a union. Attending meetings to discuss joining a union. Reading, distributing and discussing union literature as long as you do this in nonwork areas during nonwork times, such as breaks or lunch hours.

Wearing union buttons, T-shirts, stickers, hats or other items on the job at most worksites. Signing a card asking your employer to recognize and bargain with the union. Signing petitions or file grievances related to wages, hours, working conditions and other job issues. Asking other employees to support the union, to sign union cards or petitions or to file grievances.

Signing a petition for improved wages, hours, or conditions. Talking with coworkers about wages or working conditions. If you think you have been retaliated against for doing any of these things, see our retaliation for union activity page for additional information. The NLRA protects both your right to be a union member, and your right to choose not to be a union member.

If you feel that you have been threatened for not joining a union, you must first file a charge with your local NLRB office. This is commonly referred to as an Unfair Labor Practice charge. Then the NLRB staff will conduct an investigation to see if your claim has merit - if the investigation leads to the conclusion that something wrong happened, then the NLRB will attempt to reach some sort of agreement to settle or fix the problem.

If the NLRB decides that your claim does not have merit, then you may appeal that decision, but you may need the help of an attorney.

If you think you have been retaliated against for not joining a union, see our retaliation for union activity page for additional information. In August the NLRB in a vote made it easier for unions to negotiate on behalf of workers at companies relying on contractors and franchises, including fast-food chains. In its ruling it adopted a more expansive definition of joint employer In doing so, a company hiring a contractor to staff facilities will likely be considered a joint employer even if it does not actively supervise them.

This means that a union representing those workers would be legally entitled to bargain with the parent company, not just the contractor. For example, if fast food employees working at a franchise owned company unionized, they would be entitled to negotiate not simply with the owner of the restaurant, but with corporate headquarters as well. However, any agreements in negotiations would only apply to that single franchise, not every employee nationwide.

If you would like more information about the laws which apply to unions, the first place to start is your local NLRB office and the resources provided on this website. If your workplace is already organized, the best place to get more information about the union of which you are a member or will be expected to join is from the national or international headquarters of the union.

Most unions maintain websites and an active presence on the Internet, which will allow you to obtain most if not all the information you need online. You can also ask your local office or shop steward for information as well. If you would like to be involved in organizing a union at your workplace, you should contact one of the national federations of unions, so that you can be directed to one or more unions that may be interested in helping you organize your workplace.

The two major national federations to which most unions belong are:. A group that educates workers on the benefits of union membership and works to make it easier to join unions is:. It believes in public disclosure of workers' rights. The Workplace Fairness Attorney Directory features lawyers from across the United States who primarily represent workers in employment cases.

Please note that Workplace Fairness does not operate a lawyer referral service and does not provide legal advice, and that Workplace Fairness is not responsible for any advice that you receive from anyone, attorney or non-attorney, you may contact from this site. Find an Employment Attorney. Workplace Fairness is a non-profit organization working to preserve and promote employee rights.

This site provides comprehensive information about job rights and employment issues nationally and in all 50 states. More about Workplace Fairness. This page provides answers to the following questions: 1. What is a labor union? How does a union get started in the workplace? What is a bargaining unit? What is a collective bargaining agreement?

Which federal laws govern unions? What is the National Labor Relations Act? Who is not covered by the NLRA? What is the Taft-Hartley Act? Are there state laws that govern unions? What is a union local? Who is in charge of a union? Who runs it? What is a closed shop?

What is a union shop? What is an agency shop? Unions also work to establish laws improving job conditions for their members through legislation at the national, state and local level. This ultimately benefits all workers. The 8-hour work day is an example of a positive change won by unions that affects everyone. Unions are more important today than they ever were. It is no secret that in a global economy, the nature of work is changing and some employers resist unions.

Misinformation and intimidation — including firing union supporters — are routine responses when workers try to form unions. Workers have less power when they act individually, but acting together as a group they can effect real change.

Unions are the collective voice of workers. In addition to ensuring fairness and equitable treatment, many employers recognize that there are advantages to offering workers better wages and benefits. Companies concerned about long-term profitability want to maintain a supply of skilled labor and minimize turnover. The basic reason for this is simple: if unions provide a voice to workers, the number of dissatisfied workers who leave is reduced.