How not to be a union buster
Context & History
The United States has one of the lowest percentages of union membership of any country in the world - less than 12%. This is true even though 70% of people surveyed say they would join a union if there was one in their workplace. This has roots in the particular history of this country - from slavery to racial capitalism to the passage of labor laws amidst a wave of worker militancy.
These laws supposedly guarantee workers’ right to organize but, in practice, provide little disincentive for employer interference and union-busting. Companies routinely hire expensive lawyers to appease and threaten workers into dropping the union. The union avoidance industry now dominates the landscape. It is out of alignment and unlikely to work with nonprofit social justice organizations.
It’s up to you to set an example of how a pro-union leader behaves when the employees of their organization unionize. Here’s how to NOT be a union buster and how TO be a pro-union leader.
a Union Buster
A Union Buster tries to discredit union supporters as unhappy or unqualified employees, and retaliates against them.
A Union Buster tries to learn everything they can about what is going on inside the union organizing effort in order to weaken it.
A Union Buster looks to “divide and conquer” in order to turn weaken or defeat the union. They do this along racial lines or other differences, such as age or tenure with the organization.
A Union Buster looks for ways to delay the process at every turn, hoping to wait out and discourage union supporters.
A Union Buster insists on a union election so people can hear “both sides” and decide after “getting the facts.”
A Union Buster openly predicts that the organization will be worse off - even unsustainable - in the future because of the union.
Beyond Neutrality authors and affiliates do not provide legal, tax, or accounting advice. This and all Beyond Neutrality resources are intended for informational and educational purposes only. Readers should consult their own legal, tax, and accounting advisors, and organizations should retain experienced labor-friendly counsel aligned with their values. 2023
A Pro-Union Leader
A Pro-Union Leader recognizes the initiative and commitment of union supporters and respects workers’ right to organize without employer interference.
A Pro-Union leader knows it is up to the employees to decide if they want a union and avoids any behavior that would break the law.
A Pro-Union Leader values unity and equity across differences and recognizes that the union represents the whole unit. They encourage people to participate in the process and engage with their coworkers directly.
A Pro-Union Leader looks for ways to expedite the process of recognition and bargaining.
A Pro-Union Leader agrees to voluntary recognition and verifies union support through signatures, just as they do with many other employee choices in the workplace.
A Pro-Union Leader helps the Board, funders, and managers understand how the union will benefit the organization.