Things a union won't change

 

 

 

When a union is voted in, it’s usually because workers want to see change. 

 

 

However, voting in a union may actually prevent changes from occurring and, in the long run,

may make no difference in things workers are unhappy about.

 

 

 

Here are some key concepts you should know:

 

 

1.  The presence of a union can prevent management from making changes workers want.

 

• When a union asks the National Labor Relations Board to hold a vote, management is required by law to “maintain the status quo” and make no changes in those workers’ wages, benefits and “terms and conditions of employment” – even though workers may want changes.

 

• When the union is voted in, management continues to be prevented from making changes until there is an agreement with the union.  During the months or even years it takes to bargain a contract, management still must “maintain the status quo” and cannot make changes in workers’ wages, benefits or “terms and conditions of employment.” 

 

 

2.  Many important issues aren’t even talked about during contract bargaining or continue to be decided exclusively by management.

 

     Union contracts usually contain a clause (often called a "management rights" clause) listing decisions that continue to be made exclusively

     by management, even though workers are represented by a union. 

 

     In other words, voting in a union doesn’t change anything listed in such a clause.

 

     For example, the SunCoke Energy – Granite City Operations contract with the United Steelworkers Union contains a "Management

     Responsibilities" clause saying management continues to have the exclusive rights to:

 

• “direct, train and test the work force”

 

• “transfer work to other facilities”

 

• “hire, promote, layoff, demote, and discipline and discharge for just cause”

 

• “establish reasonable rules and policies”

 

• “relieve employees from duty because of lack of work and for other legitimate reasons”

 

• “create, combine, eliminate or change any job, job classification or department”

 

• “determine work assignments”

 

     The AK Steel contract with the International Association of Machinists has a "Management" clause saying company management

     continues to have the rights to:

 

• "hire, retire, transfer, change assignments"

 

• "promote, demote, suspend, discharge, discipline"

 

• "relieve employees for lack of work or other legitimate reasons"

 

• "maintain discipline and efficiency of all employees"

 

• "establish work schedules and to make changes therein essential to the efficient operation of the plant"

 

• “be the judge of the physical fitness of employees”

 

 

The union also has no say in decisions concerning company leadership and supervision.  Management continues to decide who is promoted to supervisory positions and what their work assignments will be.  

 

 

 

 

Even when a union is present, company leadership continues to have both the right

and the power to manage the organization.