As the new human resource (HR) intern at All Organic’s corporate office, you have been asked to prepare an informational report on unionization in the retail grocery sector. This report will help the HR team better understand the unionization process, advantages and disadvantages, state right-to-work implications, bargaining subjects, and unionization structure options. The information is meant to be objective and educational, not advocating for or against unionization.
Please review this website that explains more about unions and unionization: All About Unions - Workplace Fairness.
Then, address the following in an 8–10-slide PowerPoint presentation:
What is the general process for employees to unionize?
What are some advantages and disadvantages of unionization for the employee and the employer?
What are some subjects that the employer must bargain with the union?
What are some subjects on which either party can refuse to bargain?
What are some subjects that are prohibited from bargaining?
Gather Support (Authorization Cards): Employees sign Authorization Cards stating their interest in being represented by the union. To petition the NLRB for an election, the union must collect cards from a minimum of 30% of employees in the desired bargaining unit.
File a Petition: The union files an election petition with the NLRB. The NLRB then investigates the petition, determines the appropriate group of employees (the bargaining unit) who will vote, and resolves any disputes with the employer.
Election Campaign: Both the union and the employer campaign to persuade employees to vote for or against union representation. The NLRA protects employees' right to organize and prohibits employers from committing Unfair Labor Practices (ULPs), such as threats, interrogation, promises, or surveillance (TIPS).
Secret Ballot Election: The NLRB conducts a secret ballot election.
Certification and Bargaining: If the union wins by a majority (50% + 1) of votes cast, the NLRB certifies the union as the exclusive bargaining representative. The employer is then legally required to bargain in good faith with the union over wages, hours, and other terms and conditions of employment.
Alternative Path: Voluntary Recognition An employer may voluntarily recognize a union once it presents evidence of majority support (e.g., signed cards from over 50% of the employees) without requiring an NLRB election.
Sample Answer
Informational Report on Unionization in Retail Grocery 🍎
This report outlines the unionization process, its implications for employees and employers, and the legal categories of collective bargaining subjects under the National Labor Relations Act (NLRA).
1. The Unionization Process for Employees
The general process for employees to form a union in a private-sector workplace is overseen by the National Labor Relations Board (NLRB).
Steps to Unionize
Initial Organizing: Employees begin discussing workplace issues (e.g., wages, safety, hours) with coworkers and gauge interest in forming a union. They typically form an Organizing Committee that reflects different departments and shifts.
Contact a Union: The committee contacts an established union (like the Un