FAQs
Union Authorization Cards
A union card or petition is a legal document that can give a union the sole and exclusive right to speak and act on behalf of team members in all matters regarding wages, benefits, working conditions and other terms of employment.
No. Signing a card does not guarantee that you will get anything more or that issues will be resolved. If the union becomes your excusive representative, the only right the union has is to represent team members and try to negotiate a contract with USC. USC does not have to agree to union demands and there is no requirement that a labor contract agreement be reached.
The union can do several things with a signed authorization card/petition.
- The union may use this card to send you mail, text you or call or visit you at your home.
- If the union gets 30% of team members in a targeted group to sign cards, it could request that the National Labor Relations Board (NLRB) conduct an election in which team members vote to determine whether or not they want to be unionized.
- If the union gets 50%+1 of team members in a targeted group to sign cards, it can demand recognition from the employer or request the NLRB conduct an election in which team members vote to determine whether or not they want to be unionized. Following a demand for recognition, an employer has three options:
- The employer can file for an election with the NLRB.
- The employer can request a card check, which is a process where a neutral third party would verify the union has the support via signed authorization cards it says it has. If the union is found the have enough signed cards, it would be recognized without an NLRB election.
- The employer can accept the demand for recognition, and the union would immediately begin representing the team members in the proposed bargaining unit without an NLRB election.
No. But signing a card may have significant consequences. If the union is able to gather enough support to file a petition with the National Labor Relations Board to trigger an election, every eligible team member in the petitioned-for group will have the right to participate in the vote. Or, if the union gathers enough signatures to demand recognition, it’s possible a union could be accepted without you having the chance to vote.
Union organizers and team members who support them, can be persistent You have the right not to sign a union card—the choice is yours
No. You should not be expected to sign a legally binding document or any other union materials just to get information. You have the right to say, “No thanks.” You can get more information about the union from reading other sources, talking with your faculty leader, or Human Resources.
Generally, a signed union authorization card is valid for 12-months, but there is not a hard rule around this timeframe. It’s also important to remember a union is under no obligation to give a card back once it’s been signed.
If you previously signed a union authorization card, you can let the union know you would like it back. The best way to do so is through a written communication to the union. Make sure you keep a copy of your request, for your records. Here is what you could say:
I do not wish to be represented by United Faculty – United Auto Workers (UF-UAW). I hereby revoke any authorization card or other document I signed which might reflect otherwise. Please return the original of any documents UF-UAW has in its possession which were signed by me.
Keep in mind, it is up to the union to decide whether to return a signed card; there is no requirement or obligation to give it back.
Yes, whether you physically sign a paper union authorization card or complete information online and click a button to submit, your signature can be legally binding. If the union has enough signed authorization cards, it will use them to file a petition for election with the National Labor Relations Board or demand recognition from an employer.
If the NLRB determines that non-tenured faculty are eligible to be part of a bargaining unit, there would likely be an election. If the union is voted in, it would become the exclusive bargaining representative for all non-tenured faculty who are included in the bargaining unit – whether or not they voted, and regardless of how they voted.
The union would also be the exclusive bargaining representative for all future non-tenured faculty whose programs and departments are in the bargaining unit, even though they did not have a chance to vote. If an election were to be held, voting is the only way to share your voice in this important decision.
Collective bargaining
Collective bargaining is a process by which a union and an employer negotiate the terms and conditions of employment, such as pay and benefits, for all members in the bargaining unit. The union has the exclusive authority to bargain on behalf of all bargaining unit members, collectively, for pay, terms of appointment, benefits and other “working conditions.” Once this process begins, the University will be prohibited from directly negotiating terms and conditions with individual members of the unit.
It’s impossible to know what exactly would occur during the collective bargaining process, but often, bargaining units have one contract that is collectively bargained and, as the name implies, must be collectively followed by all members of the unit. This can mean a one-size-fits-all approach for large bargaining units that span across multiple disciplines.
No one knows what will be in a collective bargaining agreement ahead of time, but they often don’t have a lot of individualization in them. Additionally, those who are at the bargaining table can prioritize the things that are most important to them.
There is not a defined timeline to reach a contract. However, according to a 2022 analysis by Bloomberg Law it takes 465 days on average to reach a first-time contract.
Union negotiations can be long and complex and can take months and sometimes years to reach an overall agreement. During this time, the parties are to engage in good faith negotiations over the terms and conditions of employment. We cannot predict how long negotiations will take.
If an agreement is reached, every member of the bargaining unit must follow it, even if they don’t like the terms. This can result in a lack of flexibility, especially for things like schedules, time off, or how promotions are determined. Additionally, issues are no longer solved directly with leaders. Instead, grievances must be made to the union stewards who will decide what is escalated.
We believe it is important for individuals to share their concerns directly. We recognize that our faculty have a voice, and we respect them and their ideas. Further, we have sought to be transparent in our interactions with our non-tenured faculty. Union contracts can reduce the flexibility and discretion of departments and programs.
No one knows who is in the proposed bargaining unit (or group the union will try to represent) unless a union files a petition for election with the National Labor Relations Board (NLRB) or submits demand for recognition with an employer seeking to become the exclusive representative of a bargaining unit. Those actions – which can only be taken once the union has enough signed union authorization cards from potential bargaining unit members – kick off a legal process in which the employer would evaluate whether the unit is appropriate, and whether it should challenge the unit on the basis that the positions the union is seeking to represent are not eligible to form a union under the law. Following the legal process, the NLRB ultimately determines whether a bargaining unit is appropriate, and/or who would be eligible to participate in an election or be represented by the union.
Bargaining is between the employer and the union. Collective bargaining is typically conducted in a series of meetings at which representatives of both the union and the University exchange written proposals for a union contract. Typically, both the employer and union will have a small bargaining committee. The union’s bargaining committee may be made up of a few of the bargaining unit members so they can observe and provide some input.
It’s possible the union may send a survey around to try and understand the bargaining unit’s priorities. With a large unit made up of members from a variety of schools like medicine, dance, engineering, education and theater it may be that priorities differ. Those who are at the table can ultimately prioritize whatever they wish and by nature of collectively bargaining for a large group of people at once, labor contracts tend to take a “one-size-fits-all” approach.
Usually, once a proposed contract has been reached, the union will have its members vote whether or not to ratify the contract.
Seniority
Often, bargaining agreements are governed by seniority, which can be defined as length of time with an organization, in a certain position, or as a member of the union. Seniority typically governs how schedules are determined, PTO or time off is approved, how promotions are assigned, and pay.
Dues
Agency fees exist as an option for members of the bargaining unit who do not wish to pay full member dues. The union determines the amount of the agency fee and who qualifies to pay fees rather than full dues.
Typically, agency fees are only slightly less than full member dues and individuals who pay an agency fee are not eligible to vote in important union matters like ratifying the collective bargaining agreement, whether or not to go on strike or who your union stewards will be
The union decides how much dues are, and the union has the sole discretion to raise dues at any time. Dues amounts are not part of the collective bargaining process.
According to UF-UAW website, dues are 1.44% of gross monthly income. Additionally, the union can charge a one-time initiation fee in the amount of $10 to $50.
Postdoctoral Scholars
USC received a Notice of Election from the National Labor Relations Board that set a time, date and location for eligible Postdoctoral Scholars to vote about whether or not to unionize with USC Researchers and Fellows United-UAW.
Meanwhile, UF-UAW is attempting to organize non-tenured faculty across USC and is actively asking non-tenured faculty to sign union authorization cards, which can be either digital or paper.
The election is Thursday, June 20 and Friday, June 21 from 11:00am to 1:00pm and 3:00 to 5:00pm both days. There are two polling locations, which are open both days and times:
- Doheny Memorial Library, DML 233, Intellectual Commons, 3550 Trousdale Parkway, University Park Campus, Los Angeles, CA 90089-0185
- Harkness Conference Room, Room #250, Clinical Science Center (CSC), 2250 Alcaraz St., Los Angeles, CA 90033