Election Process

Section 7 (U.S. Code Title 29, Chapter 7, § 157): "Employees shall have the right to self-organization, to form, join, or assist labor organizations, to bargain collectively through representatives of their own choosing, and to engage in other concerted activities for the purpose of collective bargaining ....."

If you don't find all the answers below, contact the IBEW through our Contact Request Form. Of course, all information is confidential. Everyone is important.

**HOW DO WE START?**
The first thing we do is to talk with each other. In the end, it will be us, the employees, who will negotiate with the company for our union contract. After the contract is signed, it will again be up to us to make sure that it is enforced. The effectiveness of any union hinges upon the involvement of a majority of the work force. Volunteer to serve on a voluntary organizing committee. This committee will be a cross-section of the entire bargaining unit. The committee's job will be to educate and get feedback from fellow workers, and when the workers are ready, get them to sign authorization cards. The committee will probably hold group meetings with fellow employees to make sure everyone understands and is educated as to their rights.

**WE NEED TO KNOW**
Educate yourself: What are our rights are under the National Labor Relations Act (NLRA)? What is the election process, How does a union work? What's in a union contract? ....& any other questions that we together might have.

**WHAT CAN WE EXPECT FROM THE COMPANY?**
....what we can expect from the Company? PLENTY! This page will let you know what to expect.

ELECTION PROCESS

Section 9 of the National Labor Relations Act (NLRA) requires that 30% of the employees sign cards authorizing the union to represent them before the union can ask for recognition from the company.

1. When a majority of cards (65% of the bargaining unit) have been secured, the IBEW will ask the company to recognize our union. (Even though the law only requires 30%, it is wise not to ask for recognition with less then 65%. We don't want to waste our time if we don't think we can be successful.)

2. If the company should refuse such recognition, the cards may then be taken to the National Labor Relations Board (NLRB) where the union files a petition for an election.

3. The Board then sets a date when we vote -- by secret ballot -- for the union.

4. We vote -- in secret -- "Yes" for union representation, "No" for no union representation.

5. A simple majority wins.

6. The Board then certifies the union -- and soon thereafter contract negotiations begin with management for higher wages, job security and -- improved working conditions.

Last, after the NLRB certifies the union, we set down with the employer to negotiate a union contract. Under the NLRA, the company must negotiate with the union in good faith for wages, benefits, and working conditions!