WHAT THE

WHAT THE "UNION BUSTERS"

WILL TELL THE BOSS TO SAY

The "union buster" will play predictable themes in order to create fear and confusion about the Union. The basic themes will be repeated again and again in the frequent letters the "union busters" will write for the top boss, in the regular "sermons/lectures" the "union busters" will prepare for your supervisors and the speeches and videos they will prepare for the larger, mandatory "captive audience" meetings.

After letters are delivered and after a one-on-one or captive audience meeting, ask your colleagues if they have any questions. Answer all questions to the best of your ability. But, if you don't know the answer to a question, tell that person that you will find out and get right back to them.

Here are examples of the typical themes that are repeated over and over in letters, captive audience meetings, one-on-ones, 'casual" discussions with supervisors and, even on videos.

WHAT THEY WILL SAY	WHAT WE KNOW THE TRUTH IS
*We have heard some talk about unions. We are against having a union at our Company. Unions bring problems."*	We understand that management doesn't want us to have a union. The management would prefer to keep all of the power in their hands. Wouldn't it be good if the management respected our decision to support the union and the careful thought and consideration that went into that decision? Frankly, we have lots of problems at our Company without a union. We believe that we can actually do a better job dealing with the many real problems our Company faces if we have the voice our union can give us on all decisions affecting us and the jobs we do.
"A number of people have approached me about union salespeople harassing them. Visiting their houses, calling them up at all hours. You do not have to talk to these people. You have a right to say you are not interested. If you have any problems, let me know and I'll try to help out."	Support for the Union is voluntary and an act of courage and commitment. The Union would be harming our cause if we did these things. By the way, what do they call it when they give us letter after letter disparaging us and require us to attend one-on-one and group meetings - on paid time, while our work is piling up?
"It has not been easy at our Company recently. We appreciate the hard work and sacrifices everyone has made. Let's work out whatever problems we have together, among ourselves as we always have in the past. After all, we are a family!"	We appreciate the appreciation . . . even though it's a bit curious that only now, when we are trying to build our union, are they telling us how much they appreciate us. We do want to work out problems "together" in the future as we would love for our Company to be like a "family". When our Union is voted in, we should work together to negotiate a first-rate contract, and to tackle all the problems our Company faces. Let's build a "family" where we are equals . . . not one where there is a "father", a few "aunts and uncles", and the rest of us are "children"! We look forward to being a "family of partners" once we have our Union.
*"A number of people have stopped and asked me whether they can get their union cards back. Yes you can! And here's how you go about it . . . "*	Of course, no one really has. But, if anyone asked for their card back, they know that they can have it anytime . . . and vote "No" on the secret ballot on Election Day. At this point in the campaign when Union support is so obviously strong, they are trying to create the impression that people have been tricked or bullied into signing something and are now having "second thoughts". It's just like those political ads where "average people" like us are telling the camera that they have changed their minds because they just don't trust the candidate.
"The union salespeople are making lots of promises. They will say anything to get your support. Remember, it's the Company that has provided you with the fine wages and benefits you now enjoy. "	Again, we are not that gullible. It's getting a little insulting for them to keep suggesting that we are so easily tricked and misled. The only thing that the union organizers promised us was that they will work with us to achieve the things that we decide are best for us, our customers, and the Company. It's not fair to suggest the we are ungrateful because we want a say on the Company's priorities. We think that maybe the Company's resources might be better spent if we has a say in the decisions. We also think that we would have better policies and improved working conditions if we were part of the decision-making process. We think that being pro-union is being pro-Company.
"Be careful about signing a union card! Union organizers may have told you that signing a cars is like signing a contract. By signing a union card, you may be signing away your right to speak for yourselves. By signing a union card, you may be stuck with the union - even without an election! Be careful . . . think about the consequences . .It's a lot like signing a blank check!	Give us a little more credit. We are not so easily misled and tricked! Each one of us knew what we were doing when we signed union cards. We all gave a lot of thought to signing a card. We signed because we wanted the union and the unity and empowerment that it brings. In fact, the union organizer told us not to sign unless we were committed to these things. With our union, we will finally have the right to speak for ourselves without fear.
"Union salespeople are still making lots of promises. They are promising higher wages, better benefits, job security . . . there are really no guarantees with a union! Bargaining is a give and take process. The Company doesn't have to agree to anything the union proposes. The union cannot force the Company to give more than we are willing and able to give. Everything is on the table and it is possible that you may lose some of the good things you have now. Ask the union salespeople to guarantee in writing what they are going to do for you!"	Once again, the union organizer hasn't promised or guaranteed anything. In fact, they told us that this would be a difficult process with a lot of intense anti-union campaigning and rhetoric from management. The only "guarantee" we want is the right to have a real voice, to have rules and policies that cannot be changed on a whim and are applied differently each day in each department. Its also about having the legal right to negotiate on all matters affecting wages, hours, and working conditions! We know that management will not guarantee these things to us. We don't want to "force" the management or the Board of the Company into doing anything that is bad for the Company. We want to be full partners in making decisions that are good for the Company, its customers, and its employees. Frankly, we think better decisions will be made if all of us are part of the decision making process than is the case now, when only a few managers are making all of the decisions. "Everything" may be on the table, if management chooses to be spiteful, vindictive, and disrespectful after we win. But, we hope they will be better than that! WE intend to bargain in good faith. We hope they will too! Ask them to give us some examples of IBEW contracts where employees went backward in their first contract. We have lots of examples of very good things workers like us have accomplished with the IBEW. We are trying to organize our Union to try to do the same.
"You'll be hearing lots of rumors . . . lots of pretty incredible and outrageous statements from the union salespeople. We will try to provide you with the FACTS throughout this union campaign. Feel free to call me anytime with any questions.	If they are so interested in getting us the "facts", why won't they allow open discussions and debate in the meetings they require us to attend? Why won't they agree to something like "open forums" every week where we can come -- voluntarily -- and ask the "union busters" and representatives of the union any questions we want? Why won't they sign the "agreement on Campaign Rules for a Fair Election?"
"This has been a very hard time for unions. Membership is at its lowest level in decades. Unions have to fins some other way to keep up their incomes and to keep paying the high salaries they pay their officers and their organizers/salespeople. Organizing our Company is worth over $25,000 per year to this union! That's why you are so important to them!	We know that by law every penny the union collects in union dues has to be spent on membership services. Yes, that includes the salaries, benefits, and expenses of the union staff people who work for us. Union staff people help us negotiate contracts, work with us on grievances and arbitrations, lobby for us in state legislatures and in Washington, D.C., run workshops and training programs, help us with safety and health programs and do a lot of other things that make our jobs more secure, make working conditions safer and healthier, and help us improve the quality of service we provide to the Company's customers. Membership brings other benefits as well, such as discounts on various insurance plans, prescription drugs, travel, and subscriptions. All of the Union's finances are a matter of public record. Why doesn't the Company make all of the same information available? Why won't they tell us what they are paying the "union buster" and lawyers they have hired to defeat our organizing?
"Have the union salespeople really told you the whole truth about what a union might cost you? What about fines? Assessments? Other charges? What would a strike cost you? Can you really afford this Union? After all, you now receive a very competitive wage and benefit package without being forced to pay dues!"	YES. . . the union organizers have told us the whole truth about what the union will cost us. We know exactly what the basic dues are. We know what the initiation fees are. We also know that fines and assessments are very rare, and that we will have total say over them. We also know that we will not pay union dues until we have a contract that we have voted to accept. We also know that not having a union can cost us . . . in lower wages, reduced hours, reduction in benefits, the absence of job security and seniority rights, a grievance procedure that is not enforceable and doesn't guarantee our rights. We believe that union dues are a good investment for us.
"More and more staff are complaining to me about union supporters harassing and badgering them about the union. You do not have to listen to them! While I cannot stop them from legitimate campaigning - in non-work areas and on non-work time - I will do all I can to prevent harassment. Any employee attempting to distribute literature or campaigning for the union - or, against the union - while working will be warned, and if necessary, disciplined. "	Hey, wait a minute! It's the Company who is flooding us with letters, making us listen to our supervisors' prepared anti-union speeches, and sit through the videos and lectures of the "captive audience" meetings on paid time, while our work piles up! Isn't it time for the Company to let up? We know where to find our supervisors and managers if we have any questions.
"The Union is a 'third party'. They are outsiders. We don't need outsiders or 'third parties' coming in here and telling us what to do. We don't want outsiders driving a wedge between us. The outsiders will spoil the close-knit family relationships that have been built up."	WE are the Union, and we are not "outsiders". WE will make every decision in our union. WE will elect our own officers and stewards. WE will decide our bargaining proposals, negotiate our own contracts, and vote on the contract. A Union does not "drive a wedge" between us, if management respects our decision and legal right to have a union and shares our commitment to a new era and a better future at our Company.
"Along with a union comes the risk of a strike! If the Company is unwilling or unable to meet the union's demands, they can call a strike! A strike would be very bad for our customers . . . And for you! If the union calls a strike, you could lose a of money! Strikes have been known to last for months and some places have even been forced to close down because of strikes. A strike would set friend against friend, colleague against colleague and open wounds that would be hard to heal."	We know that their is the risk of a strike. The risk of a strike was considered by each of us before we decided to support the Union. Just because we have a union, doesn't mean that overnight we become uncaring and reckless people. We know that strikes happen very rarely. We know that only we will decide whether or not to strike. We know that Federal Law has a number of safeguards built into it to help avoid strikes. We know that even if there is a strike, each individual has the legal right to go to work. We think that the risk is small enough and our control over the decision is complete enough that there is a risk worth taking considering all of the good we can accomplish through our union.
"We are really sorry about all the stress and tension and bad feelings that this union campaign has created at the Company. We really wish that it wasn't this way. Fortunately this will soon all be over! By voting "No" we can be assured that we can get back to talking directly to one another again, without a third party interfering. By voting "No" , we can get back to being the kind of Company we used to be before the union arrived. And, we can start working together to become the kind of Company we all want to be."	Isn't it true that the Company and its "union busters" created all this stress and tension? If they had just respected our decision and our rights to vote in a peaceful, democratic atmosphere, this wouldn't have been such a difficult time at the Company. We suppose this is what they paid the "union buster" to do. Boy, all of that money could have been much better spent. By voting "No", we are really saying that it's O.K. for management to continue making all of the decisions for us. That's not really the best thing for us at the Company. We want the Company to be better than it was before, and we believe that through our union it can be.
"If the union wins, you may lose many of your individual rights. Will you still have the right to speak for yourself when the union makes the rules? Did you know that the Union can punish you if they do not like what you say or do? The union constitution actually says that the union can discipline members! Have union organizers shown you the union constitution? What are they trying to hide?	What "rights" do we have now? How often have rules and policies been changed on a whim? How often are rules and policies applied differently to different people and differently by different supervisors? And what good is a "grievance procedure" where we do not have the right to representation, to see the evidence against us and to have the Company's Management as the last appeal? With the IBEW, rules and policies cannot be changed at the drop of a hat, and they have to be enforced fairly, consistently, and uniformly. Every IBEW contract has a clearly spelled out grievance procedure with the right to representation and the right to an outside third party appeal - arbitration. That will be quite an improvement over what we have now. And yes, we have seen the union constitution. The IBEW is built on the principles of local control and autonomy and respect for the rights of the individual.