A union authorization card is a legal document stating that you are giving a union certain rights to represent you for the purposes of collective bargaining over wages, benefits and working conditions. Signing a union authorization card (whether electronically or in paper form) is not just a casual expression of interest; it is a formal commitment that you want the union to represent you. Once signed, the card becomes part of the official evidence the union uses to demonstrate support for its representation which could result in the union representing you without a secret ballot election.

Once signed, it becomes a legally binding document that can be used to initiate union representation efforts. If enough cards are collected, the union could demand recognition directly from the company or the Union can petition the National Labor Relations Board (NLRB) for a representation election.

It is possible, but employees should be aware that once they sign a union authorization card, it is generally difficult to withdraw that support. There is no automatic way to "unsign" the card, and it can be used by the union to claim support even if the employee later changes their mind to support the Union.

Yes. Even if you have signed a card, you are permitted to vote as you choose in an election, if one is held. Remember, authorization cards can be used to demand recognition without an election. If an NLRB election is held, it involves a secret ballot process, so ballots are not signed and individual choices remain confidential unless disclosed by the voter.

You always have the right to say no. Co-workers or organizers may try to influence your decision, but the choice is yours. If you’re unsure, take time to ask questions and learn more before making a decision that could impact your job permanently. If you feel like you are being coerced or subjected to intimidation tactics to get you to sign a card or support a union, you should report this to management and/or Human Resources. Similarly, if you feel like you are being mistreated or subjected to retaliatory actions due to your support of a union, you should also report that to your manager and/or Human Resources.

No. Your rights under federal law protect you from being forced to support a union. You cannot be legally punished or discriminated against for refusing to sign, and your employer cannot demand that you sign either.

“Check-off” or “dues check-off” refers to a system in which union dues, fees, fines, and assessments are automatically deducted from an employee’s paycheck and transferred to the union prior to wage distribution. This is typically among the initial provisions unions seek during contract negotiations. In some cases, unions may prioritize securing “check-off” over negotiating for increased wages or benefits for employees.

Can’t we just tell the union to leave if we decide we no longer want a union? No. If you select a union to be your bargaining representative, that union does not have to leave your facility just because you change your mind. In fact, employees will have to wait at least a year after a union is voted in before they can even try to remove the union (a process called “decertification”). The process of decertification requires another election. To be successful, the majority of those voting will have to agree that the union needs to go. In most cases, unions strongly oppose decertification efforts by employees.

No, the company cannot assist employees with the decertification process or cover any related legal expenses. Employees are responsible for managing the decertification process independently and bearing all associated legal costs.

Yes, a union could negotiate an agreement that results in a reduction of the wages and benefits you have now. There is no guarantee that collective bargaining negotiations will result in improved wages or benefits. Outcomes may vary: wages and benefits could improve, they could remain unchanged, or they could potentially be reduced. If a union representative makes guarantees regarding better wages, you should request such commitments in writing.

Generally, there are two courses of action: (1) the parties will continue to negotiate until an agreement, or an impasse, is reached or (2) the union can initiate a strike. According to current law, the parties are required to negotiate in good faith but there is no guarantee that an agreement will be reached or that a labor contract will be executed between the union and the company. It is possible for both parties to continue operations for an extended period without a contract. Regardless of the outcome, the union could still require members to pay dues, fees, fines, and assessments.

No. Legally, the company is not required to accept union proposals or demands, just as the union is not required to accept any of the company’s proposals.

No. Wages stop during a strike, and while some benefits may continue, they are not guaranteed and are subject to the respective plan terms. Under the law, there is no requirement for back-pay for time spent striking, and credited service accrual may be suspended during strike periods.

In the majority of states, employees who participate in strikes regarding economic conditions, such as wages and benefits, are generally ineligible for unemployment compensation.

Certain unions offer strike benefits, while others do not. The decision to provide strike benefits depends on the policies of each union. Typically, strike pay constitutes a small portion of an employee’s regular earnings.

Yes. While there are two primary types of strikes – economic strikes and unfair labor practice strikes, employers may replace workers in either type of strike. The type of strike determines whether employees may be replaced permanently or temporarily.

If a strike is called, and some union members want to cross the strike/picket line, the company will make a decision as to whether to let those employees return to work.

No, you are not required to vote. However, if you do not participate in voting, the outcome of the election (and the impact on your job) will be determined by others. Union representation elections require only a majority of the votes actually cast—50% plus one—to decide the result no matter how large the potential bargaining unit might be. If you abstain from voting, your choice is not counted for or against the election outcome. Additionally, it is important to note that there are no scheduled future elections to reassess union performance or membership status.

The National Labor Relations Board (NLRB) sets the time, place, and hours for the election after consulting the parties. An NLRB representative oversees setup, instructions, voting, and counting. Ballots are cast in person (no proxy votes), and voting is secret.
The outcome is based on a simple majority (50% + 1 vote) of valid ballots, regardless of unit size. For instance, if a group has 300 members and only 100 vote—51 for the union—the union wins and represents all 300, including non-voters and those who voted against.
If you prefer not to have union representation, it is important to vote "NO." Please be aware that abstaining from voting is not equivalent to voting "no." While some union organizers may imply that not participating counts as a negative ballot, this interpretation is incorrect. Choosing not to vote means that the decision will be made by those who do participate.
Be sure to make your voice heard. Whether or not you signed a Union Authorization card earlier, your vote is what matters most—make it count.

Unions, like other organizations, require revenue to operate effectively. Their primary source of income is membership dues, which function as regular fees paid by members. These dues support the union’s administration, staff compensation, conventions, and various activities, some of which may not have a direct impact on individual members or specific workplaces.

Union dues typically range from 1.5% to 2% of an employee’s monthly wages and can amount to several hundred dollars per year. These dues are generally deducted directly from paychecks and, in some unions, may be increased at the union’s sole discretion without prior notice or a member vote.