Unions, like the CNA, NNU, NUHW, and SEIU-UHW lead team members into believing that if the union gets in, then the union will negotiate with the company to get better wages, benefits and working conditions. But that is not the whole truth.
Yes, a company is required to bargain in "good faith" if a union becomes the representative of the team members at issue, but Banner does not have to agree to anything just because the union wants it, especially if it is not in the best interest of Banner, its team members or its patients.
Bargaining can take months and, sometimes, even years. No changes occur unless the company and the union agree. Sometimes unions agree to contract clauses that are not in the best interest of the team members in order to gain Dues Check Off, Union Recognition and other clauses.
LESS Than You Bargained For
The National Labor Relations Board has ruled that:
"...collective bargaining is potentially hazardous for employees and that as a result of such negotiations employees might possibly wind up with less after unionization than before." -- Coach and Equipment Sales Corp., 228 NLRB 440
There are no quick fixes and when it's all over, team members could even end up with LESS than what they had before a union got into their workplace.
In almost every contract there are certain clauses that unions bargain for first. These clauses benefit the union even if they do not benefit the team members in the bargaining unit.
Union Recognition clause - It says the union is now the "sole and exclusive bargaining agent" for the team members. This clause means that team members must go through the union and the union stewards or business agents to talk to management about work issues. Bargaining unit team members can no longer communicate directly with management regarding their terms and conditions of employment.
Dues Check-Off clause - This clause is designed to deduct union dues and fees directly from team member paychecks.
Typical Management Rights clauses state that the company has the right to allocate its resources, manage its facilities and direct its workforce. Management Rights clauses also typically give the company the right to hire, promote, transfer, and demote team members to layoff, to subcontract or contract out work, to establish and modify policies, rules and regulations governing safety, performance, procedures and conduct.
Stated differently, Management Rights clauses give companies the right to run their business, union or not.