When you join a union, you gain the right to have a voice in decisions about your work life – wages, benefits and career. The collective bargaining process puts you across the table from management as an equal.
Bargaining is a compromise. Neither the union nor management gets everything they want.
How do union negotiators know what issues are most important to the membership? You tell us! Before bargaining begins, the union surveys all members in the bargaining unit to determine priorities. An employee advisory committee provides a constant check for the bargaining team.
In addition, Local 400 representatives and shop stewards are in the facilities almost every day, speaking to members about grievances, problems and needs. They have a “hands on” sense of what the problems are.
Our research department monitors trends in the industries where we bargain, looking at wage and benefit settlements. We have a good idea what is transpiring around the country, which means our negotiators can cite examples elsewhere to support our bargaining goals locally.
When the give and take of contract negotiations is finished, management presents its final offer. The union, as a practice and in accordance with applicable law, brings that offer to the membership. All contracts are approved or rejected by majority vote of those attending the meeting from the bargaining unit.
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