Keep your discussions quiet and private. [4] X Research source Although the National Labor Relations Act guarantees the right to discuss union membership during non- work time in non work areas (like an employee lounge)[5] X Research source , keeping these discussions discreet helps avoid conflict between the management and pro-union employees. Your co-workers must find you to be trustworthy and competent, so study up on union issues, like federal and state labor law, the benefits of unions, and common employer tactics used to discourage organization. [6] X Research source When a co-worker has a question or challenges your position, you should ready to answer quickly and confidently. To successfully organize, you must inspire and persuade you peers to follow your leadership.

You can also locate local unions by searching online or in the phone book under “Labor Organizations. " Keep in mind that the name of the union doesn’t matter; meat packers commonly belong to the United Steel Workers. Contact your local unions to find out what industries they represent. [7] X Research source

Alternatively, if you can form a new independent union that is recognized by the National Labor Relations Board (NLRB) without working with an existing union. Be aware that the cost of running a union and the complexities of labor law may make forming a new union impractical. [9] X Research source

Departments within the company; Shifts; Racial and ethnic backgrounds; and Genders. [10] X Research source

Describe the workplace structure, including the different departments, work areas, jobs, and shifts. Collect information from each employee on a spreadsheet with each person’s name, address, phone number, shift, job title, and department. Assemble information about your employer, including other locations, parent companies and subsidiaries, products, major customers, and union history. [11] X Research source

Research the wages and benefits that people in your industry receive in your state and elsewhere in the country when they are unionized versus when they are not represented by a union. Have these statistic handy during discussions.

‘Scare tactics’. Employers might announce that they will refuse to negotiate with the union. However, under federal law, employers are required to negotiate with the union. Employers might threaten the jobs or benefits of pro-union employees, or pressure supervisors to manipulate or harass others. These tactics are abusive and illegal under federal law. Employers might also try to discourage participation by making a big deal about how much unions cost. You can share the counterargument that union dues are a minor expense compared to the positive impact a union can have. If your employer engages in illegal tactics, contact a union representative or the NLRB and ask what actions you should take. ‘Love tactics’. Some employers try to convince their employees that a union isn’t necessary. Common love tactics include apologizing for past wrongs and promising better treatment in the future; and making sudden changes in working conditions, employee benefits, and relationships between employees and managers. Employers hope that by making some small changes, their employees will become complacent and lose their motivation to unionize.

If you collect signatures or cards from at least 30% of the employees, the NLRB will organize a union election. [13] X Research source If you collect signatures or cards from more than 50% of the employees, you can ask your employer to waive an election and begin acknowledging the union leadership immediately. If at least 50% of the employees sign, and the employer will not waive the election, the NLRB can step in and mandate the creation of a union if it investigates and determines that the employer is engaging in actions to prevent a fair election.

The NLRB will also need to your authorization cards or petition signatures from at least 30% of your co-workers. The NLRB will ask your employer for a list of its employees, and compare the names on the list to the signatures you have submitted.

In some cases, the NLRB may elect to have employees vote by mail. [16] X Trustworthy Source National Labor Relations Board Independent U. S. government agency responsible for enforcing U. S. labor law in relation to collective bargaining and unfair labor practices. Go to source

Mobilization techniques might include writing letters or filing grievances, filing an unfair business practices lawsuit, organizing attendance at public meetings, holding a publicity campaign to get support from the community, and even going on strike. [18] X Research source