The three of us are the best and have been there the longest. One is the general manager. The specific location we work at supposedly does not make much money, but is a tax haven (we collect a lot for charity) They hire a lot of people but few stay longer than a couple weeks. However, Florida is an at will state and we are scared of getting fired “for no reason” if we organize. Is it still worth it to try? How would I go about it?

If you’re a JL that only chases storms reply with your take on it I want to hear about your worst year, average years, and best year anddddddd GOOOO! TIA!!!

https://www.politico.com/news/2025/02/02/musk-usaid-time-00201987

Brothers and sisters, a question regarding strikes.

I am in a federal union, so I am not legally allowed to strike so forgive my ignorance.

Local grocery store chain is about to go on strike. In solidarity, I will not cross the picket line. However, this same chain is also my pharmacy. Am I allowed to cross to get my medications or should I go elsewhere in the meantime?

Just a PSA , I assume members get little insight into Pension management but just wanted to point out that those with the largest pension funds have some sway over large amounts of private investment $. In some cases the kind of money that sways politicians and private equity. It gets funneled to hedge funds and private equity to make returns which of course is the primary goal for all, but also can and should be used to fight back against stripping of labor protections (right now largely due to state GOP reps). Your pension fund managers decide the best placement for returns - but it feels like time to a hold people accountable who are allowing and enabling this new legislative assault at the state and federal levels get out of hand. At a minimum they should be passing along the message that this is not acceptable governing in states attacking workers rights and investment money is on the line for their respective states. At a minimum I hope there is some visibility to accountability

February 1st: 2015 United Steel Workers Oil Refinery strike began

On this day in labor history, the 2015 United Steel Workers Oil Refinery strike began. 5,200 United Steelworkers (USW) began striking at 11 refineries across multiple U.S. states, citing unfair labor practices, including bad-faith bargaining and unsafe working conditions. The strike, which later expanded to 6,500 workers across 15 plants, marked the first nationwide oil refinery strike in over 30 years. Workers demanded better safety protocols, staffing levels, and limits on the use of contractors. The strike, which affected about a fifth of U.S. oil production, began to impact gas prices, particularly in California, where prices slightly rose. After six weeks, the workers reached a potential agreement with Shell Oil, focusing on improving safety and staffing. The strike underscored ongoing concerns about long hours, forced overtime, and the use of undertrained contractors, which compromised both worker safety and public welfare. * February 2nd: Iris Rivera fired in 1977 for not brewing coffee

On this day in labor history, Iris Rivera was fired in 1977 for refusing to brew coffee. Rivera, a secretary at the Illinois State Appellate Defender’s Office in Chicago, refused to follow a new policy requiring her to make coffee for her office. Rivera believed it was beyond her job responsibilities, and after her firing, she filed a discrimination complaint. The case sparked widespread support, including protests by other secretaries and media coverage. Rivera’s stance, questioning the gendered expectations of secretarial work, led to her reinstatement, and sparked broader debates about secretaries’ rights. This movement inspired further protests and contributed to the growing women’s rights activism in the workplace. Rivera’s case resonated with many, eventually influencing cultural portrayals of women’s roles in the workforce, such as the movie Nine to Five and the sitcom WKRP in Cincinnati.

Sources in comments.

If this is inappropriate for this sub, please let me know, but I figure moderation will remove me quickly if that's the case.

Though the threat of US military annexation of Greenland, Canada, and Mexico are very unlikely due to the need of 2/3rds Senate approval, possible military resistance, and the general global and domestic consequences, talks around this are accelerating and the assumption is that this would be disruptive to all labor.

Are union members open to petitioning for such a resolution (to trigger strike in this case) or do people feel this is outside the scope protecting workers' rights?

Got a site dedicated to organizing, with draft petitions and resolutions on this front at:

https://laboragainstconquest.org

But if people have better resources, please let me know.

Not much more to say about it. But when my meager life swings evaporates in the coming fallout from these dumb ass tariffs, I'll remember again when O'Brien sucked up to the people that hate unions and helped us into our present circumstances.

Alright, I know I might catch some heat for this, but I often see countless posts on this sub and across Reddit claiming that if an employer hires a so-called "anti-union" law firm, it automatically means they’re union-busting, trying to crush workers, and engaging in unfair labor practices. As someone who worked for and accepted a post-J.D. grad offer at one of the Big 4 labor management relations law firms, I think some clarifications are needed. Before you all pile up on me, just hear me out ok?

1. Employment and labor law is fundamentally about compliance. These law firms are hired to ensure that employers don’t violate state, federal, or local laws. Their role is to help management create policies and practices that align with legal requirements. In most cases, they’re there to PREVENT employers from breaking the law, not to encourage it.
2. Hiring a labor management law firm during unionization efforts doesn’t automatically mean union busting. When a union is forming, employers need to understand the legal implications and how to navigate the process lawfully. It’s not only reasonable but also responsible for an employer to seek specialized legal counsel in such situations. Ignoring the legalities of unionization would be a far riskier move for any employer, and would most likely subject employees to MORE ULPs.
3. Both employees and employers have rights under NLRA. While employees have the right to organize and advocate for unionization, employers also have the right—within certain limits—to interact with employees. This is a two-way street, and such interactions are legally permissible. Permissible doesn’t mean prohibited; it is NOT a ULP or an illegal act to do so.

The reality is that labor law is nuanced, and the roles of management law firms are misunderstood. Hiring a labor management relations law firm isn't inherently nefarious. It’s about ensuring compliance with the law. It's also unrealistic to expect employers to not hire a law firm or not respond to unionization.

https://www.wxxinews.org/local-news/2025-01-30/union-push-moves-forward-at-strong-national-museum-of-play

Is there a chance of being able to retrain a bad union brother. Who's always snitching to the boss (non union) trying to work his way to the top.

My bargaining unit status on SF-50 is 7777. In learning that it means I am eligible to be part of a union, I’d like to register asap. Can anyone guide me to the right website to join a suitable union? I work in the DoD, and when I joined I wasn’t informed of any existing unions I could be part of. Thank you in advance for any helpful suggestions.

Hey all, I have been in this fight for a while now, my wife is now ready to organize at her school. I am unfamiliar with teachers unions / districts / charters and all that. Anyone in this world want to chat?

We are potentially being in this position and decided we needed more input. The booth doesn’t financially benefit the store (if anything we might be taking business from them), but we do benefit from their traffic.

Our intention is to NOT cross a picket line, we just aren’t sure whether this counts.

Editing to comply with the rules: we’re in Colorado, USA. I don’t think the other requirements actually apply here?

Edit again: thanks for the feedback! There are plenty of grocery stores, but the bidding process to get booths is completed. So it’s really just forfeiting the opportunity, but also, first world problems.

We’re not supposed to engage in political activities in uniform, but I’ll have to see if that would apply to joining a strike. I’m down for it if we’re allowed.

We cannot forget that in 2017, our legislators removed the ability to deduct union dues on our tax returns for 2018-2025; I always was aware and counting down until 2025 for the return to deduct my dues (which I live in a Free Loader state but gladly contribute my dues!)

Well jokes on me.

Sorry to be a deebie downer.

I'd like to not go too into detail here, but I'm dealing with a situation where the union rep, who is solely in charge of my entire industry which is trying desperately to unionize, isn't trustworthy. A recent union attempt failed in large part because he made very bad decisions and ended up selling out the union in the end. At one point he told the people organizing to write a company-wide email with their full names on it and talking about their role in the union fight. All of them were blacklisted and when I told him that he downplayed it and kept telling me not to worry because the union is protecting them. He kept insisting the blacklist isn't real because it's illegal. His mentor has been saying that for years too. But now the union has dissolved and all of these people have lost their careers.

Now he's leading a union at another workplace in our industry and I hear he's doing the same thing, encouraging people to publicly write about their involvement in the union. This seems like common sense stuff? How do I stop this?

Canada

I'm not sure. Private sector?

Animation

I know there are so many reasons to lash out at other union members. Maybe they aren’t as active as you'd hope they'd be or attend as many meetings as you'd like. Maybe they worship a different god or vote in a way you think is absolutely idiotic. Hate is the easy thing to do. Hating each other is EXACTLY what the company wants, what big money wants. Love is hard. Loving the person beside you on that assembly line, or in that other office, or other craft is hard. It is hard, but it is worth it. When I worked on the railroad they weren't called "unions", they were Brotherhoods. The Brotherhood of Locomotive Engineers and Trainmen. The Brotherhood of Signalmen. The Brotherhood of Maintenance of Way. Imagine the strength we would have if we treated each other as if the man beside us were our brother, or sister. Not an adversary. Not someone who looks different or thinks different than me, but as someone who's going through the same struggle. Someone who I would fight for, and would fight for me? When the day comes that we see each as our ally, our sibling, is the day we will fully recognize the strength of solidarity.

I genuinely am worried as I work for a Canadian manufacturer in the U.S. but im seeing tons of stuff where unions are in support of these tariffs.

https://x.com/UAW/status/1885867801480724548?ref_src=twsrc%5Egoogle%7Ctwcamp%5Eserp%7Ctwgr%5Etweet

Supposedly the UAW is all for these tariffs as well.

I dont have an X account so I cant look more into this, just some stuff i can see. Theyve made other posts in favor of tariffs.

https://truthout.org/articles/uaw-president-is-ready-to-work-with-trump-weeks-after-calling-him-a-scab/

Just curious about thoughts on this.

First post; sorry if I missed this info somewhere. I'm in the public sector in the US.

My workplace is currently trying to unionize. We're connected to a national union. Right now we're keeping a low profile and talking to our coworkers. It's taking a long time but slowly we're making progress.

We have a spreadsheet for staff mapping and other info, but it's kept on google sheets. I'm not super happy about it, security-wise, but I didn't know another option other than using libre office on my personal computer. Having a spreadsheet is helpful since we have multiple locations, are experiencing turnover, and everyone keeps asking how far along we are (everyone wants to be the last person to join, sigh), so keeping track is important.

Does anyone have any recommendations or tips? I'm actually leaving within a year and want the info to be secure but accessible to a few lead organizers.