Q:	How does the union work?
A:	A union is a democratic organization of a majority of the employees in a facility. The basic idea of a union is that by joining together with co-employees to form a union, workers have a greater ability to improve conditions at the worksite. In other words, "In unity there is strength." The workers control this organization, elect its officers, and make its rules. This organization, which is called a local union, is chartered with hundreds of other local unions in a national organization called the Graphic Communication Conference of the International Brotherhood of Teamsters (GCC/IBT). The primary purpose of the union will be to negotiate a contract that improves wages, benefits and working conditions and protects workers from unfair treatment. The local union will elect a negotiating committee to negotiate a contract with management. This committee may be assisted by national or local union representatives. Before negotiations, the negotiating committee will develop proposals in consultation with the workers for the first union contract. After the contract is negotiated, it can only take effect if it is voted on and ratified (approved) by the workers in the bargaining unit. After the contract goes into effect, workers will elect their own shop stewards and officers. It is the stewards' job to protect their fellow workers' rights and to enforce the contract. Stewards may be sent to training classes where they learn how to enforce a contract and represent their co-workers. Whenever a worker in a union shop has a complaint, the worker first has the opportunity of complaining to his or her supervisor, just like before. Under a union contract, however, the supervisor or plant manager no longer has the final say – they are no longer the judge and jury. If the worker is not satisfied with the response of the supervisor, the complaint may become a grievance, and the steward can accompany the employee to discuss it with the supervisor. If they cannot get satisfaction, the steward and the employee then discuss the issue with the plant manager. If they still are not satisfied, a full-time representative of the union (called a staff representative) attempts to argue the case with the manager. If the complaint is still not resolved, then the issue is placed before an outside neutral judge (called an arbitrator). Of course, this long process is rarely necessary because workers and their stewards can usually solve a problem at the very first step. Even the most well-intentioned supervisors behave much better when they know that an appeal to higher authority is possible and they do not have the final say. This is what a union really is – a democratic organization through which workers can have some control over the decisions which affect their work life.
Q:	Won't it cost the company a lot of money if the union gets in?
A:	In the short run, it's true that unions cost companies more in better wages and benefits. But in the long run, that doesn't necessarily hurt companies. Unions are good for the companies as well as for their employees. The reason for this is simple – better wages and benefits make for more satisfied employees. Satisfied employees are more productive and less likely to quit, and this eliminates one of the highest costs the company has – the cost of training new employees. Usually employee turnover decreases dramatically once employees realize the benefits of having a union.
Q:	The company says the union can't guarantee anything. What's the answer to this? Can you?
A:	The union can only guarantee one thing: When workers stick together as a union, they will have more bargaining power than they now have individually. When the union wins the election, a committee of union members will negotiate a contract with the company. The company must negotiate with the union about wages, benefits, and working conditions. The union can make no promises or guarantees about exactly what will be in that contract – that is for the workers to decide after the union wins the election. The union can guarantee that the contract that is negotiated will be legally binding on the company, and the law and the union will make sure the contract is enforced.
Q:	Who runs the union? The company says that the union is just a bunch of outsiders – a third party.
A:	You run your own union. You elect your own negotiating committee and prepare your own list of improvements for a union contract. You elect your own officers. The union staff, including staff representatives, attorneys and technicians, backed up by the 65,000 active members in the GCC/IBT, will be available to assist you when you request it.
Q:	What can the union do about unsafe conditions in the plant?
A:	Most union contracts have a clause which says: "The company agrees to maintain safe and sanitary conditions in the plant." And a simple clause like that can make a big difference. Without a union, if something is unsafe, all you can do is try to file a complaint with a government agency. With a health and safety clause in the contract, you don't have to wait for the government to act. The union can take up the health and safety complaints through the grievance procedure. If the complaint is not corrected immediately, we can have a judge (arbitrator) order that the conditions be corrected. Also, many union contracts establish safety committees to monitor unsafe conditions.
Q:	What about favoritism?
A:	Fairness is the most important part of a union contract. The same rules apply to everyone. The rules are in black and white in a legal contract. If any worker feels he or she is being discriminated against in any way, the grievance procedure can correct it.
Q:	Where do union dues go?
A:	Union dues go directly to your local union, which forwards a portion on your behalf to the GCC/IBT General Fund. The balance of your dues goes into your own local union treasury. Your local dues pay for the processing of grievances and the handling of arbitrations, for negotiating contracts, for the salaries of your union officers, for printing leaflets, for renting meeting rooms, for education programs, and for attending conferences and contract coordinating meetings.