Is it important that I vote in any NLRB election?

Yes. The election will be decided by the employees who vote–whether it is everybody or only a few.

To win, the union must get over half of the votes cast. If you do not vote NO to the union, then the Union will then need fewer votes to win a majority. Some elections have been decided by one vote. Please be sure to vote!

Do I have to vote for the union if I have signed a union authorization card?

No! It does not make a difference whether you have signed a union card or attended union meetings.

The election will be your opportunity to vote in freedom and by secret ballot. Regardless of union cards, you are entirely free to vote as you please.

Will I lose my job in the event the union is rejected and I may have signed a union authorization card?

No! BlueOval SK management will not discriminate or retaliate against employees because they signed union cards. Even if we disagree with your decision to sign a union card, no employee will suffer at the hands of BlueOval SK because of signing a union card.

How can I be sure that no one will ever know how I voted?

A secret ballot is guaranteed by the United States government. You will mark your ballot in private. No one can see. No one will be able to connect your name with your ballot. You may vote however you wish.

If I vote against the union, will I lose my job in the event the union wins the election?

No. Neither the law nor BlueOval SK will permit or tolerate discrimination or retaliation among team members.

Will those who vote for the union get special advantages if the union wins the election?

No. First, the election is held in secret and no individual's vote is known to BlueOval SK or the UAW. Secondly, following the election, employees will be treated alike, whether or not they voted for the union.

The law and BlueOval SK will not permit any discrimination or retaliation whatsoever. Under no circumstances will union supporters get any special advantages over union opponents

Can the Union guarantee to obtain new benefits or an increase in benefits?

No. BlueOval SK already offers an excellent benefit package, and we continue to look for opportunities to make it better.

Economic realities like the electric battery market, the cost of insurance coverages, and health care costs will always impact the benefits available – union or no union. A union can ask that BlueOval SK restore these contributions, but BlueOval SK has no legal duty to ever say “yes” to a union. BlueOval SK wants to say “yes” to YOU.

Can the union guarantee me a wage increase?

No. Only BlueOval SK can give you a wage increase. It is BlueOval SK that provides your job and your paycheck–not a union.

A union will never provide you a day's work or a cent of pay.

In fact, the union cannot even guarantee that any employees will keep their current wages. As one federal court put it, “the right to union representation under the National Labor Relations Act does not imply the right to a better deal.”

The National Labor Relations Board specifically approved the “legitimate message” that “union collective bargaining is potentially dangerous to employees and as a result of such negotiations, employees might possibly wind up with less benefits after unionization than before.”

If the union wins the election, will the law compel BlueOval SK to reach an agreement with the union?

No, absolutely not! BlueOval SK does not have to agree to a single thing the union proposes so long as it bargains in good faith. The law itself provides that bargaining in good faith does not require management to agree to any union demands or to make any concessions to the union.

That means all bets are off. You may end up with less, the same, or possibly more. BlueOval SK does not have to sign any contract that it does not believe to be in its or your best interest. There is no law that forces BlueOval SK to agree with the views or demands of the union.

If the union wins the election, will we automatically get the things the union has been promising?

No. Even if the union wins the NLRB election, nothing happens automatically. The union can ask for anything, but as long as BlueOval SK bargains in good faith, BlueOval SK does not have to give in to any demands. BlueOval SK will not agree to any proposal that it does not believe is a good business practice or would cost too much. There is no way for the union to guarantee the promises it makes.

“The right to union representation under the National Labor Relations Act does not imply the right to a better deal.”

If the union calls us out on strike, will we get paid while the strike is going on?

No! If you strike, you lose your pay. Not only will you not get your normal pay or be able to utilize paid-time-off benefits, but you also cannot get unemployment benefits while you are striking to get a union contract.

A good question to ask yourself is: Who will make the house payments, the car payments, buy food for yourself and your family, etc., if you are out on strike?

UAW Locals have put their members and their families through painful strikes in recent years, placing their financial wellbeing and benefits in jeopardy.

If the union calls us out on strike, will we get health insurance and other benefits during the strike?

No! If you strike, BlueOval SK immediately stops paying for all benefits. You will get a COBRA notice.

That means if you want to keep your insurance, you will have to pay the entire premium.

What about "strike pay"?

Union "strike pay" is a cruel joke. In fact, the UAW’s strike fund only pays $400/week.

Can you pay all your bills, 100% of the cost of your family’s health insurance and your rent or mortgage on $400/week?

No “strike pay” is available if the national union disagrees with a UAW Local’s strike.

And the UAW reserves the authority to end all payment of strike pay at any time the national union considers the strike “unwise.”

If the UAW calls a strike, and I go out on strike, can I be permanently replaced?

Yes! Under the law, if the union calls a strike to try to force BlueOval SK to agree to the union’s demands for wages, benefits, or working conditions, BlueOval SK is free to permanently replace the strikers.

This means your replacement keeps your job. The law will not force BlueOval SK to fire the replacement to give you your job back even after the strike is over.

Permanently replaced strikers stay out of work on a preferential recall list until their replacement quits, retires, etc. or BlueOval SK would otherwise hire “off the street.”

If I have not been permanently replaced, am I guaranteed to get my old job back?

No! There is always the risk that there will not be as many jobs available after a strike. Just think about it! A lengthy strike forces an employer to find ways to operate without as many employees.

Once an employer finds ways to do the same work with fewer workers, through working more efficiently or using other resources like outside contractors, for example, it may need fewer employees after the strike ends.

What are the chances of a strike?

No one knows. In many, many cases, the union takes employees out on strike on the very first contract negotiations. This is because unions have often made exaggerated promises.

They have to call a strike to convince employees that they really tried to get those unreasonable demands. Plus, everything is on the “bargaining table.” There are many opportunities for the parties to disagree.

Will I lose my right to talk, on my own behalf, with management about my wages, hours, and working conditions if the union is voted in?

Yes! Every employee in the group which the union is trying to represent–even those who vote against the union and those who are not members of the union–will absolutely lose their right to think for themselves and speak for themselves at work.

The union becomes their “exclusive representative” for “collective bargaining.” Whatever the union negotiates controls the employee and a union agent has the right to be present at any and every discussion between you and any team leader or manager, regarding any concern you have at work.

Does it cost money to belong to a union?

Yes! How much? It is impossible to know the full amount in advance. The UAW collects money from their members in several ways. The UAW collects monthly dues. But they also assess additional charges in any amount the union chooses.

The UAW constitution sets the minimum amount members pay in dues, but there is no limit on assessments. Joining the UAW is like signing a “blank check.” You cannot know in advance how much it will cost!

If the UAW wins the election, every member will be asked to pay, at minimum, between $690 to $1,140 per year in dues. (Depending on your wages)

How does the UAW calculate union dues?

It’s complicated. The UAW constitution and bylaws set the amounts of dues. And the UAW does not make these amounts easy to calculate. What little information they share includes unknown variables, but here is the best information available where each money charge is found in the Union Constitution and Bylaws.

Minimum monthly dues:
2.5 x hourly pay per month*
(UAW Constitution, Art. 16, Sec. 2(b))

Local Monthly Dues: any unlimited extra amount per month.
(UAW Constitution, Art. 16, Sec.2 (f) and Article 47.)

How much would the UAW collect out of employee pay checks during a first union contract at BlueOval SK?

$5.4 million is a good minimum estimate of what the UAW would collect just in minimum dues (not counting any assessments) out of BlueOval SK’s employees’ pay checks during a typical 3-year union contract once Plant 1 is fully staffed.

The UAW wins BIG if it can gain your support.

Having the UAW at BlueOval SK will not affect me if I do not join the union, right?

No! If a majority of the votes are “yes” for the union, everyone loses their right to speak for themselves to the union. You can no longer speak for yourself even if you do not join the UAW.

The union calls employees who do not join the union and pay union dues “free riders,” and “scabs.” They cannot speak for themselves. If they do not pay the UAW, how well will the UAW speak for them? This is why almost everyone pays union dues in a union shop.

Why do so many employees in “Right to Work” states, like Kentucky, join the union if they work where there is a union?

Most feel they have no good alternative. They have lost their right to speak for themselves to the union, so joining the union is the “better of two evils.”

The only good way to stay free from the union is to vote NO and encourage others to vote NO, so the union will have no control over you.

What do national unions do with the dues money they collect from members?

Most of union dues money goes to pay union expenses. For example, UAW uses their money to pay union officials and “organizers’” salaries, overhead, expenses, travel expenses, and other business costs.

According to the most recent government filings made by UAW, the union paid over $3.1 million to its officers.

But, the union still spends money on its members, right?

Yes and No. For example, last year, UAW [International] spent $4.2 million on “political activities and lobbying” – but 34 times more on running the union:

• $33.3 million on “general overhead”

• $13.6 million on “union administration”

• Over $96 million on union officials and their staffs’ salaries.

What do local unions do with the dues money they collect from members?

Local unions are empowered to collect money in addition to the money collected by the national union. They use the local union’s members’ money to run the local’s business–including paying salaries, overhead, expenses, travel expenses, and other business costs.

Do union officials have a good track record for honesty and integrity?

No! Not all union officials are “crooks,” but there has been a history of dishonesty in the union’s leadership ranks.

Since 2006, five different UAW union employees have been convicted of embezzlement of union funds, including two former presidents of the UAW, Dennis Williams and Gary Jones and former Secretary-Treasurer Timothy Edmunds.

What if we, BlueOval SK team members, just want to vote the union in for a year or two to see what it will do anything for us?

Unions are always easy for employees to vote in, but hard for employees to get out. The UAW constitution warns members that conduct unbecoming a member of the union could result in being put on trial by the UAW. Article 31 of the constitution deals with trials of members. Sec. 24 of Article 31 deals specifically with attempts to get rid of the union.

Plus, employees must follow difficult legal rules, without any help from the company, to get rid of a union, and once a union contract is negotiated, employees cannot legally get rid of the union at any time during the term of the union contract for up to 3 years.

What happens if a union member disobeys the union?

Union discipline, including fines. The UAW constitution warns members that they face trial and discipline if they fail to follow union rules or engage in conduct unbecoming a member of the union. UAW Const. Art. 31, Sec. 1.

The union is both judge and jury. UAW Const. Art. 31 (“Trials of Members”).

Is BlueOval SK hostile toward unions?

No! However, BlueOval SK is convinced that success in our circumstances depends upon keeping our direct relationship.

We are a new company, pioneering a new technology, in an entirely new facility. We need to freely communicate among all members of the BlueOval SK team, regardless of role, to be successful.

We can all learn from one another. We must respect one another and solve problems as one team.

Most in the automotive business, and especially the EV sector, now choose to work free from unions. We must be as nimble, innovative, and united as our competitors to promote our careers and protect our jobs. We need to share a direct relationship!

Does BlueOval SK think the union will win an NLRB election?

We hope not, but this is up to you. Only you and your fellow team members will decide whether the UAW will be voted in or voted out.

Why is BlueOval SK so certain the UAW is wrong for us?

Many BlueOval SK leaders have worked in a UAW union environment. Some are former union members. They know how the UAW will block them from treating you with flexibility as an individual. They know how the UAW will prevent them from hearing directly from you about problems that need to be fixed and how we can improve our processes.

BlueOval SK wants to demonstrate that you do not need to pay UAW union dues, work under UAW stewards, or risk UAW strikes to be respected, appreciated, and well compensated here.

If the UAW gets voted in, can the union get rid of any team leader I don't get along with?

No! The UAW would have nothing whatsoever to say about team leaders or any other manager.

As we are today, with no union, if you have a complaint about your team leader or any other manager—you can go right to the top with your complaint.

Who negotiates for the UAW?

An UAW business manager, not one of your co-workers. This is a full-time union employee. The UAW union business manager has no first-hand knowledge of the problems of employees or of BlueOval SK.

UAW’s business manager will pursue the agenda of a few union officers and the union favorites because he or she knows nothing else about your jobs or concerns.

What is “super-seniority”?

Many union contracts give top seniority (super-seniority) to union officials. This includes union officers, grievance committeemen, and shop stewards.

This “super-seniority” protects them for layoff purposes and recall, and frequently gives them preferred treatment on shifts and time away from work.

Can a union guarantee I won't get fired?

No! To protect employees, BlueOval SK already has strict rules against improper discharges. With or without a union, a person is discharged only for real cause– and even here a thorough investigation is made, and the employee is given every opportunity to correct the problem.

BlueOval SK has no history of discharging employees without good cause.

If we get a union, will I be able to speak my mind at union meetings?

It depends. Union officials control union meetings. All too often, ideas expressed in opposition to the union officials meet with insults and downright threats.

Article 31, Sec. 10 of the UAW constitution gives union officials power to reprimand or expel members for “conduct unbecoming a member”. If you think for yourself and raise a dissenting voice won’t this amount to “gross disloyalty”, “unbecoming conduct”, or even a “dishonorable act with injures the labor movement”? Any of these allegations can bring about “union discipline.”

When are strike votes usually taken by the UAW?

Usually early in the negotiations; and you are told – “unless you vote for the strike, we cannot get the company’s best offer.”

Then at the last minute, when everybody begins to worry about paying their bills, the UAW will say – “too late now, you’ve already voted for the strike.”

I see on the internet and in the news media about UAW strikes and violence. Why aren't they mentioned by UAW organizers?

UAW organizers are taught at union schools - "talk the union up - play down strikes and violence." We all know that the threat of strikes is always present, and violence is often associated with union strikes.

This is not because many strikers want violence or criminals become involved in a strike. More often emotions just run too high when a striker can’t pay his/her bills, their children have no insurance, and they realize they will never make up the money they are losing during the strike. People take actions under this pressure they would never do under ordinary circumstances. They later regret it but it is too late.

Will the UAW guarantee job security for me?

No. Job security is the result of being competitive. We are convinced that without a union, BlueOval SK is more efficient, and can pay higher wages and benefits while remaining competitive.

In contract negotiations, do unions ever trade off things employees want, in order to get things the unions want into the contract?

Yes. Unions listen to employee requests in drawing up their demands. However, it is very common for employee desires to be sacrificed, in order for the union to get things for itself - like "dues check-off" and "super-seniority" for union officials.

Why not ask the union organizer if the union will be negotiating for "dues check-off" or "super-seniority," and find out?

Are strike votes and other union “elections” supervised by the federal government, like an NLRB election, to make sure they are fair?

No. The way strike votes are taken is very misleading. Did you ever hear of a union losing a strike vote? Yet, unions do lose many union elections votes!

No representative of the U.S. government is present for a strike vote. Often times unions fail to set up a curtained booth to be sure no one is looking over your shoulder.

If the UAW has wages, benefits, of other terms in a collective bargaining agreement with one employer does that mean that the union can obtain the same or similar wages, benefits, or terms with a different employer?

No. All collective bargaining negotiations are different. No employer is obligated to agree to any union proposal, regardless of whether another employer agreed to that proposal.

How are union leaders chosen?

An employee must be a member in continuous good standing in the local union for one year immediately prior to the nomination, except in the case of a newly organized local union.

(UAW Constitution, Article 38, Sec. 3)

Don’t I need a union’s help in pleading my grievances?

The UAW will address your complaints or concerns based on what the union feels is in the union’s best interest.

Without a union, you and BlueOval SK are free to address any complaints or concerns in your best interest, not the union’s best interest.

With a union, wouldn’t I have some more seniority rights?

Your BlueOval SK already gives full recognition to a team member’s length of service.

Sometimes during organizational campaigns, union organizers imply that all promotions, transfers, and other job rights will be based on no other yardstick than seniority. This is almost never true.

If there were a union contract, would there be more or fewer disputes?

Usually there are many more disputes if there is a union contract. A lot of these disputes are arguments about what the contract means on the details–these are called “grievances.”

When a union is new to a workplace, there are often hundreds of these every year. They create conflict. And more conflict only makes our work harder and time at work more unpleasant.

In fact, the union’s presence has already divided us and made worktime more unpleasant. Do we want to make this conflict a permanent part of BlueOval SK? We hope not!

What can the UAW really guarantee to me?

The only guarantee is a strike is likely if the UAW will not agree to BlueOval SK's final offer. BlueOval SK is the only one who can grant benefits and wage increases.

What can I do to make sure that we have no strikes to stop my pay, no super-seniority for the union favorites, and no union?

If there is an NLRB election and you are an eligible voter, you can mark your ballot within the box on the right side as a "NO".