Checklist: Early Signs of Union Organizing

The early signs of a union campaign can be difficult to detect.

The key is to train supervisors on the early signs of union activity so that early detection can lead to a quick response from management -- before the union can get a foothold in the workforce.

The early signs of union organizing usually take the form of changes in the normal patterns of the workforce. Thus, the more management is in contact with and sensitive to how employees typically conduct themselves at work, the more likely it will be able to detect any changes in routine which may mean that a union is in the work environment.

The possible signs are numerous and not limited to the following examples:

• Small groups of employees gather in unusual places and disperse when management approaches. If they are discussing something they don't want management to hear, it could be union activity.
• Bathrooms become very popular. Some employees are reluctant to sign authorization cards out in the open and bathrooms provide the perfect place for such activity.
• There is a lot of activity during breaks, lunches, and other non-work time at the job. Rather than sitting around talking and relaxing during these times, employees seem busy doing things not concretely related to their jobs.
• Employees suddenly start asking many questions about their benefits and company policies. Often the questioning is done by groups of employees rather than individuals and the tone may be demanding and hostile rather than inquiring.
• New groups of employees form and new leaders emerge, or formerly popular employees are suddenly disliked or ridiculed by their co-workers.
• Individuals act out of character. People who were always friendly become sullen and quiet. People who used to come in late arrive on time. People, who used to start slowly, start faster. People, who were typically sloppy workers, take more time with their job and produce a better product. Those workers who used to be careful in their job performance suddenly slip in their work product or show less respect for supervision. A new employee may go out of his or her way to show enthusiasm or interest in the job.
• Anti-company graffiti appears on the walls of bathrooms, locker rooms, and other places frequented by the employees.
• Strangers or former employees appear on the premises or are in contact with employees as they come to or leave work.
• Employees or outsiders ask for names and addresses of employees or are seen copying names from lockers, time clocks or any other lists.
• Employees or outsiders copy the license numbers off employee cars.
• Employees form new social groups or move from one group of employees to another during coffee breaks, meal periods or carpooling.
• Rumors that are often started to deliberately cause confusion within the workforce increase.
• Employees stop talking to managers or supervisors during walks through the workplace. Groups of employees stop talking when a manager or supervisor approaches.
• Employees friendly to management stop receiving grapevine rumors and cannot report what is going on in the workplace.
• Employees begin coming to work abnormally early or late and start meeting with other employees.
• A discharged employee starts hanging around the workplace with a stranger.
• An abnormal degree of absenteeism develops.
• Employees uncharacteristically try to irritate a supervisor by defying orders or otherwise. Often unions will attempt to provoke a test case to show how they can represent employees in trouble with management. For example, employees may refuse to work because the "pay is too low." This may be under the instruction of a union since employees cannot be lawfully fired for such a complaint -- they must be treated as economic strikers.
• Employees begin to talk about rights, seniority, security or other union buzzwords.
• Customers seem to be buying at every counter but are instead engaging employees in lengthy conversation. Outside delivery people hang around and approach several employees.