The collective bargaining process is one of the things that is almost never spoken about when unions are organizing workers. Workers are promised many things or they are led to believe that the mere mention fo the “union” word means higher wages twice per year, free healthcare, great pension plans, etc. The often do not understand that collective bargaining is a process in which there is a give and take. Quite often, the first items of negotiations are where to negotiate, paying the negotiating committee, the union wants onsite access, the placement of a the union bulletin board, the employer deducting dues straight out of the paychecks, etc. What are the employees ready to give up for these items? Research shows that in the last 20 years, unions have failed to get the employees anything more in a first contract almost 95% to 98% of the time.
The union officials are bargaining only with one thing; employee benefits and wages. The are not bargaining with management benefits or the CEO wages, only the benefits of the employees. The union officials have nothing tools. In fact, the union only gains by way of gaining more dues money into their business.
Lastly, to ratify any contract, the union member has to be a member in good standing. A member in good standing is when a member pays dues. If a member is not in good standing, who exactly votes on that first contract especially when the union is boasting that membership does not have to pay dues until after the first contract is negotiated. Do you think employees know this? Probably not.
Education of employees and management can increase proper communication and prevent employees from being misled in situations like this. This education is a fraction of costs which can save time, money and interference of operations if there are problems at a later date.