FAQs
Union Information
Click the questions below to see the answers.
A union – like UFCW Local 75 or the Teamsters– is a business. All businesses require revenue. For a union, its primary revenue sources are member dues and fees. Members pay for the union to negotiate a collective bargaining agreement, also known as a labor contract. Even though members pay for this service, unions do not have to uphold promises made during a campaign.
Yes, union organizers are like the sales team of the business. Their job is to generate new business. Once employees join the union (or the sale is made), the organizers typically hand off the business to a representative to negotiate the contract. That person may or may not be aware of promises made during the campaign and is not obligated to keep any of them.
A union is allowed to make any promises it would like during a campaign, but it cannot guarantee anything – wages, benefits, or that the terms and conditions of employment will improve. No one knows what will be in a collective bargaining agreement ahead of time, and neither party can simply demand things from the other party during bargaining.
There is no way the union can guarantee that things will only improve. You may end up paying dues whether or not you like the terms negotiated in the labor contract.
Does a union organizer get paid?
Yes, union organizers are like the sales team of the business. Their job is to generate new business. Once employees join the union (or the sale is made), the organizers typically hand off the business to a representative to negotiate the contract. That person may or may not be aware of promises made during the campaign and is not obligated to keep any of them.
What can a union guarantee?
A union is allowed to make any promises it would like during a campaign, but it cannot guarantee anything – wages, benefits, or that the terms and conditions of employment will improve. No one knows what will be in a collective bargaining agreement ahead of time, and neither party can simply demand things from the other party during bargaining.
The union says things will only improve. Isn’t that worth the cost of dues?
There is no way the union can guarantee that things will only improve. You may end up paying dues whether or not you like the terms negotiated in the labor contract.
Can’t we just try out the union and remove it if we don’t like what we end up with?
Once elected, it’s a difficult and lengthy process to decertify or remove a union, regardless if you like the terms negotiated. There are specific timeframes when you can attempt to remove a union. Also, employers are not legally allowed to help employees with this process. The union uses member dues to pay for “representational activities,” which can include dissuading employees who want to leave from doing so.
Authorization Cards
A union authorization card or petition is a legal document that potentially gives a union the sole and exclusive right to speak and act on behalf of employees in all matters regarding wages, benefits, working conditions and other terms of employment at Cincinnati Children’s – possibly without an election.
An authorization card can take many forms. It can be a paper card, it can look like a petition or sign-in sheet, or it can be a digital form. In fact, “signing” away legal rights can be as easy as a click of a button.
No. Signing a card does not guarantee that any of your issues or concerns will be resolved. If the union becomes your exclusive representative, the only right the union has is to represent employees and try to negotiate a contract with Cincinnati Children’s. However, the union will expect you to pay dues/fees regardless of whether or not it is able to keep its campaign promises to you – and you may have to pay the union just to keep your job at Cincinnati Children’s.
Union organizers and employees who support them can be extremely persistent. We want you to have the facts about your legal right.
To sign or not sign a union card.
To campaign for or against the union.
Not to be bothered by union supporters while you are working or in patient care areas.
To talk or not talk to a union representative if you are contacted at home.
You have the right to tell union organizers you are not interested.
Finally, you have the right to say, “No. It’s about your legal rights.”
The union can do several things with a signed authorization cards/petitions:
If the union gets 30% of employees in a bargaining unit (group of employees) to sign cards, it could go to the National Labor Relations Board (NLRB) and file a petition for an election in which employees vote to determine whether or not they want to be unionized.
If the union collects signatures from more than 50% of the employees in a bargaining unit, the union could request that Cincinnati Children’s voluntarily recognize UFCW as the employees’ union, bypassing your opportunity to vote.
The union may use this card to send you mail, to call you, text you or to visit you at home. It could even give your personal information to others.
What does an authorization card look like?
An authorization card can take many forms. It can be a paper card, it can look like a petition or sign-in sheet, or it can be a digital form. In fact, "signing" away legal rights can be as easy as a click of a button.
Does signing a union card guarantee me better wages, working conditions or staffing?
No. Signing a card does not guarantee that any of your issues or concerns will be resolved. If the union becomes your exclusive representative, the only right the union has is to represent employees and try to negotiate a contract with Cincinnati Children's. However, the union will expect you to pay dues/fees regardless of whether or not it is able to keep its campaign promises to you - and you may have to pay the union just to keep your job at Cincinnati Children's.
What are my rights if I don't want to sign a union authorization card or petition?
Union organizers and employees who support them can be extremely persistent. We want you to have the facts about your legal right.
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To sign or not sign a union card.
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To campaign for or against the union.
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Not to be bothered by union supporters while you are working or in patient care areas.
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To talk or not talk to a union representative if you are contacted at home.
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You have the right to tell union organizers you are not interested.
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Finally, you have the right to say, "No. It’s about your legal rights."
Why is my signature so important to the union, and what does the union do with signed authorization cards or petitions?
The union can do several things with a signed authorization cards/petitions:
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If the union gets 30% of employees in a bargaining unit (group of employees) to sign cards, it could go to the National Labor Relations Board (NLRB) and file a petition for an election in which employees vote to determine whether or not they want to be unionized.
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If the union collects signatures from more than 50% of the employees in a bargaining unit, the union could request that Cincinnati Children's voluntarily recognize UFCW as the employees' union, bypassing your opportunity to vote.
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The union may use this card to send you mail, to call you, text you or to visit you at home. It could even give your personal information to others.
Dues
Ohio is not a Right-to-Work state (unlike Kentucky), so it is likely you would have to pay dues/fees just to keep your job. This is because the union can negotiate what is called “Union Security” language into the labor contract. This language states that members must pay dues, fees and assessments as a condition of employment.
Please be aware that if you were to have the option and chose not to be a dues-paying member of the union, you would not be able to vote on important union business, like contract ratification, who your union stewards would be, or whether or not to go on strike.
Every union decides on its own how much it wants to charge members.
According to the most recent annual financial filing with the federal government, called an LM-2 report:
- UFCW charges members between $17.81 to $45.33 each month to become a member. This could be as much as $543.96 a year in union dues.
- Teamsters Local 89 charges members $2.25-$2.50 per hour, up to a maximum of $107 per month, or up to $1,284 per year in union dues.
A union determines the amount it charges members and has the right to increase dues at any time. Dues amounts are not negotiated, and Cincinnati Children’s would have no say in what the union charges.
Typically, when a union is newly elected, members will be required to pay dues after a collective bargaining agreement or labor contract is reached.
While it is entirely up to the union, it’s not uncommon for unions to waive initiation fees for current employees. However, it is likely the union would charge new employees this fee, which has the potential to hinder recruitment efforts.
According to LM-2 reports:
- UFCW’s LM-2, they charge an initiation fee of $50 to $125.
- Teamsters Local 89 reports charging an initiation fee of $5 to $100.
Yes, unions usually have a constitution and bylaws that members are required to follow. Not following the rules outlined in those documents can result in additional fees and assessments beyond monthly union dues. Before considering whether or not to elect a union, it’s important to read those documents so you are aware of the rules you would be expected to follow.
If the union is elected, how much would employees have to pay in union dues?
According to the most recent annual financial filing with the federal government, called an LM-2 report, UFCW charges members between $17.81 to $45.33 each month to become a member. This could be as much as $543.96 a year in union dues.
Who determines the amount of union dues we would have to pay?
A union determines the amount it charges members and has the right to increase dues at any time. Dues amounts are not negotiated, and Cincinnati Children’s would have no say in what the union charges.
If the union is elected, when would we have to start paying dues?
Typically, when a union is newly elected, members will be required to pay dues after a collective bargaining agreement or labor contract is reached.
Would we have to pay an initiation fee to join the union?
According to UFCW’s LM-2, they charge an initiation fee of $50 to $125. While it is entirely up to the union, it’s not uncommon for unions to waive initiation fees for current employees. However, it is likely the union would charge new employees this fee, which has the potential to hinder recruitment efforts.
Can unions charge us money beyond member dues?
Yes, unions usually have a constitution and bylaws that members are required to follow. Not following the rules outlined in those documents can result in additional fees and assessments beyond monthly union dues. Before considering whether or not to elect a union, it’s important to read those documents so you are aware of the rules you would be expected to follow.
Collective Bargaining
Collective bargaining is the back-and-forth process between a union and employer to try and reach an agreed upon labor contract, also known as a collective bargaining agreement. If a union is elected, the union will collect dues and/or fees from you in exchange for managing this process on your behalf.
According to a 2021 analysis by Bloomberg Law, it takes an average of 528 days to reach a first-time labor contract in healthcare. While waiting for a contract, the employer must legally keep the status quo, meaning wages, benefits, and terms and conditions of employment generally cannot be changed.
The only topics that must be bargained are pay, benefits and terms and conditions of employment, which are things like working hours, seniority, scheduling practices, promotions, transfers and grievances.
Things that are not mandatory to bargain include safety protocols, patient care procedures, equipment and supplies, number of employees hired, promoted or discharged, the right to manage and operate the business, or finances.
No. Like most negotiations, the process is two-sided and neither side is legally required to give into the other side’s demands. Cincinnati Children’s would be able to decline any union demand.
Collective bargaining is a gamble, and things can get better, worse or stay the same. Even the National Labor Relations Board’s case law states “Collective bargaining is potentially hazardous for employees, and as a result of such negotiations, employees might possibly wind up with less benefits after unionization than before.” (228 NLRB 440)
No. Collective bargaining is between the union and employer. Each party may have a bargaining committee. It’s possible the union’s bargaining committee would consist of a few members of the bargaining unit, and those people can push to have the union focus on their priorities, even if they don’t align with yours.
No, once a union has been voted in and a labor contract has been negotiated, you cannot opt out of the contract, even if you don’t like the terms, never supported the union, voted no in the election, or don’t want the union.
How long does collective bargaining take?
According to a 2021 analysis by Bloomberg Law, it takes an average of 528 days to reach a first-time labor contract in healthcare. While waiting for a contract, the employer must legally keep the status quo, meaning wages, benefits, and terms and conditions of employment generally cannot be changed.
What topics must bargained and what are some examples of terms and conditions of employment?
The only topics that must be bargained are pay, benefits and terms and conditions of employment, which are things like working hours, seniority, scheduling practices, promotions, transfers and grievances.
Things that are not mandatory to bargain include safety protocols, patient care procedures, equipment and supplies, number of employees hired, promoted or discharged, the right to manage and operate the business, or finances.
Are the union’s demands automatically granted in collective bargaining?
No. Like most negotiations, the process is two-sided and neither side is legally required to give into the other side's demands. Cincinnati Children's would be able to decline any union demand.
It sounds like things can only get better for us with a labor contract, is this true?
Collective bargaining is a gamble, and things can get better, worse or stay the same. Even the National Labor Relations Board’s case law states “Collective bargaining is potentially hazardous for employees, and as a result of such negotiations, employees might possibly wind up with less benefits after unionization than before.” (228 NLRB 440)
Will everyone be at the bargaining table?
No. Collective bargaining is between the union and employer. Each party may have a bargaining committee. It’s possible the union’s bargaining committee would consist of a few members of the bargaining unit, and those people can push to have the union focus on their priorities, even if they don’t align with yours.
If I don’t like the contract that’s negotiated, can I opt out of it?
No, once a union has been voted in and a labor contract has been negotiated, you cannot opt out of the contract, even if you don’t like the terms, never supported the union, voted no in the election, or don't want the union.