So, are you ready to organize your workplace? Not sure how to get started?
This is an excerpt from my Unionize or die blog post.
The process is as follows:
- Building solidarity and community with your peers
- Understanding your rights and how to organize safely
- Establish the consensus to unionize, and do it
- Promote solidarity with across tech workplaces and labor as a whole
Remember that you will not have to do this alone – in fact, that’s the whole point. Step one is building community with your colleagues. Get to know them personally, establish new friendships and grow the friendships you already have. Learn about each other’s wants, needs, passions, and so on, and find ways to support each other. If someone takes a sick day, organize someone to check on them and make them dinner or pick up their kids from school. Organize a board game night at your home with your colleagues, outside of work hours. Make it a regular event!
Talk to your colleagues about work, and your workplace. Tell each other about your salaries and benefits. When you get a raise, don’t be shy, tell your colleagues how much you got and how you negotiated it. Speak positively about each other at performance reviews and save critical feedback for their ears only. Offer each other advice about how to approach their boss to get their needs met, and be each other’s advocate.
Talk about the power you have to work together to accomplish bigger things. Talk about the advantage of collective action. It can start small – perhaps your whole team collectively refuse to incorporate LLMs into your workflow. Soon enough you and your colleagues be thinking about unionizing.
Disclaimer: Knowledge about specific processes and legal considerations in this article is US-specific. Your local laws are likely similar, but you should research the differences with your colleagues.
The process of organizing a union in the US is explained step-by-step at workcenter.gov. More detailed resources, including access to union organizers in your neighborhood, are available from the American Federation of Labor and Congress of Industrial Organizations (AFL-CIO). But your biggest resources will be people already organizing in the tech sector: in particular you should consult CODE-CWA, which works with tech workers to provide mentoring and resources on organizing tech workplaces – and has already helped several tech workplaces organize their unions and start making a difference. They’ve got your back.
This is a good time to make sure that you and your colleagues understand your rights. First of all, you would be wise to pool your resources and hire the attention of a lawyer specializing in labor – consult your local bar association to find one (it’s easy, just google it and they’ll have a web thing). Definitely reach out to AFL-CIO and CODE-CWA to meet experienced union organizers who can help you.
You cannot be lawfully fired or punished for discussing unions, workplace conditions, or your compensation and benefits, with your colleagues. You cannot be punished for distributing literature in support of your cause, especially if you do it off-site (even just outside of the front door). Be careful not to make careless remarks about your boss’s appearance, complain about the quality of your company’s products, make disparaging comments about clients or customers, etc – don’t give them an easy excuse. Hold meetings and discussions outside of work if necessary, and perform your duties as you normally would while organizing.
Once you start getting serious about organizing, your boss will start to work against you, but know that they cannot stop you. Nevertheless, you and/or some of your colleagues may run the risk of unlawful retaliation or termination for organizing – this is why you should have a lawyer on retainer. This is also why it’s important to establish systems of mutual aid, so that if one of your colleagues gets into trouble you can lean on each other to keep supporting your families. And, importantly, remember that HR works for the company, not for you. HR are the front lines that are going to execute the unionbusting mandates from above.
Once you have a consensus among your colleagues to organize – which you will know because they will have signed union cards – you can approach your employer to ask them to voluntarily recognize the union. If they agree to opening an organized dialogue amicably, you do so. If not, you will reach out to the National Labor Relations Board (NLRB) to organize a vote to unionize. Only organize a vote that you know you will win. Once your workplace votes to unionize, your employer is obligated to negotiate with you in good faith. Start making collective decisions about what you want from your employer and bring them to the table.
In this process, you will have established a relationship with more experienced union organizers who will continue to help you with conducting your union’s affairs. The next step is to make yourself available for this purpose to the next tech workplace that wants to unionize: to share what you’ve learned and support the rest of the industry in solidarity. Talk to your friends across the industry and build solidarity and power in mass.
Ready to get started? Head over to the organizers mega-thread to share your plans.