FAQ

Is it legal to talk about this? To visit this site?

Yes. Under the National Labor Relations Act (NLRA), private-sector employees have the right to discuss wages and working conditions, to talk about forming a union, and to share information about organizing — and an equally protected right to not participate. This site does not ask who you are when you browse it, but your device or network may retain a record of the visit.

What's protected: talking with coworkers about pay and conditions; discussing a union; sharing this site or similar information; acting together about workplace issues; refusing to take part in organizing.

What isn't protected: threats, harassment, or intimidation of other employees — in either direction. If anything feels like it's crossing that line, talk to a member of the organizing committee or the union's advisor before acting.

Will I get in trouble for looking at this?

Viewing a public or private website is not, by itself, protected or unprotected activity — it's just reading. What the law protects is the concerted activity: discussing organizing with coworkers and taking collective action. If you're unsure about something specific you're considering, ask privately first — the union's organizers deal with this exact question all the time.

How would a vote work? Would the company see how I voted?

If we file a petition, the NLRB runs a secret ballot election. The company receives the list of who is eligible to vote — it does not receive how anyone voted, and no one can show up and watch you vote. In a fully remote workforce the vote is typically by mail, with NLRB-supervised counting.

The election is won by a majority of the votes cast — so whether you show up and vote matters a great deal.

What if management offers me something to not get involved?

That happens. Promotions, title changes, "special" compensation — targeted at people who are visibly involved. You're allowed to say no, and the offer itself can be part of what we document if it's tied to your participation (or non-participation) in the effort. If this happens to you, tell the organizing committee privately and promptly and write down what was said, when, and by whom — before your memory settles.

What are dues, and are they required?

If the unit votes for a union, the union's dues will be a question in the first contract negotiation — typically a small percentage of pay. Whether dues are deducted automatically (a "union security" clause) is decided in bargaining; it is not automatic. You will never be required to pay anything before a contract is in place.

What if I like my job and don't want change?

That's a protected choice, and the campaign works best when it respects it. The practical question isn't whether you like your coworkers — it's whether you want your continued employment to depend on a manager's discretion. A contract protects the people who stay as much as the people who are loudest.

What happens if we win the election?

The NLRB certifies the union, and the company is legally required to bargain with it in good faith. There's a period (usually a year or two) to negotiate the first contract; meanwhile the existing terms of employment continue. If we lose, the election can generally be attempted again after a waiting period — and the conversations that get us there usually change the workplace either way.

My rights at a glance

You may: discuss wages and working conditions with coworkers · talk about forming a union · share and view information about organizing · act together with coworkers to improve your workplace · choose not to do any of the above. You may not: threaten or harass coworkers for their views. The employer may not: threaten discipline for protected activity · promise benefits to kill the effort · interrogate you about your involvement · monitor and retaliate. (Source: the NLRB's own employee-rights guidance; the FAQ above paraphrases it.)