Signing up New Members

Non-members and New Workers

In a workplace where workers have the option of not joining the union, the union must make sure that they have a program for talking to the non-members and welcoming/educating new workers. This is true for every workplace, whether or not they have a union shop or an open shop. Just because a union has won union shop language, and workers must become members of the union, it doesn’t mean they understand why they are union members. It is up to the union to provide this explanation.

When should the union welcome new members?

Start by welcoming them on their first day on the job. The department steward should introduce himself or herself and give the new worker a brief rundown on the union and the workers rights. Most workers starting a new job will be thankful to see a friendly face and to have someone to talk to about the union and the job.

When researchers examine what’s different about local unions with high levels of membership participation and those that don’t, one of the most important factors is that members have had “positive personal contacts” with the union during their first year of employment. It’s not rocket science: we all feel good about those who help us feel comfortable in a new situation. Employees who only hear about the union from the boss, will not feel inclined to join the union and be an active member. However if they get a good impression from the union steward, they will be more inclined to join and take part.

Sign up the Worker on a Union Card Right Away

Although most workplaces have a probationary period before the worker becomes permanent, nothing prevents them from signing a union card on their first day. Explain that while they may not be entitled to all the benefits of belonging to the union until after completing their probationary period, they are entitled to union representation and are benefiting from the rewards of working in a union workplace. If the worker fears retaliation by the boss, tell them you won’t turn the card in until after they pass their probationary period.

The Union should always sign up a new worker. The worst situation occurs when the employer has the new worker sign the union membership and dues authorization card. New workers will automatically assume the company runs the union. If the person doesn’t meet a union representative immediately, they may assume the union is only there to collect their dues. Unfortunately with some unions this is the truth.

Explain Union Dues

They need to know how much they are and what they are for. Most workers, especially young people, have never belonged to a union. All they know is the bad propaganda that they read in the newspapers. Some workers may have belonged to a corrupt or do-nothing union, so it is important to explain how INA is different.  

Develop a Short History of Your Union

Write about the union’s accomplishments in improving the wages, benefits and working conditions at the workplace. Many new workers won’t think that “ABC Hospital” is a good place to work because the union made it a good place to work. They think that there must be “good bosses” who made “ABC Hospital” a good job. It is up to us to educate them. It is not too hard to put together a brief outline of union gains. What were the wages, health insurance, and vacations like? Was there favoritism and no way to solve problems? Contrast this with the current wages and benefits, and list some problems solved using the grievance procedure.

Explain Union Language

“Seniority,” “grievances,” “union contract” may be confusing words to a new employee. Don’t take it for granted that the new employee understands union terms. The union steward must take the time to explain what these and other terms mean. The worker may not even know what a union steward is, and may be surprised and confused when someone introduces themselves as “Hi, I’m your steward.” Present the Union contract to new employees.

Talking to the Non-member

There are going to be some nonmembers that are thick-headed, cheap or want to suck up to management. There are others that may not join because they just don’t understand unions. Going over how the union has made improvements may help to overcome their reluctance to join.

Contract negotiations is an opportunity to try to get them involved in whatever the union is doing to make their feelings known to management. Ask them to wear the sticker or button protesting increased co-pays on the health insurance. Ask them to wear a button or sticker demanding a livable pension. Ask them to join the practice picket line before or after work.  When they are taking part in this activity it makes more sense to then talk to them about the privileges of belonging to the union.

• The right to attend meetings.
• The right to run for office.
• The right to make and vote on the proposals that will be presented to the employer.
• The right to vote on the contract.
• The right to vote on whether or not to go on strike.

What do you say to “free riders” — you know, the people in your workplace who say “what’s the union ever done for me?” The people who are only too happy to rake in INA-won benefits—without ever having to lift a finger? The folks who enjoy the protection of an INA contract — but don’t think they should have to carry their full weight?

Of course, we know that “free riding” isn’t fair—but, there are a couple of things we can do to show the “free-riders” how unfair it is. The easiest: remind them of what has been won for them because of INA.

Benefits Won

First of all, there are annual wage increases negotiated by INA members — their co-workers. Then, depending on your workplace, there may be rate adjustments, overtime pay, and more.

How many paid holidays are there (how many were there before INA)? Remind them of the vacation benefits they enjoy, thanks to the union. When they head home for the weekend, remind them that was won for them, too — by the labor movement. Most free-riders wouldn’t give a moment’s thought to giving back overtime, holiday and shift differential pay — but without unions these things wouldn’t exist, either!

Most free riders don’t object to having life insurance, dental and health insurance and retirement benefits—all of which, of course, were won (or improved) by their fellow workers. Of course, the union also provides them with a grievance procedure (what’s it like to take grievances and injustices up with the boss in a non-union shop?!).

If you’re in a newly-organized INA shop it takes everyone to help win better wages, benefits and working conditions! In shops where INA’s been around for awhile, what improvements have been won by INA members? Can anyone remember what it was like without INA? Pass some of these stories along, too.

A Group Effort

In short, signing-up the “free riders” should be a group effort at organizing. Free riders are every member’s business—and serious business, too—because they actually do the employer’s job of holding down wages and benefits by causing division between workers. Show the “free rider” it’s not fair that they are basically “getting something for nothing”—at everyone else’s expense.

Try involving the “free-riders” in union activities. INA is a democratic union: show them what this means (maybe they had a bad experience in another “top down” union and need to learn that INA is special). Perhaps the media and the bosses have planted the idea that unions are somehow big, bad and exist far away from the workplace. Show them that, especially in INA, this is wrong! Remind them that “the union” is nothing more than people who work together agreeing to stand together for respect and a decent life.

The next time you hear “what’s the union done for me?” — tell them! If you hear “what’s the union going to do about it?” say: “well, the question is, what are we going to do about it?“

When you talk to the free-riders in your workplace, keep in mind that confrontation won’t win anyone over. Bide your time, show them by example, and remind them (in a friendly way) what the union is doing for them whenever you have the chance.

We won’t always have 100% solidarity — but we can keep building towards it with patience and time. 

The materials on this page were adapted from the United Electrical, Radio & Machine Workers of America, who ask that we share a link to this notice in exchange for recirculating this information.