A union is a group of two or more employees who work together to advance common interests like pay, scheduling, workplace safety, or other employment terms. There's power in numbers: the more workers collectively asking for change, the more likely it is to happen.

Collective bargaining is when employers and workers work together to pursue a mutual solution to workplace problems. The end result is a collective bargaining agreement that both parties agree to follow.

Protected concerted activity is anything you and your coworkers do together to improve your working conditions. For example, if you and your coworker are having lunch and you discover that he makes $3/hr more than you, and you go together to HR to bargain for a raise, both your initial conversation and bringing it to HR is protected. If, instead of working together, you start going to your other coworkers and telling them what he makes and complaining that you deserve more, that is not protected. In essence: fight together, not each other.

The NLRA is the federal law that ensures workers the right to unionize or otherwise engage in protected concerted activity. The NLRB is the government body that enforces those rules. You can read more about it on their website, here.

The shiny, fun answer is that union employees on average are paid around 12% more than their non union counterparts.

The real answer is more complex. Unionizing isn't just about monetary benefits. In fact, that's often the last part of a contract negotiation. Unionizing with your coworkers means a chance to have your collective voice heard by your employer. Unionization can result in more transparent policies, more equitable promotion and disciplinary actions, safer working conditions, better training, and more. You could work together for something as small as an extra 15 minute break or as big as complete employment policy overhauls. Unionization exists to be flexible and based around the needs of each individual bargaining unit.

That's allowed too! The NLRA also protects your right to NOT unionize or engage in protected concerted activity. It even protects your right to launch a union opposition campaign. We want you to know we support you in your expression of your rights no matter which side you're on. If you feel you've been retaliated against for opposing the union, we're happy to help you find your reporting rights.

Short answer: no. You are federally protected from facing retaliation for trying to unionize or engage in protected activity.

The real answer: while retaliation is illegal, reality is complex. Laws don't physically stop your employer from engaging in unfair labor practices, they give you legal avenues for when your employer violates your rights.

Fighting an unfair labor charge is a complex and lengthy process, and if you've been terminated, it can also quickly become a costly one. For this reason, we recommend reading through our organizing safety tips page.

Working in the mental health and SUD field makes this the most important question you could have!

The rights of the clients we serve should always be our highest priority. For that reason, you cannot talk to us about any client care, disclose protected health information, or share any information about treatment protocols or other trade secrets. Any concerns involving clients or client care should be handled internally when possible, or reported to the appropriate local, state, or federal agencies. Please do not attempt to discuss any of this with us. Our focus is on labor relations and we are ethically and legally obligated to report any HIPAA or client rights violations.