The Rocky Road to Pomona Workers' Unionization
Pitfalls Abound for College and Workers on the Way to Possible Union Formation
Michael Koenig
Last Updated: 4/26/10 Section: Campus
The Claremont College's Aramark dining hall workers petitioned in 1999 to carry out a card-check unionization vote. Aramark managers had been accused of intimidating pro-union petitioners. The allegations against Aramark and student protests resulted in the termination of all Aramark contracts with the Claremont Colleges. Pomona ended up hiring all the former Aramark employees directly to the College, giving them the same benefits and representation Pomona's other staff receive. After ten years, however, the dining hall workers have become dissatisfied with their representation and benefits at the college. As a result, the workers are again petitioning for a card-check unionization vote.
On March 6th, 2010, I observed a support and solidarity rally at Pomona College. Students and dining hall employees were joining to voice their support for a card-check union election. Pomona College's dining hall employees are petitioning the college to allow for a card-check union election and for a "Fair Process" that asks the school not to practice any "intimidation" tactics. Understanding this petition and the push for a card-check process at Pomona requires a review of the unionization process in general.
There are two ways a group of workers can enter collective bargaining in the United States. The first is through the National Labor Relations Board secret ballot, a system that admittedly has a few flaws but is fundamentally democratic. The second method is through a card-check vote, in which signed union cards are collected until 50% plus one of the workers has voted for a union. Before considering the situation at Pomona, let's consider these two voting methods.
The secret ballot has existed as a method of forming unions for over 70 years. The National Labor Relations Act (NLRA) initially created the secret ballot process during the Great Depression. The NLRA has gone through several iterations until today. The philosophy and spirit of the secret ballot are democratic and free in nature. A vote that takes place secretly allows people to voice their opinions without fear of retribution or punishment. The employer never knows who voted yea or nay, and can never retaliate against employees. The secret ballot also prevents both unions and employers from tracking down and pressuring individual holdouts. It is undeniable, however, that the National Labor Relations Board (NLRB), which oversees the enforcement of the NLRA, has several inadequacies.
On March 6th, 2010, I observed a support and solidarity rally at Pomona College. Students and dining hall employees were joining to voice their support for a card-check union election. Pomona College's dining hall employees are petitioning the college to allow for a card-check union election and for a "Fair Process" that asks the school not to practice any "intimidation" tactics. Understanding this petition and the push for a card-check process at Pomona requires a review of the unionization process in general.
There are two ways a group of workers can enter collective bargaining in the United States. The first is through the National Labor Relations Board secret ballot, a system that admittedly has a few flaws but is fundamentally democratic. The second method is through a card-check vote, in which signed union cards are collected until 50% plus one of the workers has voted for a union. Before considering the situation at Pomona, let's consider these two voting methods.
The secret ballot has existed as a method of forming unions for over 70 years. The National Labor Relations Act (NLRA) initially created the secret ballot process during the Great Depression. The NLRA has gone through several iterations until today. The philosophy and spirit of the secret ballot are democratic and free in nature. A vote that takes place secretly allows people to voice their opinions without fear of retribution or punishment. The employer never knows who voted yea or nay, and can never retaliate against employees. The secret ballot also prevents both unions and employers from tracking down and pressuring individual holdouts. It is undeniable, however, that the National Labor Relations Board (NLRB), which oversees the enforcement of the NLRA, has several inadequacies.
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Oakland mvoers
posted 6/10/10 @ 11:34 AM PST
Interesting. I guess we'll see what happens with this. A union could be a good thing in some ways but in other ways it can actually turn out to be a detriment to the workers. (Continued…)
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