Pre-Majority Union / Minority Union

• Video Link: What is Pre-Majority Unionism?

A Minority Union is an established entity that acts as, and claims the title of, union, before having the size and support to win an NLRB election. This has been a successful model in large established employers. The model lacks full union power, but has made significant inroads in establishing a union presence in a hostile employer.

• Establishes a union presence.
• Takes our brand to the next level.
• Creates mind-share.
• Facilitates growth toward super-majority.
• Does not need to worry about bargaining units.

JPMC won’t recognize this immediately; that comes with time.

Activities

Keep everything on the down-low until the dam breaks.

• Educate People on Their Rights. e.g. OSHA, ADA accommodations, NLRB, etc.
• Hold Company to Account e.g. in media and with enforcement agencies.
• Mutual Aid Society e.g. help organize rideshare, events, how to adult, maybe professional development, and so forth.
• Train some stewards. <— Do not use this word where management can hear it. They’ll crank up the union-busting temperature.
• People sign union cards. <— Requires trust.
• Potential voluntary dues. <— Requires us to set up accounting and register for 501(c)(5) status as a labor organization.

Powers

• Establishes a stable, long-term entity that shifts the balance of power.
• The company needs to account for the union’s actions.
• Lacks the force of law to drag the company to the bargaining table. (Then again, companies play dirty. e.g. Amazon warehouse union won legal recognition; Amazon decided to break the law and ignore it. Battle is ongoing.)

The Point

• We decide if we are a union. Not NLRB; not JPMC; etc.
• In this status, we do not need to worry about bargaining units.
• Our coercive power comes from (the prospect of) collective action, and not from law.