In 'The Basic Process '' we discuss several different methods of organizing, but, in previous campaigns at Borders, workers who wanted to unionize went through an 'election campaign.'  Because of weakened labor laws over the past few decades, however, winning an election is not easy. A billion-dollar industry exists in which high-paid consultants and attorneys - union-busters  - convince companies that having unionized workers is the worst possible thing that could happen. So companies, in turn, try their hardest to convince their workers not to unionize. Even if you win an election at your store, you still may not have the leverage to negotiate a decent first contract.

In the organizing section of this site we're stressing alternative strategies, but what follows is a description of the conventional union election process.

Education is probably the single most important thing workers can do when they want to form a union with their co-workers. As the term suggests, it means educating yourself and your co-workers against the misleading and false information that will be presented during a union election campaign. It means learning about what happens during union drives, and anticipating what your employer will say and do to discourage you from supporting a union effort.

Step 1 - Showing Interest: The National Labor Relations Board (NLRB - the arm of the federal government that oversees labor law) requires that a minimum of 30 percent of the employees at a given workplace sign cards authorizing the union to conduct an election. Many unions require signed union cards from a majority of workers before they file a petition for an election.

Step 2 - Election Petition Filed: The local union organization presents the cards to the NLRB. Management never sees the authorization cards, and the NLRB won't even tell them how many employees filled them out.

Step 3 - Election Date Set: The local union organization, your employer, and the NLRB meet to set an election date.

Step 4 - NLRB Election: Employees vote in a secret ballot election, which determines whether or not workers want to be represented by the local union organization at the bargaining table. It is important to remember that without union representation, there is no bargaining table - your employer has all the power.

Step 5 - Preparation for Negotiations: After the election is certified by the NLRB (which typically takes about 10 days, if the employer doesn't file any objections to the election), workers meet to decide what the priorities will be for the first contract. Workers also nominate themselves to be o­n the negotiating committee.

Negotiating committee members are workers who want to actively participate in the negotiations process. They, along with local union representatives, meet with your employer to negotiate a contract; they educate themselves and their co-workers about unionizing and the negotiations process; and they try to build support for their union.

Step 6 - Negotiations: The workers' negotiating committee, union representatives, and Target representatives begin a series of meetings to develop a contract.

Step 7 - Ratification: All workers will have the opportunity to carefully go through the proposed contract and ask questions. Workers will then vote by secret ballot o­n the contract. If a majority of workers vote 'yes,' the contract goes into effect. If a majority of workers vote 'no,' it goes back to the negotiating table.

Remember: Nothing will change until a contract has been negotiated and ratified by the workers. No o­ne pays dues until after a contract has been ratified.