8 Things University Administrators do to Block Unions

Knowledge is power. Be prepared for these common things that administrators will do to try to prevent faculty from unionizing.

[Source: Adapted from the Communications Workers of America (CWA), “Union Busting Playbook.”]

1. Hire a union-busting consultant.

Lawyers and “labor-management” consulting firms get paid to help administration keep faculty and staff from exercising their right to form a union. University administrators also send managers and supervisors to union-busting seminars and follow consultant-prepared “scripts” for blocking union efforts. Union-busters like the ones hired by Chatham administration follow such a well-known playbook that you can easily learn to anticipate, spot, and debunk their messages.

2. Tell you to wait and see.

The Wait and See argument is very common when university administrators hire union-busting attorneys. Often when faculty and staff try to form a union, administration will make some improvement to convince people that we don’t need to join together into a union. And when the union talk dies down, the administration eventually goes back to their old ways. Without a written legally binding contract, any improvements can be taken away.

3. Get a few faculty to campaign against the union.

In many campaigns, “Vote No” or “No Union” committees spring up. The material they circulate presents the administration’s perspective, even though it generally has a “homemade” appearance so it won’t look like the administration is paying for it (which is against the law). They may also ask some faculty to keep an ear out for organizing activity and report back any “intel” so the administration can use it to fight the union. Frequently, members of anti-union committees are recruited from among employees who are friends or relatives of someone in administration, are politically opposed to unions, or had a bad experience with some other union. Oftentimes, faculty who lead an anti-union effort get rewarded (such as with promotions) and justify doing this because they feel as though they are being a good employee and helping the institution.

4. Send letters to you and your family.

After ignoring faculty concerns for years, administration may take a sudden interest. They might promise to do better, make a change, or ask for another chance. This is designed to mislead or divide the organizing committee and other faculty, and to play on your emotions and natural desire to be a good employee. It’s manipulation, plain and simple.

5. Hold captive meetings.

Faculty may be required to attend “captive audience” meetings in which administration tries to sweet-talk or to browbeat you. They may make empty promises or try to scare you. Administration won’t say they’re worried having a union will mean having to treat faculty better; instead, they say they’re worried about “what will happen to you.” If you hear about a captive-audience meeting, do some research, and prepare to ask good questions. See if you get straight answers — and if administration continues taking questions. Administration will often try to keep union support out of these meetings.

6. Deny your rights through delays and law-breaking.

Union-busting consultants often advise university administrators to delay every step of the way, and find loopholes in the law to delay union elections or contract negotiations. It’s important to understand that delays are an administration tactic, and not a sign of weakness or something wrong with the union. This is a common strategy because delays may lead to frustration and ultimately division and waning support among and between union members. Sometimes administration will cross legal lines with these tactics. Since administrators may be trying to do everything they can to reduce union support, potential penalties are viewed as worth the risk. The best way to defeat illegal tactics is to expect them and let administration know these tactics will only make you more determined to get union representation. Adopt a “one day longer, one day stronger” mentality now to be prepared for the fact that there could be delays.

7. Spring a last-minute surprise on you.

Just before faculty are scheduled to vote on the union, union-busting consultants often urge administration to hold a special event or go on the attack because it will be too late for union supporters to respond. These can include a captive-audience meeting with a university trustee, an unfounded charge about the union, or anything else designed to place doubts in faculty minds about the union. Expect it, and plan for it.

8. Pressure supervisors to pressure you.

University administrators usually order supervisors to take the lead in campaigns against unions. Supervisors typically hold one-on-one meetings with faculty and staff, often because their employers have pressured the first-line supervisors to do all they can to eliminate any talk of unions.