Core areas where agreement is needed

The principles address core areas where agreement is needed, starting with the most basic worker’s right – the right to organize:

1. A fundamental human right

The right to organize a free-trade union is a fundamental human right recognized and respected in a democracy.

2. No coercion, intimidation or threats

Employees must be free to exercise the right to join a union or refrain from joining a union in an atmosphere free of fear, coercion, intimidation or threats.

There is no free choice if a worker is afraid of losing a job or losing benefits as a result of his or her choice, or is intimidated into making a choice not of one’s own making.

3. No repercussions from management or the union

Management must clearly articulate that if workers choose to unionize, there will be no negative repercussions from the company. The UAW must clearly articulate that if workers choose not to unionize, there will be no negative repercussions from the union. Both the company and the union will negotiate in good faith. Any failure to reach agreement will not be caused by bad faith negotiations.

4. No wage or benefit promises from management or the union

Management will clearly articulate that it does not promise increases in pay or benefits if workers choose not to unionize. The UAW will clearly articulate that it does not promise increases in pay or benefits if workers choose to unionize.

5. Equal access to the electorate

During a union representational campaign, employees will have the opportunity to hear equally from both the union and management regarding this issue. There will be no mandatory meetings of employees on the issue of unionization unless the UAW is invited to participate in the meetings. The amount of written and oral communications must be equal. The union must be granted the same ability as the employer to post campaign material.

6. Disavow any threats from community allies

Management will explicitly disavow, reject and discourage messages from corporate and community groups that send the message that unionization will jeopardize jobs. Likewise, the UAW will explicitly disavow, reject and discourage messages from community groups that send the message that the company is not operating in a socially responsible way.

7. No disparaging the other party

Both the UAW and management should acknowledge that the other party is acting in good faith, with good intentions. Negative and disparaging remarks about the union or the company are not appropriate and not conducive to a spirit of mutual respect and harmony, and will not be made by either party. When employers agree to adhere to these principles, the UAW will refrain from undertaking any corporate campaign.

8. Immediate Resolution

Any disagreements between the UAW and management about the conduct of the organizing campaign, including allegations of discriminatory treatment or discipline relating to the union campaign, will be resolved immediately through an impartial, third party.

9. Secret ballot election

The democratic right of workers to freely and collectively choose if they want to form their UAW local union is the workers’ First Amendment right. A secret ballot election incorporating these principles is an acceptable method of determining union representation if principles two through six have been adhered to, and if there is no history of anti-union activities. The parties may select an alternative method on a case-by-case basis that reflects the best process for demonstrating employee wishes. If the parties cannot agree on specifics of the procedure, an arbitrator may decide.

10. Bargaining

If employees choose to unionize, the employer and union will engage in collective bargaining to achieve an agreement as soon as possible. The goal will be an agreement that takes into account the employer’s need to remain competitive and that provides fair compensation. The employees will vote on whether to accept the agreement. Disagreements between the union and company will be discussed in a respectful manner. If no agreement is reached within six months of recognition, the parties may mutually agree to mediation and/or arbitration to resolve any outstanding issues.

11. Partnership in the mission of the employer

The UAW pledges that if workers choose union representation, the union will be committed to the success of the employer and will encourage our members to engage in the employer’s successful achievement of its mission. The UAW and the employer will be partners in fulfilling the mission of the employer. The UAW embraces a performance-based and participatory culture where the union contributes to continual improvement of processes and shared responsibility for quality, innovation, flexibility and value.