ELECTION LOGISTICS

There is no “absentee” voting, even if you are sick or on vacation. 

If you wish to vote, you must do so in person. The vote will be by secret ballot and the voting process will be supervised by the National Labor Relations Board. This means that no one will know how you vote, unless you tell them. 

There will be non-supervisory employees selected by Planned Companies to act as observers.  There will also be an equal number of non-supervisory employees selected by the union to act as observers.  After the last polling session closes on the date of election , the votes will be counted by the NLRB.  The outcome will be decided by a majority of those eligible voters who actually vote in the election.

All full-time and regular part-time building service employees employed by Planned Companies.

Supervisors and Management do not qualify to participate in a union election.

Locations of voting are determined by the specific details related to individual location elections. 

Timing of elections vary, but specifics are provided on a case-by-case basis. 

Yes. 

Once the Regional Director of the NLRB sets election details, Planned Companies are required by law to provide a union with personal information about every Planned Companies employee who is eligible to vote. This includes the following information: 

· Your name

· Your work location and shift

· Your home address 

· Your home phone number

· Your personal cell phone number

· Your personal e-mail address

We have no control over what the union does with the list of voters or with whom they share it.  

The Union may use this list to:

· Show up at your home and try to convince you to vote for unionization.

· Mail union literature to your home or personal email address.

· Call or send text messages to your cell phone number.

· Coordinate mailing with local politicians and other third parties.

We apologize in advance for having to compromise your privacy, but release of your personal contact information is required by law.

We know that many of you consider your personal information to be confidential and would prefer not to be visited or contacted at home. We will demand that the unions restrict its use of the above information solely to the representation petition, board proceedings arising from the petition, or related matters. Likewise, we will insist that the unions follow NLRB rules and not transfer this information to any third party for any purpose

Yes. 

Any employee who meets the criteria outlined in the stipulated election agreement is eligible to vote, even if the employee did not previously sign an authorization card.

No.

Just because you have signed an authorization card or petition in support of holding an election does not mean you must vote for union representation when the election is held. The election will be conducted by secret ballot, and no one will ever know how you vote. 

Yes.

The Election is determined by a majority of employees who actually vote. If only three employees vote in the election, and the union receives two votes, the union will represent all eight employees in the unit, regardless of whether they have voted or not. 

The voting will be conducted and supervised by agents of the National Labor Relations Board (NLRB) who will hand each eligible voter an official ballot that simply asks, “Do you wish to be represented for purposes of collective bargaining a particular union (ie. SEIU 32BJ)?" The choices are “Yes” (if you want to be represented by the union) or “No” (if you do not). 

Every ballot is anonymous and is filled out by employees in the secrecy of a voting booth and is deposited by the voter in an official NLRB box.  

There will be two boxes on the ballot:

Yes and No 

All you need to do is mark an “X” in the “Yes” box (if you wish to be represented by the union), or

mark an “X” in the “No” box (if you do not). 

No. 

The only mark on your ballot should be an “X” in the “Yes” box (if you want to be represented by the SEIU), or “No” box (if you do not). 

If you sign your ballot, it will NOT be valid. 

Yes. 

Both Planned Companies and the union may have non-supervisor employee observers at the voting locations to ensure the voting is fair; that only eligible voters are permitted to vote, and that the secrecy of the voting process is protected.  An NLRB representative will also be present during the vote. 

A simple majority of employees (50% plus one vote), who actually voted, will decide if the whole group is in the union or not. The decision will bind all employees in the group, regardless of whether all employees voted or not. 

Your best opportunity to secure the outcome you want is to express your views and encourage your co-workers to do the same and, most importantly, be sure to cast your VOTE! 

You will remain free to address compensation, benefits, and other workplace issues directly with Planned Companies.

If following resolution of any remaining legal issues, it is finally determined that the union is the exclusive bargaining representative for the employees in the unit, then Planned Companies and the union are expected to bargain in good faith in an effort to reach a collective bargaining agreement. Any agreement requires the consent of both sides. 

The law does not require either party to agree to a proposal or require the making of a concession. The employer’s duty is to meet at reasonable times and negotiate in good faith.

If the majority of employees vote “no,” another election can be held after one year. 

Not easily. 

It is a lot harder to decertify a union than it is to elect one. You can’t try out a union and easily change your mind if you decide you made a mistake.

Most union constitutions provide that any employee who attempts to remove the union will be subject to fines, suspension or expulsion. If employees vote in a union, they will will be forced to stick with that representation for at least a year. After a union is voted in, even if 100% of the employees decide they don’t want it after all, the NLRB usually rules that the union representation remains in place for a year.  

If a contract is reached between Planned Companies and a union, the union's presentation would likely be protected for several years, or for the duration of the contract.  

While a company and union are negotiating, the company generally cannot unilaterally make any unscheduled changes to employee wages and benefits. That means if the union wins, in general, no changes take place until (and if) Planned Companies and the union reach an agreement.

Yes.

If you become a member of the union, you will be subject to their rules. Most unions have a constitution and by-laws that their members must abide by. If a member violates their rules, the union can fine their members.