Creating a union for Humana employees
- Organizing Committee: Form an organizing committee with colleagues who share a common interest in improving workplace conditions. This group will lead the effort, strategize, and communicate with the rest of the employees.
- Research: Understand the legal requirements for union formation in your jurisdiction. In the United States, for example, the National Labor Relations Board (NLRB) oversees union elections and certifies unions. Laws vary by country and sometimes by state or province.
- Employee Support: Gauge support among other employees. This usually involves discreetly discussing the idea of unionizing, understanding their concerns, and assessing whether there's enough interest to move forward. Support from a significant portion of the workforce is crucial.
- Choose a Union: Decide if you want to affiliate with an existing union or form an independent one. There are benefits to both approaches. Existing unions offer resources, experience, and a network of support. An independent union might offer more specific focus on your particular needs but requires more effort to establish.
- Authorization Cards: If you opt to affiliate with an existing union, the next step often involves collecting authorization cards from employees. These cards indicate that the employees wish to be represented by the union. Typically, if 30% of the potential bargaining unit signs cards, you can petition the NLRB (or relevant authority) for an election.
- Election: The regulatory body, like the NLRB, will hold a secret ballot election. If a majority of the voting employees favor the union, the board will certify the union as the employees' representative for collective bargaining.
- Negotiations: Once certified, the union will negotiate with the employer on behalf of the employees to create a contract covering wages, benefits, working conditions, and other employment terms. This process can be complex and lengthy, requiring good faith efforts from both sides.
- Ratification: The negotiated contract is then presented to the employees for ratification. If approved, it becomes the new standard for employment conditions.
Throughout this process, it's important to stay informed about your rights, particularly regarding employer retaliation. In many countries, it's illegal for an employer to punish or discriminate against employees for union organizing activities. However, the reality can be complex, and seeking advice from a labor lawyer or a recognized union can offer crucial guidance and protection.