Amazon has long been a big target for labor unions. Organized labor views a potential win at the fast-growing company as a huge symbolic victory. Some union officials say unionizing one Amazon location could pave the way for future successes.
Yet, to date, Amazon employees have repeatedly told labor unions, “Thanks, but no thanks.” Perhaps workers notice that the labor unions seeking to represent them appear more focused on the next organizing drive than serving current members.
The Retail, Wholesale and Department Store Union, Joint Council 932, which seeks to represent employees at Amazon’s warehouse in Bessemer, Alabama, is the most recent unionization effort. Due to the pandemic, an extended mail-in election began on Feb. 8, with the National Labor Relations Board sending ballots to the nearly 6,000 warehouse workers. Workers must return ballots by March 29. A majority of votes cast determines the winner.
Before Amazon workers return their ballots, understanding the implications of unionization is essential.
By selecting a union, workers lose their autonomy at the workplace. Currently, employees say communication is good with management. Amazon’s HR department is open until 2 a.m., says Ora McClendon, a Bessemer warehouse employee. Today employees have a direct line of communication with management. If they unionize, the union will determine whether an individual employee’s issue is worth taking to management.
Another concern about unionization is that U.S. labor law grants exclusive representation, i.e., monopoly status, to the union to represent and negotiate on behalf of all workplace employees. In practical terms, employees have to work under whatever conditions the union negotiates. Once a union contract is in place, changing it is difficult. Moreover, collective bargaining agreements do not take into account individual worker preferences.
Another implication is that the promises made by union organizers are just that, mere “promises.” Choosing a union only guarantees the union and employer will sit down and negotiate in good faith; they may never agree to a contract. An Amazon employee could join the union, pay dues for years, but have nothing to show for it.
Furthermore, collective bargaining is a give-and-take process. If a contract is ratified, there is a real possibility that Amazon workers could end up materially worse. For example, an item that finds its way into most union contracts is a cap on workers’ earnings. Unions near-universally negotiate for seniority-based pay and rarely allow employers to reward hard-working individuals.
Given the uncertainty of what provisions a union will agree to, Amazon warehouse workers should demand RWDSU allow them to inspect contracts it has negotiated at other workplaces. For example, RWDSU negotiated contracts for workers in Alabama at Wayne Farms Feed Mill and Docs Transfer & Warehouse. Reviewing these contracts will provide Amazon workers valuable insight for making an informed decision.
Additionally, Amazon workers should examine the RWDSU constitution and by-laws. These documents set out internal rules for union operation and members’ rights.
Of note, the constitution requires all RWDSU affiliates to pay a per capita tax to the national headquarters, which the member ultimately pays. It’s expensive! RWDSU Joint Council 932’s latest financial disclosure document show it had $3,822,913 in total disbursements; per capita tax payments accounted for $1,177,298. Workers need to know that a sizable portion of their union dues does not go to the local union representing them.
High-profile union allies, such as Sen. Bernie Sanders and Rep. Alexandria Ocasio-Cortez, have criticized Amazon’s outreach to employees during the union campaign. They bemoan Amazon’s text messages and sit-downs with employees and hiring outside firms to discuss unionization effects. Would Ocasio-Cortez or Sanders abstain from outreach to voters during a campaign? Of course not.
Why should Amazon be blocked from presenting facts to its employees? It is common and well within Amazon’s right to hire positive employee relations firms to educate employees about unionization and their rights under the National Labor Relations Act so they can make an informed decision.
Ultimately, workers decide on unionization. To make that decision, workers must educate themselves on the issues and effects of unionization. Workers need to make the best choice for themselves, not the union.
Trey Kovacs is a former special assistant at the U.S. Department of Labor.
