SERGIO TRONCOSO
UNIONS The organizing process normally includes the following steps: Step 1. The first step begins when employees and union officials make contact to investigate the advantages of representation. They gather information on employee needs, problems, and grievances, and also seek specific information about the employer’s financial health, supervisory styles, and organizational policies and practices. Step 2. The organizers schedule an initial union meeting to attract more supporters and use the information gathered in Step 1 to address employee needs and explain how the union can secure these goals. Two additional purposes of organizational meetings are (1) to identify employees who can help the organizer direct the campaign and (2) to establish communication chains that reach all employees. Step 3. The third step is to form an inhouse organizing committee. The committee’s role is to interest other employees in joining the union and in supporting its campaign. An important task is to have employees sign an authorization card indicating their willingness to be represented by a union in collective bargaining with their employer. Union membership cards, once signed, are confidential, and only the labour relations board has access to them. Step 4. Application is made to the appropriate labour relations board. Step 5. The labour relations board reviews the application and initially informs both the employer and the employees about the application, which is posted so that either employees or the employer have an opportunity to challenge. Step 6. Once the labour relations board determines that the union is certified, the bargaining committee is put in place to start negotiating a collective agreement. Traducción SINDICATOS El proceso de organización normalmente incluye las siguientes etapas: Etapa 1. La primera etapa comienza cuando los empleados y los funcionarios del sindicato se comunican para investigar las ventajas de representación. Recolectan información sobre las necesidades, problemas y reclamos de los empleados y además piden información específica acerca de la solidez financiera del empleador, estilos de supervisión y las normas y practicas organizativas. Etapa 2. Los organizadores programan una primera reunión de sindicato para atraer más partidarios y usan la información recolectada en la Etapa 1