{"id":54679,"date":"2024-06-11T16:16:25","date_gmt":"2024-06-11T16:16:25","guid":{"rendered":"https:\/\/www.ufcw.org\/?page_id=54679"},"modified":"2026-09-17T10:52:13","modified_gmt":"2026-09-17T14:52:13","slug":"what-is-union-busting","status":"publish","type":"page","link":"https:\/\/www.ufcw.org\/union-101\/what-is-union-busting\/","title":{"rendered":"What is Union Busting?"},"content":{"rendered":"
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Most companies do not <\/strong>want their employees to unionize their workplace. <\/h2>\n<\/div>\n\n
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Without a union, your employer has all the say in how you work, how you\u2019re compensated for it, and so much more. Because of all that, they will likely not just oppose a union at your workplace, they will also try to stop your efforts to organize. <\/p>\n<\/div>\n\n

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Union busting<\/strong> is what we call the series of tactics your company will do to stop you from starting a union at your workplace. The tricks and threats they\u2019ll use to gaslight you and your coworkers will vary based on what they think will work \u2014 and what their highly paid anti-union lawyers will tell them to do. <\/p>\n<\/div>\n\n

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But we\u2019ve seen companies pull the same tactics enough times to know what to expect from union busting campaigns, and the more you and your coworkers are prepared for these union busting tactics, the less likely they will be to impact your union campaign.<\/p>\n<\/div>\n\n

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What your company will say<\/mark><\/em>:<\/strong><\/h2>\n<\/div>\n\n
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The first thing to know is that not every union-busting conversation your managers try to have will be negative \u2014 in fact, most of the things they\u2019ll start to say to you will be very positive<\/mark><\/strong><\/em>. Here are some of the lines you\u2019ll hear when they try to stress how unnecessary your union is:<\/strong><\/p>\n<\/div>\n\n

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\u201cWe\u2019re a family here.\u201d<\/em>
\u201cUnions may be necessary at some workplaces, but ours is different!\u201d<\/em>
\u201cWe have an open door to have any conversation you need.\u201d<\/em>
\u201cWe recognize we made some mistakes but we are fixing things.\u201d<\/em>
\u201cIf you have a problem, we can solve it without a union.\u201d<\/em><\/p>\n<\/div>\n\n

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But if love-bombing doesn\u2019t work, employers also can and will go negative<\/mark><\/em> during a union campaign too<\/strong>. Here are just a few of the most common negative talking points you\u2019ll hear managers throw around to discourage you and your coworkers: <\/p>\n<\/div>\n\n

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\u201cThe union can\u2019t guarantee any of the things it says you can get by organizing.\u201d<\/em>
“If you unionize, we may have to close the business.\u201d<\/em>
\u201cYou could lose all your benefits if you choose to unionize.\u201d<\/em>
\u201cA union isn\u2019t in your<\/strong> best interest.\u201d<\/em>
\u201cAll unions want to do is collect your dues.\u201d<\/em>
\u201cYou won\u2019t be able to talk directly to your manager with a union.\u201d<\/em>
\u201cYou may lose your job if the union wins.\u201d<\/em><\/p>\n<\/div>\n\n

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We’ve heard all of this before, but when your coworkers hear it from your boss first, it could really psych them out as you build your union. That’s why it’s helpful to get in front of these talking points ahead of time \u2014 check out our Union Mythbusting page<\/a><\/strong> for more company talking points and how easy they are to debunk! <\/p>\n<\/div>\n\n

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\"\"<\/a><\/figure>\n<\/div>\n\n
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What your company will do<\/mark><\/em>:<\/strong><\/h2>\n<\/div>\n\n
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Captive audience meetings<\/strong><\/h3>\n<\/div>\n\n
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You can expect to hear all of those talking points above in unsolicited conversations that managers try to have with you, but you\u2019ll also hear them in more formal settings like work meetings too. Sometimes, they\u2019ll go so far as to call mandatory meetings to pummel you with anti-union misinformation in what we call a captive audience meeting<\/strong>.<\/p>\n<\/div>\n\n

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These meetings can be some of the most uncomfortable<\/em> moments of your union drive, but the more you know about how they work, the easier they are to sit through. Watch the video below to learn more about captive audience meetings and how you can weaken their impact against your campaign:<\/p>\n<\/div>\n\n\n\n\n\n\n

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Dealing with Captive Audience Meetings<\/h2>\n
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\n \"\"\n\n <\/div>\n <\/a>\n <\/div>\n\n \n <\/div>\n<\/section>\n\n\n\n
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Want a copy of our union busting bingo sheet to print out to play during your captive audience meetings? Click here to download our PDF<\/mark><\/a><\/strong>!<\/p>\n<\/div>\n\n

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Retaliation<\/strong><\/h3>\n<\/div>\n\n
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Employers will also try to discourage their workers\u2019 union efforts by retaliating against known union supporters. This can be something as blatant as firing a union supporter, or as subtle as cutting hours or other negative changes in behavior. <\/p>\n<\/div>\n\n

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In any case, such anti-union retaliation is also illegal<\/strong>, as it violates your rights under the NLRA<\/mark><\/a><\/strong> to organize your workplace. <\/p>\n<\/div>\n\n

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When you or your coworkers experience retaliation against your employer for union activity, it\u2019s crucial that you document<\/strong> both the details<\/strong> and the timeline<\/strong> of the actions in question. When you work with our union organizers<\/mark><\/a><\/strong>, part of their job will be to document this for you and your coworkers.<\/p>\n<\/div>\n\n

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If you\u2019re worried about facing retaliation, you should be building your case to prove that you were working the way you were expected to: by documenting your own work habits compared to your coworkers not participating in union activity.<\/p>\n<\/div>\n\n

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So if you suspect management is targeting you or your coworkers, you\u2019ll want to start on this ASAP; and the more information you have to work with, the better case you have to prove illegal wrongdoing. <\/p>\n<\/div>\n\n

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Division<\/strong><\/h3>\n<\/div>\n\n
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If your company is clever, they won\u2019t make the mistake of making managers do all the work to pressure you and your coworkers \u2014 instead, they\u2019ll use the anxiety of your coworkers who are concerned about your union. <\/p>\n<\/div>\n\n

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When someone has concerns about the union you\u2019re building at work, and management talks to them about it first, the company may weaponize that worker\u2019s fears by turning them into an advocate against your union. <\/p>\n<\/div>\n\n

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Management will be mapping who they think are pro and anti union<\/a> j<\/mark>ust like we do when organizing,<\/u><\/strong> and if they assess enough of the people who are anxious about your union, they can create an \u201cus vs. them\u201d narrative that sews far greater divisions at your workplace.<\/p>\n<\/div>\n\n

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Not everyone will be pro-union, no matter how much you talk to them \u2014 but being sincere and sensitive in how you talk to your coworkers who are worried about your union will help them avoid falling for the company\u2019s narrative here. <\/p>\n<\/div>\n\n

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Make it clear<\/mark> that this isn\u2019t about being \u201cpro-union\u201d vs. \u201cpro-company\u201d<\/strong>, and that you all are joining together to unionize because you care about your workplace and you want to see a version of it that works for everybody. <\/p>\n<\/div>\n\n

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Pizza parties, one-time bonuses, and more<\/strong><\/h3>\n<\/div>\n\n
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But like we mentioned earlier, not every union-busting tactic is negative \u2014 in fact, a lot of what a company will do during a union busting campaign will be to sweeten their reputation at your workplace going into a union election. <\/p>\n<\/div>\n\n

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You may notice that all of a sudden, after your union goes public, your management will become very generous with things like employee appreciation parties \u2014 the dreaded break room pizza party<\/strong> is the most classic stereotype of this kind of union busting. <\/p>\n<\/div>\n\n

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But employers will do more than that to butter you and your coworkers up before your union election: companies often give out one-time raises or bonuses and change policies to offer token reforms to their workers to demonstrate that \u201cthey are listening\u201d and that you don\u2019t need a union to change things at work. They\u2019ll even tell you that you\u2019ll get these incentives for voting against your union \u2014 but those kinds of promises and bribes are also illegal for employers to do, per the NLRA.<\/p>\n<\/div>\n\n

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This is all you have to keep in mind when this happens: if the threat of a union<\/em><\/strong> is what it takes to get small improvements like these at your workplace, imagine what you can get done when you have a union<\/em><\/strong> and can negotiate directly for a contract with your employer. <\/p>\n<\/div>\n\n

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How you can deal with union busting:<\/strong><\/h2>\n<\/div>\n\n
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Be strategic as you organize<\/strong><\/h3>\n<\/div>\n\n
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The most important thing you can do to deal with union busting from your employer is to give yourself as much time as possible to organize your workplace before they learn about your campaign in the first place. <\/p>\n<\/div>\n\n

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This means planning setting up convos with your coworkers in a way that limits the risk of management finding out about your union before you\u2019ve had chance to talk to all your coworkers about it. <\/p>\n<\/div>\n\n

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Be conscious of how you begin conversations with coworkers at the start of your campaign, and use workplace mapping<\/mark><\/a><\/strong> to your advantage to make sure you build support for your union as strategically as possible. <\/p>\n<\/div>\n\n

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Educate and prepare yourself and your coworkers<\/strong><\/h3>\n<\/div>\n\n
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Once you all have made a solid base of support for your union, it is important to prepare yourselves for all of the things that management will say and do to bust your union once you go public. <\/p>\n<\/div>\n\n\n\n\n\n\n

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How to Beat Union Busters<\/h2>\n
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\n \"\"\n\n <\/div>\n <\/a>\n <\/div>\n\n \n <\/div>\n<\/section>\n\n\n\n
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As you continue to talk to your coworkers about your union, inform each other of all of these union busting tactics, and take time to prepare each other with roleplay scenarios of these situations, so that they can be prepared for how tense some of these things can feel when they\u2019re really happening. <\/p>\n<\/div>\n\n

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Union busting is meant to make the unionization process painful, and it will make you and your organizing committee experience self-doubt. But the more you prepare yourselves for that, the less effective it will be.<\/p>\n<\/div>\n\n

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Know your rights<\/strong><\/h3>\n<\/div>\n\n
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What\u2019s just as important as knowing what union busting tactics you and your coworkers might face during your union drive? You should also know your protected rights to organize under the National Labor Relations Act (NLRA). <\/p>\n<\/div>\n\n

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Our Know Your Rights<\/mark><\/a><\/strong> page goes over how the NLRA protects what you can say and do to organize your workplace, and on the flip side how that limits what your employer can say and do to stop you.<\/p>\n<\/div>\n\n

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Document, document, document<\/strong><\/h3>\n<\/div>\n\n
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Remember that of all the things we\u2019ve talked about your employer saying and doing to bust your union, many of them are flat-out illegal<\/strong>! <\/p>\n<\/div>\n\n

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When you work with our union organizers<\/mark><\/a><\/strong>, we\u2019ll help you document every time your employer says or does something that could be considered a violation of the NLRA. It\u2019s important to cover the who, where, when, and how<\/em> of each offense \u2014 as well as how non-public supporters are treated by management in comparison. All of this information could be crucial if you have to file an unfair labor practice charge<\/strong> with your employer later on during your campaign. <\/p>\n<\/div>\n\n

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Have each other\u2019s backs<\/strong><\/h3>\n<\/div>\n\n
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The reason employers do all of these things is because it works when you don\u2019t see it coming. All of the strain that these tactics put on your workplace can make even the most eager union supporter want to do whatever it takes to make all of that pressure stop.<\/p>\n<\/div>\n\n

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The more your coworkers check in on each other once the company\u2019s anti-union campaign begins, the more you will be able to gauge how the union busting is impacting all of you. Stay connected with your organizing committee and have a plan to keep your union\u2019s momentum strong as you approach your election day. <\/p>\n<\/div>","protected":false},"excerpt":{"rendered":"

Most companies do not want their employees to unionize their workplace.  Without a union, your employer has all the say in how you work, how you\u2019re compensated for it, and so much more. 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