When Montgomery College administrators sent a memo to adjunct faculty warning them against joining SEIU Local 500, they attached a document called “Typical Questions That Are Asked During a Union Organizing Campaign.” An FAQ document is a typical opening shot in any union busting program. Provided by the “union avoidance consultant,” the FAQ sheet spins the labor law, spreads misleading propaganda and scares the workforce. Montgomery College’s document is no different and seeks to accomplish the following tactical objectives:
1. Make the union look like an intimidating, coercive organization. Here are a few questions and answers in the FAQ sheet designed to do that:
Q. Do I have to let a union representative into my house?
A. No. A union representative has no more right to enter your house than any other paid salesperson.Q. Do I have to sign a union authorization card?
A. No. You don’t have to sign such a card to teach at Montgomery College. Under the law you have the right not to join a union and no one can threaten or coerce you into joining.Q. What difference does it make if I sign a union authorization card?
A. If you and other part time faculty feel pressured to sign a card and actually do so, it increases the chances that the union will be able to file a petition for an election. If that should happen, you should expect even more pressure from the union to vote for it if an election is held.Q. The union organizers say that everyone else is joining the union. Why shouldn’t I join too?
A. It is a common organizing tactic of unions to claim that “nearly everyone has signed” union membership application cards and they want only a few more employees’ signatures to make it 100 percent. Actually, they may have very few people signed up and they use a “don’t be last” approach to get enough signatures to legally petition for an election. Many employees sign to keep from being bothered and needled by the organizers. This is why the law relies on the secret ballot vote as the true test of employee’s choice.
So union representatives are “paid salespersons” who threaten, coerce, pressure, bother and needle workers. And management is the voice of reason merely informing workers of their right to be left alone.
2. Make questionable generalizations about other unions and insinuate the specific local union in the organizing campaign is guilty of them. Here are a few examples from the FAQ sheet:
Q. Will it cost me anything to belong to this union?
A. In all likelihood, yes. Unions collect monthly dues, and besides that there are a lot of other charges such as initiation fees, assessments and contributions to organizations and causes a union may sponsor or support. Unions also fine and suspend members who violate any of the union’s many by-laws and rules forbidding any “disloyalty” to the union.Q. What can the union fine its members for?
A. It depends on the union’s internal rules. Most union constitutions and by-laws provide that the union can fine you for almost anything – for not attending union meetings, for trying to come into work if there is a strike, or for talking back to an officer of the union.Q. Is it true that a union may require its members to pay more than dues each month?
A. Yes. The union may require a member to contribute to the international union, as well as to pay charges for political contributions, informational clinics, building funds and other special project funds. If a member refuses to pay these special assessments, your union membership may be suspended or you may be fined by the union or even expelled by the union.
The FAQ sheet does not mention that the federal Labor-Management Reporting and Disclosure Act of 1959 guarantees union members the right to vote by secret ballot on local dues and assessments. Union members also have rights to free speech, due process in any disciplinary procedures and to sue their unions in court.
SEIU Local 500’s bylaws specifically guarantee all members the right “to receive a fair and open hearing in accordance with the provisions of these bylaws on any charge brought by him/her or against him/her.” Furthermore, SEIU Local 500’s bylaws do not require political contributions (which are voluntary) and specifically allow member votes before raising dues or assessments. But of course, Montgomery College is not going to tell its workforce these facts.
We’ll finish looking at the FAQ sheet in Part Four.
Correction: An adjunct professor wrote me to state that not all adjuncts receive $880 per credit hour as the Gazette reported and I cited in Part One. According to this adjunct:
Please take note of the fact that $880 per ESH (estimated semester hour) is the MAXIMUM that an adjunct can presently earn at Montgomery College. The minimum is $810 per ESH. The next level, $850 per ESH, can only be obtained after a teacher has taught at least 6 semesters (three years) and has accumulated a certain amount of professional development credit by taking various workshops. In three more years, the teacher can advance to $880 per ESH; once again professional development credit has to be earned. These courses must be taken during the adjunct’s own time, so of course there’s no compensation. Also, it’s up to an adjunct to petition for the next pay level by submitting the appropriate form along with proof of professional development credit to his or her respective department. There is no such thing as automatic advancement. If an adjunct doesn’t follow the above procedure, he or she will remain at the same pay level indefinitely.
So after six years and much training on the adjunct’s own time, the professor may earn up to $10,560 for four courses in a semester. Nice.