Why does IDT need a union?
We're so glad you asked! First, let's look at the stats:
Danaher makes HUGE profits out of its life sciences division. According to their 2022 Q3 filings, Danaher Life Sciences brought in $3.7 BILLION in revenue and maintained a profit margin of 27.7%! It's important to put these numbers in perspective. According to a recent study by NYU, the average corporate profit across industries is 8%.
Danaher makes HUGE profits out of its life sciences division. According to their 2022 Q3 filings, Danaher Life Sciences brought in $3.7 BILLION in revenue and maintained a profit margin of 27.7%! It's important to put these numbers in perspective. According to a recent study by NYU, the average corporate profit across industries is 8%.
Danaher is bringing cash in hand over fist, but paychecks aren't reflecting our value in the creation of those profits. New IDT employees make below state and national industry average wages while inflation remains high and Danaher's CEO, Rainer Blair, makes over $17 MILLION a year, 259 TIMES that of the median employee. While our CEO makes millions, if you received an annual raise below 8 to 10%, you just got a real pay cut.
Company profits are prioritized for executives and shareholders (in the form of dividends) at the expense of workers that make profit possible. When wages aren't rising with inflation workers are taking an effective pay cut. A union helps workers get fair wages that balance company profits and the value of our labor. Danaher could absolutely afford to offer workers higher wages and better benefits like pensions, which are available to European employees and likely high management, but not us.
In addition to below-industry wages, IDT has a structural issue with the process of handling worker complaints, experiences of discrimination, and arbitrary/unfair application of disciplinary policy. IDT and Danaher can have as many "policies" as they like. However, those policies, without a legal enforcement mechanism in the form of a union contract or state/federal law, can be changed, applied, and ignored at management's sole discretion. This happens at IDT all the time; it's not always on purpose, but regardless employees need the real, binding protections of a union contract and access to a formal, binding grievance procedure.
When it comes down to it, IDT makes Danaher boatloads of money by paying employees below industry wages, failing to give annual raises that are, at a minimum pegged to inflation, and by prioritizing the pocketbooks of executive and shareholder profits over our ability to pay the bills. With a union, workers can stand together to bargain for better wages, and a legally binding grievance process that ensures the company treats employees consistently and fairly.
See Danaher's public business filings with the Securities and Exchange Commission here.
When it comes down to it, IDT makes Danaher boatloads of money by paying employees below industry wages, failing to give annual raises that are, at a minimum pegged to inflation, and by prioritizing the pocketbooks of executive and shareholder profits over our ability to pay the bills. With a union, workers can stand together to bargain for better wages, and a legally binding grievance process that ensures the company treats employees consistently and fairly.
See Danaher's public business filings with the Securities and Exchange Commission here.
What is a union?
A labor union is a group of two or more employees who join together to advance common interests such as wages, benefits, schedules and other employment terms and conditions. Joining together - or "acting collectively" - workers represented by unions have a powerful voice that strengthens their ability to negotiate with their employer about their concerns. Unions are democratic bodies, and members elect their leaders who are then responsible for advocating for the good of the workers in the unit.
What is the "Right to collective Bargaining?"
According to the American Civil Liberties Union, the right to collective bargaining is the right of individual workers to come together and to choose a representative, based on a majority vote, who will then negotiate with their employer over terms and conditions of employment. Because the individual worker typically lacks meaningful bargaining power to negotiate favorable employment terms, designating a representative to negotiate on behalf of a large group of workers levels the playing field between labor and management and give workers a meaningful seat at the bargaining table.
The results of these worker-management negotiations are contained in a collective bargaining agreement. The CBA is a legally enforceable, written contract between a union representing a group of employees ("bargaining unit") and an employer in a workplace.
The results of these worker-management negotiations are contained in a collective bargaining agreement. The CBA is a legally enforceable, written contract between a union representing a group of employees ("bargaining unit") and an employer in a workplace.
What is a greivance? What is a greivance procedure?
Plain and simple, a grievance procedure is a formally, contractually binding agreement between workers and employer that details how disagreements, and complaints that the employer violated the worker’s rights under the law or pursuant to a union contract. It is an internal process that is tested and works! It takes the final say out of the hands of the employer and allows employees their “day in court” in front of an impartial arbitrator. The union represents you during this process. Common examples of grievances include disputes involving the payment of wages, unsafe working conditions, changing job duties, improper disciplinary actions, and other issues.
An example of a union grievance from Teamsters Local 238
An example of a union grievance from Teamsters Local 238
What doesn't a union do?
The myth that unions protect low performers just isn't true: standards and conduct are just as important in a unionized workplace, and management still has a responsibility to address poor performance. Unions make sure company policies are enforced consistently and fairly so that management isn't picking favorites.
Harm the company: People who form a union are more satisfied and productive at work. Joining in unions also reduces costly turnover and makes the workplace safer.
Work without you! We are stronger together. Unions are democratic, and union members vote on things like union dues, who represents you, and what protections and improvements we want in our contract.
Harm the company: People who form a union are more satisfied and productive at work. Joining in unions also reduces costly turnover and makes the workplace safer.
Work without you! We are stronger together. Unions are democratic, and union members vote on things like union dues, who represents you, and what protections and improvements we want in our contract.
What Are My Legal Rights To Organize A Union?
Federal law says you have a right to join with our coworkers to organize a union and bargain a contract with our employer that covers wages, hours, and conditions of employment - without fear of reprisal, retaliation or threats. Teamsters Local 238 has organizers and negotiators to help us through this process and a law firm on retainer to assist us in filing charges in cases of rights violations. Learn more about our rights to organize a union at IDT by visiting our page on Our Rights.
What Is The Process To Organize A Union?
A majority of our coworkers need to sign a showing of interest, or interest card, that says they want to be represented by the Teamsters. Once a majority have signed, the Teamsters will file for a secret ballot election with the National Labor Relations Board. The names of those who signed a showing of interest card are confidential and will not be known by management.
What Is The Process To Negotiate A Union Contract?
Employees will elect a bargaining committee of your coworkers to negotiate the contract and the Teamsters will provide the chief negotiator. We will identify items that workers want to address in a contract by taking “contract proposals”. But we don’t have to start from scratch. The Teamsters negotiate tens of thousands of contracts nationally, and hundreds in Iowa, so we can look at other contracts as a template.
What’s In A Union Contract?
Items like wages, insurance, time off, schedules and retirement are all negotiable. Contracts usually include a “just cause” article that makes the employer have to prove they have reason to discipline. Even if you like some current conditions or policies, you’ll want to put them into the contract to lock them in so they can’t be changed without negotiating them with the employees.
Most union contracts also contain a grievance and arbitration procedure as a conflict resolution process. This lays out how the parties will resolve grievances if employees feel like they have been treated unjustly. It is an internal process that is tested and works! It takes the final say out of the hands of the employer and allows employees their “day in court” in front of an arbitrator. The union represents you during this process.
Most union contracts also contain a grievance and arbitration procedure as a conflict resolution process. This lays out how the parties will resolve grievances if employees feel like they have been treated unjustly. It is an internal process that is tested and works! It takes the final say out of the hands of the employer and allows employees their “day in court” in front of an arbitrator. The union represents you during this process.
Why teamsters local 238?
Teamsters Local 238 is Iowa's largest and strongest union. Headquartered in Cedar Rapids, the Local has spent decades fighting for workers of all types of professions, from manufacturing and warehouse workers to truck drivers and food service, the Local really has seen it all. Teamsters Local 238 also has a significant footprint in Johnson County, where they represent hundreds of workers in several major industries and have strong allies in local elected officials. Learn more about Teamsters Local 238.
How much are union dues?
The Teamsters have a very simple formula for calculating dues. One month's dues are equal to the amount of money you earn in 2.5 hours. Meaning, if you are paid $20 an hour, your dues would be $50 a month for all of the services and benefits the union provides. However, voting for the union doesn't commit you to becoming a member, though you would still get all the benefits of the work and bargaining the union does. Regardless of your membership, the union will still fight for you. Workers can sit back, see what the union can negotiate, and then decide if becoming a member is worth it to them. If the union can't secure wage increases and benefit value higher the the cost of dues, workers shouldn't join. The only way to see what we can get is to vote for the union in the first place and then see if you want to join.
What Will management Do While We Organize Our Union?
It's not uncommon for companies of this size to hire an outside, high-priced, union busting law firm to give out misinformation and try to trick employees into voting against forming a union or not signing a showing of interest card to get an election in the first place. While the employer is allowed to give their opinion, they are not allowed to threaten to close the facility or move work as a result of employees’ organizing efforts. It is also illegal for the employer to fire or discipline employees for forming a union. The employer will suddenly become very concerned about your “issues” but that usually goes away if they can get the organizing drive to go away. They’ll suddenly care about who you talk to outside of work because they’re afraid you’ll be talking to union reps or your coworkers. However, it is illegal for the employer to spy on union activity.
1. HIRE A UNION-BUSTING CONSULTANT: Lawyers and “labor-management” consulting firms get paid to help employers keep workers from exercising their right to form a union. Companies also send managers and supervisors to union-busting seminars and follow consultant-prepared “scripts” for keeping unions at bay. They often pay thousands of dollars per employee to keep the union out — instead of putting that money into better pay, benefits and working conditions for employees. They bank on the idea that if they defeat a union once, following the script, they won’t have to do it again. This screenshot from a union-busting firm shows their real priorities:
2. TELL YOU TO WAIT AND SEE: The Wait and See argument is very common when employers hire union busting attorneys. Often when workers try to form a union, management will make some improvement to convince people that we don’t need to join together into a union. And when the union talk dies down, management eventually goes back to their old ways. Without a written legally binding contract, any improvements can be taken away. Management only takes our concerns seriously when we talk about forming a union. If they want to bribe us now to keep out a union, can you imagine what we could win with a union?
3. GET A FEW EMPLOYEES TO CAMPAIGN AGAINST THE UNION: In many campaigns, “Vote No” or “No Union” committees spring up. The material they circulate presents the employer’s perspective, even though it generally has a “homemade” appearance so it won’t look like the employer is paying for it (which is against the law). Frequently, members of anti-union committees are recruited from among workers who are friends or relatives of someone in management, are politically opposed to unions, or had a bad experience with some other union. Oftentimes, workers who lead an anti-union effort get rewarded (and sometimes are even promised) with promotions.
4. SEND LETTERS TO YOU AND YOUR FAMILY: After ignoring employees’ concerns for years, your employer may take a sudden interest in you. This is designed to mislead or divide the organizing committee and other workers, and to play on your emotions and natural desire to be a good employee. It’s manipulation, plain and simple.
5. HOLD MEETINGS TO SWEET-TALK — OR BROWBEAT — YOU: You may be required to attend “captive audience” meetings in which managers make empty promises or try to scare you. Management doesn’t tell you they’re worried having a union will mean having to treat workers better; instead, they say they’re worried about “what will happen to you.” If you hear about a captive-audience meeting, do some research, and prepare to ask good questions. See if you get straight answers — and if management continues taking questions. Companies often try to keep union support out of these meetings.
6. DENY YOUR RIGHTS THROUGH DELAYS AND LAW-BREAKING: Union-busting consultants often advise employers to delay every step of the way, and find loopholes in the law to delay union elections or contract negotiations. Sometimes they cross legal lines. Since employers are trying to do everything they can to reduce union support, potential penalties are viewed as worth the risk. The best way to defeat illegal employer tactics is to expect them and let your employer know these tactics will only make you more determined to get union representation. Teamsters Local 238 organizers and lawyers will assist you.
7. SPRING A LAST-MINUTE SURPRISE ON YOU: Just before workers are scheduled to vote on the union, union-busting consultants often urge employers to hold a special event or go on the attack because it will be too late for union supporters to respond. These can include a captive-audience meeting with a company executive who flies in from out of town, an unfounded charge about the union, or anything else designed to place doubts in workers’ minds about the union. Expect it, and plan for it.
8. PRESSURE SUPERVISORS TO PRESSURE YOU: Employers usually order supervisors to take the lead in campaigns against unions. Supervisors typically hold one-on-one meetings with workers, often because their employers have pressured the first-line supervisors to do all they can to eliminate any talk of unions.
Learn more about identifying and fighting union-busting tactics from the Unionbusting Playbook.
1. HIRE A UNION-BUSTING CONSULTANT: Lawyers and “labor-management” consulting firms get paid to help employers keep workers from exercising their right to form a union. Companies also send managers and supervisors to union-busting seminars and follow consultant-prepared “scripts” for keeping unions at bay. They often pay thousands of dollars per employee to keep the union out — instead of putting that money into better pay, benefits and working conditions for employees. They bank on the idea that if they defeat a union once, following the script, they won’t have to do it again. This screenshot from a union-busting firm shows their real priorities:
2. TELL YOU TO WAIT AND SEE: The Wait and See argument is very common when employers hire union busting attorneys. Often when workers try to form a union, management will make some improvement to convince people that we don’t need to join together into a union. And when the union talk dies down, management eventually goes back to their old ways. Without a written legally binding contract, any improvements can be taken away. Management only takes our concerns seriously when we talk about forming a union. If they want to bribe us now to keep out a union, can you imagine what we could win with a union?
3. GET A FEW EMPLOYEES TO CAMPAIGN AGAINST THE UNION: In many campaigns, “Vote No” or “No Union” committees spring up. The material they circulate presents the employer’s perspective, even though it generally has a “homemade” appearance so it won’t look like the employer is paying for it (which is against the law). Frequently, members of anti-union committees are recruited from among workers who are friends or relatives of someone in management, are politically opposed to unions, or had a bad experience with some other union. Oftentimes, workers who lead an anti-union effort get rewarded (and sometimes are even promised) with promotions.
4. SEND LETTERS TO YOU AND YOUR FAMILY: After ignoring employees’ concerns for years, your employer may take a sudden interest in you. This is designed to mislead or divide the organizing committee and other workers, and to play on your emotions and natural desire to be a good employee. It’s manipulation, plain and simple.
5. HOLD MEETINGS TO SWEET-TALK — OR BROWBEAT — YOU: You may be required to attend “captive audience” meetings in which managers make empty promises or try to scare you. Management doesn’t tell you they’re worried having a union will mean having to treat workers better; instead, they say they’re worried about “what will happen to you.” If you hear about a captive-audience meeting, do some research, and prepare to ask good questions. See if you get straight answers — and if management continues taking questions. Companies often try to keep union support out of these meetings.
6. DENY YOUR RIGHTS THROUGH DELAYS AND LAW-BREAKING: Union-busting consultants often advise employers to delay every step of the way, and find loopholes in the law to delay union elections or contract negotiations. Sometimes they cross legal lines. Since employers are trying to do everything they can to reduce union support, potential penalties are viewed as worth the risk. The best way to defeat illegal employer tactics is to expect them and let your employer know these tactics will only make you more determined to get union representation. Teamsters Local 238 organizers and lawyers will assist you.
7. SPRING A LAST-MINUTE SURPRISE ON YOU: Just before workers are scheduled to vote on the union, union-busting consultants often urge employers to hold a special event or go on the attack because it will be too late for union supporters to respond. These can include a captive-audience meeting with a company executive who flies in from out of town, an unfounded charge about the union, or anything else designed to place doubts in workers’ minds about the union. Expect it, and plan for it.
8. PRESSURE SUPERVISORS TO PRESSURE YOU: Employers usually order supervisors to take the lead in campaigns against unions. Supervisors typically hold one-on-one meetings with workers, often because their employers have pressured the first-line supervisors to do all they can to eliminate any talk of unions.
Learn more about identifying and fighting union-busting tactics from the Unionbusting Playbook.
