Organizing

FAIR Union Authorization Form

By entering my name, email, typing “Union Yes” and clicking the “Join FAIR” button below, I hereby authorize the Federation of Agents and International Representatives (FAIR) to represent me for the purpose of collective bargaining in all matters relating to my wages, hours and working conditions.

Al introducir mi nombre, correo electrónico, escribir “Sindicato Sí” y hacer clic en el botón “Afiliarse a FAIR” que aparece a continuación, autorizo a la Federación de Agentes y Representantes Internacionales (FAIR) a representarme a efectos de negociación colectiva en todos los asuntos relacionados con mis salarios, horarios y condiciones de trabajo.

Name
Please note, when you sign an authorization card, you are not joining the FAIR. You are simply expressing your desire to better your working conditions and join a Union. You will not become a member of FAIR until a majority of your co-workers vote to join the FAIR and approve a contract covering your wages, benefits and working conditions.

Everyone Deserves a Union Contract!

We sign big and small contracts every day. Whether it’s watching a movie from a streaming service, renting or buying a car or place to live, or just buying a meal; you’re entering verbal and written agreements to trade your money for goods and services. You should have a Union contract at work that gives you peace of mind and protects your income too!

Bargaining in good faith with employees’ union representative

(Section 8(d) & 8(a)(5) of the National Labor Relations Act)
Employers have a legal duty to bargain in good faith with their employees’ representative and to sign any collective bargaining agreement that has been reached. This duty encompasses many obligations, including a duty not to make certain changes without bargaining with the union and not to bypass the union and deal directly with employees it represents. These examples barely scratch the surface.

Section 8(d) of the Act sets forth what is encompassed within the duty to bargain collectively. Section 8(a)(5) of the Act makes it an unfair labor practice for an employer “to refuse to bargain collectively with the representatives of its employees, subject to the provisions of Section 9(a)” of the Act. (An employer that violates Section 8(a)(5) also derivatively violates Section 8(a)(1).)

Read more at www.nlrb.gov