Organizing a New Workplace — From First Contact to Election

External organizing — bringing union representation to workers who don't have it — is how the labor movement grows. Every union that exists today was organized by someone. Here's how it works.

Why External Organizing Matters:

• Only 10% of U.S. workers are in unions — 90% have no voice on the job

• Every new union raises standards for ALL workers in the industry

• More members = more political power = better laws for everyone

• The labor movement grows or it dies — there is no standing still

Phase 1: First Contact & Assessment

• It usually starts with one or more workers reaching out to a union

• LISTEN first — what are their issues? (Wages, safety, favoritism, disrespect)

• Assess the workplace: How many workers? What industry? Who's the employer?

• Is there enough support to win? You need a solid majority, not just a handful

• Identify the natural leaders — who do workers already trust and follow?

Phase 2: Building the Organizing Committee (OC)

• Recruit leaders from every shift, department, and demographic group

• The OC should look like the workforce — diverse and representative

• OC members have 3 jobs: (1) Talk to coworkers one-on-one, (2) Report back on support levels, (3) Stay strong when pressure comes

• Train the OC on: messaging, handling management responses, legal rights

• The OC is the backbone of the campaign — if it's weak, the campaign fails

Phase 3: One-on-One Conversations (The Heart of Organizing)

• NEVER do mass meetings early — management will find out and retaliate

• Talk to workers individually: home visits, break room, parking lot, after work

- The AEIOU Model:

A — Agitate: Ask about problems at work. Let them get angry about injustice.

E — Educate: Explain how a union can address their specific issues.

I — Inoculate: Warn them what management will do (scare tactics, promises, threats). Prepare them NOW so they're not surprised later.

O — Organize: Ask them to take action — sign a card, talk to a coworker, attend a meeting.

U — Union: Show them they ARE the union. It's not an outside organization — it's them standing together.

Phase 4: Authorization Cards & Showing Interest

• Workers sign authorization cards saying they want union representation

• You need 30% to file for an NLRB election — but NEVER file with less than 65-70%

• Why? Because you WILL lose support during the campaign. Start high.

• Cards are confidential — the employer does NOT get to see them

• Keep meticulous records of who signed, when, and their contact info

Phase 5: Filing for an NLRB Election

• File a petition with the National Labor Relations Board (NLRB)

• The NLRB determines the 'appropriate bargaining unit' (who's in, who's out)

• Election typically held 2-4 weeks after filing

• Simple majority wins (50% + 1 of those who vote)

• The election is by SECRET BALLOT at the workplace

Phase 6: The Election Campaign

• Management will run an anti-union campaign — guaranteed

• Stay on message: this is about the workers' specific issues, not abstract ideas

• Keep talking one-on-one — don't rely on flyers or social media alone

• Track support levels daily: Strong Yes / Lean Yes / Undecided / Lean No / Strong No

• Focus on undecided voters — that's where elections are won or lost

• GOTV (Get Out the Vote) — make sure every supporter actually votes on election day

Phase 7: After the Win

• Winning the election is just the beginning — now you negotiate a first contract

• First contract bargaining is the hardest negotiation in labor (see Level 6)

• Keep the organizing committee active — they become your first stewards

• The energy and solidarity from the campaign must carry into bargaining

Legal Protections:

• Section 7 of the NLRA protects the right to organize

• Employers CANNOT: threaten, interrogate, promise benefits to discourage, or spy on organizing (TIPS)

• Employers CANNOT fire, demote, or discipline workers for organizing

• If they do, file an Unfair Labor Practice (ULP) with the NLRB immediately

• Document EVERYTHING — dates, times, witnesses, what was said