Anyone lurking on this site that is not from Elevance that has experience unionizing needs to post tips. We need someplace to talk where leadership isn’t onto our every move and we need to move fast. Once we start the process of unionizing, they cannot legally fire any of us for doing so. It’s goning to take a strategy since we’re in all different pulse points, but it can be done. Since we’re all returning to the offices and we need to collaborate please let’s make sure we’re going to desks of trusted team members and developing a strategy. Scour the web, read books, reach out to local union heads. We only need 30% of the workforce and I think just by comments on this site we would have the numbers.
7 replies (most recent on top)
We need a union now! Let's fight for what is ours my brothers and sisters.
Talk to the people in Michigan, there used to be a couple hundred in the union going back 30 years, and now there are maybe a couple dozen at most. They had some richer benefits, but could not get bonuses or other benefits because they were not negotiated. Management moved business to other states and offshore, and most of the union folks have been laid off. The higher cost of benefits for union employees also affected business decisions when it came time for new account accounts, as that also affects pricing any ability to be competitive. The union will not protect you, but you do you.
Let’s apply some logic here. They would only tear us away from unionizing if they were to lose something. So let’s look at the facts:
Leadership and some employees often try to steer others away from unionizing because unionization can shift the balance of power, cost employers more, and create new challenges in managing the workforce. Here are the main reasons why:
- Loss of Control: Unions give workers a collective voice and more negotiating power, which means management can no longer make unilateral decisions about wages, benefits, schedules, or working conditions.
- Increased Costs: Unionized workplaces often lead to higher wages and benefits due to collective bargaining. Employers may fear the financial impact on their bottom line.
- Formal Processes and Constraints: With a union in place, disciplinary actions, promotions, or terminations usually require formal processes, which can slow down management actions and reduce flexibility.
- Potential for Strikes or Work Stoppages: Unions can organize strikes or protests, which can disrupt business operations and harm productivity.
- Employee Influence: Leadership may worry that a union could empower employees in ways that challenge existing hierarchies or management styles.
- Union Dues and Divided Loyalty: Some employees (or leaders) may oppose unions because they dislike the idea of paying dues or believe a union could create division within the workforce.
Yep, stupid. Saw the same thing on the other boards. Go away trolls. I’ve been in a union and all the happy talk is BS. In the end you will get a lot less unless you are one of the do the bare minimum people on this board, then it’s great and you are protected. I will take my chances with my own ability.
Calling ideas ‘stupid’ doesn’t invite real conversation. If you have a concern, we should be open to hearing it—but dismissiveness won’t move us forward.
“If growing up means accepting unfair treatment without question, we’ll pass. We’d rather stand for something than stay silent.”
This is stupid and not a viable solution. Grow up!
They will find another way to fire you. You won’t be protected just because you’re trying to form a union. Ore than likely it will accelerate offshoring.