** IMPORTANT UPDATE **
Your SMART/UTLX team is inviting you to an Employee Meeting with SMART Officials and your Bargaining Committee.
Thursday June 13th – 5:30pm at the Holiday Inn Conference Center, 1805 West Hill Avenue, Valdosta, GA.
It is very important that you attend!
Note: It is ILLEGAL for your employer to spy on or videotape union activities including your attendance at this meeting. If you witness any management in or around the area, simply take a photo or videotape the person and/or vehicle and SMART will file an Unfair Labor Practice (ULP) with the NLRB.
We look forward to seeing you.
RETALIATION WONT BE TOLERATED
We are aware of potential retaliation against workers who voted for the union in our recent election. We immediately addressed these concerns with the company by sending a letter from SMART, highlighting the issues of surveillance and retaliation. The company responded by posting a letter on the bulletin
board in the break room.
We want you to know that we are fighting for you and will continue to address any unfair practices. Both letters are attached to this update for your reference. The company’s letter assures no mistreatment based on union vote and
emphasizes moving forward together.
Rest assured, we are fighting for you and will continue to address any unfair practices. Both letters are attached to this update for your reference. Together, we will ensure a fair and respectful work environment for everyone at
UTLX.
Your Voice Matters and We Stand with You!
You Did It!
Congratulations to all of you on this decisive victory in the union election! The final vote count was 91 in favor and 32 against. Your support and dedication made this possible.
What’s Next?
Stay tuned for more updates on what this victory means for all of us. Together, we will make UTLX a better place to work!
Your Voice Matters!
Timeline of UTLX Organizing Efforts
- January: Workers dissatisfied with USW and contacted the SMART Union.
- The workers, feeling dissatisfied with the lack of assistance being provided by the United Steelworker (USW), reached out to the SMART Union seeking assistance and representation.
- February 23rd: Election held, won by 68%.
- A formal election was conducted among the workers to decide whether they wanted to be represented by the SMART union. The majority, 68%, voted in favor of unionization.
- March 6th: Election certified.
- The election results are officially recognized and certified by the National Labor Relations Board (NLRB), solidifying the workers’ choice for union representation.
- Late April: Bargaining with company begins.
- Negotiations between the newly formed union and the company commence, focusing on establishing collective bargaining agreements and addressing workers’ concerns.
- October/November: Campaign turns negative. Union busting begins.
- The company-initiated tactics aimed at undermining the unionization efforts, such as spreading negative propaganda and engaging in anti-union activities commonly known as “union busting.”
- March 9th: One-year bar expires.
- We had a one-year period following the certification of the election results to come to an agreement. We were not able to reach an agreement.
- March: RM petition filed; company no longer recognizes the union.
- The company files a Representation Modification (RM) petition, seeking to revoke its recognition of the union, effectively nullifying the previous election results.
- March 30th: Company rewards employees with pay raise.
- The company offers a pay raise to its employees, potentially as a strategy to dissuade further unionization efforts.
- June 5th: Union files for another election after authorization card campaign. Union loses election by 1 vote.
- Following an authorization card campaign, the union initiates another election process. The union narrowly loses the election, with a margin of just one vote.
- June: Union files Unfair Labor Practice (ULP) for company interference in the election and objections to the employers conduct during the election.
- The union filed a ULP complaint against the company, alleging interference and objections to the employers conduct during the election process. The region 12 office of the NLRB found merit in the charge, so a hearing was scheduled with the Administrative Law Judge in Valdosta, GA.
- February: Administrative Law Judge ruling
- An Administrative Law Judge found evidence of company interference in the election, however, outrageously ruled that the charges didn’t warrant a new election.
- April: The region 12 office of the NLRB appeals judge’s decision.
- The Region 12 office of the NLRB appealed the Administrative Law Judge’s ruling to the national board in DC. Finding his decision to be in error.
- July 17th: Board orders another election.
- The labor relations board orders a new election to be held, recognizing the need for a fair and unbiased representation process.
- November 9th: Mail-in-ballot election due to COVID.
- Due to the COVID-19 pandemic and associated safety measures, an election is conducted via mail-in ballots rather than in-person voting.
- December 15th: Union wins third election with 58% of the vote.
- In the third election held, the majority of workers voted in favor of union representation, indicating a significant victory for the union with 58% of the vote.
- December 31st: Board certifies election.
- The labor relations board officially recognized and certified the results of the third election, confirming the union’s legitimacy.
- February 25th, 2021: First bargaining meeting.
- Negotiations between the union and the company begin, aiming to establish collective bargaining agreements and address workers’ concerns.
- 2021-2023: Bargained for a total of 35 months.
- Over this period, negotiations continue between the union and the company, spanning multiple years and involving extensive discussions on various labor-related issues.
- February: Bargained for 1 month.
- Negotiations between the union and the company continue into the new year.
- February 8th: Last bargaining meeting.
- The final negotiation session between the union and the company takes place with a tentative agreement to be presented to the workers for a vote and ratification.
- We were even able to get the company to allow access to their property to present the contract and hold a vote.
- The company decided to not honor the agreement ceased related communications.
- March 21st: Company submits a withdrawal of recognition letter.
- The company submitted a withdrawal of recognition letter to the union. This resulted in a significant setback for the unionization efforts.
- April 11th: Demand for recognition letter sent to the company.
- In response to the company’s withdrawal of recognition, the union began getting union authorization cards signed again to prove majority status which we did and formally demanded recognition by the company.
- This forced the company to either recognize the union or file an RM petition with the board.
- April 23rd: Company files RM petition with the board.
- The company decided to initiate another RM petition with the labor relations board, indicating its continued opposition to union representation.
- May 21st: Board sets date for RM petition election.
- The labor relations board scheduled a hearing to address the company’s RM petition, determining the future of union representation at the workplace.
- An election has been scheduled for May 21st, 2024, at 2:00pm.
Employers hire union-busting lawyers for several reasons
Preserving Control and Power: Employers often view unions as a threat to their authority and control over workplace decisions.
Protecting Profit Margins: Unions may negotiate for higher wages, better benefits, and improved working conditions for employees which can increase labor costs for employers.
Avoiding Change: Unionization can bring about changes to the workplace policies, procedures, and management practices.
Know Your Rights: 31 Things Your Employer Can’t Do As workers, we have rights protected by law. Your employer cannot do certain things because they would be considered unfair. These rules are there to protect us as workers and ensure fair treatment. If you think your rights are being violated, don’t hesitate to reach out.
- Attend any union meeting, park across the street from the hall or engage in any undercover activity which would indicate that the employees are being kept under surveillance to determine who is and who is not participating in the union program
- Tell employees that the company will fire or punish them if they engage in union activity
- Lay off, discharge, discipline any employee for union activity
- Grant employees wage increases, special concessions or benefits in order to keep the union out
- Bar employee-union representatives from soliciting employees’ memberships on or off the company property during non-working hours
- Ask employees how they intend to vote
- Threaten employees with reprisal for participating in union activities. For example, threaten to move the plant or close the business, curtain operations or reduce employees’ benefits
- Promise benefits to employees if they reject the union
- Give financial support or other assistance to a union
- Announce that the company will not deal with the union
- Threaten to close, in fact close, or move plant in order to avoid dealing with a union
- Ask employees whether or not they belong to a union, or have signed up for union representation
- Make anti-union statements or act in a way that might show preference for a non-union man
- Make distinctions between union and non-union employee when assigning overtime work or desirable work
- Purposely team up non-union men and keep them apart from those supporting the union
- Transfer workers on the basis of union affiliations or activities
- Choose employees to be laid off in order to weaken the union’s strength or discourage membership in the union
- Discriminate against union people when disciplining employees
- By nature of work assignments, create conditions intended to get rid of an employee because of his union activity
- Fail to grant a scheduled benefit or wage increase because of union activity
- Deviate from company policy for the purpose of getting rid of a union supporter
- Take action that adversely affects an employee’s job or pay rate because of union activity
- Threaten workers or coerce them in an attempt to influence their vote
- Threaten a union member through a third party
- Promise employees a reward or a future benefit if they decide “no union”
- Tell employees overtime work (and premium pay) will be discontinued if the plant is unionized
- Say unionization will force the company to lay off employees
- Say unionization will do away with vacations or other benefits and privileges presently in effect
- Promise employees promotions, raises or other benefits if they get out of the union or refrain from joining union
- Start a petition or circular against the union or encourage or take part in its circulation if started by employees
- Urge employees to try to induce others to oppose the union or keep out of it
UTLX Valdosta Union Committee 2023 Survey Results
We listened to your voice! Our committee conducted a worker survey to understand your thoughts on training quality, safety, favoritism, and work pressure. From July 24th to August 9th, 2023, we distributed an easy-to-fill 1-page survey, ensuring every worker had a chance to share anonymously. Out of 128 employees, 70 participated, providing valuable insights to guide our efforts towards a safer and fairer workplace.”
Whistleblower Alert
Keep an Eye Out. Speak Up. Help Us Make Things Right.
At SMART, we want to make sure everyone is treated fairly at work. But we’ve heard some people might not be playing fair. Here’s what to watch for:
Watch Out – If you see bosses or others doing things that seem wrong, like: scaring or threatening workers who support the union, trying to stop you from joining the union or talking about it, or changing your job or pay because of the union…
Speak Up – Your voice is important! If you see or jear about anything like this tell us. We’ll keep your name secret and try to fix the problem fast.
Contact us – You can tell us what’s going on in different ways: You can fill out the form below or send us a text to (252) 752-2616
Together, we can make sure everyone gets a fair deal at work.
Better Wages and Benefits You deserve more. We believe you’ve earned and deserve better pay at work, and SMART members see and feel the difference in their paychecks every day. By coming together in a union, we gain collective strength and power to negotiate higher wages and better benefits at the bargaining table. Union members on average earn more than our nonunion counterparts.
Workplace Safety & Keeping Workers Safe
Does your workplace feel unsafe? You don’t have to work in danger – you should go to work knowing that you will come home safe at the end of the day. Our collective power allows us to negotiate contracts that have strong and enforceable safety language; in many cases, going beyond what’s in laws and regulations. We strive to protect members through training, enforcement and contract negotiations to ensure every member’s safety.
UTLX Workers contact form
With a union, we have power and a voice with our employers and elected officials. We fight for wages, health care, safety and respect in our workplaces.
Please fill out the form below for more information and one of our SMART organizers will contact you.
All information will be kept confidential.