"I don't need a union, the changes didn't really impact me."

When is the right time to unionize?

I think this is, unfortunately, a question that almost every workplace has to learn the hard way.  Obviously unionization drives tend to happen when things have gone to shit- wages cut, positions eliminated, benefits hacked to the bone.  But really, once that happens you’ve waited too long, now you have a hole to climb out of.  I think the BEST time to unionize is before things fall apart.  Think of unionization like rain gear- you want your rain coat on BEFORE you get wet.  Sure it’s still going to help keep you from getting more soaked if you put it on after you’ve been sprinkled on, but doesn’t it make a whole lot more sense to put it on the second the rain starts?

There are some people that haven’t been majorly impacted by the premiums going away, or by the nightshift pay changes, or the number of operators/maintenance techs being reduced (but the workload staying the same), maybe your group hasn’t been ransacked ...yet.  But why wait until they do come for you?  Maybe you’re thinking “our group runs great, we’re a well oiled machine, there’s absolutely no reason they’d fuck with us.”  LOL, so did the rest of us.  And maybe they won’t mess with you this year, but what about next year? Or the year after that?

I can absolutely say that if I could go back 2 years with the knowledge I have now, I would have viewed unionization and our company very differently.  I genuinely hope you take a look at the changes around you, the groups that have been affected, the people saying “why the hell did they do this?” and ask yourself “am I truly immune to the whims of this company?” 

You CAN NOT say “well, logically, we’re going to be fine because it would cost more to change to XXXX than the way we’re doing it now”, because logic is NOT PART OF THEIR PROCESS.  

Logically it would have been WAY cheaper for them to keep step 5 operators with 15-20 years of experience than to fire them, pay them severance, then hire brand new guys that will take years of training before they are competent in the various areas, but that's what they did. There are positions being covered on OT this week because there aren't qualified people to fill them. So they are paying a new guy, AND another operator OVERTIME because new guy don't know shit...sorry new guy- we love ya, but you don't know shit (especially compared to the 20 year guy they just fired).

Logically it doesn’t make sense to get rid of night leads, then replace them with night supervisors-  this change alone costs the company $440-540K per facility per year*…all to have less experience, and less ownership… but they did it anyway.  So you’re going to have to pitch any ‘logically they can’t xxxxx” argument aside because we’re not dealing with logical people, we’re dealing with micromanaging control-freaks who absolutely don’t give a shit what you have to say in the matter.  That is, unless they HAVE to care what we have to say when we’re sitting across the bargaining table from them.  

*Note-  Don’t believe me?  Here’s the math:  Night Shift Lead Diff 10% x 2 positions (Plant & DS)  x 2 (2x2 schedule)= Approx $120,000     vs    Night Supervisor Salary & Benefits x 2(2x2 schedule) = Approx $600,000