Here you’ll find clear, reliable answers to the most common questions about union rights, organizing, contract negotiations, and how UMWA represents anthracite miners.
This page is designed to give you the facts, not opinions, so you can make informed decisions and take action with confidence.
What can the union do to help us?
A union can help by:
Legal and Professional Support
If needed, unions can provide access to legal help, grievance procedures, and experienced representatives during conflicts with management.
Negotiating Better Wages and Benefits
The union can negotiate with the employer to improve pay, health insurance, retirement plans, and other benefits through a collective bargaining agreement.
Protecting Your Rights at Work
Unions make sure employees are treated fairly and that management follows labor laws and company policies. They can support you if you’re unfairly disciplined or treated.
Improving Working Conditions
Unions can advocate for a safer, more respectful, and more manageable work environment — from better scheduling to safety measures.
Giving You a Voice
A union gives workers a collective voice to raise concerns and influence decisions that affect their jobs, instead of facing issues alone.
Job Security
With a union, it’s harder for employers to fire or lay off workers without just cause. This means more stability and protection from sudden changes.
Do we have to pay an initiation fee if we decide to vote in the union?
No.
You do not have to pay any initiation fee just to vote in the union or to support forming one.
In fact:
- Getting to a first contract is free.
- Voting in a union election is completely free.
- Signing an authorization card is free.
Bottom line:
You don’t pay a dime to vote or organize. And if you win a union, you’ll only pay dues if you get a contract that you and your coworkers vote to accept.
Can the company change your shift if you’re already under a UMWA contract whenever they want?
Not without following the contract.
If you’re covered by a UMWA (United Mine Workers of America) contract, your employer is legally required to follow the terms of that agreement. Most union contracts include clear language about:
If the company tries to change your shift in a way that violates the contract or bypasses seniority or scheduling rules, the union can file a grievance and fight the change.
Here’s what that means for you:
- If they violate the contract, you have the right to challenge it through the union.
- If your contract says your shift is fixed or based on seniority, management can’t just move you at will.
The company is stating that they will have to shut down if you organize. Is this true?
No, that’s not true. The claim that the company would have to shut down if workers organize is false. The fact that the company operates on leased land has nothing to do with whether workers have the right to form a union.
In fact, the company already operates other sites on leased land in the Anthracite Region—union or not. This is a scare tactic meant to discourage organizing, not a reflection of any real threat to operations.
Can the company fire me for signing an authorization card?
No, an employers cannot leagally fire an employee for joining a union as this is a violation of the employee’s rights under the National Labor Relations Act (NLRA). The National Labor Relations Board (NLRB) protects workers’ rights to form, join, or assist a union, and prohibits employers from firing, disciplining, or retaliating against employees for such protected activities. If you are fired for union activity, you can file a charge with the NLRB to seek a remedy, such as back pay and reinstatement.
What rights do we have when it comes to safety under a union contract?
Under a union contract, your rights to a safe workplace are stronger and more enforceable. These rights can include:
Protection from Retaliation
The union contract can include strong protections if you report a safety issue, get injured, or file a complaint.
The Right to a Safe Work Environment
The contract can require the employer to follow all health and safety laws, and go beyond them if needed, to protect workers.
The Right to Refuse Unsafe Work
Many union contracts include the right to stop work or refuse tasks if the conditions are dangerous, without fear of punishment or retaliation.
Clear Health & Safety Standards
The contract can spell out specific safety procedures, equipment requirements, training, and staffing levels to ensure your well-being on the job.
Joint Health & Safety Committees
Unions often negotiate for joint committees made up of workers and management to identify risks, investigate incidents, and recommend improvements.
Stronger Enforcement and Accountability
If the employer violates safety rules, the union can file a grievance and demand action — you’re not alone in raising concerns.
The company is currently paying Union Busters. How much are they paying them to do this?
Union-busting consultants often charge $500 or more per hour. Instead of investing that money in better wages, benefits, or working conditions, the company is choosing to spend it fighting your right to organize.
Is it legal for the company to hire someone to talk against unions?
Yes — to a point. Under U.S. labor law, employers may express opinions about unions, but they cannot threaten, promise benefits, coerce, or retaliate against employees for union activity. If they cross that line, it’s an unfair labor practice and you have the right to file a complaint with the NLRB.
Will management find out who signed union cards?
Under law, your union authorization cards and membership are confidential. The employer should not have access to names of those who support organizing. If the employer demands those names, that is an unfair labor practice.
How do contract negotiations work?
Once a majority of workers vote to form a union, the next step is negotiating a union contract, also known as a collective bargaining agreement. Here’s how the process works:
The Local can elect a bargaining committee.
The Local will elect a bargaining committee whole goal it is to prioritize the needs and wants of the membership. They will work with the negotiating team.
The bargaining committee prepares proposals.
Based on the input from workers, the committee, with help from union staff and experts, creates contract proposals to bring to management.
Negotiations begin with the employer.
The bargaining committee meets with company representatives to negotiate over the proposals. Both sides discuss, make counteroffers, and work toward a mutually acceptable agreement. This process can take time depending on the issues involved.
A tentative agreement is reached.
If the two sides come to an agreement, it is called a tentative agreement. Nothing is final until the union members vote on it.
Union members vote on the contract.
Workers review the proposed contract and then vote to accept or reject it. If a majority votes yes, the contract goes into effect.
The union helps enforce the contract.
Once ratified, the contract is legally binding. If management violates any part of it, the union can take action to enforce the terms through the grievance process or legal channels.
