It is our legal right to organize a union at work. The WGAE takes that right very seriously and stands with employees to see that they are protected when they organize. You can read about your legal right to form a union on the National Labor Relations Board website. Beyond the legal protection from any kind [...]
Given the global pandemic, we find ourselves in a unique moment – obviously, these are unprecedented times. Hearst executives may use this talking point to try to persuade us that now is not the right time to form a union. But it’s just the opposite: it is clear that we need to have a seat at [...]
Leadership and internal structures, ownership, and editorial direction of media and news companies change rapidly. Organizing is a way to ensure a seat at the table and guarantee terms of employment, including policies on severance, layoffs, discipline, and termination. Companies expand rapidly and workers deserve a seat at the table to participate in decisions made about [...]
In five years, thousands of media employees have come together to unionize their workplaces and negotiate union contracts. Fundamentally, the demand of any group of workers forming a union is the same – to win a formal seat at the table in order to negotiate over the future of their workplace. Each group decides what to [...]
Organizing a union is the best way to protect the benefits you currently have, which are at the full discretion of management in a non-union environment. Once your union is recognized, the company must maintain the status quo and can no longer make unilateral changes to terms and conditions of employment; any changes must be negotiated [...]
We all have federally protected rights to advocate for a “Yes” vote leading up to our election and to do so in an environment free from intimidation or interrogation. For more on our rights, please check out this page from the NLRB.
After a majority of the votes cast are in favor of our union, the NLRB will certify our union as the bargaining representative for editorial staff at all our brands. After NLRB certification, Hearst will be legally obligated to engage in good faith bargaining with our union. Then we will proceed to contract negotiations by filling [...]
Management can hold more “informational” or “educational” meetings leading up to the election and can advocate for us to vote “No.” However, they can’t make any threats or offer any inducements to change our minds. They can’t interrogate any of us about our support. If you have any questionable interactions with management (or their representatives), please [...]
The NLRB conducts secret ballot elections. For in-person voting, a Board agent will be present during scheduled voting times for eligible voters to show identification and vote in a booth (similar to the voting process in political elections). For mail ballots (which might be used for Hearst employees who work remotely or in cities outside of [...]
If an agreement can’t be reached in the 8-10 days after a union files for an election, there is a hearing conducted by an NLRB agent to determine eligibility and proceed to an election. The Board agent will go through the proposed list of eligible employees and work with the parties to determine the final list [...]