From JPL’s Website: FAQs

What They Wrote

Our Response

What is a union?

A union operates like a business. Its primary revenue sources are member dues and fees. Members pay for the union to negotiate a collective bargaining agreement, also known as a labor contract. Even though members pay for this service, unions do not have to uphold promises made during a campaign.

JWU-UAW is a group of JPL workers coming together to form a union by, of, and for JPLers. We are motivated by a desire to have an equal voice over our working conditions and strengthen the Lab. By forming a union, we gain the right to negotiate a legally-binding contract with management, meaning we would have a say over our working conditions and management would no longer be able to change them without our consent.

We would only start paying dues when a contract is ratified by a majority of JPL workers. By definition, this means that a majority of the bargaining unit supports the contract. At that point, each JPL worker can sign up as dues-paying members. Dues provide JPL workers with resources independent from management, and we would democratically decide how to spend those dues. Currently, dues enable UAW members to negotiate and enforce strong contracts, support themselves in the event of a strike, and help workers like us to form our union.

We, as JPL employees, would get to democratically decide on bargaining priorities, which could include layoff policies, RTO, paid leaves, or whatever else we choose. Our ability to win those priorities depends on the strength of our contract campaign and how many people participate.

Does a union organizer get paid?

Yes, union organizers are like the sales team of the business. Their job is to recruit new business. If you are curious about how much union organizers are paid, that information is available on UAW’s annual public LM-2 report filed with the U.S. Department Labor.

This FAQ is very misleading. Union organizers at JPL are volunteers. No one is getting paid to talk to our co-workers about unionization. We are your fellow JPLers who are passionate about JPL’s mission. We are also firm in our belief that a union is the best way to ensure the great working conditions we currently enjoy are written in a binding contract, and workers have a seat at the table when future changes are being discussed. As you can read on UAW’s publically accessible LM-2, UAW has organizers who provide support and resources to workers like us who want to form unions in their workplaces. We have heard that management has hired a law firm, Morgan Lewis, to advise them on discouraging us from forming a union, although we do not have publically available information on their expenses.

What can a union guarantee?

A union is allowed to make any promises it would like during a campaign, but it cannot guarantee anything regarding the future of employees’ wages, benefits, or terms and conditions of employment. No one knows what will be in a collective bargaining agreement ahead of time.

We would like to remind our fellow JPLers that nothing is guaranteed to us under our present relationship with JPL/Caltech. A clear example of this is the return to full-time onsite mandate that unilaterally seized the ability to work flexibly in the best way we can from us. Every JPLer will have a voice in setting bargaining priorities and get to vote on initial bargaining goals. When a collective bargaining agreement is reached, we will be able to read this agreement and vote on whether we like what is in it. JPL workers will not pay any dues until this agreement is ratified by a majority. Contrast this situation with the secrecy that currently surrounds our individual relationships with JPL.

The union says things will only improve. Isn’t that worth the cost of dues?

There is no way the union can guarantee that things will only improve – and there is no way to guarantee that all represented employees will agree that any changes that occur actually are improvements. You may end up paying dues whether or not you like the terms negotiated in the labor contract.

We are part of an intelligent community that has come together for each other through various difficult times like the pandemic in 2020, multiple rounds of layoffs, and the LA fires. We trust our community as a result, and this trust tells us that a majority of our friends and coworkers will only vote for a contract that improves our collective lives on Lab. This is not about single individuals, but our lives as a whole, together. Collective bargaining has worked extremely well for workers at various other peer institutions (see contracts on this website) and we have no doubt it will work well at JPL as well.

Can’t we just try out the union and remove it if we don’t like what we end up with?

It’s not that easy. If elected, it’s a difficult and lengthy process to decertify or remove a union, regardless of whether or not you are happy with union representation. There are specific timeframes when employees can attempt to remove a union, and such efforts are prohibited for at least one year after a union’s certification, if it wins an election to speak for you. Also, JPL and its leaders generally are not legally allowed to help employees with this process. Unions, however, use member dues to pay for “representational activities,” which can include dissuading employees who want to decertify the union from doing so.

This actually does not answer the question. The answer is yes, given that we are a worker-led organization, it is possible to disband the union in a democratic vote. There is no shortage of right-wing organizations across the US that work to decertify labor unions. Nonetheless, workers choosing to decertify is rare and unions have high levels of support. No group of research or academic employees who joined UAW has ever decertified. The overwhelming consensus is that by unionizing, academic employees have more rights and more power to democratically seek improved working conditions.

Remember, once we form our union, all members vote on issues important to them, including how the union is organized and managed. Furthermore, rules that prevent JPL upper management from helping disband a union is a good thing. It ensures the union is not subject to constant interference, and allows us to protect our rights.

What is collective bargaining?

Collective bargaining is the back-and-forth process between a union and employer to try and reach an agreed upon labor contract, also known as a collective bargaining agreement. If a union is elected, the union will collect dues and/or fees from you in exchange for managing this process on your behalf.

Collective bargaining is a process, governed and protected by law, in which employees are able to meet with their employers on equal ground to negotiate terms of employment. This can include pay, benefits, work hours, leave, health and safety policies, ways to balance work and family, and more.

In the process of collective bargaining, JPLers represented by JWU-UAW will elect peer representatives to negotiate with management to put the terms of our employment into a legally-binding agreement that we vote to ratify before it goes into effect.

Once a contract is ratified, the employer cannot make any unilateral alterations. It is easy for an employer to ignore an individual employee’s concerns, but when employees come together to form a union, we have the strength to make ourselves heard. Through collective bargaining, millions of working people in unions have higher wages, better benefits, and safer workplaces.

After we negotiate a contract, JPL workers will be able to sign up as dues-paying members. Dues provide us with independent resources, and we democratically decide what to do with those resources.

How long does collective bargaining take?

According to an analysis by Bloomberg Law, it takes an average of 465 days to reach a first-time labor contract. While negotiating a contract, the employer must legally keep the status quo, meaning wages, benefits, and terms and conditions of employment generally cannot be changed – even if the employer would like to implement improvements that would benefit the employees in the defined unit.

The length of time necessary to negotiate a first contract depends on the strength of worker support and determination and the willingness of the employer to bargain in good faith. JPL could ensure a timely process by agreeing on a fair and efficient timeframe with regularly scheduled bargaining sessions and a strong commitment to reaching a fair agreement.

Earlier this year, Caltech graduate and postdoc workers negotiated their first contract in 12 months. Postdocs at Columbia University, University of Connecticut, University of Washington, and University of California negotiated for 16 months, 13 months, 13 months, and 18 months respectively, while graduate students at USC negotiated their first contract in 8 months. However, with a serious commitment to reach a fair agreement by the administration, 4,000 student employees at the University of Washington negotiated their first contract in just under two months!

Once we vote to form our union, upper management will not be able to “implement” changes, but instead must bargain with our elected representatives. If they would like to make improvements, they will be able to do so with JPL workers’ consent.

What topics must a union and employer bargain about?

The only topics that must be bargained are pay, benefits, and terms and conditions of employment, such as working hours, seniority, scheduling practices, promotions, transfers, and grievances. These topics are mandatory to discuss if one party brings them up and would likely be negotiated.

Upper management’s answer is partially correct but misleading. Under the law, management is obligated to bargain with JPL workers over our working conditions. JPLers will get to democratically decide which working conditions we would like to bargain over and what we would like to protect or improve. For example, regarding seniority, JPL is currently a merit-based workplace. Most JPLers we have talked to say they want to see more meritocracy than the status quo and have no interest in a “seniority” system, so we could prioritize improving the merit-based system during bargaining. If you believe in increasing meritocracy, then sharing your perspective and participating in JWU is the best way to ensure that it is a priority.

Are the union’s demands automatically granted in collective bargaining?

No. Like most negotiations, the process is two-sided and neither side is legally required to accept the other side’s demands. JPL can agree to or decline any union demand.

This is the definition of a negotiation. Likewise, we - JPL workers - must agree to any proposal that management makes, which contrasts with the current status quo in which management makes decisions unilaterally. Our ability to win our proposals depends on the strength of our campaign: the more JPLers who participate, the more power we have to win the contract we deserve.

Is it true that things can only get better with a labor contract?

No. The National Labor Relations Board’s case law states: “Collective bargaining is potentially hazardous for employees, and as a result of such negotiations, employees might possibly wind up with less benefits after unionization than before.” (228 NLRB 440).

As we explained on the “How Collective Bargaining Works” page, this is misleading. The NLRB has not held that collective bargaining is hazardous. The case management quotes ruled that employers may state that, in their opinion, organizing can be hazardous. But as we can see at peer institutions, many researchers and scientists have won strong contracts already: for example, Caltech Research Grads and Postdocs were able to get an 18-25% base pay increase, paid parental leave, job-security protections, and more.

The strength of the contract depends on us. We decide what to propose, what to fight for, and what we’re willing to approve. Nothing can be implemented without a majority vote.

Will everyone be at the bargaining table?

No. Collective bargaining occurs between the union and employer – these are the legal entities that represent each side. Each party may have a bargaining committee. The union’s bargaining committee could consist of selected members of the bargaining unit – either appointed or elected – and union officials who are not JPL employees, including union legal counsel. This bargaining committee could push to have the union focus on union priorities, even if they don’t align with yours.

JPL workers are the union. We nominate and elect JPLers to serve on the bargaining committee to negotiate on our behalf. Everyone else has a say through surveys, meetings, and discussions about what matters most to all of us. We will get the chance to discuss pay, benefits, telework policies, workload protections, and anything else that matters to all of us at JPL. UAW and their legal experts may assist and provide training and guidance, but the decision-making power stays within JPL employees.

If I don’t like the contract that’s negotiated, can I opt out of it?

No. Once a union has been voted in and a labor contract has been negotiated, you cannot opt out of the contract if you are included in the defined bargaining unit – even if you don’t like the terms, never supported the union, voted no in the election, or don’t want the union.

No one can opt out of upper management’s current policies. Once a union is recognized, we will all be covered by the contract to ensure all employees receive the same protections and benefits. Unlike the way it is now, where we have no say in what happens, JPL workers will be able to have an equal voice over things like layoff and telework policies by taking part in surveys, meetings and voting to ensure the elected bargaining committee represents your interests. Everyone’s feedback is welcomed throughout the negotiations.

When we each participate, we make it possible for every voice to be heard and for decisions to reflect what JPLers truly value. We’ve seen time and time again that we share the same priorities: safety, stability, and the ability to continue doing the work we care so deeply about.

If we choose to unionize, will I have to pay the union?

In California, there is no “Right-to-Work” law. This means unions can – and typically do – attempt to negotiate what is called a Union Security clause into the labor contract. This clause requires the employer to fire employees who fail to pay union dues. The overwhelming majority of labor contracts in California contain such a clause.

Nobody pays dues until there’s a contract that the majority of JPLers vote “yes” on. It’s a fact that many states with Republican majorities have passed “Right-to-Work” laws, which make it harder for unions to collect resources and have independent power. In California, unions can negotiate a union security clause to make sure everyone who benefits from the contract contributes their fair share. We would get to decide what sort of union security clause we would like to have in our contract.

If the union is elected, how much would employees have to pay in union dues?

According to UAW supporters, union dues are 1.4 percent of monthly gross pay.

That’s correct - JWU-UAW members would pay dues equal to 1.44% of monthly gross pay.

These dues allow JPLers to have independent resources for contract bargaining, grievance processes, and other union operations costs, including the right to vote on securing an initial raise and guaranteed cost-of-living increases every year.

Additionally, there would be a $10-50 initiation fee, which would be decided upon by the JPL workers as a part of the formation process.

Who determines the amount of union dues we would have to pay?

A union determines the amount it charges members and has the right to increase dues at any time. Dues amounts are not negotiated, and JPL would have no say in what the union charges.

Union dues are democratically voted on every four years by union members at the UAW Constitutional Convention. As UAW members, we would participate in that process. Beyond that, dues can only be increased if JPL workers vote for it. It is a good thing that JPL cannot negotiate with us over dues - we will get to independently determine how much resources we need to have a strong union!

If the union is elected, when would we have to start paying dues?

Typically, when a union is newly elected, members will be required to pay dues after a collective bargaining agreement or labor contract is reached.

Upper management is mostly correct, although they leave out some helpful context. See our FAQ “Will I Have to Pay Union Dues?” for additional information.

Can unions charge us money beyond member dues?

Yes, unions usually have a constitution and by-laws that members are required to follow. Not following the rules outlined in those documents can result in additional fees and assessments beyond monthly union dues. Before considering whether or not to elect a union, it’s important to read those documents so you are aware of the rules you would be expected to follow – and how the rules would apply to you even if you choose not to become a dues-paying member.

As we have said several times in our FAQs, dues in UAW are 1.44% as well as an initiation fee (typically $10-$50) and are democratically decided. Dues allow us to pool our resources to win a strong contract, enforce that contract, and other day-to-day costs of having an effective union. We are unsure of what “rules” upper management is referring to, but we - JPL workers - would decide on our bylaws for JWU-UAW. Likewise, us and other union members democratically decide on the UAW constitution. Currently, we are all bound by upper management’s policies, and management chooses whether or not to incorporate our feedback into their policies. You can read the UAW constitution here, and examples of bylaws from the Caltech grad and postdoc union or UC academic worker union.