FAQs

If a union is voted in, it becomes the exclusive bargaining representative for all employees in the bargaining unit under Section 9(a) of the National Labor Relations Act (NLRA).

This means there would be one collective bargaining agreement that applies to all employees in the group, establishing wages, benefits, and work rules on a collective basis. Individuals generally do not negotiate separate terms with the employer.

Because decisions are made collectively, individual preferences regarding pay, scheduling, job duties, or flexibility may not be reflected in the final agreement.

No. NLRB elections are conducted by secret ballot, and your vote is confidential. Neither the union nor BNC will know how you voted unless you choose to share that information (NLRB election procedures under NLRA Section 9).

NLRB representation elections are decided by a simple majority of the votes actually cast—not the total number of eligible employees (NLRA Section 9(c)).

This means the outcome is determined only by those who vote, making participation important.

Likely yes. Under NLRB rules, the employer must provide the union with a list of eligible voters, which may include personal contact information such as home addresses, phone numbers, and email addresses.

The union may use this information to contact employees and seek support.

Yes. Union membership includes monthly dues, which under the IBT Constitution are typically calculated based on a formula tied to wages. For many employees, this is approximately 2.5 hours of straight‑time pay per month (see Article X – Revenues, Bonding, and Audits).

Because dues are based on pay, employees who earn more generally pay more in union dues over time.

Based on Local 696 financial disclosures, union dues averaged approximately $895 per member per year in base dues. This amount does not include additional costs that may apply, such as initiation fees, fines, or special assessments, as permitted under the IBT Constitution (see Article X and Article XIX – Trials and Appeals).

These costs can represent an ongoing financial obligation over time.

Kansas is a right‑to‑work state, meaning employees cannot be required to join a union or pay union dues or fees as a condition of employment.

However, if a union is voted in, the collective bargaining agreement still governs wages, hours, and working conditions for employees in the bargaining unit—whether or not they choose to join the union.

Employees who do not become union members may have limited participation rights in internal union matters, such as voting in union elections or contract ratification, which are typically restricted to members under union rules.

If the union wins, the employer and the union are legally required to bargain in good faith under Section 8(d) of the NLRA.

However, neither side is required to agree to any proposal or make concessions. There is no guarantee that a contract will be reached, and no guarantee of any specific outcome.

Maybe or maybe not. The NLRA does not require any specific outcome from bargaining. Negotiations can result in increases, decreases, or no change in wages, benefits, or working conditions. All outcomes are subject to negotiation, and trade-offs are common.

You do not. Statements made during a union campaign are not binding, and a union cannot guarantee the outcome of negotiations. Under federal law, all terms must ultimately be agreed upon through the bargaining process.

If no agreement is reached, several outcomes are possible:

• Bargaining may continue

• Employees may seek to remove the union through decertification

• The union may pursue economic pressure, such as a strike

There are no guaranteed outcomes under the NLRA if negotiations stall.

It is possible. Under Section 7 of the NLRA, employees have the right to engage in strike activity. A union may call a strike if it believes it is necessary to apply pressure during negotiations.

Strikes can have significant financial consequences, including loss of pay and potential impact on benefits.

 Union members may also be subject to internal union rules regarding strike participation, and failure to follow those rules may result in discipline under the IBT Constitution (see Article XIX – Trials and Appeals).

Yes, that process is called decertification, overseen by the NLRB (NLRA Section 9(c)).

However, there are important limitations:

• A union is generally protected from decertification for at least one year after certification

• If a contract is in place, challenges are limited to specific time periods (typically 60–90 days before contract expiration) under NLRB rules

These restrictions mean there are limited opportunities to remove a union once it is in place.

However, if the union wins the election, they are protected from decertification for a period of one (1) year. 

After one year, if there is no contract in place, members of the bargaining unit could petition the NLRB to conduct an election to potentially decertify the union. But if BNC and the union reach a contract agreement during the first year, or thereafter, you are committed to staying with the union for the duration of that initial contract. Most first contracts last 2-4 years.

No. A union cannot guarantee job security.

If discipline or termination occurs, a union may file a grievance on an employee’s behalf under the terms of a contract. This provides a process, but does not guarantee a specific outcome.

Decisions may still be upheld depending on the facts and the agreement.