Employer wants to know who is in a union / how many

Andy_L

elsien said:

I thought it was a higher figure than 10%. We were told over 50% when my company looked into it. 

its 10% membership but a majority of the workforce have to agree as well

Savvy_Sue

elsien said:

A straightforward “why are you asking?”
Or more accurately “why do you need to know?”

Yes, I've considered both of those, although I'm likely to say yes I can see that some of my colleagues won't want to do that. 

oh_really said:

Op, why does the employer wish to know this information?

A devious employer may claim they require this to enable contingency in event of running a service in the event of industrial action.

Alternatively, the employer might want to know how much time and energy to devote to resolving areas of alleged concern by employees who allegedly have not raised these concerns through the proper channels. An employer might feel that if it's just a couple of disgruntled voices they can be ignored (or targeted one by one). Not devious at all ... 

Jillanddy said:

"Are you in a union?" could be another variation. 

Yes, I would actually like to know the answer to that question! 

Jillanddy said:

But I suspect that the issue here is not related to the question or any of the answers. The fact someone is asking the question means that there is something else going on, and it is that thing that is the issue. 

Indeed, it is that thing, or indeed those things. 

Clearly I don't want to go into details in case I can be identified, I'm quite careful what I say about work here and elsewhere (and I know a lot of my colleagues are MSE fans). So if  there are any supersleuths out there who think they know who I am or where I work, I'd be glad of a PM. 

Savvy_Sue

I think I'm leaning towards "Would it be a problem if I said yes?"

oh_really

Is there a workplace steward on-site?

prowla

"I refuse to answer - you'll have to ask my union rep..."

Savvy_Sue

oh_really said:

Is there a workplace steward on-site?

Not yet. Give it a week or so ... but even when we have one, they're unlikely to have much experience.

oh_really

Savvy_Sue said

Not yet. Give it a week or so ... but even when we have one, they're unlikely to have much experience.

Is there a barrier to standing yourself?

Savvy_Sue

Like I said, whoever it is, they won't have much experience!

Jude57

Savvy_Sue said:

Like I said, whoever it is, they won't have much experience!

Then I'd recommend that the new workplace rep immediately makes and then maintains close contact with their local full time union official and ensures the union are aware of any pending potential issues. The union will offer full training for new reps although that can take some time and may currently be online or remote which doesn't help in forging supportive links so these may take extra effort.

The new workplace rep needs, above all at this early point in their role, to have the confidence to say to the employer  'I'm going to have to take advice on that question and will come back to you once I've done so. No, I can't give a firm timescale but can assure you I'll respond as quickly as is reasonably practicable'. They shouldn't allow themselves to be pressured into meeting the employer's deadlines and should take the time they need, within reason, to seek advice and support from their full time official.

Being a workplace rep isn't always easy and can be a thankless task but it's a vital role that can be enormously rewarding. Good luck to your new rep, @Savvy_Sue

Savvy_Sue

And the latest is that the employer remains reluctant to recognise the union which represents those who have already joined a union, and is investigating officially recognising some other union ... Hoping we can force the issue before they do that - I assume they CAN do that??? I wouldn't necessarily know whether anyone was a member of some other union, I think mine is the best / obvious fit ...