Presentation

1. Maria Somma Mike Yoffee Organizer Director of Organizing United Steel, Paper and Forestry, Rubber, Manufacturing, Energy, Allied Industrial and Service Workers International Union August 2011 Presentation

2. USW MembershipThe USW is “Everybody’s Union!” United Steel, Paper and Forestry, Rubber, Manufacturing, Energy, Allied Industrial and Service Workers International Union 2 Nordic Unions Presentation – October 2010

3. USW Membership • The United Steelworkers (USW) is the largest and most powerful industrial union in North America, with almost 800,000 members: • Approximately 575,000 in the U.S., including U.S. Virgin Islands and Puerto Rico • About 225,000 in Canada • Although the majority of our members are in manufacturing, we are very diversified, with over 150,000 members in transportation, services, health care and the public/non-profit sectors.

4. USW Membership USW Members in Manufacturing

5. USW Membership USW Members in Service Sector

6. Organizing Union Density in USW Sectors (U.S.) (Estimated % of union-eligible production and maintenance workers unionized & % of total workers unionized) Source: U.S. Department of Labor Bureau of Labor Statistics; U.S. Dept of Commerce; Rubber and Plastics News; USW 6 Nordic Unions Presentation—October 2010

7. Organizing 7 Nordic Unions Presentation—October 2010

8. Organizing Overview • The USW at its International Convention in 1998 committed twenty percent of non-strike resources to organizing and will spend almost $20 million on its organizing efforts in 2010. • Over 50 permanent organizers work with hundreds of member-organizers who come out for specific campaigns and then return to their workplaces. • Even with these resources, the task of organizing tens of thousands of unorganized workers is a very difficult one based on current laws. One of our current efforts is enacting the Employee Free Choice Act (EFCA), which would create greater organizing opportunities.

9. U.S. Organizing Campaign Overview • Workers contact the union, usually by telephone or through USW website. Most times they contact the union when they are already having problems in the workplace. • Only non-supervisory workers are eligible for union representation in the U.S.. • Some unions begin by passing out handbills outside the facility, but this alerts the employer. This usually kills the campaign before it even gets started, because the employer will start anti-union campaign before workers are prepared. • Union organizers (union staff and/or local activists from other facilities) meet with small a group of workers from the target facility. They often meet in secret to begin building an organizing committee of supporters within the facility. This process alone can take several weeks. Only about 30% of campaigns go beyond this stage. 9

10. U.S. Organizing Campaign Overview • Initially, workers are generally unwilling to openly support unionization due to fear of being harassed and terminated by the employer. • The organizing committee-building period is a time to educate workers and build their confidence to openly support forming a union. • Non-employee organizers are normally not allowed on company property to speak with workers. This is why a successful union campaign requires that workers in the facility are willing to openly support unionization and to challenge the employer when the anti-union campaign begins. • Even if the management knows there is union activity at this quiet stage, it may not yet respond. 10

11. U.S. Organizing Campaign Overview • If there is sufficient worker support for a union campaign, the workers will sign petitions or cards stating they want the union to represent them. • Once this activity starts, usually the employer becomes aware of the campaign, and tries to discourage workers from signing up. • U.S. Government requires that at least 30% of the workers sign cards or petitions before the government will schedule an election for workers to choose union representation. • Most unions require at least 65% of workers to sign up before they will proceed to a government election. 11

12. U.S. Organizing Campaign Overview • U.S. government election does not take place for at least 4-8 weeks after union requests the election. If the employer challenges who is eligible to vote, a government hearing adds several more weeks to the process. • While waiting for the election to occur, the employer normally engages in a viscous campaign attacking the union. This includes: • Letters to employees homes • Meetings with supervisors which workers must attend. • Individual meetings between workers and supervisors • Anti-union videos • Behind-the-scenes support of “Vote No” committee of workers 12

13. U.S. Organizing Campaign Overview Overview of U.S. Organizing Campaign • Usual themes of the attack on the employees’ union organizing efforts include: • Threats of being “permanently replaced” during a strike • Threats of possible loss of wages and benefits in contract negotiations • Exaggerations about union dues, fees, fines & assessments • Threats about company’s loss of competitiveness, leading to job losses after unionization. 13

14. U.S. Organizing Campaign Overview • 25% of employers illegally fire at least one worker for union activity during organizing campaigns. • 75% of employers hire union-busters to fight union organizing. • 78% of employers force employees to attend one-on-one meetings with their own supervisors against the union.

15. Organizing Barriers to Organizing and First Contracts • 51% of companies threaten to close the plant if the union wins the election, however, less than 1 percent ever actually do that. • As a result, the USW wins only about 50% of government-run elections. • 32% of cases in which workers vote to have a union do not have a collective agreement two years after the election. • After 1 year of negotiations, the government allows workers to vote the union out. • Even if employer breaks law in opposing organizing, it can delay negotiations in courts indefinitely.

16. Union Busting is a US$1 Billion Industry in the U.S. Guaranteed Winner- YOU DON’T WIN, YOU DON’T PAY! If you don’t win your campaign using the proven combination of LRI Employee Information Videos, On-Site Consultation, LRI Support Tools, and Union-Specific Research, you pay nothing. Guaranteed!

17. Typical Organizing Campaign… Cooper Tire-Albany, Georgia USW represents 2,800 workers at plants in Ohio and Arkansas In 2005, USW attempted to help workers organize in Albany, Georgia Majority of workers signed cards for the union After anti-union campaign, the vote was 465 Yes – 755 No

18. Cooper Tire-Albany, Georgia

19. Ironic outcome… Cooper Tire Announces Intent to Close Albany, GA., Facility FINDLAY, OHIO, DEC. 17, 2008 – COOPER TIRE & RUBBER COMPANY (NYSE:CTB) today announced the pending closure of its manufacturing facility in Albany, Ga. This announcement follows a network capacity study analyzing the Company's optimal manufacturing footprint in the United States. The impact on net profit of this closure is estimated to be $150 million to $175 million in restructuring charges, between 50 and 60 percent of which will be non-cash charges. Annual savings after implementation are estimated at between $75 million and $80 million. A portion of these savings will begin to materialize in 2009 as production from the plant is moved to other locations.United States manufacturers have come under intense pressure in recent years from increased lower-priced imports and softening domestic demand for products. Roy Armes, chief executive officer, said, "This was a difficult decision and we regret the impact it will have on our employees in Albany and the surrounding community. The detailed study we performed was fair, objective, and conclusive that we needed to consolidate our capacity and close one of our U.S facilities. The government and community agencies were actively engaged and involved and offered a high level of support, but the final outcome was clear."

20. There are alternatives to the traditional organizing process Neutrality and Card Check Process Private agreement between organizing union and employer. Codes of Conduct International Framework Agreements

21. Major Principles in USW Standard Neutrality & Card Check Agreement Pure Neutrality means NO COMPANY INVOLVEMENT in workers’ decision to form a union, except as permitted in the agreement. Union agrees not to disparage company or its representatives. Company posts notice stating it is not opposed to collective bargaining. Union receives employee list and reasonable access to non-work areas of the facility.

22. Major Principles in Many Neutrality & Card Check Agreements Employer will voluntary recognize and bargain with the USW if 50% + 1 of employees in unit sign USW authorization cards. Verification of cards by third party neutral (usually an arbitrator/private judge) Expedited dispute resolution procedure (including arbitration). Sometimes “private” (non government conducted) elections. Sometimes, a commitment to resolve first contract negotiations disputes by arbitration (private judge).

23. Even if Union wins representation through agreement with employer… Union can still be decertified (lose representation rights) Anti-union forces and Bush administration passed new rules in 2007. If 30% of workers sign a petition, government must hold a vote to prove union’s majority status. USW is leading effort to go back to old rules that were in effect for over 50 years.

24. SKF Industries-Aiken, SC (200 employees) • In November 2003, the company agreed to sign a world-wide Code of Conduct through IMF and Swedish Metalworkers Union. • Company agreed to respect its employees’ rights to organize • USW initiated organizing campaign at SKF facility in Aiken, SC in April 2004 and found significant interest among workers.

25. 2004 Organizing Dept. Plan Strategic Manufacturing At the request of SKF management, USW Organizer Mark Pitt was arrested and jailed for 2 days in Aiken, South Carolina on June 12, 2004 for passing out handbills on the public easement outside SKF’s Aiken facility.

26. SKF Industries • The Company’s response to USW’s organizing campaign: • Held anti-union captive audience meetings • Had our organizer arrested and jailed for handbilling on public property outside the plant. • Denied having anything to do with the arrest and refused to meet with USW. • Became a big issue at global SKF union - company meeting. • Facility was closed in 2005. Production moved to Mexico.

27. SCA Tissue-Flagstaff, Arizona

28. SCA Tissue (Flagstaff, Arizona) USW represents more than 1,500 workers at 6 facilities of SCA/SCA Tissue in the U.S. Neutrality agreement with government-run (National Labor Relations Board) election for representation. 70 workers in Flagstaff gained representation in March 2008. Some local managers resisted the neutrality and were disciplined.

29. Rhodia-University Park, Illinois

30. Rhodia Chemical (University Park, Illinois) USW represents more than 400 workers at 7 Rhodia facilities in the U.S. International Framework Agreement with ICEM. Agreement states: “Rhodia respects the right of employees to be collectively organized and shall remain strictly neutral concerning their choices in this matter.” University Park chemical facility acquired by Rhodia in 2009. Some local management resistance. 80 workers WON the government-conducted vote on July 16, 2010 Vote was 62-11 Other non-union facilities in CA, GA, NJ, SC, TX (400-500 workers).

31. The New ThyssenKruppSteel Mill in Alabama 31 IG Metall Presentation – September 2008

32. ThyssenKrupp-Calvert, Alabama

33. Company agreed to follow its Principles of Social Responsibility. Committed not to hire union busters. Company included anti-union sessions in pre-employment training (funded by state of Alabama). Workers contacted USW in 2008 and began signing cards for the union. More than 30 unfair labor practices Hired union busters in 2010. Background 33

34. The entire U.S. Labor Movement is support the Employee Free Choice Act (Federal Law) Like our agreements, would require employers to recognize the union based on cards signed by the workers. Would require employers to negotiate a first collective agreement. Would strengthen penalties against employers that fire workers and break the law during organizing campaigns. Barack Obama says he will sign it. Similar to system in Quebec Province, Canada

35. So-Called “Right To Work” States Present A Continuous Organizing Challenge

36. Internal Organizing (also known as “Close the Ranks” Requires significant and continuous resource commitments. Often requires building/re-building organizing Leadership development Incentives beyond workplace such as Union Privilege Program.