UNION vs Non-Union Benefit Comparison

Benefit		Union		Non-Union
Due process		The union contract provides each bargaining unit member with access to "due process" through the grievance and arbitration procedure.		No formal grievance process with arbitration. In some cases, there may be an internal, self-policing "appeals" process that is ultimately unenforceable.
Wages, benefits and working conditions		These are negotiated. All members have the opportunity to improve their working conditions through contract negotiations at the bargaining table.		All are unilaterally set by the employer. No avenue for employee input. Management gives what it wants to.
Hiring, promotions, transfers, layoffs		All are governed by the contract. Seniority and other objective standards apply.		All are determined unilaterally and subjectively by the employer.
Changes in working conditions		The negotiated contract establishes all working conditions. These can only be changed by negotiations between the parties		Changes can be made at any time, without warning, by the employer alone.
Discipline		Any disciplinary action is usually subject to the "just cause" standard, meaning that there is a burden of proof on the employer to justify the discipline.		Workers are "employees at will" meaning that they are subject to discipline and termination for no reason at all, depending on the whims of the employer. No just cause standard applies.
Weingarten Rights		These rights allow an employee to have a union representative present during investigatory meetings when discipline may result.		No such rights. Recently, the National Labor Relations Board reversed its position and took away these rights in non-union facilities.
Voice in the Workplace		Employees have a real and formal voice in their working conditions at the bargaining table.		Employers may listen to the employees and then do whatever they choose to do, regardless.
Access to Information		The union, through its officers and floor representatives, has access to facility information in order to investigate grievances and for contract negotiations.		Employees have no rights of access to information. The employer tells employees what it wants to. Information is closely guarded.
Voice in Patient Care		Through the contract, RNs can negotiate enforceable language on staffing levels, mandatory overtime, floating and other issues that impact directly on patient care and the quality of health care.		In some facilities, RNs may be afforded the opportunity to make suggestions on some issues, that management is then free to ignore. None of the nurse input is enforceable.