Quick thread on some questions/misconceptions about solidarity unionism! (1)

A solidarity union, as the name implies, is a union model of workplace change. Solidarity unionists believe a labor union is the best organizational form for a workers’ organization, though other types of worker groups, networks, or coalitions can be vital partners. (2)

There are three fundamentals of solidarity unionism. They are led and operated by workers. They have a preference for direct action. And when workers come together to form a union and fight together, they have a union. Regardless of what the boss says. (3)

The fundamentals of solidarity unionism aim at a dramatically different economy and society operated by working people, particularly the most marginalized workers. (4)

Solidarity unions are labor orgs as defined by the NLRA. Workers are protected from retaliation for collective action undertaken on behalf of their solidarity union. (Of course, real protection comes not from law but from a viable strategy and the ability to carry it out.) (5)

Solidarity unionists differ greatly on whether to seek NLRB certification, voluntary employer recognition, “acceptance” of the union by the employer, or none of the above. (6)

But despite these differences, solidarity unionists are united on the principle that workers define the existence of their union, not an employer or government entity. (7)

Solidarity unionism and minority unionism is not the same thing. Solidarity unions aspire to as many co-workers as possible coming together in the union. They just don’t insist on always having a majority to form a union and have that in common with minority unionism. (8)

Solidarity unions are not by any means necessarily "informal" unions. While solidarity unions certainly seek to avoid union bureaucracy, they may or may not have formal structures. (9)

Solidarity unions can enter written agreements with employers so long as the provisions facilitate rather than inhibit worker agency. (10)

Management prerogatives clauses, no-strike clauses, and exclusive grievance procedures are three provisions in traditional union contacts that solidarity unionists avoid. (11)

Management prerogatives clauses isolate worker power from many of the big questions facing an enterprise or an industry like what products to build or keeping a plant open. No strike clauses gives up a unique power of the working class. (12)

Grievance procedures that are exclusive can interfere with collective direct action responses to wrongdoing by the employer. (13)

Solidarity unionism is not a dogma but a living project brought alive by workers organizing, acting, and reflecting in and across industries. There are plenty of challenges to figure out and problems to solve to get to the labor movement and society workers deserve. (14)

At its heart, solidarity unionism believes that the working class, especially highly marginalized workers, have a unique right and unique capability to remake workplaces, industries, and society itself. (15)

If this resonates, there's never been a more important time to get involved. A historic turn to workplace organizing is taking place. It needs to endure, get to the next level and win. (16)

Join @iww to get active with or start a solidarity union in your industry. Read Labor Law for the Rank & Filer (I'm told it's free on @libcom if a pdf works for you). Start a discussion group w/ your co-workers on solidarity unionism like some @techworkersco folks are doing. (17)

Bring solidarity union-esque elements, like bargaining for the common good, to your traditional union if you're in one. Volunteer w/ worker centers that support solidarity unions. Engage in mutual aid w/ strikers.

You get the idea; the idea is solidarity. Let's do this. (end)