In matters of wages and working conditions

The union speaks for you
Even when you don’t agree with the union!
The steward speaks for the union, not you

The company is not required to seek employee input on operations

Contracts typically require “just cause” to fire someone

Just cause = misconduct or poor performance
A contract can be more rigid than existing policy

Plus, you can lose your job if the union makes a mistake (like missing a deadline)

A bad union steward can “play favorites” the same way a bad supervisor can.
Complaints are filed against unions for unfairness
Seniority isn’t always fair.

An employer rarely gives up control over:

Productivity standards
Schedules
Staffing levels
Hours of operation

The union and the employer can agree to changes in benefits during a contract
Benefit changes are often needed to remain competitive
Remaining competitive = job security

A company can cut back for legitimate business reasons.
Remaining competitive is the only job security.
Union retirement funds can and do fail or cut back on benefits.
As unions shrink, their pension plans become weaker.

It’s not that easy to vote a union out!
If the union signs a contract during that year you can’t vote them out for the length of that contract up to three years
Union often attempt to fine or discipline members for attempting to decertify

In Right to Work states paying dues cannot be required as a condition of employment. HOWEVER

Unions typically pressure “freeloaders” into paying
Freeloaders can’t vote on strikes & contracts

The union will still speak for you, even if you don’t agree, even if you don’t pay dues.

With a union, you could lose:

Compensation, in bargaining.
Your voice, if you disagree with the union.
Your job, for a union’s mistake (like missing a deadline).
Fairness, with the wrong steward.
Opportunity, due to seniority.
Competitive edge.
Retirement to a failing pension.
The chance to change your mind.
Money you feel compelled to pay.
The freedom to work out issues directly.