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FAQs

1. What is Collective Bargaining?

   Collective bargaining is when workers join together as a group to negotiate workplace matters with their employer. The end result is a collective bargaining agreement that provides the terms both parties agree to. The agreement can cover wages, benefits, and/or working conditions. The employees, or bargaining unit, generally nominate a few members of the group as leaders to represent them, and those leaders typically get support from expert negotiators from the union.

2. What is a union?

   A union is an organization that has as one of its purposes to collectively bargain the wages, hours, and conditions of employment of a particular group of employees.  If you join a union, it acts as your exclusive representative for these purposes.  In order for the union to become your exclusive representative, a sufficient number of employees must show an interest in being represented.

3. What does it mean to exclusively represented?

   The legal power for an employee to negotiate as an individual would change, and the union would become the agent for all employees in the bargaining unit. The union has the authority and the exclusive right to negotiate with County management on the amount of wages, benefits, and working conditions that the employees will receive in the covered/represented group of employees. Once the union represents an employee, potential changes in wages, benefits, and working conditions would be less a matter of the individual. They would instead be the outcome(s) of the collective bargaining process, and what was negotiated for the group.

4. How does a union become my exclusive representative?

   There are two ways:

   1. Certification from the County Commissioners.  A group of employees could ask the Commissioners to recognize them as an organized unit and authorize them to bargain collectively.
   2. Voting in an election.  A group of employees interested in organizing would present to the Division a showing of interest.  If it meets the the Division's rules, then the Division will hold an election for all employees of the potential bargaining unit.  If a majority of those employees vote for organizing, then the union becomes the exclusive representative (for all employees appropriate for the unit, not just those who voted for organizing).  
5. How is the amount of union dues established?

   The union determines the amount of dues and fees.  The union would be able to inform you about its current dues structure.

6. Will I have a say in the negotiations?

   Each union has its own rules about whether all employees or only union members (i.e., dues-payers) can express their views on contract matters, and how members may express their views.

7. Does the union have the ability to unilaterally grant raises and/or prevent the termination of employment?

   No. These matters are part of the negotiation process between the County and any union certified to represent a unit of County employees.

8. Is membership in the union required to vote in an election?

   No, if your position is included in the bargaining unit, you may and should vote

9. I received a flier at home from an Employer Organization. How did they get my home address?

   We are unsure, this information was not provided by the County.

10. Where can I find information about my compensation, benefits, and working conditions?
    • Employees can find information about their specific pay and benefit elections, on the UKG Portal. 
    • The County's compensation program, including information about historical pay increase information can be found on the Compensation Page.
    • All job descriptions can be found here.
    • Benefits offered by the County, including information about retirement plans can be found here.  We encourage you to look at our Awesome Benefits Summary.
    • Human Resources policies can be found here.  Many departments have their own department policies for specific working conditions.

    If you have specific questions, please reach out to your generalist, and they can help you.

11. Can my personal information (such as home address, personal cell phone number, or personal email) be shared with an Employee Organization or Exclusive Representative?

    Yes, in two situations.  

    First, SB 230 requires that, once the County is notified by the Division of a “sufficient showing of interest” in organizing, the County is required to provide the Employee Organization with the home address, personal cell phone number, and personal email address of each potential member of the bargaining unit.  

    Second, the County is required to provide personal addresses, cell phone numbers, and email addresses of employees in a bargaining unit to the Employee Organization quarterly.

    Employees may choose to opt out of having their personal information provided to the Employee Organization.

     

12. How can I pay my dues?

    SB 230 requires that Larimer County deduct dues from the paychecks of employees in the Employee Organization and send them to the Employee Organization.  If employees have questions about their dues or feel dues were deducted improperly, they must contact the Employee Organization.  Larimer County cannot make changes to dues deductions unless instructed to do so by the Employer Organization, we can not take direction from the employee to add or remove due deductions.

13. Can County communication resources, like Gmail and Zoom be used to communicate about a union?

    Yes, County communication can be used in accordance with the appropriate policies that exist for the use of each resource/tool.

14. When the word "Division" is used, what/who does that mean?

    This means the Division of Labor Standards and Statistics at the Colorado Department of Labor and Employment.

15. When the word "Director" is used, who is that?

    The Director of the Division of Labor Standards and Statistics of the Colorado Department of Labor and Employment.

16. Is there a policy or procedure for employees to collaborate and gauge interest in forming a collective bargaining unit? Will this be facilitated by County/Office HR?

    There is not.  As long as it does not interfere with assigned responsibilities, employees may talk with one another and use County systems such as email to communicate with one another about collective bargaining.  

    The County, including Human Resources, can not take a position on or facilitate collective bargaining.  Employees may also reach out to the Division (Labor and Statistics, State of Colorado Department of Labor and Employment) and/or utilize the Division resources for guidance.  **Note:  The Division is continuing to work on the processes and resources applicable to this legislation.

17. Should the bargaining unit consist of all county employees (with noted exceptions of supervisors and management), or could each office operate independently with their own representative(s)?

    The statute defines what a bargaining unit is. The Division is responsible for determining what constitutes an appropriate bargaining unit.  The County, including Human Resources, cannot advise what constitutes an appropriate bargaining unit.

18. Could the 30% election requirement consist of representatives from several different offices that form one collective bargaining unit of representatives?

    The Division is responsible for determining the election process and rules, as well as, what constitutes an appropriate bargaining unit.

19. How would the secret ballot election be conducted?

    The Division will be responsible for the administration of the elections, it will not be a County function.