What Are Union Authorization Cards, and Why Should Employees Be Cautious About Signing Them?
Union authorization cards are more than just expressions of interest—they are legally binding documents that can lead to the certification of a union in your workplace, even without a formal election. Many employees sign these cards casually, without fully understanding the legal weight behind them. What may seem like a simple form to get more information or show curiosity about unionization can actually set in motion a process that changes how your workplace operates—and who controls critical aspects of your job.
A union authorization card is a written statement, usually signed by an employee, that authorizes a union to represent them for purposes of collective bargaining. In many cases, organizers describe the card as a way to “start the conversation” or “just to see if people are interested.” What they often fail to clarify is that if enough of these cards are collected—30% of the proposed bargaining unit—the union can petition the National Labor Relations Board (NLRB) to hold a representation election. In some cases, if the union gathers cards from a majority of the workforce, they may even pressure the employer to voluntarily recognize the union without an election.
This is where the risk begins. Once a card is signed, it becomes part of the official evidence the union uses to claim support. There is no grace period, no cooling-off clause, and no easy way to “unsign” the card. Even if an employee later changes their mind, the card can still be used as part of the campaign. That’s why it’s essential for workers to understand exactly what they’re signing and what it means for their future.
Union organizers often downplay the permanence of these cards. They might say, “It’s just to get more information,” or “It’s not a vote, just a show of support.” But in reality, signing an authorization card is a formal statement that you want the union to represent you. It’s not just symbolic. That signature becomes part of the legal basis for changing the relationship between you and your employer, giving an outside third party the right to negotiate on your behalf.
Once a union is recognized—either through an election or voluntary recognition—it becomes the exclusive bargaining representative for all employees in the bargaining unit. That includes those who voted no, those who didn’t vote, and even those who regret signing their card. From that point forward, your employer is required to bargain with the union over wages, benefits, and working conditions. You can no longer go directly to your manager about those topics. Your union speaks for you—even if you no longer want it to.
There’s also a financial aspect that organizers often gloss over. In many states that are not right-to-work, union representation comes with dues, fees, and other obligations. Employees who signed cards without understanding these commitments may find themselves required to pay into a system they didn’t fully support—and unable to opt out.
The bottom line is this: a union authorization card is not harmless. It’s a binding expression of support that can be used to certify a union and drastically alter your workplace dynamics. Employees should never sign one casually, out of peer pressure, or based on incomplete information. If you’re not ready to give up your direct relationship with your employer, or if you still have questions about what the union can and can’t do, don’t sign until you have answers.
Union Authorization Card FAQs
What is a union authorization card?
It’s a signed document that allows a union to use your name to support its effort to represent employees at your workplace. Once enough cards are collected, the union can request a government-supervised election—or even demand recognition without one.
Does signing a card mean I’m voting for a union?
Not exactly—but it’s close. While it’s not a formal vote, your signature gives the union the legal ability to push forward with its campaign. If enough employees sign cards, that can lead to a vote or direct recognition of the union.
Can I take my name off the card after signing it?
In most cases, no. There is no automatic way to withdraw your card once submitted. While the NLRB may allow challenges under specific circumstances, the card is considered a legal statement of intent once signed.
What if I signed a card just to get more information?
That’s a dangerous misunderstanding. Union cards are not informational forms. Once signed, they’re used to show support for representation. Signing one without understanding the full impact can lead to changes in your workplace you didn’t intend.
Can I still talk to my manager after signing a card?
Once a union is certified, your employer is legally obligated to bargain with the union over many key issues—including wages, hours, and working conditions. That means direct one-on-one negotiation is often no longer allowed.
What should I do if I feel pressured to sign?
You always have the right to say no. Co-workers or organizers may try to influence your decision, but the choice is yours. If you’re unsure, take time to ask questions and learn more before making a decision that could impact your job permanently.
Do I have to sign a card if most of my coworkers are?
No. Your rights under federal law protect you from being forced to support a union. You cannot be legally punished or discriminated against for refusing to sign, and your employer cannot demand that you sign either.
Call Labor Advisors For A Free Consultation
If you’re a business owner or executive seeing signs of organizing—or if you want your team to understand the risks of signing union authorization cards—it’s time to take action. At Labor Advisors, we help companies educate their workforce legally and clearly before a union gains ground. Our consultants provide direct employee communication strategies, manager training, and union prevention tools that work.
Call us today at 1-833-4-LABOR-4 (1-833-452-2674) to schedule your free consultation. Don’t let misinformation or pressure tactics decide the future of your workplace. Be proactive. Be prepared. Stay union-free.
