If you think union organizing is just about meetings and petitions, think again. In our recent interview with labor strategist Jason Greer, he peeled back the curtain on union tactics that few leaders understand, until it’s too late.
From embedding organizers inside churches and communities to infiltrating companies with “professional friends,” Greer’s insights exposed how today’s union campaigns are more personal, digital, and tactical than ever before.
The Three Stages of Unionization
Greer broke down the union process into three phases:
Organizing – Where it all begins. Union professionals (yes, professionals) are hired to befriend your employees, learn company dynamics, and build trust behind the scenes.
Negotiation – If a vote passes, unions negotiate the first contract. Depending on leverage, this process can drag on or accelerate.
Contract or Dispute – Eventually, there’s either a signed agreement or a standoff.
Professional Friends and Embedded Organizers
“Unions don’t just send anyone, they send someone who fits,” Greer explained. Race, language, and culture matter. A company with mostly Hispanic workers will attract Spanish-speaking organizers with shared cultural roots. These are not random hires, they’re embedded, trained insiders.
Some embed themselves so deeply they become babysitters, churchgoers, and confidants before ever mentioning the word “union.”
From Reddit to Real Life
Social media has become a goldmine for organizers. Slack, Reddit, Instagram—they’re all scanned for complaints and discontent.
“Employees overshare,” Greer said. “Unions are listening.”
Once they spot an opening, today’s organizers can digitally infiltrate a company in days, not months.
Salting: The Double Agent Playbook
One of the most shocking tactics? Salting. It’s when a union trains someone to get hired at your company just to organize from the inside. They appear average, fly under the radar, and take notes on management.
“They don’t aim to be your next VP,” Greer said. “They aim to blend in, gain access, and report everything back to the union.”
Churching and Community Infiltration
Some organizers even infiltrate churches. In highly religious communities, they attend services, meet with pastors, and donate large sums, sometimes thousands of dollars, to gain trust. Once accepted, they use those relationships to learn everything about the people in your workforce.
A well-trained union organizer can infiltrate your company in a month—or less.
What You Can’t Say—And What It Costs
Greer outlined the “TIPS” acronym to help leaders avoid illegal behavior:
Threats – Interrogation – Promises – Surveillance
Violating these can lead to mandatory bargaining orders, where the company is forced to recognize and negotiate with the union, even if there wasn’t a vote.
Pizza Doesn’t Fix Everything
Acknowledge the hard work. Offer extra time off. Raise wages where possible. And above all, be present.
“Your people know if you’re not really there,” he warned.
Final Advice
Employees want to be seen, respected, and valued. They’re not just looking for a raise, they’re looking for meaning, inclusion, and leadership.
“Use the union’s tools before the union gets there,” Greer advised. “Advocate. Listen. Connect.”
Because if you don’t? Someone else will.