Certify an Independent Union, Keep it Local

Decertifying a public union in Connecticut involves a formal process governed by state law and overseen by the Connecticut State Board of Labor Relations (CSBLR). Public employees who no longer wish to be represented by their current union can initiate decertification by filing a petition with the CSBLR, asserting that the union no longer has majority support. According to Connecticut law, this petition must be filed by an employee or group of employees and demonstrate that a “substantial number” of bargaining unit members believes the union no longer represents the majority.

The Yankee Institute encourages employees to collect signatures or evidence of support, though the exact threshold isn’t statutorily defined beyond this “substantial number” requirement. Once filed, the CSBLR investigates the petition, and if it finds sufficient evidence of lost support, it may order a secret-ballot election. A majority of votes cast against the union results in decertification, stripping the union of its exclusive bargaining rights.

To conduct a certification, vote for a new union in Connecticut, such as moving to an independent union, employees must follow a separate but related process. A petition for certification can be filed with the CSBLR by a labor organization seeking to represent the bargaining unit, supported by a showing of interest from at least 30% of the employees in the unit.

If the goal is to replace the decertified union with an independent one, that independent union must have been in existence for at least six months prior to the petition. After a successful decertification, the CSBLR allows a certification election if the new union’s petition is valid. The election requires a majority of votes cast to certify the new union as the bargaining representative.

The transition from decertification to certifying an independent union involves strategic timing and organization. Employees must ensure the independent union has been operational for at least six months before filing, allowing it to establish credibility and structure.

Yankee Institute notes that unions may resist decertification with procedural hurdles, like claiming untimely petitions, so employees should act during an “open period”—often near the end of a collective bargaining agreement (typically 120 to 90 days before expiration)—to avoid contract-bar rules. Yankee will be happy to talk to you about this process. If successful, the independent union gains exclusive bargaining rights, offering employees an alternative tailored to their preferences, free from the prior union’s influence.