to provide information to their membership is my GUESS
those non-dues paying bargaining unit members; have they made a conscience decision to be a free rider and enjoy the benefits of union representation without incurring the costs to maintain those union provided benefits? are they employees who have never been approached to sign up? are they co-workers who do not understand what the union has negotiated for the bargaining unit, and would pay their way if they only knew what had been done on their behalf and the expenses associated with such representation? are they co-workers who are cozy with management and recognize that it is their relationship with management rather than their union affiliation that will likely advance their career? are they co-workers the bargaining unit members would find trustworthy to share information with, or should important information be withheld from them - possibly because they are management moles? are those on that list also those who receive preferential treatment from management? are they the ones who have been promoted instead of union members?
by knowing who is and is not dues paying the union membership can help identify to the union any appearance of disparate treatment, which favorable/unfavorable treatment based on union participation is an unfair labor violationare they co-workers who are not informed about how collective bargaining has helped them in their current positionBasically...are they people who work hard, know the right people, or are they people who make sure that certain lazy workers don't get away with their crap?
or are they co-workers who have made a purposeful decision to refuse to contribute to the costs of operating the bargaining unit which represents their interests before management
the answer can only be determined after knowing who is not contributing to the cost of union activities
that may be the purpose, but it could also be to identify those who could be receiving preferential treatment by management because of their refusal to join the union, which preference would be a violation of federal law. only by knowing who is and who is not a bargaining unit member can the bargaining unit ferret out which employees are receiving illegal preferential treatment because of their unwillingness to become bargaining unit [dues paying] membersSo the union needs to know who isn't paying money...so they can have a list of people to try to get money from?
appears i have missed somethingThat doesn't even begin to answer why others need that information.
who else outside the union was receiving that information
and why do you think that management would not return to its old ways if the unions went awayUnions had a place a long time ago.
the union is made up of working peopleThe more you describe what they do...the more it just seems like an extortion racket to help the lazy.
so, do you want to spend your time defending the indefensible? neither do they
but just like you do not want to see your friends get a raw deal, neither do they. and being a union official gives them the opportunity to make sure reason prevails in the workplace
unions level the playing field for the employees. alone, management can target an individual and get away with unfairness. but when the employees are banded together, standing up for what is right, they can help make fairness present on the job
and there are other ways a union can help a job site. who knows how to do their job better than the employee doing it. the union provides a mechanism to share with management better ways to get the job done
and the union can also help middle management deal with a bureaucracy. if middle management and the union are in sync on a pending issue, middle management can share the union's position with senior management as a means to get senior management to do what middle management was also seeking
the union and management do not have to be adversaries. there are many ways in which they can partner. and there are times when management and labor seek the same thing. that is what builds such partnerships between labor and management. often to the extent that each is inclined to compromise going forward to preserve that healthy partnering relationship