How to Start a Union at Hannaford

Hannaford workers have described their jobs as increasingly frustrating, exploitative, and even “a barely tolerable grind.” Longtime employees say what was once a decent workplace has deteriorated – they feel underpaid, unappreciated, and overworked. Employees have reported low wages, unsafe conditions, understaffing, and harassment on the job.

While the What Happened to Hannaford? campaign started as a way to address the company’s pricing, quality, and trust issues, numerous employees have contacted us to voice their frustrations and concerns. We’ve prepared this resource in case it may be of any help.

Introduction to Unions

Across the United States, unions have played a significant role in helping workers collectively negotiate for better pay, safer working conditions, more predictable schedules, and fairer workplace policies. Federal law protects workers’ rights to learn about unions, discuss them with coworkers, and decide for themselves whether collective representation is something they want.

This article is a know-your-rights resource for Hannaford employees who are curious about how unions work and what the process looks like if workers choose to explore that option. Some grocery chains owned by Hannaford’s parent company, Ahold Delhaize, already operate with unionized workforces, while Hannaford does not. 

Please note: this post is for general informational purposes only and is not to be construed as union organizing activity. The New England Consumer Alliance is not a labor union nor affiliated with any union and does not represent workers or provide legal or organizing advice.

How to Start a Union at Hannaford (Step by Step)

Organizing a union might sound daunting, but thousands of workers just like you do it every year. You don’t need to be an expert in labor law – there are resources and unions ready to help. Here’s a practical step-by-step roadmap for workers who want to unionize:

1. Talk with Trusted Coworkers

Start by connecting with a few trusted coworkers who share your frustrations and desire for change. Find two or three colleagues you know to be reliable, and quietly discuss the main problems you experience and what changes you want to see. This will be your core organizing committee. It helps if these colleagues come from different departments or shifts, so you have reach across the store. 

2. Contact a Union for Guidance

You do not have to do this alone. While optional, it’s recommended to reach out to an established union early on for support. In the grocery industry, the United Food and Commercial Workers (UFCW) is the primary union representing supermarket employees (including at Stop & Shop and Giant). UFCW can answer questions, help you plan, and eventually assist with the formal process. Reaching out is free and confidential. You can contact UFCW through their website or local union office (they even have a “Start a Union” form online). These folks know Ahold Delhaize companies and can help Hannaford workers navigate the process.

3. Build Support and Protect Yourselves

With your committee and union backing, start talking one-on-one with coworkers to gauge interest and build support. Keep these conversations strategic and discreet. Talk during breaks, after work, or on personal phones. Ask your coworkers about the issues they face and what they wish would change. Listen to their concerns and explain how a union could address those problems (for example, “A union could negotiate for higher starting pay,” or “With a union, they couldn’t ignore safety complaints.”). As you go, map the workplace by noting who seems supportive, undecided, or opposed, so you can focus your efforts. 

Stay alert to management tactics, including anti-union meetings or supervisors fishing for your views. You are not required to discuss union activity with bosses. The goal at this stage is simple: inform coworkers, build a strong majority, and do it calmly and under the radar. Early solidarity depends on trust, discretion, and showing that a union is just workers standing up for each other.

4. Sign Authorization Cards

Once you have a strong network of pro-union coworkers (and you’re confident a majority want to move forward), the next step is getting people’s commitment in writing. This usually means signing union authorization cards or a petition. These cards simply say “Yes, I want to join/form a union at my workplace.” They’re not legally binding if you change your mind, but they’re required to demonstrate interest to the government. Distribute the cards quietly and try to collect signatures from well over half of your coworkers (at minimum, 30% of employees must sign for the process to proceed, per labor law, but in practice, you’ll want a super-majority to show strong support). Often organizers aim for closer to 60% signing, to account for any last-minute wavering. Emphasize that signatures are confidential – management does not get a list of who signed. When you’ve reached a critical mass of cards (your union organizer will advise on the number), those cards can be used to file for an election with the National Labor Relations Board (NLRB). 

5. File for an NLRB Election and Vote ‘Yes’

With enough signed cards in hand, your union will submit an election petition to the NLRB, a federal agency, to request a vote. The NLRB will then step in to conduct a secret-ballot election at your store (or across multiple stores, depending on how you organize – likely it will be store-by-store). This election is usually held on-site or by mail within a few weeks. All eligible employees in the defined bargaining unit get to vote Yes or No on union representation. If a majority of those who vote choose “Yes,” the union wins and is certified as your representative. At that point, company management is legally required to recognize the union and negotiate in good faith. (Winning an NLRB election is how your union becomes official.)

After the victory, you and your coworkers will select a negotiating committee and begin bargaining a contract with the company – covering wages, benefits, scheduling, and all the issues that drove you to unionize. This contract negotiation is where you win the specific improvements you need. When you and management finally agree on a contract, it will be voted on by the employees. Once ratified, you’ll have a union contract that Hannaford cannot unilaterally break. From then on, you’re protected by that contract and have a union in place to enforce it.

The bottom line: starting a union is a process – organize, build majority support, vote, then negotiate. It takes some courage and effort, and the reward can be a real voice at work and a chance to fix the problems that you and your colleagues face.

Be Prepared for Pushback

Make no mistake: management would rather you don’t unionize. Companies benefit from the status quo of low labor costs and unilateral control and can actively discourage unionization. Upper management and corporate HR may jump into action at the slightest hint of union organizing. You need to be ready for the tactics they might use, and know your legal rights in response.

What Union-Busting Might Look Like

It can vary, but companies may bring in professional “union avoidance” consultants and hold mandatory meetings to scare employees away from voting union. They may flood your store with corporate managers to “hear your concerns” (an effort to show “we’re a family, we’ll fix things without a union”). Common tactics include spreading misinformation – e.g., claiming “you’ll have to pay hefty dues and get nothing,” or “the union will go on strike and you’ll lose your job,” or even “we might have to close the store if a union comes in.” Know that many of these claims are false or highly misleading. Unions cannot force you to strike without a vote, dues are usually modest, and no one pays a cent until a first contract is negotiated. The company legally cannot shut down the store just to avoid a union (that would be illegal retaliation). You might also see one-on-one meetings where managers suddenly act friendly and inquisitive (“So, what do you think about this union talk? You know, we’d really rather solve problems directly...”). They are trying to gauge the strength of the union drive and possibly isolate the leaders. It’s important not to be intimidated or tricked by these ploys.

Know Your Rights

It’s critical for every Hannaford worker to understand that you have a legal right to organize a union. The National Labor Relations Act (NLRA) protects the right of employees to “form, join, or assist a union” and to engage in “concerted activities” for mutual aid or protection. In practical terms, you are allowed to discuss unions, distribute union literature, wear union buttons, and ask coworkers to sign union cards during non-work time (breaks, before/after shifts). Your employer cannot legally fire, discipline, or threaten you for such activities. Managers also cannot spy on your organizing meetings or interrogate you coercively about your union views.

Hannaford can enforce ordinary work rules (like “no soliciting customers” or “no loitering on the clock”), but it cannot single out union activity for punishment. For example, Hannaford can’t ban talking about the union during break if non-work conversations are generally allowed. Any anti-union rule that is not equally applied to other topics is unlawful. The law recognizes that the decision to unionize is up to workers, free from employer coercion. So if you catch wind of management threatening that “bad things will happen” if you unionize, know that you’re hearing an unlawful threat, and you should report it.

Staying informed and united is your best defense. Unions have successfully overcome vicious anti-union campaigns at large companies such as Amazon, Walmart, and Starbucks.

Disclaimer: This article is provided by an independent advocacy organization for informational and advocacy purposes. The New England Consumer Alliance is not a union nor is it affiliated with one. Discussing or encouraging unionization is protected free speech and protected under the law. Labor laws can vary, so for guidance specific to your situation, contact a labor attorney, a recognized union, or the National Labor Relations Board (NLRB).