What is a union and why do I need it?

A union is an employee organization that protects your rights through collective bargaining and representation, in line with applicable Serbian law.

Is membership really anonymous?

Anonymity is maintained until the law requires identification for representativeness or legal proceedings. At that point, specific legal protections apply.

How much does membership cost?

There are no membership fees until March/April 2026. After the union becomes representative, fees may be introduced by a vote of the members.

Where is my data stored?

Data is stored in the EU (Supabase Ireland), in accordance with GDPR and Serbian data protection law. The union will delete your data without undue delay, typically within 30 days, unless there is a legal obligation to retain it longer (e.g. accounting or court-related records).

Click "Join our story" and complete the form. Choose the verification method depending on whether you want to remain anonymous or not.

Do I have to inform my employer that I'm a member?

No. Union membership is private and is not reported to the employer, unless you explicitly choose to do so or it is necessary in specific legal procedures.

Can my employer prohibit union organizing or include a clause that I cannot join a union?

No. The right to organize in a union is guaranteed by the Constitution and labor law, and an employment contract cannot lawfully restrict it.

Can I be punished for union activity or protests?

No, as long as the activities are lawful. Retaliation for lawful union activity may constitute a breach of labor law and give grounds for legal protection.

Can my employer dismiss me because of union membership?

No. Termination solely due to union membership is a serious violation of labor law and may justify legal action, including claims for reinstatement and compensation, subject to the decision of the competent authority.

What if my manager warns me not to talk about the union?

Such a warning may conflict with labor law and other regulations. You have the right to discuss the union with colleagues during breaks and outside working hours, in line with internal rules and applicable law.

Can I report violations anonymously?

Yes. The union allows anonymous reporting, and specific whistleblower protection may apply under the Serbian Whistleblower Protection Act.

What happens in the first year of membership?

From the moment you join, you gain access to union services: advice, information, anonymous reporting channels and the opportunity to take part in meetings, surveys and voting, in line with the union's Statute.

Can my employer see that I visited the union website?

No, if you access it from personal devices or private/mobile networks. It is recommended that you use personal devices and accounts for union-related communication.

Does the union use third-party cookies?

We use only technical cookies necessary for the functioning of the site and do not use marketing tracking or user profiling.

Can I leave the union and what happens to my data?

You can leave the union at any time. Your data will be deleted without undue delay, typically within 30 days of processing your request, unless there is a legal obligation to retain certain data longer (e.g. financial records or data used in ongoing legal proceedings). Once you leave, you no longer have access to union support and benefits.

How can I participate if I want to remain anonymous?

You can participate through anonymous voting, proposals, surveys and other digital channels, without having to disclose your identity publicly.

Can I propose topics for negotiation?

Yes. Any member can propose an issue or initiative, which will be reviewed in line with the union's internal procedures.

Can I join working groups?

Yes. Participation in working groups is voluntary and based on your interest and expertise.

What if I don't want public activity?

You can remain a non-active member and participate only through anonymous voting and digital channels, without any public exposure.

What is a collective agreement and how is it negotiated?

A collective agreement is a written contract between the union and the employer that sets out wages, working hours, benefits and other working conditions. Negotiations are conducted by the union team based on member priorities, and the draft agreement is adopted by a vote of the members, in line with labor law.

How long does it take to negotiate the first agreement?

Negotiating the first collective agreement often takes around 12–18 months, depending on the complexity of the issues and the course of negotiations. During that period, existing working conditions apply unless otherwise agreed.

Who decides what goes into the collective agreement?

Members decide on key issues in accordance with the union's Statute. Priorities are collected through surveys and meetings, and the final version of the agreement is adopted by a majority of members who participate in the vote.

When can the union organize a strike?

A strike is considered a last resort, after attempts at negotiation and other peaceful solutions. A member vote is required, the employer must be notified, and all procedures set by the Strike Act must be followed.

Do I have to take part in a strike?

You cannot be forced to participate in a strike. Participation is voluntary, but the more members join a lawfully organized strike, the stronger its impact. The employer is not legally allowed to punish you for taking part in a lawfully organized strike.

How does the union protect me during company restructuring?

A collective agreement may set out procedures for redundancies, re-employment priorities and safeguards against arbitrary decisions. The union advocates for transparent and fair criteria in line with the law.

Does the employer have to consult the union on major changes?

Where there is a collective agreement or a representative union, the employer is required to negotiate relevant changes, especially mass redundancies or significant changes to working conditions, in line with labor law.

What if the employer does not comply with the collective agreement?

You can raise the issue through the union. The union may take action before the competent authorities (labor inspection, dispute resolution bodies, courts) to protect members' rights, in accordance with applicable regulations.

What does representativeness mean and why is it important?

Representativeness means the union represents at least the minimum percentage of employees required by law (15%) and thereby obtains the legal authority to negotiate with the employer on your behalf.

What happens if the union does not become representative?

The union continues to provide support, information and advice to members but does not have statutory bargaining rights with the employer.

What happens after representativeness is achieved?

The union gains the right to engage in collective bargaining, take part formally in decisions on working conditions and introduce membership fees, in accordance with the law and the union's Statute.

How are union funds spent?

The budget is approved by members in line with the Statute and is used for legal support, administration, training, communication and campaigns. Key information on expenditures is regularly shared with members.

Who oversees the union's finances?

Finances are overseen by a supervisory body elected by the members, with periodic reports and, where appropriate, audits, in line with regulations and the union's Statute.

Can I see how my membership fees are used?

Yes. Members have the right to access the union's financial reports, including summary income and expenditure overviews, once membership fees are introduced.

Back to home

FAQ

Most common questions about the union, membership and your rights

📌 Basic union questions

⚖️ Legal rights & protection

🔐 Digital privacy

🙋 Participation in the union

📝 Collective bargaining & agreements

🤝 Strikes & collective actions

💼 Employer & restructuring

📊 Representativeness & union status

💰 Finance & transparency

Legal Notice

The information on this page is provided for general information purposes only and does not constitute legal advice. The interpretation and application of the law depends on the specific facts of each case and on the regulations in force at the relevant time. The union cannot be held liable for decisions made by individuals who rely solely on this text without seeking additional professional advice.

FAQ