Union Shop - Seeking Insight, Anyone have experience?

August 15, 2025

by a searcher from Elon College in Atlanta, GA, USA

I’m under LOI on the acquisition of a Commercial Glass and Glazing company that operates as a union shop. I have no prior experience with unions and would appreciate the opportunity to speak with anyone who can share insights on working with them—the pros, cons, and any other helpful considerations at this stage. I'd greatly appreciate anyone who has some experience/knowledge they would be willing to share. Thanks!

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Reply by a lender
from California State University, Sacramento in Seattle, WA, USA

Make sure the pensions are properly funded. Who owns the union relationships? Have there been any historic union disputes. Make sure your service providers understand working with unions.

Reply by a searcher
from Biola University in Cleveland, OH, USA

Overlaying my direct experience in long-established film/tv unions with 3rd party references from other industries: UNION AGE: In broad strokes, unions were usually founded because of genuine need for labor protection from management. The longer a union is established, the greater the likelihood that those original dangers will go away, leaving the danger of union rank and file gaining an entitlement or complacent mentality – “we deserve” X benefits, etc. -- As management, a key driver of union relations connects to perceived fairness and overall fear. FAIRNESS: If you engage openly and honestly with union reps and members, even with bad news, you will be more likely as management to maintain healthy, collaborative relationship. The more closed off or secretive management becomes, the more suspicious labor becomes. FEAR AND CHANGE: The more an industry changes, the more fear builds in unions. Think the auto industry with the rise of foreign automakers 50 years ago. The more fear, the more protective or combative unions tend to become. If your industry is in significant change, this could be an important element. Looking at your profile, ^redacted‌ – if you’re looking at a Commercial Glass company in a growing urban center like Atlanta, union labor would be less concerning than if you were in a center with declining population. -- DAILY OPERATIONS: Per Lisa’s point, be very sure that all union contracts and benefits are followed and maintained. If they’re not, the message becomes “management is stingy” or “management doesn’t care”, both of which are bad news for you. Scheduling and staffing becomes far more important because of overtime regulations, meal/breaks, and turnaround time between shifts. Make sure your ops team is on top of things. -- Positive elements: BETTER TALENT: Unions often invest significant funds in training their members to high levels of execution. You’re far more likely to get great talent. HIRING/SOURCING: Unions can be your best friend when it comes to sourcing that great talent. Sometimes it’s literally an email or phone call, and boom, you’ve got talent ready to interview or onboard. -- Unions can be polarizing – they tend to operate at a higher level of execution and require higher levels of management and operation. But the sourcing and quality of work can be fantastic, especially if you and your management engage the unions and members with openness and respect. Happy to discuss further if you like.

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