RailPros Flaggers United
Unionize RailPros.
Now.
It's time we stood together for a fair workplace.
We keep the rail corridors safe every single day — for a $200 million company whose multi-millionaire CEO and investment-firm backers keep putting executives over the people who do the work. Fair pay. Real respect. Conditions that protect us. Together, we win a seat at the table.
What we're standing for
This isn't about conflict. It's about fairness — and what a united flagger workforce is fighting for.
Fair compensation
Pay that reflects the skill, hours, and hazards of flagging — with transparent rates, real raises, and overtime that's honored, not dodged.
Respect on the job
A workplace where flaggers are treated as professionals — fair scheduling, clear communication, and a voice management has to hear.
Safety first
Proper equipment, sane hours, and protections so every one of us gets home safe. Our safety shouldn't be negotiable.
Strength in numbers
A $200M company with a multi-millionaire CEO and investment-firm backers will ignore one complaint — but not all of us together.
Follow the money
RailPros isn't struggling. The money is there — it's just not reaching the people who earn it.
$200M
The scale of the company we keep running and safe every day.
1
Multi-millionaire CEO at the top — while flaggers fight for fair pay.
Investors
In bed with numerous investment firms — put ahead of their own people.
Meanwhile, some flaggers haven't seen a raise in years. And the ones who have? Those raises haven't come close to keeping up with inflation — so in real terms, our pay has gone backward while the company grows.
When a company this size still shortchanges the workers on the ground, that's not a budget problem. It's a priorities problem.
Know your rights
You have real protections when you organize with your coworkers. Here are the basics — in plain language.
The right to organize
You can talk with coworkers about forming or joining a union and act together to improve pay, hours, and working conditions.
The right to act together
Joining with coworkers to raise workplace concerns — “concerted activity” — is generally protected, often even before there's a formal union.
The right to talk about pay
Discussing wages, hours, and conditions with coworkers is generally protected. Employers usually can't ban these conversations.
Protection from retaliation
Employers generally may not fire, demote, threaten, or punish you for protected organizing activity. Agencies exist to hear those complaints.
What your employer generally can't do
Threaten
No threats of firing, lost hours, or consequences for organizing.
Interrogate
No questioning you about union activity or who's involved.
Promise
No promising raises or perks to talk you out of it.
Surveil
No spying on or tracking your organizing activity.
The law on our side
RailPros flaggers are covered by the NLRA
The railroads and airlines themselves fall under the Railway Labor Act — but RailPros is a contractor, not a rail carrier. That makes its flaggers private-sector employees covered by the National Labor Relations Act (NLRA), enforced by the National Labor Relations Board (NLRB). In plain terms: we have the federally protected right to organize, to vote in a secret-ballot union election, and to bargain together over pay and conditions — and it's illegal for the company to retaliate against us for it.
This page is general information, not legal advice. To confirm the specifics of your situation, talk with a union organizer or labor attorney.
The NLRA path
How forming a union works
Because we're covered by the NLRA, the route is clear and well-traveled. Here's the path, start to finish.
Step 1
Build majority support
Talk with coworkers and have them sign union authorization cards. Legally, signed cards from 30% of the workforce are enough to request an election — but smart campaigns wait until a strong majority (often 65%+) is on board before filing.
Step 2
File a petition with the NLRB
Submit a representation petition to the National Labor Relations Board. The NLRB verifies the showing of interest and schedules a vote. A union organizer typically handles this filing with you.
Step 3
Win the secret-ballot election
The NLRB runs a confidential election. If a simple majority of those voting choose the union, it's certified as your official bargaining representative. Your vote is private — management never sees it.
Step 4
Bargain your first contract
Once certified, the company is legally required to bargain in good faith over wages, hours, and working conditions. Nothing changes until you and your coworkers agree to it.
Throughout this entire process you're legally protected. If the company threatens, interrogates, or retaliates against you, that's an unfair labor practice — and you can file a charge with the NLRB (generally within six months). General information, not legal advice.
Next steps
You don't have to figure this out all at once. Start here.
- 1
Talk quietly with coworkers you trust
Organizing starts with conversations. Find out who shares your concerns. Keep it low-key, and off work devices and networks at first.
- 2
Write things down
Keep a private record — dates and details — of pay issues, safety problems, schedule changes, and management behavior. Store it somewhere personal, never on company equipment.
- 3
Connect with an established union
You don't have to do this alone. National unions have professional organizers who do exactly this and can guide you for free.
AFL-CIO — Form a Union› - 4
Know you're protected
We're covered by the NLRA. The company can't legally threaten, interrogate, or retaliate against you for organizing — and if it tries, you can file a charge with the NLRB. Knowing your rights keeps everyone confident.
- 5
Look out for each other
Know your rights, keep organizing on personal time, and support one another. Management counts on isolation — solidarity is how you beat it.
General information, not legal advice.
More coming soon
This is just the beginning
We're building this out as we grow. Use the form below to be first to hear what's next.
Local meeting schedule
Where and when we'll gather once enough of us are connected. Safe, discreet, and on your terms.
The full picture on pay
Real numbers on compensation, the company's finances, and where the money actually goes.
A growing FAQ
Your questions, answered in the open — so everyone gets the information they need, anonymously.
Answers, in the open
No email? No problem. Ask through the form, and we'll post answers here — so you get what you need while staying anonymous.
Can I get in trouble for supporting this?+
As a contractor's employees, RailPros flaggers are covered by the National Labor Relations Act (NLRA). It protects your right to organize, talk with coworkers about pay and conditions, and act together to improve them — and it's generally unlawful for the company to retaliate against you for it. This isn't legal advice, but you have real rights, and you're not alone.
Is this actually anonymous?+
Yes. The support button records no name, no email, and no IP address — just a count. On the question form, name and email are optional. If you want a private reply but still want to stay anonymous, make a free throwaway email (for example, a new ProtonMail account) and use that.
What if I leave no email — how do I get an answer?+
We post answers to common questions right here. Ask anything through the form, and if it's something others are wondering too, you'll find the answer in this section. Check back anytime.
Have questions? Reach out.
Curious how this works or how to get involved? Send a message. You can stay completely anonymous — that's the whole point.