INFL Players Union Bylaws


We, the members of the INFL Players Union, a dedicated branch of the Intense National Football League Inc., come together to establish this union to represent and advocate for the rights and interests of the independent business community within our league. Recognizing that competition is the cornerstone of our success, we are committed to fostering a fair and equitable working environment that enhances the well-being of our members while promoting excellence and innovation in our industry.

Headquartered in Washington State, the INFL Players Union strives to ensure that every member is afforded the opportunity to thrive professionally and personally. We believe that through collective action, mutual respect, and a commitment to our shared values, we can achieve a more just and prosperous future for all members.

Statement of the Rights and Responsibilities of Union Members

Rights of Union Members

  1. Right to Fair Representation: Every member has the right to be fairly represented by the union in all matters concerning employment, including grievances, negotiations, and disputes.
  2. Right to a Safe and Healthy Work Environment: Members are entitled to a workplace that meets all safety and health regulations to ensure their physical and mental well-being.
  3. Right to Collective Bargaining: Members have the right to participate in collective bargaining processes to negotiate wages, benefits, and working conditions.
  4. Right to Participate in Union Activities: Every member has the right to attend union meetings, vote on union matters, and run for union office.
  5. Right to Information: Members are entitled to receive regular updates on union activities, financial status, and any matters that affect their employment.
  6. Right to Non-Discrimination: Members have the right to be free from discrimination and harassment in all aspects of employment, including union activities.

Responsibilities of Union Members

  1. Active Participation: Members are responsible for actively participating in union meetings, voting, and other activities to ensure the union’s effectiveness and representation.
  2. Upholding Union Principles: Members should uphold the principles and values of the union, including solidarity, mutual respect, and commitment to collective goals.
  3. Compliance with Union Rules: Members must adhere to the bylaws, rules, and decisions made by the union to maintain order and unity within the organization.
  4. Support for Fellow Members: Members have a responsibility to support and assist fellow members, fostering a spirit of camaraderie and mutual aid.
  5. Contribution to Union Strength: Members should contribute to the union’s strength by participating in union-led initiatives and campaigns.
  6. Advocacy and Representation: Members are responsible for advocating for their rights and the rights of their colleagues, ensuring that the union remains a strong voice for all.

Together, we pledge to uphold these rights and responsibilities, ensuring that the INFL Players Union remains a powerful advocate for fairness, competition, and excellence within the Intense National Football League Inc.

Official Name of the Union

The official name of our union is the INFL Players Union. This name reflects our commitment to representing the players and members within the Intense National Football League Inc., and underscores our dedication to advocating for their rights and interests.

Affiliation with Larger Labor Organizations

The INFL Players Union operates as an independent entity specifically focused on the unique needs and circumstances of our members within the Intense National Football League Inc. While we maintain our independence to address the specific challenges and opportunities within our industry, we recognize the value of broader solidarity and support within the labor movement. Therefore, we may seek affiliation with larger labor organizations in the future if it aligns with the best interests of our members and enhances our ability to effectively advocate for their rights and interests. Any such affiliation will be determined through a democratic process involving our membership.

Specific Goals and Aims of the Union

  1. Advocate for Fair Compensation: Ensure that all members receive fair and competitive wages that reflect their contributions and the value they bring to the Intense National Football League Inc.
  2. Enhance Working Conditions: Strive to improve the working environment by promoting health and safety standards, securing adequate resources, and ensuring that all members have access to the necessary tools and support for their roles.
  3. Promote Professional Development: Facilitate opportunities for continuous learning and career advancement, helping members to grow their skills and achieve their professional goals.
  4. Ensure Fair Treatment: Advocate for policies and practices that ensure fair treatment of all members, free from discrimination, harassment, and unjust disciplinary actions.
  5. Foster a Competitive and Collaborative Environment: Balance the spirit of competition with a commitment to collaboration, ensuring that members can thrive individually while contributing to the collective success of the organization.
  6. Secure Comprehensive Benefits: Work towards securing comprehensive benefits packages that include health insurance, retirement plans, and other essential support systems for members and their families.
  7. Strengthen Member Engagement: Encourage active participation and engagement from all members in union activities, fostering a strong, united community that supports one another.

Commitment to Protecting the Rights and Interests of the Workforce

  1. Representation and Advocacy: Act as a strong advocate for the rights and interests of our members, representing them in negotiations with management and in any disputes or grievances that arise.
  2. Transparency and Accountability: Maintain transparency in all union operations and decisions, ensuring that members are well-informed and have a voice in the union’s direction and policies.
  3. Equality and Inclusivity: Promote equality and inclusivity within the workplace, ensuring that all members have equal opportunities and are treated with respect and dignity.
  4. Empowerment Through Unity: Empower members by fostering a sense of unity and solidarity, leveraging our collective strength to achieve common goals and protect individual rights.
  5. Responsive and Adaptive: Stay responsive to the evolving needs and concerns of our members, adapting our strategies and actions to effectively address new challenges and opportunities.
  6. Ethical Standards: Uphold the highest ethical standards in all union activities, ensuring that our actions reflect our commitment to integrity, fairness, and justice.

Through these objectives, the INFL Players Union is dedicated to creating a supportive, equitable, and dynamic work environment where all members of the independent business community within the Intense National Football League Inc. can succeed and thrive.

Eligibility Criteria for Membership

Membership in the INFL Players Union is governed by the rules and regulations outlined in the collective bargaining agreement between the union and the Intense National Football League Inc. Generally, eligibility for membership includes:

  1. Employment Status: Individuals who are currently employed by the Intense National Football League Inc. in roles specified within the collective bargaining agreement.
  2. Independent Business Affiliation: Members must be part of the independent business community within the Intense National Football League Inc.
  3. Application and Dues: Prospective members must complete the membership application process and remain in good standing by paying the required union dues as stipulated in the collective bargaining agreement.

Rights and Privileges of Union Members

  1. Right to Representation: Members have the right to be represented by the union in all employment-related matters, including grievances, disciplinary actions, and contract negotiations.
  2. Voting Rights: Every member has the right to vote on union matters, including elections, collective bargaining agreements, and other significant decisions.
  3. Access to Union Resources: Members are entitled to access union resources, including legal assistance, educational programs, and support services.
  4. Participation in Union Activities: Members have the right to participate in all union meetings, events, and initiatives.
  5. Protection from Retaliation: Members are protected from any form of retaliation or discrimination by the employer as a result of their union activities or membership.

Obligations and Responsibilities of Union Members

  1. Adherence to Bylaws and Agreements: Members must adhere to the union’s bylaws, the terms of the collective bargaining agreement, and any other rules established by the union.
  2. Active Participation: Members are expected to actively participate in union activities, including attending meetings, voting, and engaging in union-led initiatives.
  3. Payment of Dues: Members are required to pay union dues and any other fees as established by the union to remain in good standing.
  4. Support for Union Goals: Members should support the union’s goals and objectives, contributing to the collective effort to improve working conditions and achieve fair treatment for all members.
  5. Respect for Fellow Members: Members must treat fellow union members with respect and solidarity, fostering a cooperative and supportive union environment.
  6. Upholding Professional Standards: Members are expected to maintain high professional standards in their work, reflecting positively on the union and the Intense National Football League Inc.

By fulfilling these rights and responsibilities, members help ensure that the INFL Players Union remains a strong, effective advocate for the independent business community within the Intense National Football League Inc., promoting fairness, equity, and professional excellence.

Roles and Responsibilities of Union Officers

President: Darin Andrews

  • Leadership and Oversight: The President is the chief executive officer of the union, responsible for overseeing all union activities and ensuring that the union’s goals and objectives are met.
  • Representation: Represents the union in all official matters, including negotiations with management, public relations, and external communications.
  • Meetings: Presides over all union meetings, ensuring they are conducted in accordance with the bylaws and Robert’s Rules of Order.
  • Committees: Appoints and oversees all committees within the union, ensuring they function effectively and report regularly on their activities.
  • Decision-Making: Makes executive decisions in the best interest of the union, with the advice and consent of the executive board.

Vice President: Jonathon Crite

  • Support and Assistance: Assists the President in all duties and acts on behalf of the President in their absence.
  • Member Relations: Focuses on maintaining strong relationships with union members, addressing their concerns, and ensuring their voices are heard.
  • Special Projects: Leads special projects and initiatives as directed by the President or the executive board.
  • Committee Liaison: Serves as a liaison between the executive board and various committees, ensuring effective communication and coordination.


  • Records and Documentation: Keeps accurate records of all union meetings, including minutes, attendance, and votes.
  • Correspondence: Manages all official correspondence on behalf of the union, ensuring timely and accurate communication.
  • Archiving: Maintains and organizes all union documents, ensuring they are accessible and up-to-date.


  • Financial Management: Oversees all financial matters of the union, including budgeting, accounting, and financial reporting.
  • Dues Collection: Ensures timely collection of union dues and other fees, maintaining accurate records of payments.
  • Financial Transparency: Provides regular financial reports to the executive board and membership, ensuring transparency and accountability.

Election Procedures for Union Officers

  • Nomination Process: Candidates for union officer positions can be nominated by any member in good standing. Nominations must be submitted in writing to the Secretary at least 30 days before the election.
  • Election Timeline: Elections are held every three years at the annual general meeting. The date of the election is announced at least 60 days in advance.
  • Voting: Elections are conducted by secret ballot. All members in good standing are eligible to vote. Votes are counted by an independent election committee appointed by the executive board.
  • Runoff Elections: If no candidate receives a majority of the votes, a runoff election is held between the top two candidates.

Terms of Office and Succession

  • Term Length: The term of office for all union officers is three years. Officers may be re-elected for consecutive terms.
  • Succession Plan: In the event of a vacancy in the office of President, the Vice President assumes the role of President for the remainder of the term. For other officer positions, the executive board appoints a replacement to serve until the next scheduled election.
  • Transition: Outgoing officers are required to assist in the transition process, ensuring a smooth and effective handover of duties and responsibilities to their successors.

By adhering to this governance structure, the INFL Players Union ensures effective leadership, accountability, and representation for all its members, fostering a strong and cohesive organization dedicated to advocating for the rights and interests of the independent business community within the Intense National Football League Inc.


Frequency and Scheduling of General Membership Meetings

  • Regular Meetings: General membership meetings are held quarterly, with dates set at the beginning of each calendar year. These meetings typically occur in January, April, July, and October.
  • Annual Meeting: An annual general meeting is held every December to review the year’s activities, discuss strategic plans for the upcoming year, and conduct elections if necessary.
  • Notification: Members are notified of the date, time, and location of each regular meeting at least 30 days in advance. Notices are sent via email and posted on the union’s official website and bulletin boards.

Procedures for Calling Special Meetings

  • Initiation: Special meetings can be called by the President, the executive board, or by a petition signed by at least 25% of the union membership.
  • Notification: Members must be notified of a special meeting at least 10 days in advance. The notification must include the date, time, location, and specific purpose of the meeting.
  • Agenda: The agenda for a special meeting is limited to the specific issues for which the meeting was called. No other business may be conducted during a special meeting.

Rules of Order and Conduct During Meetings

  • Conduct: All meetings are conducted in an orderly and respectful manner. Members are expected to behave professionally, listen attentively, and respect differing opinions.
  • Robert’s Rules of Order: Meetings are conducted according to Robert’s Rules of Order to ensure orderly and efficient proceedings. This includes protocols for making motions, debating, and voting.
  • Quorum: A quorum for conducting official business is defined as 30% of the total membership for general meetings and 50% for special meetings. Without a quorum, meetings may proceed, but no official decisions or votes can be taken.
  • Speaking: Members wishing to speak must be recognized by the chair and adhere to time limits set by the chair to ensure all voices are heard. Members should speak clearly and concisely, staying on topic.
  • Voting: Voting on motions and resolutions is typically done by a show of hands, unless a secret ballot is requested. A simple majority vote is required to pass most motions unless otherwise specified in the bylaws.
  • Minutes: The Secretary is responsible for recording accurate minutes of each meeting, including all decisions, votes, and significant discussions. Minutes are distributed to members within two weeks of the meeting and are approved at the subsequent meeting.
  • Disruptions: Any member who disrupts the meeting may be asked to leave by the chair. Persistent disruptions can lead to disciplinary action as outlined in the bylaws.

By adhering to these guidelines for meetings, the INFL Players Union ensures transparency, inclusivity, and effective governance, fostering a collaborative and productive environment for all members.


Funding Sources for the Union

  1. Revenue: The primary source of funding for the union comes from indemendent businesses hiring our workforce. The amount of money raised from labor depends on our ability to keep our clients profitable.
  2. Fundraising Activities: The union may organize fundraising activities such as events, merchandise sales, and donation drives to supplement its income.
  3. Grants and Donations: The union may seek grants from labor organizations, non-profits, and other entities, as well as accept donations from individuals and businesses that support the union’s mission.
  4. Investments: The union may invest in safe and secure financial instruments to grow its financial resources, subject to the approval and oversight of the executive board.

Budgeting and Financial Management Procedures

  1. Annual Budget: The Treasurer, in collaboration with the executive board, prepares an annual budget that outlines projected income and expenses for the upcoming fiscal year. This budget is presented to the membership for approval at the annual general meeting.
  2. Expense Approval: All significant expenses must be pre-approved by the executive board. Routine operational expenses may be handled by the Treasurer within the guidelines set by the budget.
  3. Financial Reporting: The Treasurer provides quarterly financial reports to the executive board and general membership, detailing income, expenses, and overall financial status. These reports are reviewed and approved by the executive board.
  4. Audits: An independent auditor, appointed by the executive board, conducts an annual audit of the union’s financial records. The results of the audit are presented to the general membership and made available for review.

Transparency and Accountability Measures

  1. Open Records: Financial records are maintained in an organized and accessible manner. Members have the right to review financial records upon request, provided they give reasonable notice to the Treasurer.
  2. Detailed Reports: Financial reports provided to members include detailed breakdowns of income and expenses, ensuring members are fully informed about the union’s financial activities.
  3. Conflict of Interest Policy: The union enforces a strict conflict of interest policy to ensure that all financial decisions are made in the best interest of the membership. Union officers and staff must disclose any potential conflicts and recuse themselves from related financial decisions.
  4. Member Input: The union encourages members to provide input on financial matters. Suggestions and concerns can be raised during meetings or submitted in writing to the Treasurer or executive board.
  5. Ethical Management: All financial activities are conducted ethically and in compliance with relevant laws and regulations. The union’s financial policies are designed to prevent fraud, waste, and abuse.

By implementing these financial management procedures, the INFL Players Union ensures responsible stewardship of its resources, maintaining the trust and confidence of its membership while effectively supporting its goals and activities.

Grievance Procedures

Process for Addressing and Resolving Workplace Issues and Grievances

The INFL Players Union is committed to providing a fair and transparent process for addressing and resolving workplace issues and grievances. The union aims to ensure that all members’ concerns are heard and resolved in a timely and equitable manner.

Steps for Filing a Grievance

  1. Informal Resolution: Members are encouraged to first attempt to resolve any issues informally by discussing the matter directly with the involved parties or their immediate supervisor.
  2. Initiating a Grievance: If the issue is not resolved informally, the member may file a formal grievance. This must be done within 30 days of the incident or discovery of the issue.
  3. Submission: The grievance must be submitted in writing to the union’s Grievance Committee. The written grievance should include:
    • The date and description of the incident or issue.
    • The specific contract provisions or workplace policies that were violated.
    • The desired resolution or outcome.
  4. Acknowledgment: The Grievance Committee will acknowledge receipt of the grievance within 7 days and begin a preliminary review.
  5. Investigation: The Grievance Committee conducts a thorough investigation, which may include interviews with the grievant, witnesses, and involved parties, as well as a review of relevant documents and records.
  6. Mediation: If deemed appropriate, the Grievance Committee may offer mediation as an option to resolve the grievance. Mediation involves a neutral third party who helps facilitate a mutually acceptable resolution.
  7. Grievance Committee Decision: Based on the investigation, the Grievance Committee will make a recommendation or decision within 30 days of receiving the grievance. This decision will be communicated to all parties in writing.

Arbitration and Dispute Resolution Mechanisms

  1. Appeal Process: If the member is not satisfied with the Grievance Committee’s decision, they may appeal to the union’s executive board. The appeal must be filed in writing within 14 days of receiving the committee’s decision.
  2. Executive Board Review: The executive board will review the grievance, the committee’s findings, and any additional information provided by the member. A decision on the appeal will be made within 30 days and communicated to the member in writing.
  3. Arbitration: If the grievance is not resolved through the executive board review, the member may request binding arbitration. This must be done within 14 days of receiving the executive board’s decision.
    • Selection of Arbitrator: The union and the employer will jointly select an impartial arbitrator from a list of qualified professionals.
    • Arbitration Hearing: The arbitrator will conduct a hearing where both parties can present their case, submit evidence, and call witnesses.
    • Arbitration Decision: The arbitrator’s decision is final and binding on all parties. The decision will be issued in writing within 30 days of the hearing.
  4. Implementation: The union and the employer are responsible for implementing the arbitrator’s decision in a timely manner, ensuring that any corrective actions or remedies are carried out.

By following these grievance procedures, the INFL Players Union ensures that all members have access to a fair and transparent process for resolving workplace issues, promoting a harmonious and productive work environment.

Collective Bargaining

Authority and Procedures for Negotiating with the Employer

  1. Authority: The INFL Players Union is authorized to negotiate collective bargaining agreements (CBAs) on behalf of its members with the Intense National Football League Inc. This authority is granted by the union’s bylaws and affirmed by the membership.
  2. Preparation: Prior to negotiations, the union conducts surveys, holds meetings, and gathers input from members to identify key issues and priorities. This information forms the basis of the union’s negotiating platform.
  3. Notice to Bargain: The union formally notifies the employer of its intent to negotiate a new CBA or to modify an existing agreement. This notice is given in accordance with the timelines stipulated in the current CBA.
  4. Negotiation Sessions: The union’s bargaining committee meets with the employer’s representatives in a series of negotiation sessions. These sessions are scheduled at mutually agreeable times and places.
  5. Proposals and Counterproposals: During negotiations, both sides present proposals and counterproposals. The union’s bargaining committee advocates for the interests of its members, seeking to achieve fair wages, benefits, and working conditions.
  6. Tentative Agreement: When a tentative agreement is reached, it is documented in writing. This agreement is subject to ratification by the union membership.

Establishment of Bargaining Committees

  1. Formation: The union’s bargaining committee is formed prior to the start of negotiations. The committee is composed of union members who are knowledgeable about the issues and represent a cross-section of the membership.
  2. Selection: Members of the bargaining committee are nominated and elected by the general membership. Elections are held in a democratic manner, ensuring transparency and fairness.
  3. Roles and Responsibilities: The bargaining committee is responsible for:
    • Developing negotiation strategies and positions.
    • Representing the union’s interests during negotiation sessions.
    • Communicating progress to the membership.
    • Seeking input and feedback from members throughout the negotiation process.
  4. Support Staff: The bargaining committee may be supported by union staff, legal advisors, and subject matter experts to provide guidance and assistance during negotiations.

Ratification of Collective Bargaining Agreements

  1. Presentation to Members: Once a tentative agreement is reached, it is presented to the membership for review. The bargaining committee provides a detailed explanation of the terms and benefits of the agreement.
  2. Membership Meetings: Special membership meetings are held to discuss the tentative agreement. These meetings provide an opportunity for members to ask questions, express concerns, and provide feedback.
  3. Voting: A ratification vote is conducted by secret ballot. All members in good standing are eligible to vote. Voting can be done in person at membership meetings or through secure electronic or mail-in ballots.
  4. Majority Approval: For the tentative agreement to be ratified, it must receive a majority of the votes cast by the membership. If the agreement is not ratified, the bargaining committee returns to the negotiation table to address the members’ concerns.
  5. Implementation: Once ratified, the new CBA is signed by representatives of the union and the employer. The agreement is then implemented, and its terms become binding on both parties.

By following these procedures for collective bargaining, the INFL Players Union ensures that negotiations are conducted in a democratic and transparent manner, securing the best possible terms and conditions for its members.

Strikes and Work Stoppages

Under No Normal Conditions Shall This Union Strike or Initiate Work Stoppages 

  1. Behaviors Detrimental To The Union: In order to protect our Union and to keep our clients successful, strikes and work stoppages are forbidden, unless a serious threat to life or safety has been met, or the client is in breach of contract.
  2. Violation of Agreements: Strikes may also be authorized in response to significant violations of the existing collective bargaining agreement by the employer, such as failure to pay wages, unsafe working conditions, or other breaches of contract.
  3. Membership Vote: Authorization for a strike or work stoppage requires a majority vote by the union membership. A special meeting is held to discuss the situation, and all members in good standing are eligible to vote.
  4. Legal Compliance: Any decision to strike or engage in a work stoppage must comply with all applicable labor laws and regulations. Legal counsel will be consulted to ensure that the union’s actions are lawful and protect members from legal repercussions.

Strike Fund Management

  1. Establishment of a Strike Fund: The union maintains a strike fund to support members during strikes or work stoppages. This fund is financed through a portion of membership dues, fundraising activities, and donations.
  2. Fund Allocation: The strike fund is used to provide financial assistance to members who participate in the strike, helping to cover essential living expenses such as rent, utilities, and groceries.
  3. Disbursement Procedures: The Treasurer, in consultation with the executive board, oversees the disbursement of strike fund monies. Clear criteria and procedures for disbursement are established to ensure fair and equitable distribution of funds.
  4. Transparency: Regular reports on the status and use of the strike fund are provided to the membership, ensuring transparency and accountability in its management.

Communication and Coordination During Labor Actions

  1. Strike Committee: A strike committee is formed to coordinate all aspects of the labor action. This committee includes representatives from the executive board, the bargaining committee, and other active members.
  2. Member Communication: Effective and timely communication with all union members is critical. The union uses various channels, including meetings, emails, text messages, and social media, to keep members informed about the progress of negotiations, strike plans, and any developments.
  3. Picket Lines: The strike committee organizes and manages picket lines, ensuring they are conducted peacefully and lawfully. Members are provided with guidelines on picket line conduct, and designated picket captains are appointed to oversee activities.
  4. Public Relations: The union’s public relations team works to garner public support for the strike. This includes issuing press releases, holding press conferences, and engaging with community organizations and the media to explain the reasons for the strike and the union’s demands.
  5. Support Services: The union provides support services to members during the strike, such as legal assistance, counseling, and coordination with community resources to assist members and their families.
  6. Negotiation Continuation: While the strike is ongoing, the bargaining committee remains open to negotiations with the employer. Any new developments or offers from the employer are communicated to the membership promptly.

By adhering to these procedures, the INFL Players Union ensures that strikes and work stoppages are conducted in an organized, lawful, and effective manner, protecting the rights and interests of its members while striving to achieve fair and just working conditions.


Process for Amending the Union Bylaws

  1. Proposal Submission: Any member in good standing can propose an amendment to the union bylaws. Proposals must be submitted in writing to the Secretary, detailing the specific changes and the rationale behind them.
  2. Review by Executive Board: The executive board reviews all proposed amendments. This review includes an assessment of the potential impact on the union and its members. The board may seek input from relevant committees or legal advisors.
  3. Notification to Membership: Once the executive board has reviewed a proposal, it is presented to the general membership. Members are notified of the proposed amendment at least 30 days before the meeting where it will be discussed and voted on. Notifications include the text of the proposed amendment and an explanation of its purpose and implications.
  4. Membership Meeting: The proposed amendment is discussed at a general membership meeting. Members have the opportunity to ask questions, express opinions, and debate the merits of the proposal. Amendments may be further revised based on member feedback during this meeting.
  5. Final Proposal: After discussion, the final version of the proposed amendment is prepared and distributed to members. Any significant changes made during the meeting are highlighted to ensure members are fully informed.

Voting Requirements for Amendments

  1. Voting Procedure: Voting on the proposed amendment takes place at the general membership meeting or through our social media system if in-person attendance is not feasible.
  2. Quorum: A quorum for voting on amendments is defined as at least 30% of the total membership. Without a quorum, the vote cannot proceed, and the proposal is deferred to the next scheduled meeting.
  3. Approval Threshold: An amendment to the bylaws requires a two-thirds majority of the votes cast by members in good standing. This supermajority ensures that amendments have substantial support from the membership.
  4. Implementation: Once an amendment is approved, it takes effect immediately unless otherwise specified in the amendment text. The amended bylaws are then updated and distributed to all members, and the changes are implemented in union operations.

By following this structured amendment process, the INFL Players Union ensures that changes to the bylaws are considered carefully, involve broad member participation, and reflect the collective will of the membership.


Procedures for Dissolving the Union

  1. Initiation of Dissolution: The process to dissolve the INFL Players Union can be initiated by a petition signed by at least 25% of the members in good standing or by a unanimous decision of the executive board.
  2. Notice of Intent: Upon initiation, a notice of intent to dissolve must be communicated to all members. This notice should be sent at least 60 days before a special meeting is called to discuss the dissolution. The notice must include the reasons for the proposed dissolution and the details of the upcoming special meeting.
  3. Special Meeting: A special meeting is convened to discuss the dissolution proposal. All members in good standing are encouraged to attend. During the meeting, the reasons for dissolution, implications, and the process for distributing assets will be thoroughly explained and debated.
  4. Voting on Dissolution: A vote on the dissolution of the union is conducted by secret ballot. To approve the dissolution, a two-thirds majority of the votes cast by members in good standing is required. If the dissolution is not approved, the union continues to operate as usual.
  5. Finalization: If the dissolution is approved, the executive board oversees the process of winding up the union’s affairs. This includes settling any outstanding obligations and coordinating the distribution of assets.

Distribution of Assets Upon Dissolution

  1. Settling Obligations: Before distributing any remaining assets, the union must pay off all its debts and obligations. This includes any pending bills, payroll, legal fees, and other liabilities.
  2. Asset Liquidation: The union’s assets are liquidated to convert them into cash or other easily distributable forms. This process is managed transparently, with regular updates provided to the membership.
  3. Distribution Plan: The executive board develops a distribution plan for the remaining assets. This plan is subject to approval by the membership and must adhere to the following priorities:
    • Refund of Dues: If feasible, a portion of the remaining assets may be used to refund members a pro-rata share of their most recent dues payments.
    • Charitable Donations: Any remaining assets after member refunds are donated to nonprofit organizations that align with the union’s values and mission. These organizations are selected by the executive board with input from the membership.
    • Member Benefits: Assets may be allocated to provide transitional support for members, such as job placement services, retraining programs, or other benefits that assist members in their transition post-dissolution.
  4. Final Report: The executive board prepares a final report detailing all actions taken during the dissolution process, including the liquidation of assets and their distribution. This report is distributed to all members and filed with appropriate regulatory bodies.

By adhering to these procedures, the INFL Players Union ensures a transparent, fair, and orderly dissolution process, safeguarding the interests of its members and upholding its commitments to ethical and responsible governance.

Miscellaneous Provisions

Non-Discrimination Clause

  1. Commitment to Equality: The INFL Players Union is committed to fostering an inclusive and equitable environment for all members. The union does not discriminate based on race, color, religion, sex, national origin, age, disability, marital status, sexual orientation, gender identity, or any other characteristic protected by law.
  2. Equal Opportunity: All union activities, including membership, participation in union meetings, voting, running for office, and accessing union benefits and services, are conducted in a manner that promotes equal opportunity and inclusion.
  3. Reporting Discrimination: Members who believe they have been subjected to discrimination or harassment are encouraged to report their concerns to the executive board or the designated union ombudsperson. All reports will be taken seriously and investigated promptly and thoroughly.

Confidentiality and Privacy Protections

  1. Member Privacy: The union respects the privacy of its members and is committed to protecting personal information. Personal data collected by the union is used solely for legitimate union purposes and is not shared with third parties without the member’s consent, except as required by law.
  2. Confidentiality of Records: Union records, including membership lists, financial records, and meeting minutes, are kept confidential and secure. Access to these records is limited to authorized personnel and is granted to members upon request, in accordance with union policies.
  3. Information Security: The union implements appropriate technical and organizational measures to safeguard personal and sensitive information against unauthorized access, disclosure, alteration, or destruction. This includes regular security assessments and updates to data protection protocols.

Indemnification of Union Officers and Representatives

  1. Scope of Indemnification: The union indemnifies its officers, executive board members, and other representatives against legal liabilities and expenses arising from their good faith actions on behalf of the union. This includes protection against lawsuits, claims, or proceedings related to their official duties.
  2. Conditions for Indemnification: Indemnification is provided to the extent permitted by law and applies only if the individual acted in good faith, within the scope of their duties, and in a manner reasonably believed to be in the best interest of the union. Indemnification does not cover actions involving gross negligence, willful misconduct, or criminal activity.
  3. Insurance: The union maintains appropriate liability insurance coverage for its officers and representatives to ensure financial protection in the event of legal action. The executive board reviews and updates this insurance coverage periodically to maintain adequate protection.

By including these miscellaneous provisions, the INFL Players Union ensures a fair, respectful, and secure environment for its members, while providing necessary protections and support for its officers and representatives.


Requirement for Union Members to Ratify the Bylaws

  1. Presentation of Bylaws: The proposed bylaws are presented to the union membership for review. This includes a comprehensive document outlining all sections and provisions, distributed to all members in good standing at least 30 days prior to the ratification vote. Members receive the document via email, the union’s official website, and printed copies available at union offices.

  2. Informational Meetings: The union schedules a series of informational meetings to discuss the proposed bylaws. These meetings provide members with the opportunity to ask questions, seek clarifications, and express their views. Meetings are held at various times and locations to ensure maximum participation.

  3. Member Feedback: Members are encouraged to provide feedback on the proposed bylaws. Feedback can be submitted in writing or electronically to the Secretary. The executive board reviews all feedback and makes any necessary revisions to the bylaws before the final vote.

  4. Voting Procedure:

    • Eligibility: All members in good standing are eligible to vote on the ratification of the bylaws.
    • Voting Methods: Voting can be conducted in person at a designated ratification meeting, or through secure electronic or mail-in ballots to accommodate all members.
    • Notification of Vote: Members are notified of the voting procedure, dates, and times at least 30 days in advance. Notifications include detailed instructions on how to cast a vote.
  5. Approval Threshold: The bylaws require a two-thirds majority of the votes cast for ratification. This supermajority ensures broad support and consensus among the membership.

  6. Certification of Results: The results of the ratification vote are certified by an independent election committee appointed by the executive board. This committee oversees the voting process to ensure fairness and transparency.

  7. Implementation: Upon successful ratification, the bylaws take effect immediately unless otherwise specified. The final, ratified version of the bylaws is distributed to all members and published on the union’s official website. The executive board is responsible for ensuring that all union activities comply with the new bylaws.

By requiring a thorough review process and a supermajority vote for ratification, the INFL Players Union ensures that its bylaws reflect the collective will and best interests of its members, promoting democratic governance and transparency within the union.


Date of Enactment of the Bylaws

The bylaws of the INFL Players Union shall be officially enacted on the date they are ratified by a two-thirds majority vote of the union members in good standing. This date marks the beginning of the implementation of the bylaws and serves as the official guiding document for all union operations and activities.

Enactment Date: TBD