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Calvert Cliffs Union Tutorial

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  • 1. ABOUT US WHAT IS A UNION?WHAT DOES THE Welcome to CalvertCliffsUnion.com LAW SAY? WHAT TO EXPECT? Click to start! Please take a few moments to learn what we are about. You can access the menu of this tutorial at anyFAQ / CONTACT time by clicking on the plus sign in the upper left corner. Thanks for stopping by and supporting us! Organizing with IBEW for a fair, enforceable, and binding contract…
  • 2. ABOUT US Why are we organizing? SOME OF THE ABOUT US WHO WE ARE ISSUES WHY IBEW? WHAT IS A UNION?WHAT DOES THE LAW SAY? WHAT TO EXPECT?FAQ / CONTACTWe, the employees of Calvert Cliffs Nuclear Power Plant, believe well-run labor union is the most effective advocacy tool and thebest means of maintaining a mutually beneficial relationship between the Calvert Cliffs employees and Constellation Energymanagement.Our goal is to have the National Labor Relations Board come in and hold a secret ballot election to certify that the majority of ussupport forming a union and bargaining collectively for a written contract. It is this certification process that will obligateConstellation Energy to bargain with us in good faith for a fair and binding contract that outlines the terms and conditions of ouremployment. Such a contract cannot be changed unless both sides agree to the changes.
  • 3. ABOUT US Why are we organizing? SOME OF THE ABOUT US WHO WE ARE ISSUES WHY IBEW? WHAT IS A UNION?WHAT DOES THE LAW SAY? WHAT TO EXPECT?FAQ / CONTACT Healtcare Fairness Overtime Contract Changes in the healthcare Unjust disciplinary action Changes in the policy of Ultimately, all we are plan that now has us paying that includes suspensions paying double-time for asking for is a seat at the thousands of dollars in out and even discharge, some of the overtime table and to have our of pocked medical without any means of hours worked during voices heard. We deserve expenses. recourse whatsoever to shutdowns. a fair contract that will appeal these management ensure Calvert Cliffs is a decisions. great place to work for many generations.
  • 4. ABOUT US Why are we organizing? SOME OF THE ABOUT US WHO WE ARE ISSUES WHY IBEW? WHAT IS A UNION?WHAT DOES THE The International Brotherhood of Electrical Workers (IBEW) is an LAW SAY? WHAT TO association of workers employed in the electrical industry who understand the value of working together to improve their working lives and provide EXPECT? security for their families.FAQ / CONTACT In fact, the IBEW was founded 120 years ago by a group of electrical linemen who where dismayed by the low wages and harsh working conditions they endured, and appalled at management’s total disregard for job safety that made workplace accidents and fatalities an almost daily occurrence. These linemen knew the only way they could change anything was to organize every lineman in the entire industry and demand these changes collectively. From these humble beginnings the IBEW has grown to an organization of over 700,000 working men and women in the electrical industry who work in utilities, construction, telecommunications, broadcasting, manufacturing, railroads and government. Whether you are a professional or blue collar employee, workers without a union are all but defenseless to the never-ending pressure corporations operate under to reduce costs and increase profits. History has proven that the only effective way for workers to counter this is to stick together and deal with their employer in one collectively voice. While a few years ago no one would have ever dreamed that the standards we grew accustomed to in the electrical utility industry would become threatened, quality health insurance, adequate pensions, and safe working conditions are all under attack as corporations seek to increase bottom-line profits. Like the lineman who started this great union, we invite the Calvert Cliffs employees to join with their fellow workers in the electrical utility industry who are working together to preserve and promote worker interests. As a member of the IBEW, Calvert Cliffs employees would gain the right negotiate with one collective voice to secure good wages and benefits, fair treatment, a safe working environment, and a harassment-free workplace. Working together we achieve a strong voice that cannot be easily dismissed by management. A union is a means by which ordinary workers can accomplish extraordinary things.
  • 5. KNOW YOUR RIGHTS GATHER INFORMATION BUILD YOUR UNION MAKE IT OFFICIAL WIN A CONTRACT << ABOUT US WHAT IS A UNION? WHAT IS A UNION?WHAT union isTHE an employee organization—protected by law—where a A DOES simply LAW SAY? WHAT of workers joins together to improve and guarantee their group TO EXPECT? wages, benefits and working conditions. A union also gives employees a wayFAQto achieve respect and fairness on the job and a stronger voice to impact / CONTACT employer decisions. Without a union, employers have 100% control. By joining together you will have far more power to make positive changes and gain protections in your workplace than you would alone or with a just a few co-workers. Although work settings and issues vary, you can count on these 5 Basic Steps to create a union at Calvert Cliffs. Are you ready to get started? Please take a look around. You can always click on the in the upper left corner if you need to find a specific area.
  • 6. KNOW YOUR RIGHTS GATHER INFORMATION BUILD YOUR UNION MAKE IT OFFICIAL WIN A CONTRACT << ABOUT US WHAT IS A KNOW YOUR RIGHTS UNION?WHAT DOES THE LAW SAY? WHAT TO Before getting started you should learn about your legal rights to form a union. EXPECT?FAQ / National Labor Relations Act gives workers the right to: The CONTACT • Attend meetings during non-work time to discuss joining a union • Talk about the union whenever other non-work talk is allowed • Read and distribute union literature as long as you do this in non-work areas during non-work times such as breaks, lunch hours or before or after work • Sign a card or petition to show support for a union • Ask other employees to support the union, to sign cards or petitions requesting your employer to recognize and bargain with your union
  • 7. KNOW YOUR RIGHTS GATHER INFORMATION BUILD YOUR UNION MAKE IT OFFICIAL WIN A CONTRACT << ABOUT US WHAT IS A GATHER INFORMATION UNION?WHAT DOES THE LAW SAY? WHAT TO Next you’ll want to gather information about where you work. What are the EXPECT?FAQ / CONTACT issues facing your co-workers? Any common themes? For example, is there a need for better healthcare or to end unfair treatment? Do other co-workers share your interest in exploring the idea of a union? How much do you know about your employer’s structure, industry and competition? Are there other unionized workers in your industry? How will you contact your fellow workers? Who will be your friends and allies in the community or political arena? These are just some of the questions you’ll need to answer. An IBEW organizer will help provide the resources you’ll need to lay a good foundation to build a strong union.
  • 8. KNOW YOUR RIGHTS GATHER INFORMATION BUILD YOUR UNION MAKE IT OFFICIAL WIN A CONTRACT << ABOUT US WHAT IS A BUILD YOUR UNION UNION?WHAT DOES THE LAW SAY? WHAT TO Efforts to form a union vary depending on the workplace but IBEW believes the EXPECT?FAQ / CONTACT most successful way to create a union workplace is for employees to take charge of the process themselves. The IBEW organizing staff will help you create a plan that makes sense for you and your co-workers. You’ll want to create a representative group of co-workers, usually called an “Volunteer Organizing Committee” to make sure your efforts to form a union succeed. The Volunteer Organizing Committee educates fellow workers about the benefits of unionizing and your rights under the law, motivates co-workers to take action with confidence, and helps plan a winning strategy. MORE
  • 9. KNOW YOUR RIGHTS GATHER INFORMATION BUILD YOUR UNION MAKE IT OFFICIAL WIN A CONTRACT << TIPS TO GET OTHERS INVOLVED ABOUT US WHAT IS A UNION?WHAT DOES THE Listen: LAW SAY? WHAT TO Find out what issues are important to your co-workers. You know what’s EXPECT? important to you, but find out what’s important to them. Is there a recurringFAQ / CONTACT theme? Ask questions and don’t assume you know the answers. Give Co-Workers a Reason to Be Involved: People will get involved if they believe their issues are at stake and they can really make a difference. Start with 1:1 conversations or small group discussions. We can build on those and achieve unity that will lead to victory. Be Honest: If you don’t know an answer to a question, admit it—but find out the answer and get back to the person quickly. You’ll be respected for your honesty and sincere concern. MORE
  • 10. KNOW YOUR RIGHTS GATHER INFORMATION BUILD YOUR UNION MAKE IT OFFICIAL WIN A CONTRACT << Push Your Co-workers Harder: ABOUT US WHAT IS A UNION?WHAT easy to THE on tasks yourself, harder to organize others to take action. A It’s DOES take LAW activist gets as many people involved as possible, doing as much as good SAY? WHAT TO possible. But you need to ask. It’s not enough to bug people to be more active. EXPECT? Ask them to do specific assignments - Sign a card or attend a meeting.FAQ / CONTACT Stay Positive and Provide Hope: Making people feel good about getting involved encourages them to stay involved and encourages other people to join them. Complaining about co- workers who “won’t do anything” doesn’t help. Management will attempt to make unionizing seem futile. You can provide the hope that things can change. Publicize your Goals: By making it known what issues your union will fight for, you’re in a better position to take credit for improvements management will try to make during the campaign.
  • 11. KNOW YOUR RIGHTS GATHER INFORMATION BUILD YOUR UNION MAKE IT OFFICIAL WIN A CONTRACT << ABOUT US WHAT IS A MAKE YOUR UNION OFFICIAL UNION?WHAT DOES THE LAW you’re able to show strong majority support for creating a union, usually Once SAY? WHAT TO EXPECT? through the signing of “authorization” cards or a petition, the next step is toFAQ / CONTACT official. There are different ways to do this depending on your make your union type of workplace. One common way is to request the National Labor Relations Board (NLRB), which is a neutral government agency, to hold a secret ballot election. Depending on the state, public employees may have their own state agency conduct an election. Another way to gain official union recognition is to have your employer voluntarily recognize your union. IBEW organizing staff can help you decide which method might be best for your situation. At this point, you may be asking, “What will my employer say to workers forming a union?” The typical employer will say you don’t need a union because he/she will not want to give up any control or power. You and your co-workers need to be prepared for what to expect when your employer learns about your steps to form a union.
  • 12. KNOW YOUR RIGHTS GATHER INFROMATION BUILD YOUR UNION MAKE IT OFFICIAL WIN A CONTRACT << WIN A STRONG UNION CONTRACT ABOUT US WHAT IS A UNION?WHAT DOES THE LAW SAY? WHAT TO Efforts to create a union don’t stop after you win recognition. The next step— EXPECT?FAQ / CONTACT winning a fair contract— is just as important. Once your union is officially certified, your employer will be legally required to negotiate in good faith with your union to obtain a written, legally binding contract covering all aspects of your employment. You and your co-workers will elect a negotiating team and decide what changes and improvements you want to propose to your employer. Acceptance of the final agreement will be voted on by you. You can count on IBEW staff to provide support every step of the way.
  • 13. THE LAW What is guaranteed by Federal law? ABOUT US WHAT IS A UNION?WHAT DOES THE The National Labor Relations Act (NLRA) gives employees the legal right to form LAW SAY? a union. Here’s what the NLRA says: WHAT TO EXPECT? Section 7: “Employees shall have the right to self-organization, to form join, orFAQ / CONTACT assist labor organizations to bargain collectively through representation of their own choosing, and to engage in other concerted activities for the purpose of collective bargaining…” Section 8: “It shall be an unfair labor practice for an employer…to interfere with, restrain, or coerce employees in the exercise of the rights guaranteed in Section 7…” For the full text of the law go to www.nlrb.gov. MORE
  • 14. THE LAW What is guaranteed by Federal law? ABOUT US WHAT IS A UNION?WHAT DOES the legal right to join and support a union and to: Your have THE LAW SAY? WHAT TO • Attend meetings during non-work time to discuss joining a union EXPECT? • Talk about the union whenever other non-work talk is allowedFAQ / CONTACT • Read and distribute union literature as long as you do this in non-work areas during non-work times such as breaks, lunch hours or before or after work • Sign a card or petition to show support for a union • Ask other employees to support the union, to sign cards or petitions requesting your employer to recognize and bargain with your union MORE
  • 15. THE LAW What is guaranteed by Federal law? ABOUT US WHAT IS A It UNION? THEWHAT DOES for your employer to: is illegal LAW SAY? WHAT TO • Threaten to or actually fire, lay off, discipline, harass, transfer, or EXPECT?FAQ / CONTACT employees because they support the union reassign • Favor employees who don’t support the union over those who do in promotions, job assignments, wages, hours, enforcement of rules or any other working condition • Shut down the work site or take away any benefits or privileges employees already enjoy in order to discourage union activity • Promise employees a pay increase, promotion, benefit or special favor if they oppose the union • Ask employees if they attended a union meeting, if they support the union or any other questions about their union activity • Refuse to deal with the union once employees vote to be represented MORE
  • 16. THE LAW What is guaranteed by Federal law? ABOUT US WHAT IS A IfUNION? THEWHATyour employer breaks DOES the law, IBEW can help you file an LAW SAY? WHAT TO “Unfair Labor Practice” charge with the National Labor EXPECT? Relations Board (www.nlrb.gov). The NLRB has the power toFAQ / CONTACT enforce the law and order an employer to stop interfering with employees’ rights, to provide back pay and to reverse any action taken against workers when they try to form a union.
  • 17. WHAT TO EXPECT FROM MY EMPLOYER? The Lies Told by Anti-Worker Union Busters ABOUT US WHAT IS A UNION DUES STRIKES AUTHORIZATION CARDS THIRD PARTY UNION?WHAT DOES THE LAW SAY? WHAT TO POLITICAL NEGOTIATIONS WORKPLACE ISSUES NEW OWNERSHIP EXPECT? CONTRIBUTIONS FAQ / CONTACT Lie from union buster: You will be charged outrageous dues and fees; the union only wants your money. The Truth: The local union members (the workers themselves) decide what their dues are, depending on their needs. Local Union 50 members pay $63 per month in dues. No initiation fees are charged in organizing campaigns. In fact, you will not spend one penny until you have a contract, approved by you. The IBEW is one of the most financially secure organizations in the USA. We understand that when workers make gains in the workplace, it helps all Americans. CLICK HERE TO LEARN MORE ABOUT UNION BUSTERS
  • 18. WHAT TO EXPECT FROM MY EMPLOYER? The Lies Told by Anti-Worker Union Busters ABOUT US WHAT IS A UNION DUES STRIKES AUTHORIZATION CARDS THIRD PARTY UNION?WHAT DOES THE LAW SAY? WHAT TO POLITICAL NEGOTIATIONS WORKPLACE ISSUES NEW OWNERSHIP EXPECT? CONTRIBUTIONS FAQ / CONTACT Lie from union buster: If you vote in favor of representation, you will end up on strike. The Truth: Many IBEW contracts have no-strike or no-lockout clauses that have been agreed upon by both parties. Over 99% of contracts are negotiated with no work stoppages. In the case an employer does not negotiate in good faith, only the workers involved can make a decision to withhold its labor. No one person or committee can make that decision for you. If another facility withholds its labor, you are not involved whatsoever. CLICK HERE TO LEARN MORE ABOUT UNION BUSTERS
  • 19. WHAT TO EXPECT FROM MY EMPLOYER? The Lies Told by Anti-Worker Union Busters ABOUT US WHAT IS A UNION DUES STRIKES AUTHORIZATION CARDS THIRD PARTY UNION?WHAT DOES THE LAW SAY? WHAT TO POLITICAL NEGOTIATIONS WORKPLACE ISSUES NEW OWNERSHIP EXPECT? CONTRIBUTIONS FAQ / CONTACT Lie from union buster: Signing an authorization card (or union card) takes away your rights to make a decision or makes you a member and takes money out of your check. The Truth: The National Labor Relations Board requires the workers to show proof of interest before an election can be held. Authorization cards are the proof of interest. Companies cannot be forced to recognize the workers, but can choose to do so on their own free will. No one will be asked to join the IBEW until you have a contract that is voted on and approved by majority vote. CLICK HERE TO LEARN MORE ABOUT UNION BUSTERS
  • 20. WHAT TO EXPECT FROM MY EMPLOYER? The Lies Told by Anti-Worker Union Busters ABOUT US WHAT IS A UNION DUES STRIKES AUTHORIZATION CARDS THIRD PARTY UNION?WHAT DOES THE LAW SAY? WHAT TO POLITICAL NEGOTIATIONS WORKPLACE ISSUES NEW OWNERSHIP EXPECT? CONTRIBUTIONS FAQ / CONTACT Lie from union buster: Why do you need a third party or outside interest making decisions and talking for you when the company has an ‘open door’ policy that allows you to make gains on your own? The Truth: You are the union and you are not a third party. The IBEW is run by its members. The Calvert Cliffs workers will make their own decisions on what is best for them and their employer. No single person can make decisions for you. Look around. Who do you see that does not belong in your workplace? THE ANTI-WORKER UNION BUSTER, that’s who. The real third party is the firm and persons hired to keep you from voting for your own interests. CLICK HERE TO LEARN MORE ABOUT UNION BUSTERS
  • 21. WHAT TO EXPECT FROM MY EMPLOYER? The Lies Told by Anti-Worker Union Busters ABOUT US WHAT IS A UNION DUES STRIKES AUTHORIZATION CARDS THIRD PARTY UNION?WHAT DOES THE LAW SAY? WHAT TO POLITICAL NEGOTIATIONS WORKPLACE ISSUES NEW OWNERSHIP EXPECT? CONTRIBUTIONS FAQ / CONTACT Lie from union buster: Your dues will be given to political candidates with no input from you. The Truth: The IBEW cannot use any dues monies for political contributions. A voluntary fund called the Committee On Political Education (COPE) is used for all IBEW contributions and is funded by voluntary contributions only. The COPE fund political contributions go to any politician, regardless of party, that will help working people, through political action. CLICK HERE TO LEARN MORE ABOUT UNION BUSTERS
  • 22. WHAT TO EXPECT FROM MY EMPLOYER? The Lies Told by Anti-Worker Union Busters ABOUT US WHAT IS A UNION DUES STRIKES AUTHORIZATION CARDS THIRD PARTY UNION?WHAT DOES THE LAW SAY? WHAT TO POLITICAL NEGOTIATIONS WORKPLACE ISSUES NEW OWNERSHIP EXPECT? CONTRIBUTIONS FAQ / CONTACT Lie from union buster: You will start negotiations with a blank sheet of paper and the company does not have to negotiate with the you anyway. The Truth: Upon certification of an election win, the company can make no unilateral changes concerning terms and conditions of employment, without consulting and negotiating with the workers. In other words, you begin with what you have at election time. There are mandatory terms of bargaining that the company, by law, has to negotiate with its workers upon gaining representation. It is against federal law for the company to be involved in bad- faith bargaining. They must bargain with their employees by law. CLICK HERE TO LEARN MORE ABOUT UNION BUSTERS
  • 23. WHAT TO EXPECT FROM MY EMPLOYER? The Lies Told by Anti-Worker Union Busters ABOUT US WHAT IS A UNION DUES STRIKES AUTHORIZATION CARDS THIRD PARTY UNION?WHAT DOES THE LAW SAY? WHAT TO POLITICAL NEGOTIATIONS WORKPLACE ISSUES NEW OWNERSHIP EXPECT? CONTRIBUTIONS FAQ / CONTACT Lie from union buster: You will no longer be able to talk to your supervisor and work out on the job problems or resolve obstructions to your work. The Truth: All IBEW contracts have management rights sections. The workers do not manage or run the plant, but they do have a voice in all terms and conditions of employment. Procedures in work decisions will remain the same. Changes will be in workplace fairness, a voice in healthcare, a voice in retirement and annuity plans, a voice in safety, etc… If you are called into supervisions office for a meeting, you will have the right to ask if the result in the meeting can affect your employment. If the answer is yes, you have a right to call your union steward for representation and advice, as well as having a witness. If any decision is deemed unfair, action can be taken by the worker. CLICK HERE TO LEARN MORE ABOUT UNION BUSTERS
  • 24. WHAT TO EXPECT FROM MY EMPLOYER? The Lies Told by Anti-Worker Union Busters ABOUT US WHAT IS A UNION DUES STRIKES AUTHORIZATION CARDS THIRD PARTY UNION?WHAT DOES THE LAW SAY? WHAT TO POLITICAL NEGOTIATIONS WORKPLACE ISSUES NEW OWNERSHIP EXPECT? CONTRIBUTIONS FAQ / CONTACT Lie from union buster: Now that there is new ownership, we should wait and see what changes are made, you may no longer need representation. The Truth: The IBEW and Exelon are not adversaries. They work in partnership for what is best for BOTH the company and the worker. Most Exelon locations are represented by the IBEW; the workers have a voice in terms and conditions of employment. Worker-Management committees meet to discuss problems and the employees have an avenue to make suggestions and talk over work related problems and help make things easier for management. Instead of an ‘employee handbook’ or ‘rule book’ that can be changed or ignored, you will have a contract that is binding for both sides. Changes can only be made if agreed upon by both the employees and management. CLICK HERE TO LEARN MORE ABOUT UNION BUSTERS
  • 25. UNION BUSTERS In Your Workplace? HOW THEY WHAT CAN I ABOUT US ZOMBIES? OPERATE DO? WHAT IS A UNION?WHAT DOES THE LAW SAY? WHAT TO EXPECT?FAQ / CONTACTThe zombies in the picture above are probably not real. But Calvert Cliffs Nuclear Plant is infested with a group of monsters tryingto eat your brains. OK, so maybe they aren’t trying to eat your brains, but the anti-worker Union Busters that have been hired tothwart your effort to form a union are no less scary. They are using deceit, half-truths, and straight-up lies to convince you to voteagainst your own interests. They may not be munching on your brains, but they are trying to cloud your thoughts and prevent youfrom thinking clearly. Click on the tabs above to learn a bit more about the third-party consultants known as Union Busters.
  • 26. UNION BUSTERS In Your Workplace? HOW THEY WHAT CAN I ABOUT US ZOMBIES OPERATE DO? WHAT IS A UNION? THEWHATUse of Supervisors - Supervisors are the union busters’ de-organizing committee. Managers and supervisors are DOES made to feel personally responsible if the employees in their department vote for the union. Since in most LAW SAY? WHAT TOcompanies, employees have no knowledge about unions, the union buster instills fear in the unorganized EXPECT? implyingmay be injob will be impossible with a union, and if he doesn’t do everything possible to keep supervisor by the union out, his job that his jeopardy.FAQ / CONTACT Delay - A union buster will delay the NLRB election by legal maneuvers as long as possible. Tactics such as contesting the voting unit sought by the employees, unwillingness to schedule a quick hearing, delay in giving the union the required list of employees until forced to, and opposing any settlement offered by the employees and their union. The union buster knows that the longer he can delay the election, the greater the chance he has to instill fear in employees and win the election for the employer. One-on-One Meetings - The union buster will meet with us directly or have supervisors meet with us one on one in order to seek out our union sentiments. The supervisors have the job of convincing us that the union will be bad for us and for the company. (Even though neither is true.) Captive audience meetings - A union buster will meet with large groups of us to discredit the union and will train supervisors to do so as well. We can expect a number of employees to be used as “plants” in these meetings to ask questions prepared in advance by the union buster to sow misinformation about the union. Sometimes we will be separated by those thought to be supporters and those thought to be undecided. Division - Divide and conquer. The union buster will make us feel that there is a tense division among us concerning the union election. We will be led to believe that this tension will continue forever if the employees choose a union. (Any tension that does exist was created by the union-buster so it goes away as soon he does.)
  • 27. UNION BUSTERS In Your Workplace? HOW THEY WHAT CAN I ABOUT US ZOMBIES OPERATE DO? WHAT IS A UNION? THEWHATAsk the Company who they have hired as a union buster - Ask the employer how much they are paying the DOES consultant. Most union busters charge anywhere from $750 to $2,000 per day plus expenses for their services. LAW SAY?your employer could use for your health insurance or pension. WHATmoney That’s TO EXPECT?Have as many co-workers as possible document everything that a union buster, supervisor or manager Document -FAQ / CONTACT whether to a group of us or an individual employee. A union buster will often violate the law in says to employees, what he says about the union. Take notes in front of the union busters during meetings, it will make them nervous. Ask Questions - If our supervisor makes an implied threat, ask the supervisor or manager directly what he or she is trying to say. The employer cannot legally make threats to employees about union organization so ask them to explain what they are saying. Ask the union buster personal questions like where they live, what kind of car they drive. Ask the union buster how much they are paid or what they made last year. Ask anything about their job and qualifications. Ask for the information the union buster presents in writing - Remember, the general and vague information that supervisors and managers are giving you comes directly from the union buster. Ask management for the information that they are presenting to you in writing. Protect and support each other - If a union buster or supervisor is shadowing a coworker, band together for support. A union buster can only be effective in creating fear if the employee lets him. If employees stand up to the union buster and keep a clear head, he cannot be effective. Ask the Union - If you have questions about what the union buster is having management say, contact a member of the organizing committee for answers.
  • 28. FREQUENTLY ASKED QUESTIONS What is a union? ABOUT isUSguarantee their wages, benefits and working conditions. A a group of workers joins together to A union simply an employee organization—protected by law—where WHAT IS A and fairness on the job and a stronger voice to impact employer decisions. Without a way to improve and achieve respect union also gives employees a UNION? THEWHATunion, employers have 100% control. DOES LAW SAY? union benefit me? WHAT TOa How would When employees join together to form a union, they can pull together their various ideas and concerns in a unified EXPECT? more power than speaking alone. By joining with IBEW, you will enjoy the protection of a legally voice with farFAQ / CONTACT binding contract, negotiated and voted on by you and your co-workers. As a union member you gain the right to negotiate with your employer as an equal and bargain over your wages, benefits, retirement, employer policies, schedules, hours of work, health and safety, job security and many other important workplace issues. There’s no doubt union workers fare better in the work world. How do I join a union? If a large majority of co-workers show support by signing cards, a request can be made to the National Labor Relations Board to conduct a secret ballot election. The public sector uses a similar process. The election will officially determine whether or not a majority (50% plus one of those who vote) wants to have a union. Once the election is won, the law requires your employer to recognize your union and negotiate in good faith. There are other creative ways to put pressure on your employer to recognize your union. A government-supervised election is just one alternative. Is there a risk in supporting a union? It is against the law for your employer to ask you about your union activity or to threaten, harass, fire, discipline or discriminate against you because of union activity. The National Labor Relations Act protects workers trying to form a union. When workers organize with IBEW they can depend on support and back up if needed. Click here to learn more about Your Legal Rights. Trevor Johnson Cory McCray Trevor_Johnson@IBEW.org Cory_McCray@IBEW.org MORE 703-785-4149 443-243-8616
  • 29. FREQUENTLY ASKED QUESTIONS Can I talk about the union at work? ABOUT gives you theas breaks, meal times or before work when other non-work related talk is allowed or during The law US non-work times such right to talk about the union at or after work. WHAT IS A UNION? THEWHATWhat about strikes? DOES Employers love to scare workers thinking of forming a union with strike talk. In reality, strikes are rare. IBEW settles LAW 99% of its contracts without ever going on strike. Besides, there could only be a strike where you work if the over SAY? WHAT TO voted to do so. IBEW union leaders can’t “call a strike” nor can union members from other vast majority EXPECT?Only the employees where you work could make that decision. workplaces.FAQ / CONTACT How will my employer react? Most employers, even good ones, feel threatened when they find out employees want to share some power and control. Most will try to convince you not to form a union by using a variety of tactics designed to create doubt. However, workers successfully form unions all the time. The key is to stay united and focus on the reasons you wanted a union in the first place. Click here for What My Employer Will Say. How much are dues? The members at each IBEW Local Union decide on a dues rate for their organization. New members don’t pay any dues until your contract is voted on and approved by you. That way you can see the results first before paying any dues. Newly organized members also never pay any initiation fees, which also vary by Local. How are dues spent? IBEW is a non-profit employee organization that operates almost solely from member dues. Dues are used to: Negotiate strong contracts, defend members and enforce contract rights, organize new members to improve bargaining strength in existing workplaces and to improve standards in a particular industry, train and support Shop Stewards and other union activists, push for laws to protect and expand workers’ rights on the job, keep members informed through newsletters, union publications and the website, and provide educational opportunities for union members. Trevor Johnson Cory McCray Trevor_Johnson@IBEW.org Cory_McCray@IBEW.org 703-785-4149 443-243-8616