On this web page, we have tried to present you with plain
and simple facts of interest and importance. No hard-sell: There is nothing so strong as
the simple truth. Please take a few minutes to read through the information. If you have
any questions or would like more specific information, contact us.
-continued from Page 1-
LABOR BOARD ELECTION
Laws are in place to make rules and govern union election and workers' rights. Employers
that violate the law can be prosecuted. A company cannot prevent its employees from
organizing, nor can it prevent a union election.
The NLRB or other appropriate authority in the United States and Canada will order an
election whenever it believes there is sufficient interest. It is up to the union to
produce this "evidence of interest" through "authorization cards"
which must be signed by individual employees.
The NLRB or other appropriate authority in the United States and Canada makes the final
decision as to when, where, and how the election shall occur. The election must be by
secret ballot so it is impossible to tell how anyone votes.
When the Union wins the election it is "certified" by the NLRB or other
appropriate authority in the United States and Canada. "Certification" can be
considered the point at which the union ceases organizing activities and begins to fulfill
its obligation and legal right to help the employees.
THE UNION
The local union is the basic unit of the Building Trades. Some locals have only a dozen
members and some have thousands of members, but regardless of size, the principle of
operation is the same. A local union is the people in it, and the people are the union.
Manufacturers, merchants, business people, doctors just about every known profession has
their own organization. Contractors have an organization called ABC. A union is exactly
the same thing for the workers.
Unions play an important function by giving workers a voice in discussing issues that
affect their lives, such as rates of pay, benefits and working conditions. Local unions
receive technical and legal assistance, guidance, and advice from their International
offices.
Union members elect their own officers, and those officers answer to the members. Each
member has equal voice and vote at regular democratically conducted meetings.
IN UNION THERE IS STRENGTH
DUES, INITIATIONS AND FUNDS
The amount of dues payable each month to the local union is decided by the local union
members. Most locals establish in their bylaws an amount of dues, with a percentage
forwarded to the International consistent with their Constitution. The remaining monies
stay in the local union treasury and are under the control of the members.
Strict accounting of funds is required by the governments of the United States and Canada.
Expenditures are subject to approval of the members. Officers handling local union funds
are bonded to protect the members' money.
Funds are used to operate the local in the best interest of the members. Some locals
organize social activities for members and families, and most participate in charitable
activities that benefit the whole community.
UNION MEMBERSHIP DOESN'T COST - IT PAYS!
CONTRACTS
The contract (or agreement) is the signed document between the employer and your local
union which describes terms and conditions of employment. Items that often are included:
WAGES - Fair rates of pay for every employee, automatic wage increases,
etc.
HOURS - Length of work day, holidays, over- time, etc.
CONDITIONS - Job security, safety and health, personal rights and
treatment.
BENEFITS - Insurance, hospitalization, sick leave, pensions, etc.
Among the most important features in some contracts is an orderly system for settling
disputes between employees and the employer. This is called a "grievance
procedure," and it requires the employer to go through successively higher steps
until a satisfactory solution is found to an employee's problem.
Under a written contract, no one has to guess his or her rights or to seek individual
favors from the boss. Everything is spelled out for everyone to see and understand.
NEGOTIATIONS
There is no such thing as a ready-made contract. Each one is written to meet the special
needs of the members it protects. Reaching an agreement with the employer works like this:
A contract committee is elected or
appointed from among the members. This committee, with the help of a union business
representative, draws up a list of proposals.
The committee's recommendations are
brought before the members for discussion and approval. The members can add to, delete, or
alter as they see fit.
The proposals are presented to the
employer and the process of "collective bargaining" begins.
The terms "collective bargaining" and "negotiations" refer to the
meetings between the employer and your union committee for the purpose of talking over the
requests of the members and/ or the employer. The process implies that both sides must
"give and take" fairly until a "bargain" or "agreement" is
reached.
The law requires the employer to meet in good faith with the
certified union and the committee of workers.
THE TRUTH ABOUT STRIKES
The right of the employee to refuse to work is protected by law. When people decide to
cease work (withhold their labor) in order to resolve problems with an employer it is
called a strike.
Partially because members of the media are inclined to publicize small and insignificant
strikes out of proportion to their importance, the facts about a strike are often
misunderstood. Anti-union companies use the word "strike" as a device to scare
people away from unions.
Unions have long recognized that strikes mean serious losses to everyone and must be
avoided except as a last possible resort. Some agreements contain a section which requires
that disputes be settled by arbitration and strikes are outlawed. Arbitration means
disputes are decided by an "umpire."
No official of a union, or officer of a committee of the local union, is empowered to call
a strike. A strike can be called only by a majority vote of the members affected.
REASONABLE AND FAIR EMPLOYERS HAVE NO REASON TO FEAR THEIR OWN EMPLOYEES