"The mass of mankind has not been born with saddles on thier backs, nor a favored few (born) to ride them"
YOUR EMPLOYER BELONGS TO A UNION, WHY CAN’T YOU?
Most Electrical Contractors belong to:
Associated Builders and Contractors
Subcontractors Association of America
Independent Electrical Contractors Association
All these associations are unions that were formed by employers to promote and benefit their interests. Why can’t you have an organization that works for your benefit and well-being?
Did you know that:
Your contractor signs an agreement for everything he does;
Your contractor signs a contact when they win a bid;
Your contractor signs a contract when they buy electrical supplies; and
Your contractor would not buy any supplies or perform any work without signing a contract.
The only contract they won’t sign is the contract that protects the rights of their workers.
A UNION CONTRACT
Ask them why?
"If any man tells you he loves America, yet hates labor, he is a liar. If any man tells you he trusts America, yet fears labor, he is a fool"
-- Abraham Lincoln
Organizing / Employment Opportunities
The International Brotherhood of Electrical Workers was founded in 1891. This union is comprised of proud union members with a wide diversity of skills and jobs. One of the most progressive unions in existence, the IBEW represents some 750,000 members in the United States and Canada.
What is a Union?
A union is a group of workers who are united together to have a collective voice in obtaining workplace goals. There can be no democracy on the job without workers’ empowerment through their union.
What is a Union Contract?
A union contract is a signed agreement between the company and the union spelling out the rights of the workers.
What will be in our contract?
It is up to the union employees to decide what to negotiate for. A negotiating committee is selected from among your co-workers. Then, with the assistance of union negotiators, the committee will sit down with management to negotiate a contract.
The law says that both sides must bargain “in good faith” to reach an agreement on wages, benefits, and working conditions. The contract will only take effect after it is ratified (approved) by a majority of the workers.
IBEW Local 226’s contract contains language regarding contract dispute procedures. We specify in our contract that there shall be no stoppage of work either by strike or lockout.
Who runs the union?
The union is a democratic organization run by the members. You elect the local officers. You vote on many important issues. You vote on your contract. Union members elect delegates to the national conventions, where delegates elect national officers and vote on major issues. The union is the people themselves.
Have you ever been mistreated?
Has your employer ever treated you unfairly? Maybe a mistake on your paycheck? Improper overtime pay? A misunderstanding on how many hours you actually worked? Failure to divide overtime hours on an equable basis... or, maybe a question on time for lunch or breaks, starting or quitting times, pay for travel time, safety or many other issues.
What can you do about it if your boss doesn’t like you, treats you unfairly, denies you a promotion, disciplines or discharges you without just cause? Probably nothing if you are not represented by the IBEW.
What can the union do about favoritism?
Fairness is the most important part of the union contract. The same rules apply to everyone. If any worker feels that he or she is not being treated fairly, then he or she still has the opportunity to complain to the supervisor, just like before. But under a union contract, the supervisor or manager no longer has the final say. They are no longer judge and jury. If the worker is not satisfied with the response of the supervisor, the worker can file a grievance.
The first step of a grievance procedure is for the steward to accompany the worker to try and resolve the problem with the supervisor. If the worker is not satisfied, the steward and the employee, with help from the Union Business Manager, can bring the grievance to higher management. If the complaint is not resolved, then the issue can be placed before an outside neutral judge called an arbitrator.
"Only a fool would try to deprive working men and working women of the right to join the union of their choice"
--Dwight D. Eisenhower
IBEW Local Union 226 Respects and Protects Our Older Workers
How many electricians over the age of 45 do you see on the non-union jobs? Overall, not many? That’s because non-union construction employers do not provide the fringe benefits that older electricians need.
As an electrician grows older, benefits become more important. The likelihood of major surgery, heart attack, disabling illness, etc., increases. The need to earn decent retirement benefits also becomes more urgent. Because of this, many older electricians leave the non-union construction industry to accept other jobs in order to obtain the benefit coverage they know they need.
As union electricians, we have excellent fringe benefits and, as we grow older, we are covered by minimum employment quotas as well.
In I.B.E.W. Local Union 226, we value our older workers. Their years of experience and their wealth of knowledge in the electrical trade are a valuable resource this union will never disregard.
Wage and Benefits
As union members, we bargain collectively with our employers over wages, benefits, and rights. We offer an excellent wage and benefit package to our members.
Every electrician or telecommunications technician within the IBEW receives this pension. The National Electrical Benefit Fund (NEBF) is a pension plan that is administrated by both The International Brotherhood of Electrical Workers (IBEW) and The National Electrical Contractors Association (NECA) on a national level. This plan is based on years of service that goes towards your benefit. For every year of service you will receive $32.00. For example if you were a member for thirty years you would receive $960.00 per month at your retirement age.
This is the second of our pension plans that is separate from IBEW Local 226 pension and is paid into through your International Dues payment. A portion of your monthly dues goes towards this pension. For every year of service as an IBEW Local 226 member you will receive $4.50. For example if you were a member for thirty years you would receive $135.00 every month at your retirement. This is the smallest of the retirement plans. This is a benefit of belonging to the IBEW International Union.
LOCAL 226 PENSION
Every working person deserves to have a secure, guaranteed income when they choose to retire. You may have a 401(k) retirement plan, that you have to take money out of your paycheck to fund. The difference between an IBEW Local 226 pension, which is a defined benefit plan, and a 401(k), is how much in benefits you receive. A 401(k) is an account balance when it is depleted that is all that you will receive. With an IBEW Local 226 pension plan you have a monthly pension payment until the day you die, and the option of payment until your wife dies.
"The American Labor Movement has consistently demonstrated its devotion to the public interest. It is, and has been, good for all America."
--John F. Kennedy
Limited Rights Without a Union
In today's world, more than ever, workers need to join together. Instead of one lonely person asking for his share of the pie, by joining with others, employees can bargain from a greater position of strength and demand fairer wages, better health benefits, and a retirement plan for the future. In fact, according to the Department of Labor, union workers typically make up to 64% more than non-union workers in the same occupations!
Why? Because a union creates a more level playing field between employer and employee.
Union representation means that you gain rights. Legal rights that you don't have without a union contract.
Under the employment at will doctrine, the cornerstone of American employment law, in general terms, unless you belong to a protected group, your employer has the right to discipline or terminate, with impunity, you for any reason -- even a bad one -- or for no reason at all. That's why it is sometimes called the fire at will doctrine.
However, with a collective bargaining agreement, you have rights. Management must have just cause for any disciplinary action taken against a union employee. You bargain over wages, health benefits, working conditions and a retirement plan for your future. But, you bargain collectively with the strength that comes from a collective voice.
A union is an organization of workers joined together for a common purpose, for mutual aid and protection, to engage in concerted activity and collective bargaining, to elevate their conditions of life and labor; an organization by which ordinary people do extraordinary things.
Our brothers and sisters in the electrical industry stand as an example for construction workers across the world. We claim to be the most-productive, highest-skilled and best-trained electricians. In order to live up to this claim, we must endeavor to achieve this high set of standards, and help each other attain them. The following goals are just a part of an overall value system that we have established for ourselves over the last century.
• Give “eight for eight”, which means to be where you should be on the job performing your assigned tasks. Give an honest day’s work.
• Use the proper tools for the job at hand.
• Be a safe employee and point out unsafe conditions to others.
• Be a drug- and alcohol-free worker.
• Be an ambassador for our industry; make sure our customers would want to hire you again.
• Listen to and carry out work assignments in a timely fashion.
• Use materials in an appropriate manner, thus eliminating waste.
• Treat employers’ tools as well as you would treat your own.
• Respect the steward and supervision.
• Through the quality of your work, show that you are the most-productive, highest-skilled and best-trained electrician the customer could employ.
• Have a sense of pride in your craftsmanship.
• Have a positive attitude about your work on and off the job.
• Honor the provisions of your collective bargaining agreement.