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October 19, 2017
Member Benefits
Dec 17, 2007

Dec 13, 2007

IT PAYS TO BE UNION!

Union membership brings many benefits to working people. One of the major benefits includes weekly earnings. The data below show that union workers, on average, made $161 or 27% more per week than nonunion workers in 2003. Furthermore, when breaking it down to both industries and occupational categories, the union difference becomes even clearer.

WEEKLY EARNINGS ADVANTAGE FOR UNION MEMBERS, 2003
Full-Time Wage and Salary Workers' Median Weekly Earnings

 

Union

Non Union

Union
Weekly Advantage

% Difference

All Workers 16 and Over

$760

$599

$161

27%

Race & Gender

White, 16 years & over

$779

$612

$167

27%

Men

$827

$688

$139

20%

Women

$711

$539

$172

32%

 

Black, 16 years & over

$665

$491

$174

35%

Men

$693

$518

$175

34%

Women

$633

$467

$166

36%

 

Hispanic or Latino, 16 years
& over

$632

$419

$213

51%

Men

$663

$437

$226

52%

Women

$586

$394

$192

49%

 

Occupational Breakdown

 

 

 

 

Management, professional &
related occupations

$896

$886

$10

1%

Professional & related
occupations

$885

$833

$52

6%

Services occupations

$606

$382

$224

59%

Office & administrative support occupations

$639

$530

$109

21%

Natural resources, construction & maintenance occupations

$851

$558

$293

53%

Production, transportation
& material moving occupations

$688

$493

$195

$40%

 

Industry Breakdown

 

 

 

 

Construction

$884

$580

$304

52%

Durable Goods Manufacturing

$714

$655

$59

9%

Nondurable Goods Manufacturing

$635

$590

$45

8%

Transportation & Warehousing

$782

$620

$162

26%

Government

$809

$821

($12)

-1%

Note: In addition to the earnings benefits gained from being unionized, some of the union/nonunion differences may be due to factors such as employee skill level, region of the country, and size of the employer.

Source: U.S. Department of Labor, Bureau of Labor Statistics, "Union Members in 2003," January 2004.


Dec 13, 2007

UNION WORKERS HAVE BETTER BENEFITS

Union workers are more likely than their nonunion counterparts to receive health care and pension benefits, according to the U.S. Department of Labor. In 1999, 73 percent of union workers in medium and large establishments had medical care benefits, compared with only 51 percent of nonunion workers. Union workers are also more likely to have retirement and short-term disability benefits.

  

 

As the chart illustrates, 79% of union workers have pension plans versus 44 percent of nonunion workers. Seventy percent of union workers have defined-benefit retirement coverage, compared with 16 percent of nonunion workers. Defined-benefit plans are federally insured and provide a guaranteed monthly pension amount. They are better for workers than defined-contribution plans, in which the benefit amount depends on how well the underlying investments perform.

 

 

 

 


Dec 06, 2007

Get the facts!

Q How does the union work?
A A union is a democratic organization of a majority of the employees in a facility. The basic idea of a union is that by joining together with fellow employees to form a union, workers have a greater ability to improve conditions at the worksite. In other words, "in unity there is strength."

Q What will be in our contract?
A It is for the union employees to decide what to negotiate for. Your co-workers are already talking about many issues that are important to them at union meetings. After you win union recognition, you will select a negotiating committee 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 approved (ratified) by a majority of the workers.

It is not possible to know exactly what will be in the first contract. Our goal will be to win improvements with each contract.

Q Who runs the union?
A The union is a democratic organization run by the members. Members elect the local officers. You vote on many issues of importance to you. You vote on your contract. Union members elect delegates to national conventions, where delegates elect national officers and vote on major issues affecting the union such as constitutional amendments. The union is the people themselves.

Q Won't it cost the company a lot money if the union comes in?
A In the short run, it's true that unions cost employers more in terms of wages and benefits. But in the long run, that doesn't necessarily hurt the employer. Many unions are good for the employers as well as for the workers.

The reason is simple. With a union there is higher morale, and there is a mechanism for workers to have a voice in how the workplace operates.

Satisfied employees are more productive, and less likely to quit, so there is less turnover. Also, management benefits when it gets input from the workers on how the operation could be run better.

Q Can I be fired for participating in the campaign?
A First of all, the law prohibits any employer from discriminating against people in any way because of their union activity. If an employer does harass or discriminate against a union supporter, the union files a charge with the Labor Board, and prosecutes the employer to the fullest extent.

The best safeguard against the employer harassing anyone is for everybody to stick together and win their union. Without a union, management has a free hand to treat people as they please. But with a union, everyone has the protection of a union contract.

Q What can the union do about favoritism?
A 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, of course, 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 to work it out 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.

Q Management is hinting that we could lose the benefits we now have. Is that true?
A The purpose of forming a union is to win improvements in wages and benefits, not to lose them. We start with what we have and go up. On average, unionized workers earn a third more than non-union workers in wages and benefits. Occasionally in organized facilities workers agree to grant concessions to aid an ailing company, but this comes after years of winning improvements.

The employees vote on whether or not to accept a contract. Would you vote to accept a contract that took away your benefits? Think about it. If having a union meant that the employer could reduce your benefits, why would the employer be fighting the union so hard?

Besides, it is against the law for the employer to retaliate against the union by taking away wages or benefits.

Q What about all those meetings we're having where management talks about the union being bad and corrupt?
A The employer would like you to think that unions are corrupt. The truth is that unions are decent, honest organizations dedicated to improving the lives of working people.

Nothing is perfect, and there have been examples of union officials who have not been honest. But the same is true of government officials and business leaders. There are a few bad apples in any group of people.

Telling you not to vote for a union because there have been some corrupt officials is like telling you never to work for a company because a company official has been corrupt.

Q The employer says the union can't guarantee us anything. Can you?
A The union can guarantee this: that when workers stick together as a union they have more bargaining power and more of a voice than they do as individuals.

When the union wins, you will negotiate a contract with the employer. We can make no promises on what the contract will contain. That is for you to decide when you vote on your contract. We can guarantee that the contract will be legally binding, and the union will make sure the contract is enforced.

Q Management says the union is just after our dues money. Why should we pay money to the union?
A Dues are used to run your union and keep it strong. The dues are divided between the local union and the national union. The money is used to provide expert services to your local union, including negotiators, lawyers, economists, and educators; to pay the salaries of officers and staff, including organizers; to provide newsletters and conferences. The local union's money is used for reimbursing stewards for lost time, for the union hall, and for other expenses of your union.

Did you know that the employer also pays dues to organizations? Employers have their own ''unions" - such as the Chamber of Commerce or the National Association of Manufacturers. They pay for representation-why shouldn't you?

Besides, since when is the company so concerned about your money?

Q How much are Union Dues?
A The dues will depend upon what the local needs to operate efficiently and effectively. However, the dues will be set by you, as a local union, with the exception of the International portion of the dues, which is set and voted by all Local Unions at the International Convention every five (5) years. However, no dues are paid until the majority of workers vote to accept a contract they helped to negotiate. All initiation fees will be waived for members in newly organized units.

Q Management has hinted there will be a strike if we organize.
A Management talks a lot about strikes during an organizing drive. Did they tell you that over 98% of union contracts are settled without a strike? There could only be a strike if the employees vote for the strike. And it's only smart to vote for a strike if you know you can win. The employer doesn't want a strike any more than the workers do, so everyone has an incentive to reach a compromise during bargaining.

Unions have developed a lot of other tactics that can put pressure on management to reach a fair agreement. For example, unions use boycotts or corporate campaigns or community support, rather than necessarily having to resort to striking.

Q How do we go about getting a union here? 
A We've already taken the important first steps in forming a union.  We've formed a voluntary organizing committee of which many of you are members.  This committee was formed to investigate and to inform of the ways that a union may help us.  We've held meetings to inform other employees as to what their rights are now and the rights they gain by forming a union.

Now it's all up to us to vote Union and to ask others to vote for their future by VOTING UNION .

Q What does signing the card mean?
A It means you want the union. The card is a commitment of support.  And, it gives us the legal support for an open and free union election.


Dec 07, 2007

National Council of Churches (Representing 33 million Protestants)

Whereas, the churches, in the statement of 'The Social Ideals' have stood for 'The right of employees and employers alike to organize for collective bargaining'. Resolved: that the National Council record its conviction that not only has labor a right to organize, but also that it is socially desirable that is do so because of the need for collective action in the maintenance of standards of living.
-National Council of Churches (Representing 33 million Protestants)

Baptist Churches

We recognize the right of labor to organize and to engage in collective bargaining to the end that labor may have a fair and living wage, such as will provide and culture. -Southern Baptist Convention

We reaffirm the right of labor to organize into unions or to affiliate with national labor bodies. -Northern Baptist Convention

Catholic Church

In the first place, employers and workmen may themselves effect much in the matter which we treat-(saving the workers from being ground down with excessive labor). The most important of all are workmen's associations...but it is greatly desired that they should multiply and become more effective. -LEO XIII

What is to be thought of the action of those Catholic industrialists who even to this day have shown themselves hostile to a labor movement that we ourselves recommended. -PIUS XI

Labor can have no effective voice as long as it is unorganized. To protect its rights it must be free to bargain collectively through its own chosen representatives. - Catholic Church

Church of the Brethren

Laborers are always to be regarded as persons and never as a commodity. Industry was made for man, and not man for industry. Employees as well as employers have the right to organize themselves into a union for wage negotiations and collective bargaining. -Brethren Service Commission, Church of the Brethren

Congregational Christian Churches

We stand for the replacement of the autocratic organization of industry by one of collective effort of organized workers and organized employers.

The Disciples of Christ

Be It Resolved by the International Convention of the Disciples of Christ:

That It is our conviction that workers should have the right to self-organization, to form, join, or assist in forming labor organizations, to bargain collectively through representatives of their own choosing and to engage in such activities as are within the limits of Constitutional rights for the purpose of bargaining with employers and other mutual aid protection.

Evangelical and Reformed Church

In order that the Christian principles of respect for personality, establishment of brotherhood, and obedience in the revealed will of God may find more adequate expression in the economic order, we commit our selves to work for ...the recognition of the right of employers and workers to organize for collective bargaining, as a step toward the democratic control of industry for the good of society.

Jewish Synagogue

The same rights of organization which rest with employers rest also with those whom they employ. Modern life has permitted wealth to consolidate itself through organization into corporations. Workers have the same inalienable right to organize according to their own plan for their common good and to bargain collectively with their employers through such honorable manes as they may choose. -Central Conference of American Rabbis

We believe that the denial of the right of workers to organize and to form group associations so that they may treat as economic equals with their employers is tantamount to a curtailment of human freedom. For that reason, we favor the unionization of all who labor. -Jewish

Methodist Church

We stand for the right of employees and employers alike to organize for collective bargaining and social action; protection of both in the exercise of their right; the obligation of both to work for the public good. -The General Conference of the Methodist Church

Collective bargaining, in its mature phase, is democracy applied to industrial relations. It is representative government and reasoned compromise taking the place of authoritarian rule by force in the economic sphere. In its highest form it is the Christian ideal of brotherhood translated into the machinery of daily life. -General Board of Christian Education of the Methodist Church

Presbyterian Church

Labor unions have been instrumental in achieving a higher standard of living and in improving working conditions. They have helped to obtain safety and health measures against occupational risk; to achieve a larger degree of protection against child labor; to relieve the disabled, the sick, the unemployed; and to gain a more equitable share in the value of what they produce. -Board of Christian Education, Presbyterian Church, U.S.A.

The right of labor to organize and to bargain collectively with employers is clearly an inalienable right in a democracy, and has so been recognized by our government. -Synod of Tennessee, Presbyterian Church of U.S.A.

The Protestant Episcopal Church

We recognize the right of labor to organize and to engage in collective bargaining to the end that labor may have a fair and living wage, such as will provide not only for the necessities of life, but for recreation, pleasure, and culture.

Lutheran Church

We are convinced that the organization of labor is essential to the well being of the working people. It is based upon a sense of the inestimable value of the individual man. United Lutheran Church In America

It is the right of every man to organize with his fellow workers for collective bargaining through representatives of his own free choice. It is the duty of both management and labor to accept and support conciliations and arbitration in industrial disputes. -Board of Social Mission and the Executive Board of the United Lutheran Church in America.

 

 




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