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JOIN - The IAM Better Wages and Working Conditions
Brothers and Sisters My name is Chris Bradley I am the District 27 Lodge Organizer. I am here to help any one who wants a Voice in the work place to help them get the respect we all deserve. Just call it will be confidential. Please read the information on this page If you want a Union the Machinists can help. Chris Bradley District 27 Organizer 502-608-0185 Need a union we can help cbradley@dl27iam.org These are a few good reasons to join a union.....
Unions Raise Wages Union membership helps
raise workers' pay and narrow the income gap that disadvantages minorities
and women. Union workers earn 25 percent more than nonunion workers,
according to the U.S. Department of Labor's Bureau of Labor Statistics. Their
median weekly earnings for full-time wage and salary work were $718 in 2000,
compared with $575 for their nonunion counterparts. The union wage benefit is
even greater for minorities and women. Union women earn 30 percent more than
nonunion women, African American union members earn 30 percent more than
their nonunion counterparts and for Latino workers, the union advantage
totals 45 percent.
MEDIAN WEEKLY EARNINGS OF FULL-TIME
Your Legal Rights to Organize The National Labor Relations Act (NLRA), or the Wagner Act as it is often called, was passed 1935. It provided workers in the United States the right to organize unions of their own selection and to collectively bargain with their employers. The law was passed during a period of wide-spread conflict between labor and management in the United States and collective bargaining was deemed as a civilized alternative to industrial strife. The result was a surge in labor organizing as millions of workers rushed to join unions. In 1947 the Wagner Act was amended by the Taft-Hartley Act which placed certain restrictions on unions. Together the Wagner Act and the Taft-Hartley Act make up the National Labor Relations Act, which regulates union organizing and bargaining in the private sector today. What provisions give workers the right to organize? Specifically, Section 7 of the National Labor Relations Act gives workers the right to organize. It states: "Employees shall have the right to self-organization; to form, join, or assist labor organizations; to bargain collectively through representatives of their own choosing; and to engage in other concerted activities for the purpose of collective bargaining or other mutual aid or protection...." If there is no union representing workers at a workplace, can the workers start a Union? Yes, Workers are free to join an existing union or to start their own union. Most workers interested in organizing a union will contact an international union which will assign an organizer to assist them. Can a worker be disciplined for discussing unions in a non-union workplace? "Talking Union" is protected activity. The National Labor Relations Act protects the right to form and join a union. It is illegal (an unfair labor practice) for an employer to prohibit discussions about unions or to retaliate against a worker for participating in an attempt to organize a union. In general, management can limit union organizing activity to a worker's own time (breaks or before or after work) and in non-work areas (break room, locker room, parking lot, etc.). It also is illegal for an employer to intimidate or bribe workers with pay raises or other special benefits to discourage unionization. Can the employer express its view on the union during a union organizing drive? Employers have a legal right to express their opinion as to whether their employees should be unionized. In addition, the employer has the right to speak to workers against the union on company time and require employees to attend the meeting. This is called the "captive audience" doctrine. However, while the employer has a right to "free speech" it is illegal for the employer to threaten workers with reprisal if the union wins the election or to promise benefits if the union loses the election. In addition, the employer is prohibited from engaging in the surveillance of employees, that is keeping track of the employee's union activities. Specifically, the employer cannot photograph workers talking to union organizers at the plant gate, eavesdrop on employees discussing union matters, or ask an employee to attend union meetings and report back to the employer who attended and what was said. Such conduct is an implied threat that there will be retaliation against employees for joining or supporting the union. How do workers form a union? The National Labor Relations Act contains a standard for organizing a union. The first step in the process is for a union to demonstrate a "show of interest." At least 30% of the eligible workers must sign "authorization cards" which indicate their interest in unionization. The authorization cards are presented to the National Labor Relations Board as evidence of the workers' desire to join a union. The employer may then voluntarily recognize the union. If the employer refuses voluntary recognition, either party may file a "representation petition" requesting an election conducted by the regional office of the National Labor Relations Board. How is a union election conducted? Once the appropriate bargaining unit is determined, the Board sets an election date and conducts the election. The election is held by secret ballot and gives workers the choice between the union and no union. Both union and employer are subject to many rules to insure a fair election. Either party may appeal to the Board if it feels unfair labor practice has been committed How many votes must the union receive to win the election? The union must win a majority of votes cast (50% plus one) to win certification, upon which the employer is obligated to bargain. If the union loses the election can there be another election? Yes, another election can be held, but a minimum of twelve months must elapse between election dates. However, if the Board finds that the employer engaged in objectionable conduct during the initial election, a rerun election can be ordered without the waiting period. Is the employer obligated to bargain with the union? If a union is certified as a bargaining representative, the employer is obligated to bargain in "Good faith" with the union concerning wages, hours, and other terms and conditions of employment. What are wages, hours, and other terms and conditions of employment? They are "mandatory subjects" of bargaining. This has been defined over the years as wages and fringe benefits (such as health insurance coverage, pensions, vacations, and paid holidays), grievance procedures, arbitration, health and safety, nondiscrimination clauses, management rights, discipline, seniority, and union security. It is an unfair labor practice for an employer to refuse to bargain over a mandatory subject of bargaining. What is a labor contract? A labor contract (also called a collective bargaining agreement or a union contract) is a private agreement entered into by an employer and a union. It is a binding legal document that regulates employment relations for a specified period of time. Typical items contained in contract include: wage schedules, fringe benefits, and a grievance procedure that offers workers the opportunity to challenge disciplinary actions taken by the employer. Many union contracts require the employer to prove that it has "just cause" for taking disciplinary action against workers What union actions are unfair labor practices? Examples of illegal union action include: coercing people to become union members; the use of threats, force, intimidation, or violence; charging excessive union dues; refusing to bargain in good faith with the employer. What is the union's responsibility to the membership? The union must represent all workers in the bargaining unit fairly and equally. This concept is known as the union's "duty of fair representation." Who can file an unfair labor practice charge? An employer, a worker, a group or workers, or a union may file an unfair labor practice charge. How does someone file an unfair labor practice charge? By contacting the regional office of the National Labor Relations Board. The regional office locations are: For all Kentucky counties except Daviess and Henderson, contact Region 9 Region 9- NLRB Federal Office Building, Room 3003 550 Main Street Cincinnati, Ohio 45202 Phone: (513) 684-3686 For Daviess and Henderson counties only contact Region 25 Region 25 - NLRB Mintion-Capehart Building Room 238 575 North Pennsylvania St. Indianapolis, Indiana 46204 Phone: (317) 226-7381
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