FAQ
IBEW Local 1220 Frequently Asked Questions
HOW
DOES THE UNION WORK?
A union is a
democratic organization of a majority of
the employees in a facility. The basic
idea of 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.”
WHO
RUNS THE UNION? THE COMPANY SAYS THAT
THE UNION IS JUST A BUNCH OF OUTSIDERS -
A THIRD PARTY.
You run your own
union. You elect your own negotiating
committee and prepare your own list of
improvements for a union contract. You
elect your own officers and job
stewards. The union is not “outsiders,”
it is you, the worker.
HOW
MUCH ARE DUES?
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.
WHERE
DO UNION DUES GO?
The union dues are
divided between the International Union
and the workers’ own local union, which
will have its own treasury. Dues are
used to run the union and keep it
strong.
WILL
THE UNION MAKE US GO ON STRIKE?
No one can force you
to go out on strike. There can only be a
strike at your facility if a majority of
the workers at your company vote to go
on strike. Over 98% of all union
contracts are negotiated without a
strike. Wise unions only strike when
they know they can win.
CAN I
GET FIRED FOR HELPING THE UNION OR FOR
ATTENDING A UNION MEETING?
It is illegal for you
to be fired, punished or harassed for
attending union meetings or for
supporting a union. The law protects
your right as workers to improve your
working conditions.
WHAT
BENEFITS CAN THE UNION GUARANTEE?
The union can only
guarantee one thing; with the support,
strength, and unity of the workers,
working together we will win the best
wage and benefit package possible.
WILL I LOSE THE
BENEFITS I HAVE NOW?
No, it is against the
law for the company to take away any
benefits you now have in order to punish
you for voting for a union.
WHAT
ABOUT UNION CORRUPTION AND DISHONESTY?
The company would
like you to think that all union
officials everywhere are corrupt. Most
unions are decent, honest organizations
dedicated to improving the lives of
working people. Unions aren’t perfect -
nothing is. At least union officials are
elected, and bad ones can be voted out.
Remember, you, the employees are the
union.
WILL
THE SHOP FACILITY CLOSE IF I VOTE FOR A
UNION?
It is against the law
for the company to close or threaten to
close because of union activity.
Remember, companies go out of business
because people stop buying their
product, not because their workers are
treated fairly.
WHAT
IF MY EMPLOYER CAN’T AFFORD A UNION
CONTRACT?
No one wants your
company to close, especially a real
union, one that represents the best
interest of its workers. If the company
says they can’t afford the wage and
benefit increase that the workers want,
we say it must prove its poverty by
showing the union its financial records.
Then we can make decisions together
based on real information instead of
company propaganda.
WHAT
CAN WE EXPECT THE COMPANY TO DO TO TRY
TO GET US TO VOTE AGAINST THE UNION?
Usually the company
tries to influence employees with
scare-talk, anti-union speeches and
letters. On the other hand, be prepared
for the company to be on their best
behavior until the campaign is over.
Some companies even make improvements
during a union campaign, hoping
employees will forget about their past
problems.
DOES
THE COMPANY HAVE TO NEGOTIATE IF THE
UNION WINS?
Yes. The law requires
the company to bargain “in good faith”
with the committee which the employees
elect.
IS IT
EASY TO GET A UNION IN?
No, it takes the work
of employees who are dedicated to
helping their coworkers. And it takes
the active involvement of as many
employees as possible.
Last revised: 1/28/04