Joining together with
IBEW
The International Brotherhood of
Electrical Workers
Your company
thinks you don’t
need a union.
Since when do they
know what’s best
for you and your
family?
You are organizing with IBEW to make
your jobs better and more secure; and
we want you to be successful.
That’s why those of us who already
joined together in the IBEW want you to
know what you can expect from your
employer during your campaign.
Not every employer uses the same tactics to prevent us
from exercising our legal right to form a union, but we
want you to know – well in advance – that unfortunately
there is a pattern or script that most employers follow.
Most will do some or all of the following:
•Make promises or empty threats.
•Tell lies about our union
•Spread rumors to discourage or
divide you and your coworkers
•Refuse to have an open, honest
debate on the issues that prompted
you to seek a union.
The first thing many employers do is try to confuse their employees.
Employers may claim the union is an “outside” organization.
 Employers may claim that the Union does not have your best interests in
mind.
Employers may claim that the Union will make all of the decision about your job
for you.
The Truth
Our union, IBEW is made up of over725,000 members from
across the United States.
•Our members go to work in offices and workplaces just like yours everyday.
•They are no different than you and your families.
•We at the IBEW are assisting you because you wanted help in forming a union.
IBEW will be what you and your coworkers need it to be.
•We have organizers and professional staff to provide support, advice, and
assistance along with the support you’ll need along the way.
•But the decisions about running your union and negotiating your first contract
with management will be made by you and your coworkers we are only here to
show you how it’s done.
.
When you become part of the IBEW, you elect the people who run our union.
You vote using the fundamentals of democracy to elect the officers who are
our Union’s governing body.
You choose – using the same elective process the delegates to our
conventions.
The convention which is held every five years is a gathering of all of the
locals throughout the country where decisions are made to implement
changes to our organization as the needs arise.
So, when your employer claims that “the union” is some “outside” entity,
they are in reality attacking YOU.
The company is implying that you and your coworkers at NOT capable of
making your own decisions.
The company is implying that the Union will not represent the best interests of
yourselves and your families.
Finally they are implying that it is NOT in YOUR best interest to speak up and get not
only what you WANT but what you DESERVE.
HIRE A UNION –BUSTING CONSULTING FIRM.
Lawyers and “labor-management” consulting firms make huge amounts of
money advising employers on how to use “scripts” prepared by consultants.
Is your employer following some consultant’s anti-union script: If so, ask
yourself why your employer hasn’t responded to you and your coworkers’
needs or invested the same amount of time and money into workplace
improvements?
PRESSURE SUPERVISORS TO PRESSURE YOU
Employers usually order supervisors to take the lead in campaigns against
employees seeking a union. Typically, supervisors hold “one-on-one” meetings
with individual workers. Companies will often tell supervisors that they will
lose their job if employees vote in a union. They also tell supervisors that a
union contract would prevent them from playing favorites or criticizing
workers. Remember, supervisors generally don’t have unions, so they can be
forced into doing things that they don’t really believe in just to keep their jobs –
even supervisors you like!
ENCOURAGE A FEW EMPLOYEES TO CAMPAIGN AGAINST YOU.
In many campaigns, “Vote-No” or “No-Union” committees of unnamed employees crop
up. The material they circulate seems to present the employer’s perspective. Such
committees generally adopt a “homemade” style for leaflets so it won’t look as if the
employer is producing or paying for the material because doing so is against the law.
Literature from employee “vote-no” or “no-union” committees usually never identifies
any of the workers who supposedly make up these committees. The most successful
literature always identifies {in pictures, by name or by signature} the workers who
are supporting a union.
No one usually ever finds out who paid for the committee’s expenses, or feeds them
the ideas, rumors and misinformation they circulate. What do you suppose they are
promised for doing their employer’s dirty work?
SEND LETTERS TO YOU AND YOUR FAMILY.
After ignoring employees’ concerns for a long time, your employer may take
a sudden interest in you by sending you letters. This tactic is designed to
mislead or divide your committee and coworkers before union supporters
have a chance to respond.
HOLD MEETINGS TO SWEET-TALK OR BROW BEAT YOU.
You may be required to spend some time at work in mandatory “captive
audience” meetings where managers make empty promises or try to scare
you. Management does not use the meetings to tell you that they are
worried about your getting a union because they will have to treat you
better, instead, they use the meetings to claim that they are “worried” what
will happen to you {You may wonder why they care so much now!} They
will claim that bad things will happen to you if you get a union-that you’ll
lose benefits or be “forced out” on strike.
If you hear about an upcoming captive-audience meeting do some research
in advance. If you ask good questions your employer will probably not give
straight answers – and they may even stop allowing questions at all.
Companies often try to keep union supporters out of these meetings so
they won’t be faced with questions they can’t answer, or that will embarrass
the company.
DENY YOUR RIGHTS THROUGH DELAY AND VIOLATIONS OF THE LAW.
Union busters always advise employers to delay every step of the way when workers
have organized together in order to form a union. As the National Labor Relations
Act {NLRA} law is now being enforced by the government, employers often find
loopholes in the law to delay your union election or later, prolong your contract
negotiations after you vote in a union.
Employers often deliberately violate the law by telling lies about the union or your
rights, or that the company will be forced to close if you vote in a union, even though
they realize that they might later be required by the National Labor Relations Board
{NLRB} to post a notice stating that they violated the law and your rights. Since
employers are trying to do everything they can to reduce union support at your
workplace, any penalties are viewed as an acceptable and necessary risk.
The best way to defeat illegal employer tactics during your campaign to get a union
representation is to expect them, and to let your employer know that such tactics
will only make you more determined to get union representation.
SPRING A LAST-MINUTE SURPRISE ON YOU.
Just before workers are scheduled to vote in the union representation election,
union busters often urge employers to spring a special event, or issue an
unfounded attack because it will be too late for union supporters to respond.
These surprise actions might be announced by the company-endorsed employees’
“no-union” committee.
SOME EXAMPLES OF THESE SURPRISES MIGHT BE:
A captive audience meeting featuring a speech by an executive the
company flies in from corporate headquarters
An unfounded charge about the union or its supporters.
A rumor about a possible raise or plant shutdown.
A handbill or letter with distorted facts about a union contract, strike or
layoff at another workplace.
Expect a last minute surprise aimed at keeping you from making a free
choice – then it won’t work because it won’t be a surprise at all!
CORPORATIONS OR EMPLOYERS WHO HAVE USED ANTI UNION TACTICS
THESE NUMBERS TELL THE STORY!
92% HOLD MANDATORY MEETINGS
78% CONDUCT ONE ON ONE MEETINGS
75% HIRE “LABOR” CONSULTANTS
75% HAND OUT ANTI LABOR LITER
70% MAIL ANTI LABOR LETTERS
51% THREATENED TO CLOSE FACILITY
48% PROMISE IMPROVEMENTS
34% MAKE BRIBES /SPECIAL FAVORS
31% ASSIST ANTI UNION COMMITTEES
A WHOPPING 62% USE 5 OR
MORE OF THESE TACTICS. DON’T
BE FOOLED!
HERE ARE SOME THINGS YOUR EMLOYER MIGHT SAY
OR DO TO SWAY YOU FROM JOINING WITH A UNION.
“YOU CAN’T AFFORD TO PAY UNION DUES.”
Your employer may do things like give you two checks on payday: one is a phony
check with union dues “taken out” – Pass out a mock check which shows how much
dues you will pay as a group each year. – bring in a basket of groceries with a label
“what you could buy with one year’s dues.”
“THE UNION IS ONLY INTERESTED IN YOU FOR YOUR MONEY.”
Your employer may give you “documents” or newspaper clippings which are
supposed to show that IBEW is losing members and needs your dues money to
survive.
“THE UNION CAN RAISE YOUR DUES OR CHARGE YOU OTHER
ASSESSMENTS WHENEVER IT FEELS LIKE IT.”
Your employer may try to make you think you will be charge with additional fees
once you get a union.
Remember: you will not begin to pay any union does until you vote to approve your
first contract.
THE FACTS ABOUT THE IBEW – YOUR UNION CHOICE
IBEW IS A FINANCIALLY STRONG UNION
AND EXISTS ONLY TO SERVE US, THE MEMBERS.
We want to help other workers organize because every time a group of
new workers gets a union and union contract it puts added pressure on
employers to improve pay and working conditions.
WE – THE IBEW MEMBERS – DECIDE
HOW OUR DUES ARE UTILIZED
All decisions about our union’s budget – including
salaries for our elected union officers and professional
staff who serve us- are made at our convention by our
elected delegates, the same delegates we spoke about
earlier. Delegates who are elected by the membership
to represent the various locals at the convention.
WHAT THE COMPANY MAY SAY ON THE SUBJECT OF STRIKES
“UNIONS LOVE STRIKES”
Your employer may talk as thought the whole purpose of the union is
to call strikes.
“IBEW CAN FORCE YOU TO STRIKE.”
Your employer may suggest that, soon after you vote for union
representation, you will be forced out on strike whether you like it or
not – either for your own contract or to support other workers.
“IF YOU STRIKE, IBEW WILL NOT SUPPORT YOU.”
Your employer may scare you about strikes by asking how you and
your family could survive during a strike without your income.
THE FACTS ABOUT STRIKES AND THE IBEW
WE JOINED IBEW TO IMPROVE OUR JOBS – NOT TO STRIKE.
In 98 percent of the cases, IBEW has succeeded in negotiating new
contracts without a strike.
ONLY IBEW MEMBERS CAN DECIDE WHETHER WE WANT TO STRIKE.
In IBEW, a strike can only be called by a majority of the workers who
would be directly involved, and only after a majority of the affected
members vote to support a strike in a secret-ballot election.
We are supportive of all Labor Unions and ask our members to honor
picket lines of other unions. However, you will never be asked to go on
strike because of a dispute somewhere else.
THE COMPANY SAYS THE UNION WILL “CONTROL” YOU
“IBEW WILL FINE YOU FOR MISBEHAVIOR”
Your employer may tell you that you can be fined by IBEW if you don’t
attend union meetings or don’t vote for political candidates endorsed by
the union.
“WHEN YOU SIGN A CARD FOR IBEW, YOU SIGN YOUR LIFE AWAY.”
Your employer may hint that you will start getting orders from “union
bosses” if you sign a union authorization card.
“IBEW WILL CONTROL YOUR PROMOTIONS AND JOB ASSIGNMENTS”
Your employer may suggest that distant union officials will control your
working conditions and will be able to play favorites the way management
can now.
“IBEW WON’T LET YOU TAKE A PROBLEM DIRECTLY TO MANAGEMENT.”
Your employer may claim that, under IBEW contracts, workers must let
“outsiders” from the union speak for them.
TAKE A LOOK AT THE FACTS FROM THE IBEW
YOU WILL NOT BE TOLD WHAT TO DO BY IBEW
If you want a strong union to represent you, you’ll probably decide to participate
in IBEW activities – but that is completely up to you. No one can force you to come
to union meetings or vote for certain candidates. Political contributions to
candidates are made voluntarily by IBEW members.
SIGNING A UNION CARD SIMPLY MEANS YOU WANT A UNION
All decisions at IBEW are made democratically. There are no “union bosses.” We,
the members, run our union.
WITH UNION REPRESENTATION, YOU WILL HAVE A FAIR SYSTEM FOR
PROMOTIONS AND JOB ASSIGNMENTS
Not a system that is arbitrary or based on favoritism. IBEW contracts do not give
union officials any power over us; they give us power in our workplace and a
voice in our jobs. However, our contracts do limit management’s ability to use a
different or arbitrary set of rules for employees.
HERE ARE SOME UNFOUNDED THREATS THE COMPANY MAY MAKE
“WE WON’T EVER SIGN A UNION CONTRACT EVEN IF YOU VOTE FOR IBEW”
Since it is illegal for the employer to say this directly, you may be told this instead: “Remember, we don’t have
to agree to what you want in your union contract.” Your employer may circulate news clippings about another
group of workers who voted for a union and didn’t immediately get a contract from their employer.
“YOU WILL LOSE THE WAGES AND BENEFITS YOU ALREADY HAVE.”
One common management tactic is to distribute a leaflet with two columns – one showing what you have now
and one showing a huge question mark and the questions: “what will you get with IBEW.” Another tactic is to
show IBEW contracts with other employers that have pay levels or other provisions not as good as what you
have now. This is without telling you what the workers had BEFORE they joined IBEW.
“WE WILL SHUT DOWN COMPLETELY”
Some employers even go so far as parking empty moving vans near the jobsite just before the election.
You’re supposed to assume that the vans will be used if you vote union.
“UNION SUPPORTERS WILL LOSE THEIR JOBS.”
Your company may hint that it plans to take some action against those who support union representation.
“WE WON’T BE ONE BIG HAPPY FAMILY IF YOU VOTE IN A UNION, WE WILL BE LESS FLEXIBLE.”
Your employer may warn that if you get a union, there will be new rules and reduced flexibility, say in
scheduling and in other areas. Your employer may even make some changes and try to blame them on the
union.
THIS IS AMERICA WORKERS STILL HAVE
RIGHTS
 YOUR EMPLOYER IS LEGALLY REQUIRED TO NEGOTIATE WITH YOU ONCE YOU
GAIN UNION REPRESENTATION.
 SHUTTING DOWN OPERATIONS TO AVOID THE UNION IS AGAINST THE LAW.
 IT IS AGAINST THE LAW TO PUNISH ANYONE FOR SUPPORTING A UNION.
 THE RIGHT TO FREE SPEECH DOES NOT STOP AT THE FRONT DOOR OF YOUR
PLACE OF EMPLOYMENT
ONCE YOU ARE PART OF A UNION YOU ARE PROTECTED BY LAWS THAT
HAVE BEEN FOUGHT FOR BY ORGANIZED LABOR DATING BACK TOBEFORE
MOST OF US WERE EVEN HOLD ENOUGH TO WORK.
THESE LAWS HAVE BEEN TRIED AND PROVEN
THERE ARE PROVISIONS IN PLACE IN OUR COUNTRY TO PROTECT THE
AMERICAN WORKER – OUR ANCESTORS MADE SURE OF IT.
PROMISES …..PROMISES
SOME EXAMPLES OF WHAT YOUR COMPANY WILL SAY
“PLEASE GIVE US ANOTHER CHANCE – WE’LL MAKE THINGS BETTER.”
Before the union election, your company may say that because you have shown that you re
dissatisfied, it will be able to work out all the problems so there will be no need to vote for a
union.
“WE’LL SET UP PROCEDURES FOR HEARING YOUR COMPLAINTS.”
These may include: A new or improved “open door” policy or a “worker participation” scheme
so you can talk to management when you have a suggestion or complaint. A “grievance
procedure” that is set up much like the system set up by union
“WE’LL CHANGE A FEW THINGS THAT ARE BOTHERING YOU.”
Your employer may transfer one unpopular supervisor or make changes in certain working
conditions that have caused a lot of dissatisfaction.
IF YOU CAN GET SUCH CHANGES BY TALKING ABOUT A UNION, IMAGINE
WHAT YOU WILLB E ABLE TO ACCOMPLISH ONCE YOU GET
UNION REPRESENTATION
BROKEN PROMISES
THE REAL DEAL
GETTING UNION REPRESENTATION AND COLLECTIVE BARGAINING RIGHTS IS THE
ONLY WAY TO MAKE CONDITIONS IMPROVE – AND STAY THAT WAY.
If your company is really willing to change, it can agree to go along with your
bargaining demands during contract negotiations.
When workers have heeded employers’ promises and pleas to “give us another
chance” they find out the hard way that most if not all of the company’s promises are
forgotten soon after workers decide against union representation.
UNLESS YOU HAVE A UNON, YOUR EMPLOYER WILL HAVE THE LAST WORD.
New procedures for hearing complaints may sound good at first, but without a union
your employer can simply ignore your ideas. IBEW contracts provide for the
mandatory arbitration of disputes, so that if you and the employer cannot agree on a
resolution, the problem is resolved by an impartial third party chosen by both the
union and management.
VIOLENCE
“JOINING A UNION MAY INVOLVE YOU IN VIOLENCE.”
Your employer may: Spend money to hire extra security guards – especially
around the time of the union representation election – to plant the idea that
“here might be trouble”, Encourage someone to slash tires in the employee
parking lot, paint obscene slogans on the walls, or do something else that can
be blamed on the union. Circulate clippings about violent incidents involving
unions – even though they have nothing to do with the IBEW.
AS YOU CAN SEE FROM OUR CHECKLIST, GAINING A UNION
AND COLLECTIVE BARGAINING RIGHTS WON’T BE EASY.
IT WILL TAKE PATIENCE, HARD WORK, AND COMMITMENT
FROM YOUR EMPLOYEE ORGANIZING COMMITTEE TO
OVERCOME YOUR EMPLOYER’S LIKELY OPPOSITION.
IN ADDITION, THE GAINS WE MAKE AS UNION MEMBERS
DON’T COME OVERNIGHT – PROGRESS COMES IN STEPS
AND WE KEEP BUILDING UPON WHAT WE HAVE GAINED.
AS AN IBEW MEMBER, YOU HAVE THE SUPPORT OF
725,000 WORKERS JUST LIKE YOU. THEY MADE
ORGANIZING PAY OFF FOR THEM. YOU CAN TOO!