FINAL 5/7/04b
THE MANAGER’S
PRACTICAL GUIDE TO
UNION ORGANIZING©
(This guide was written for an electrical contractors association and there are frequent
references made to the International Brotherhood of Electrical Workers (IBEW) who
are the most active building trades union. However, direction contained within this
document applies to all building trades unions and all contractor disciplines.)
Marshall J. Coleman
M.J. Coleman & Associates, Inc.
Greenville, South Carolina
December 2003
DO NOT REPRODUCE WITHOUT SPECIFIC PERMISSION
OF THE AUTHOR OF THIS DOCUMENT.
CONTENTS
IBEW National Organizing Initiative……………. 3
Preface…………………………………………….4
Section I Union Organizing……………………. 5
Section II How Union Organizing Works………8
Section III Legal Aspects of Union Organizing…13
Section IV Preventive Labor Relations………….22
Section V Unfair Labor Practice Quiz…………. 28
Answer Key………………………….32
Section VI Address of Edwin D. Hill, IBEW
International President, Sept. 2003…. 33
Section VII About the Author……………………39
2
IBEW National Organizing
Initiative
In October 2003, at the International Brotherhood of Electrical
Worker’s (IBEW) Organizing Conference, the president of the
union outlined a long-term, aggressive strategic organizing plan to
organize non-union electrical contractors.
He said, “Organizing is the IBEW’s number one priority and we
expect it to be so for many years to come.”
Never before has a construction trades union embarked on such a
wide-ranging strategic organizing initiative.
The mechanics of this strategic initiative even include penalties for
reluctant local unions who frequently resist organizing initiatives
locally.
This massive organizing initiative will be coordinated and
managed by the International union in Washington to ensure
participation and compliance with overall organizing goals in
each region of the country.
Local unions will be given all the resources they need to be
successful.
Read the complete text of IBEW General President Hill’s
speech in
Section VI, page 33 of this guide
3
Preface
“Any company that gets a union deserves it…and they get the
type of union they deserve.”
When I read these words some 30+ years ago as I was beginning my career in the
field of construction labor relations, I remember thinking that they were pretty
harsh and couldn’t be true. I mean plenty of companies get tricked by the union
and their questionable tactics, right? It couldn’t always be the company
management’s fault, could it?
Well, I am here to tell you after nearly 35 years in this business and over 160 union
elections, that it is almost always management’s fault. It is almost always about
misplaced opportunities and priorities. It is almost always about management
sticking their heads in the sand when they ought to have been paying attention. It is
about neglecting the overall well being of employees and bad management practices.
In the vast majority of the cases, the union does not begin an organizing campaign
against your company because it is there. The union begins organizing because they
believe that the company is vulnerable and most frequently that information comes
from your own employees.
In this guide, we will explain how the union organizing campaign process works.
We will review the legal aspects of process and we will provide you with the tools
you need to stop a union organizing attempt against your company before it even
begins. You will have most of the tools you need to keep your company union-free.
The challenge is for you to implement these tools.
Understand this point clearly, keeping your company union-free is a management
process, not a legal process and it starts long before the union ever shows up on your
doorstep.
In the final analysis, we are talking about a battle for the hearts and mines of your
people against an outside force that wants to destroy the way you do business.
In the final analysis,
(management)…yours!
we
are
talking
about
quality
of
leadership
As we move forward, it is my intent to share my real experience with you. It is a
view from the practical, management perspective and based on experience gained in
the trenches. I have managed people all my working life and I am not an attorney.
4
Marshall J. Coleman
December 2003
SECTION I
Union Organizing
Union organizing is an attempt by a union to influence a non-union company
through the election process or other means to sign a union contract thereby
becoming a union contractor.
Since the construction industry is the only industry where the owner of the
company can sign a union agreement without the assent of the employees
(vote), the union may try a multitude of tactics to bring pressure on the
employer to sign what is called a “pre-hire agreement” and thereby avoid the
election process. Some of these tactics may include but not be limited to:
so-called “salting charges” (failure to hire union supporters), owner pressure,
picketing, government agency pressure, etc.
These tactics may become part of an overall organizing campaign against a
contractor but for the purposes of this guide we will focus on what we will
call “pure union organizing” meaning the union’s attempt to obtain a vote,
win the election, and force the contractor to bargain with the union over the
wages, hours, and working conditions of his employees now being
represented by the union.
This process from its initial phase of “card-signing” through the actual
election shall be referred to as the union campaign. In later sections of the
guide we will discuss, in detail, how the union campaign process works.
It is critically important that every contractor and employer clearly and
completely understand the mechanics of the union campaign process. It has
critical ramifications every single day in the operation of your business.
From a historical perspective, unions have been organizing since there were
unions. In the 1930’s, the congress passed the National Labor Relations Act
(NLRA) and formed the National Labor Relations Board (NLRB) to enforce
the Act. The NLRA established the rules that govern the union election
process. There are currently 53 offices of the NLRB across the nation and
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territories each having a specific geographic jurisdiction for enforcement of
the Act.
Union organizing was the primary mode by which the unions obtained new
members. Organizing activity peaked in the 1950’s but has continued as a
primary weapon in the union’s arsenal against non-union employers.
However, in the mid-1970’s the construction building trades unions
dramatically reduced their use of the organizing weapon. An organizing
campaign in the construction industry was becoming rare except in a few
areas in the country. The number of construction industry elections dropped
from 947 in 1975 to 222 in 1995. Non-union contractors did not worry
about getting organized because few unions were doing any organizing.
Other than a lack of strategic vision on the part of the union, the biggest
reason for the drop in organizing activity was unquestionably political. And
by political we mean local union politics.
Consider that in 1965 the union sector in the construction industry controlled
over 60% over the market. By 1995, the union sector controlled only
approximately 13% of the market. The unions had lost millions of jobs.
Local business agents could not keep their members working and it was very
bad politics for them to be seeking new “scab” members who were working
when the old guys weren’t working.
So they stopped organizing for the most part for local political reasons.
The biggest result was that they forgot how to organize!!!
Organizing is an art. It takes skill and the guys that used to know how to do
it are gone. Some of the biggest, baddest unions are very poor organizers
right now but they will get better because they know they have to organize
non-union contractors to survive.
The International Brotherhood of Electricians (IBEW) is one such union.
As stated in the opening, the IBEW’s Organizing Initiative is unprecedented.
No construction union has ever attempted such a broad organizing strategic
plan.
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Further, the IBEW leadership recognizes a key flaw in their past attempts to
get their local unions to organize and have established penalties up to and
including stripping the local union of its leadership and replacing them with
International union operatives that will get the job done. The international
union is not concerned about local union politics. They don’t have to get
elected to a position by the membership every year or so.
The simple intent of the IBEW’s Organizing Initiative is the win back the
work. In addition, more members mean more dues ($$$) and with more
members and dues ($$$) come more political power.
They have a strategic plan and they have a tactical plan for organizing the
individual contractor. It is sinister and designed to catch the contractor
napping.
So historically, we have come full circle. The other building trades unions
are following the lead of the IBEW. Union organizing made the unions
what they were in 1965(60% of industry sector).
Can they do it again? The answer to this question is unquestionably yes, if
the open shop sector continues to stay asleep at the switch.
7
SECTION II
HOW UNION ORGANIZING WORKS
The first step in the organizing campaign process often begins with a call to
the union hall from one or more of your employees requesting information
about the union. The union in question most likely was not actively
involved in much organizing but could not resist the opportunity to query the
employees about where they worked and how they liked the company, etc.
Of course, the union official would take the opportunity to communicate to
them all of the “wonderful advantages” of being union. If the employees
took the bait and expressed a desire to join the union, the union official’s
likely response would be something like, “Well I tell you what. We aren’t
really taking many new members right now but if you will help us organize
your employer (XYZ Electric) we will make an exception for you and any
other employees of XYZ Electric that will assist the union in organizing the
company.
Now the race is on! The kickoff has begun! The hounds are out of the gate!
PHASE 1 has begun! Those two employees who you thought were not very
good employees to start with now have a new classification… INSIDE
ORGANIZER! These two employees will be instructed by their union
handlers down at the union hall (OUTSIDE ORGANIZERS) to continue to
do their jobs and give no indication that they are inside union organizers. At
this point, they are not even to mention the union. Their job is covert and is
to simply gather and report back to the union hall any and all information
that might help the outside organizers commence overt organizing activity.
The inside organizers in the initial phases are nothing more than intelligence
agents reporting information like but not limited to:
employee
names/addresses, location of jobs, key management personnel, hours of
work, employee irritants and chief complaints, etc.
NOTE:
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The INSIDE (your employee) organizer’s right (limited) to organize IS
protected by the federal labor law. The OUTSIDE organizer IS NOT
protected by the law in most cases.
Outside organizers who show up in the employer’s place of business or
jobsites should be dispatched. The employer is under no legal
obligation to allow an outside organizer the opportunity to speak with
or address the employees of the company on company time.
This PHASE 1 activity may continue a month, six months, or even years but
eventually if the company appears to be fertile organizing ground PHASE 2
will begin.
In PHASE 2, the union switches from covert activity to a more overt type of
activity. This will usually take the form of card signing. Armed with the
intelligence from the inside organizers, the outside organizers will begin
trying to get the most disenchanted employees to sign authorization cards.
The union must obtain a minimum 30% showing of interest among the
employee unit (group of employees) in order for the National Labor
Relations Board (NLRB) to issue a petition for election and order that an
election be held at XYZ Electric.
Union Insignia
AUTHORIZATION FOR REPRESENTATION
I hereby AUTHORIZE _________________LOCAL UNION # ____ TO
REPRESENT ME IN COLLECTIVE BARGAINING WITH MY PRESENT
AND FUTURE AND FUTURE EMPLOYERS ON ALL PRESENT AND
FUTURE JOBSITES WITHIN THE JURISDICITON OF THE UNION.
This Authorization is non-expiring, binding, and valid
until such time as I submit a written revocation to the
union.
Name________________________________ Social security #___________________
Home address________________________________ phone______________________
City______________________ state__________ zip code________________________
Date of authorization__________________________________________________
signature____________________________________________________________________
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Figure 1- Union Authorization Card (Usually size of post card 31/2”x 5”)
Most often, the inside organizers (your employees) have a somewhat limited
role in the actual card signing process. Usually it is the outside organizer
who is meeting with company employees after hours in bars, at home, etc.
and getting the authorization cards signed.
It is the intent of the union to keep this process as secret as possible for as
long as possible. The would like to get as many authorization cards signed
as possible before the XYZ Electric management discovers the organizing
activity.
It XYZ Electric does not discover the card signing it may go on for months
or years. Some unions may have files on many companies and continue to
add signed cards to the file over a very long period of time. When they think
they have enough cards, they may choose to go forward with a request for an
election petition from the NLRB.
However, if there is enough interest on the part of the employees of XYZ
Electric the union may seek an election or the company may discover the
organizing activity and force everything into the open. Either way, PHASE
III commences.
In PHASE III, the union may request the petition for election from the
NLRB but the union representatives may visit the employer to seek a prehire agreement (see Section I). The pre-hire agreement essentially preempts
the election process and the employer agrees to sign a union agreement with
the union without an election or the bargaining process. The union official
will usually try to intimidate the company management by saying something
like, “I have got the majority of your employees signed up and if we are
forced to go to an election you are going to get beaten badly.”
Either way, the race is on and in the open!
We will discuss some of he finer points of in subsequent sections but from
the time a petition for election is filed and issued by the NLRB, the election
is generally held within 4-6 weeks barring unusual circumstances. The
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ensuing time is spent by both the union and company campaigning for votes
and it is just that, a campaign like any other political campaign.
It is during this period that the company has the advantage over the union.
Employers can “campaign” with company employees during work time.
Since the union has no legal right of access to company offices and jobsites,
they must rely on after-hours meetings.
Under most circumstances, the union almost always loses support during
this 4-6 week period.
The employer is free to have employee meetings, send communications, and
talk with individual employees during this period subject to some commonsense restrictions outlined in the National Relations Act. (Discussed in
subsequent sections)
On an NLRB-ordered or mutually agree upon date, a very brief PHASE IV
occurs…the election.
The election is usually held at the employer’s place of business during
normal working hours. An NLRB official will conduct the election.
Employees will file in and out during a specified time period. When the
polls close, the ballots are counted by the NLRB official and disclosed
immediately to interested parties. Some votes on either side may be
challenged and those votes resolved later.
NOTE: Employees who previously signed union authorization cards are not
required to vote for the union and may vote for the company.
The union must obtain 50% + 1 vote of those eligible voters voting to win
the election. If the union does not obtain the requisite number of votes for a
win, they are barred from submitting another petition for election for one
year. However, they may continue their organizing activities immediately.
This is not common in the construction industry.
If the company loses the election, the company is required by federal law to
bargain in good faith with the union over the terms and conditions of a
collective bargaining agreement (union contract). This is PHASE V.
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It should be carefully noted that the law requires the company to “bargain”,
not to “sign” any proposed union contract.
PHASE V, the bargaining phase can go on for years, easily months.
Approximately 70% of the contractors who lose elections never end up
signing union contracts. Some go out of business, some enter into what is
termed hard bargaining and reach impasse in their negotiations with the
union.
However, the objective should be to never get your company into PHASE V
or any other PHASE for that matter.
So, this is a simplified version of the union election campaign process. The
only problem is that this process is never simple.
There are a few other considerations related to union organizing campaigns
that will be covered in subsequent sections…like unfair labor practices.
However, there is one more important point that needs to be made before we
leave this section.
In the future, the IBEW’s Organizing Initiative is pro-active and calls for the
local unions to specifically target non-union electrical contractors. You can
almost certainly expect them to initially target those contractors who they
feel are most vulnerable. Their current average size target is the contractor
with 12-15 employees. You can expect the target list for each local to range
from 8-12 contractors per year for medium-sized markets.
So, the message is that the IBEW is not going to wait on your disgruntled
employee to come to them anymore. They are making a list and the
international union in Washington is making sure they pursue it.
12
SECTION III
LEGAL ASPECTS OF UNION
ORGANIZING
The federal labor law as applicable to union organizing activity is at its most
basic fairly simple and all an employer needs to know is the basics.
As previously stated, the National Labor Relations Act (1935) is the body of
law that covers the union organizing process.
The National Labor Relations Board (NLRB) administers and enforces the
National Labor Relations Act. There are 53 regional offices of the NLRB.
These regional offices have the responsibility for administering and
enforcing the Act within their assigned geographic areas or regions.
Section 7 of the National Labor Relations Act states that:
Employees shall have the right to form, join, or assist labor organizations
(unions)… and shall have the absolute right to refrain from doing so.
This means exactly what it says, an employee has the right to join a union or
not join a union. These are frequently known as the Section 7 rights or the
rights of employees (to organize or not organize).
It does not mean that an employee can come to work everyday, organize for
the union all day, and not work. This right to organize is limited to: those
periods before and after work, during lunch periods, or other scheduled
breaks during the work day or work time as legally specified.
Also, this phase does not mean that everybody in the company has the right
to organize. For purposes of simplification, consider that under the National
Labor Relations Act there are only two classifications…(1) Supervisors (2)
Employees. Supervisor classification personnel are NOT protected by the
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NLRA and cannot vote in any election. Employee classification personnel
ARE protected by the Act and can vote in any election.
To further simplify, in a construction company the employees referred to in
the NLRA are typically mechanics (journeyman) and apprentices. Foreman
may or may not fall into the employee category depending on their actual
duties. The fact that an individual is called a foreman has little or nothing to
do with which category the individual fall into. Titles mean little when it
comes to categorizing foreman. The NLRB makes this determination based
on the actual function of the individual in question.
Ultimately, if the company has anything to say about it, whether are not
foreman are included in the employee or supervisor groups depends on how
much trouble the company is in and whether or not they need their foreman
to lead or to vote. This decision is an important one!
The foreman is a key player in keeping the company union-free. A foreman
with some people and supervisory skills is the single-most important
element in the labor relations equation. A good one is worth his/her weight
in gold. A bad one can undermine every positive thing the management is
trying to do to keep the company open shop.
Foremen with poor supervisory skills will get a company organized in a
heartbeat! It takes more than good technical skills to be a good supervisor.
The best electrician does not necessarily make the best supervisor.
Choosing the right supervision is among the most critical labor relations
decisions management must make. For the positive labor relations health of
the company choose the foreman wisely and carefully.
No single decision is more critical in staying open shop and deterring union
organizers and union organizing campaigns.
UNFAIR LABOR PRACTICES
We have stated that employees have the right to form, join, or assist labor
organizations as guaranteed by the NLRA.
14
If those rights are violated by the employer or it is alleged those rights have
been violated the employer may be guilty of a violation of the NLRA called
an UNFAIR LABOR PRACTICE.
There are five different classifications for Unfair Labor Practices but the two
types most frequently applied to the union organizing situation are Section
8(a)1 and Section 8(a)3 violations. Further,
Section 8(a)1- Unfair Labor Practice charges:
It shall be an unfair labor practice for an employer to interfere with,
restrain, or coerce employees in exercise of the rights guaranteed in
Section 7 of the National Labor Relations Act.
These are so called “TIPS-related” charges. TIPS being an acronym for:
DO NOT THEATEN, INTERROGATE, PROMISE, or SPY
More detail on TIPS later. Most often, these campaign conduct charges do
not involve a monetary remedy but can be very serious and result in an
overturned election (even if the employer wins) if a pattern of misconduct
can be proved against the employer.
Section 8(a)3 - Unfair Labor Practice charges allege:
It shall be an unfair labor practice for an employer by discrimination in
regard to hire or tenure of employment or any term or condition of
employment to encourage or discourage membership in any labor
organization (abbreviated).
These are the money charges! If employer discharges a union sympathizer
(or inside organizer), or forces them to quit or in any other way affect their
tenure (duration) of employment back-pay liabilities may attach meaning
that the employer may have to pay the individual a monetary remedy. This
can be very expensive.
This type of charge is also applied in failure to hire situations that have been
common among electrical contractors in recent years. These charges are
erroneously but frequently called “salting” charges.
15
The bottom line is that if the employer discriminates against a union
sympathizer the Section 8(a)3 charge is not far behind.
The filing of these unfair labor practice charges is part of the normal
campaign conduct of the IBEW’s tactical organizing plan. If the employer
runs the most pristine campaign ever run there will still be unfair labor
practices filed by this union. Their purpose is two-fold being to intimidate
the employer and to present a law-breaker image of the employer to the
NLRB so maybe if the union loses the election the NLRB will think that so
many violations have occurred and order a new election. The NLRB’s
threshold of proof to file a charge is very low and little or no proof is
required when the charge is filed. The truth of the charge will be
investigated over the next weeks and months. Also, the union wants the
employer to spend a lot of money defending the company and hope that will
be an intimidating factor.
The IBEW will throw everything at the employer but the kitchen sink and
sometimes the sink is included.
The challenge is to run the best campaign you can. Play by the rules and
don’t take any stupid risks.
Remember TIPS!
NOTE: TIPS rules are especially important during a union organizing
campaign.
THREATEN
Example: Don’t tell an employee that if he/she doesn’t quit supporting the
union that they will be fired. 8(a)1 and possibly 8(a)3 violation
INTERROGATE
Example: Are you (employee) supporting the union? Do you (employee)
know who is going to the union meetings? Do you (employee) know who
signed authorization cards? Why are you (employee) supporting the union?
8(a)1 violation
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PROMISE
Example: (Employer) I will give everybody here a $2/hour raise if we beat
the union in the election. If you will quit supporting the union, I will make
you the next foreman and give you a $5 raise. I will close this company if
the union gets into this company! 8(a)1, possibly 8(a)3 violation and most
of these examples will get the employer a re-ordered election from the
NLRB even if the company won the first election.
SPY
Example: An employer hanging around outside the union meeting to see
which of his employees would attend the meeting. A foreman who routinely
leaves the jobsite for lunch but starts having lunch with the crew when he
learns union organizing has begun. (past practice), 8(a)1 violation
Use your God-given common sense and you will be OK. Don’t get
intimidated and be afraid to say anything. That is exactly what the union
wants you to do. If the employer shuts up and is afraid to communicate the
union has already won…cancel the election!
The law clearly allows you to communicate with your employees. There is
another section of the National Labor Relations Act that is appropriate to
share with you at the time.
The National Labor Relations Act - Section 8(c) states:
The expressing of any views, argument, or opinion, or dissemination
thereof, whether in written, printed, graphic, or visual form, shall not
constitute or be evidence of an unfair labor practice under any of the
provisions of this Act, if such expression contains no threat of reprisal or
force or promise of benefit.
Lovely words! This simply means that you can legally communicate with
your employees in almost any form as long as your communication does not
contain a threat, coercion, or promise of benefit. (Remember TIPS!)
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Personal note: In my career I have been involved in hundreds of union
organizing campaigns and have incurred thousands of unfair labor
practices but never once have I had the NLRB order a new election. I tell
you this only to emphasize that the IBEW will file charges no matter how
“clean” you are. They are trying to intimidate! Just know the basic rules,
don’t do anything really stupid and legally you are going to be OK.
But also never forget that the object to the whole campaign exercise is to
win the election.
Following are some examples of what might be considered acceptable or
unacceptable activity by management/supervisors:
PROBABLE UNFAIR LABOR PRACTICES
1.
Do not ask employees at the time of hiring or thereafter whether
they belong to a union or have signed a union application or
authorization card.
2.
Do not ask employees for an expression of their thoughts about a
union.
3.
Do not ask employees about the internal affairs of unions such as
meetings, etc.; but some employees may on their own walk up and
tell you of such matters. You may listen but should not ask
questions to obtain additional information.
4.
Do not urge employees to try to persuade others to oppose the union
or stay out of it.
5.
Do not discriminate against the employees who actively support the
union by assigning undesirable work to them.
6.
Do not discipline or penalize the employees who actively support a
union for an infraction which non-union employees are permitted to
commit without being disciplined.
7.
Do not intentionally assign work or transfer employees so that those
active in behalf of the union are separated from those you believe
are not supporting the union.
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8.
Do not make any work assignment for the purpose of causing
employees who have been active on behalf of the union to quit their
jobs.
9.
Do not take any action that impairs the status of or adversely affects
an employee’s job or pay because of his activity on behalf of the
union.
10. Do not transfer any employees because of union affiliation.
11. Do not engage in any partiality favoring non-union employees active
in behalf of the union.
12. Do not select employees to be laid off with the intention of curbing
the union’s strength or to discourage affiliation with it.
13. Do not threaten or actually discharge, discipline or lay-off any
employee because of activities in behalf of the union.
14. Do not make statements to the employees to the effect that they will
be discharged or disciplined if they are active in behalf of the union.
15. Do not threaten loss of jobs, reduction of income, discontinuance of
any privileges or benefits presently enjoyed, or use of any
intimidating language that may be designed to influence an
employee in the exercise of his right to belong or refrain from
belonging to a union.
16. Do not threaten a third party any of the foregoing acts of
interference.
17. Do not make a statement that you will not deal with the union.
18. Do not promise employees a pay increase, promotion, betterment,
benefit or special favor if they stay out of the union or vote against
it.
19. Do not conduct yourself in a way that would indicate to the
employees that you are watching them to determine whether or not
they are participating in union activities.
20. Do not spy on union meetings such as parking across the street from
the union hall to watch employees entering the hall.
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21. Do not visit the home of employees for the purpose of urging then to
reject the union.
22. Do not ask employees how they intend to vote in the National Labor
Relations Board elections.
23. Do not prevent employees from soliciting other employees to join
the union during their free time on company premises so long as
they both are not supposed to be performing their assigned work.
This includes free time such as breaks and lunch.
24. Do not help employees to withdraw their membership from the
union.
25. Do not take any part in the preparation or circulation of anti-union
petitions.
26. Do not prohibit employees from wearing union buttons or insignia or
from displaying union buttons or insignia on their personal
belongings.
NO UNFAIR LABOR PRACTICE VIOLATIONS
1.
Emphasize to the employees the benefits that they presently enjoy
that may not be available under a new union contract.
2.
Tell employees that you or any other management members are
always willing to discuss with them any subject of interest to them.
3.
Tell employees that you and the company prefer to deal with them
directly rather than through an outside organization regarding
problems arising day-to-day.
4.
Tell employees about their legal rights.
5.
Tell employees that merely signing a union authorization card or
application for membership does not mean that they must vote for
the union in an election.
6.
Tell employees that they are free to join or not to join any
organization without prejudice to their status with the company.
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7.
Tell employees that the company opposes the principle of
compulsory union membership.
8.
Distribute articles containing information about unions or facts
revealed through congressional hearings.
9.
Actually campaign against a union seeking representation of your
employees.
10.
Enforce company rules impartially and in accordance with
customary action, irrespective of the employee’s membership or
activity in a union.
11.
Tell employees that no union can make a company agree to anything
it does not wish to or to pay any more than it is willing to do.
12.
Tell employees about known racketeering, communist participation
or other undesirable activities in the union, only tell established
facts.
13.
Tell employees that the local union will probably be dominated by
the International Union.
14.
Tell employees about any misleading or untrue statements made by
an organizer, by handbills or any medium of union propaganda and
give the employees the correct facts.
15.
Tell employees about any experience you may have had with unions.
16.
Tell employees anything you know about any union or its officers.
17.
Tell employees your opinion on union policies and union leaders,
even though in uncomplimentary terms.
18.
Tell employees of the disadvantages that may result from belonging
to a union such as loss of income because of strikes, requirement to
serve on a picket line, expense of dues, fines and assessments.
19.
Tell employees that the law permits the company to hire permanent
replacement for anyone who engages in an economic strike.
20.
Tell employees about the National Labor Relations Board election
procedures, the importance of voting and the secrecy of the ballot.
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Think you understand about unfair labor practices yet? Go to the Appendix
and take the Unfair Labor Practice Quiz (answers included). Good Luck!!!
SECTION IV
PREVENTIVE LABOR RELATIONS
Winning a union election is only second best! Truly winning is never
having an election at all!
Preventive Labor Relations is simply a program of proactive labor relations
policies and initiatives implemented within the company to thwart or
mitigate the damage from union interference. Preventive Labor Relations
programs/initiative are used to foster a positive labor relations climate with
the company that also yields better productivity, cost reduction, and an
overall better work environment for all employees of the company.
Preventive Labor Relations is a bastard child in most companies! Few
owners bother to do anything about their labor relations until the union
shows up at their doorstep.
This is especially unfortunate because if management of most companies
had of exercised a little strategic thinking and implemented a Preventive
Labor Relations program, the union probably would have never shown up on
their doorstep. This is certainly true from the union organizing perspective.
There is one thing for certain! When the contractor has to engage the
union, the price of poker is going to get very expensive!
Prevention is the only way to be truly effective against union interference
whether it be in the employment (hiring) process or the union organizing
campaign. Oh, it feels great to win that election against the union until you
realize what it has cost you in loss productivity and disruption not to
mention the thousands and thousands of dollars spent to win the election.
Not included are the more thousands you will spend on fighting the unfair
labor practices generated during the union campaign. Even after the
22
contractor wins the election the IBEW is not going to let him loose! And the
paying can go on for years and years!
With a sound Preventive Labor Relations program implemented at your
company, you never let the union get a toehold in your company. The
beauty of this approach is that it is centered on management practices that
you implement and manage yourself. Therefore, there is little or no cost
involved. The ultimate goal is to never have to face an IBEW organizing
drive or other related union problems.
Following are some of the key elements of a solid Preventive Labor
Relations program for a construction company that should be implemented
at any construction company:
 Understand the Basics of the Labor Law and their
Application in the Construction Environment
You do not have to be a labor lawyer. This is not rocket science at the basic
level. Key points:
 Employee have the right to organize (before/after work, lunch, & breaks)
 Inside organizers (your employees) are protected by law/Out-side
organizers (union business agents, non-employee organizers, etc. are
generally not protected
 It is a violation of the law the threaten, interrogate, promise benefit or spy
of employees lawfully exercising they right organize (see bullet one
above)
 As long as you do not violate the point above, you are free to express
your opinion and make statements about the union as you see fit. It is
very important that you do communicate with your employees on the
union matter.
 Union must get at least 30% of your employees signed up (authorization
cards) to get an election
 Union must get 50% + 1 vote of those employees voting to win the
election
 The IBEW will file unfair labor practice charges against the contractor no
matter how clean a campaign the contractor runs
23
 THE CONTRACTOR HAS THE ABSOLUTE LEGAL RIGHT TO
TALK AND OTHERWISE COMMUNICATE WITH THE
EMPLOYEES DURING ANY UNION ELECTION CAMPAIGN.
 Knowledge is Power! Obtain good intelligence on the local
with jurisdiction for your area
We do an incredibility poor job knowing the enemy. Each chapter should
maintain a file that contains at minimum the following:
 Federal Labor-Management – 2 forms (LM-2) – complete detail,
including financial on any union. Available at:
www.union-reports.dol.gov (This is the U.S. Dept. of Labor, not the NLRB.)
 Current and past union contract
 Union by-laws
 Tendencies file (who have they tried to organize and how did they do it?)
 Complete history of all elections and petitions, and attempts to organize
 Develop and Implement a Formal, Written Employment
Procedure
This is to protect the contractor for the most expensive type of unfair labor
practices. Even one of these charges for failure to hire a union member or
supporter can cost you thousands. Several can cost you millions!
Let your paper (policy/procedure) speak for you. If you think you can
convince a NLRB investigator that you didn’t do anything unlawful using
your charm, common sense, and good looks, you have got a rude awaking
on your horizon.
If you have a legally based policy/procedure that you follow consistently,
you will be well on your way to winning.
Remember, the basis for most labor law is consistency!
 Do not let employment (hiring) drive your company
24
 You many need people but do you need an organizing drive because you
made quick judgments
 Think! Remember the math- only 30% to get an election
 Develop trust- if they like you they will never vote against
you!
 Maintain adequate tools, material, and equipment for your
personnel
Nothing frustrates a workforce more than not having the tools to do the job.
Frustration leads to anger and anger to vulnerability to the union sales pitch.
 Create “emotional ownership” in the company
Emotional ownership in a company is a very big deal for the employees of
any company and a major weapon in fighting the union. The union is trying
to convince your employees that if they join the union the union will “take
care of them”, guarantee them a future, and protect them from the
management of the company. You must beat them to the punch! You
convince your employees that they don’t have to have a union to get all of
those things. Show them they have a future, that you care about their future,
and you will take care of them. IT IS NOT ABOUT WAGES, FOLKS!!!
 Favoritism
Nothing will destroy your company quicker than favoritism or perceived
favoritism. A manager can destroy all credibility by seeming to favor one
employee or group of employees over others. This issue will be more union
card signed than any other because you are messing with an individual’s
“self worth.” Be very careful here. Think how each and every decision will
be perceived by all employees. And you know nothing you do is secret.
 Talk to your people about the company position on unions
You would be amazed at how many union campaigns I see get started after
the employees fall prey to the organizers pitch that “ the owners don’t care if
25
you sign the card” or “ this card is just to get a vote.” You can still vote
against the union if you don’t want one.” Remember, if the union doesn’t
get 30%, the petition never gets filed and the formal organizing campaign
never commences.
 Do not have an obsessive, narrow-minded focus on wages
and benefits as the key to good employee relations
As I have previously stated, I have been involved in over 160 union
campaigns. In the final analysis, wages and/or benefits were not primary
issues in any of these campaigns. IT AIN’T ABOUT WAGES, FOLKS!!!
 Know the composition and dynamics of your work force
 Typically, 80% of the union’s support is most often from employees who
have been with the company less than 1 year or from 1 st or 2nd year
apprentices
 Remember the math! (30% for election; 50% + 1 vote to win)
 Unqualified supervision will kill you!
We are talking foreman. It is frequently said that when employees step into
the voting booth in a union election. They are not voting for or against the
company as much as for or against their supervisor.
Poor, unqualified supervisors cause elections or can win elections. This is a
fact based on my experience.
 Recognize that labor relations is a management function not
a legal function and requires attention like all of the other
management functions in your company.
 Don’t get caught up in the “I don’t have union problems”
syndrome!
Of course, you don’t have union problems but duh, no contractor has union
problems until they have union problems for heaven sakes.
A more appropriate question then is “am I vulnerable to union problems?”
26
I am sorry to say that the majority of you are vulnerable and I know this
because I have over 400 contractor clients and I get many, many calls from
contractors who are in serious trouble. They didn’t have any union problems
either… until they had them of course.
So now, we have given you a basic road map to protect your company from
the IBEW’s organizing initiative. If you implement these Management
Practices…you are going to be O.K. If not, you can do nothing, wait, and
gamble. But according to President Hill of the IBEW, the price of poker is
going to get a lot higher soon.
FINAL THOUGHT ON UNION ORGANIZING…
It matters little what the union is offering your employees.
What matters most is personal leadership or simply put, whether or not your
employees believe in and respect you as a leader who cares about their well
being and livelihood. They must feel you have their best interest at heart.
And this most basic premise goes right to the heart and soul of whom you
think you are and the perception your employees have of you.
If these two perceptions are parallel and positive, your company will be a
tough nut for the union to handle and the union will turn its attack on a
weaker sister (company).
If the contrary is true, you are going to have a lot of problems and you will
probably lose in the end!
In the final analysis, if your employees really like and respect you they will
never vote against you!
“Any company that gets a union
deserves it…and they get the type
of union they deserve.”
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Section v
UNFAIR LABOR PRACTICE QUIZ
(including correct answer sheet)
What can you do? What can’t you do?
CAN
CANNOT
1. Tell employees it is not necessary now for any
employee to join and pay dues and possible
assessments to any union in order to work for our
company.


2. Tell employees that anyone who may consider
joining the union will not get any special treatment
or special favors of any type over those who do not
sign up or belong.


3. Tell employees that if anybody causes them any
trouble on the job or tries to pressure or threaten
them into signing a union card, to let you know,
and you will see that it is stopped. Tell them that
the government may restrain any union that tries to
restrain or coerce employees in their right not to
join a union.


4. Indicate to employees a pay increase, promotion,
betterment of working conditions, additional
employee benefits, or special favors if they stay out
of the union or vote against it.


28
5. Suggest to employees that there could be loss of
job, reduction of wages, or a discontinuance of any
privilege or benefit presently enjoyed if they favor
or vote for the union.


CAN
CANNOT
6. Tell employees that it is our honest opinion that if
the union gets into our company it will not work to
their best interest, but could work to their
disadvantage.


7. Say to employees that our company prefers to deal
with them individually and directly rather than
through outsiders.


8. Take action against any employee because of
his/her taking part in union organizing activities.


9. Discipline, discharge or lay off an employee
because of his/her support in promoting the union
in your company.


10.State that you are always willing to discuss any
subject of interest or any problem that may arise
from on the jobsite.


11.State that you might pull off the construction
project, close the company, or drastically reduce
operations if the union is voted in.


12.Publicize and discuss in detail all the employee
benefits they presently have and enjoy without any
employees needing to pay money to outsiders to
get benefits or to keep them.


13.Communicate to employees how their wages,
benefits and working conditions compare with
other companies, whether unionized or not.


29
14.Use a third party (i.e. project owner) to take the
hard line positions you and the company cannot.


15.Watch employees attending union meetings, e.g.
parking across the street from a union hall or a
motel to watch employees entering.


CAN
CANNOT
16.Say that you won’t bargain or deal with the union if
it is voted in.


17.Publicize the disadvantages of belonging to a union
such as loss of income due to strikes, requirements
to serve on a picket line, union dues, union fines,
and possible union assessments.


18.Conduct yourself in a way that would indicate to
employees that you are watching them to determine
whether or not they are participating in union
activities.


19.Tell employees: The union can’t guarantee them
anything. The union can’t guarantee that in a
contract they will get the same benefits they now
have. The union can’t give them anything - - they
can only ask. A union can only promise - - a
promise is worth just what it costs - - nothing.


20.Communicate to employees that applicable law
permits our company to hire permanent
replacements for anyone who goes out on an
economic strike. Tell employees they won’t be
able to draw wages from the company if they are
out on strike. Tell employees they can’t collect
unemployment compensation while out on strike.
(Depends on state.)


30
21.Discuss with employees that no union and no law
requires our company to agree to anything we do
not believe to be in our best interests.


22.Talk about any “bad” or unhappy experiences you
or other companies have had with unions in the
past.


CAN
CANNOT
23.Handle employees who are actively supporting the
union by assigning less desirable work to them.


24.Transfer employees from one project to another
because of their union sympathies.


25.Discipline or discharge employees for engaging in
soliciting employees to sign union cards during
non-working time.


(Correct answers on next page)
31
Unfair Labor Practice Quiz
Answer Key
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
14.
15.
16.
17.
18.
19.
20.
21.
22.
23.
24.
25.
CAN
CAN
CAN
CANNOT
CANNOT
CAN
CAN
CANNOT
CANNOT
CAN
CANNOT
CAN
CAN
CANNOT
CANNOT
CANNOT
CAN
CANNOT
CAN
CAN (if state does not allow)
CAN
CAN
CANNOT
CANNOT
CANNOT
PASSING SCORE = 80 points
32
Made less than 80 points? Go back, re-read SECTION III, and try again.
Section vi
Address of
EDWIN D. HILL
INTERNATIONAL PRESIDENT
INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS
To the
IBEW POLITICAL/LEGISLATIVE CONFERENCE
Washington, D.C.
September 8, 2003
_______________________________
Thank you, Rick. Good morning, brothers and sisters.
First allow me to welcome you to Washington; it is nice to have you in this great city regardless of
the sad state of affairs we find ourselves in at the present time. Believe me when I say -- despite
all of our efforts -- our union is in trouble. Our beloved labor movement is in trouble. And our
country is in trouble. And it was all summed up in this editorial cartoon – (Show cartoon.) I could
end my remarks and that would tell it all.
But you are not going to get off that easy. Last week on the grassy mall that stretches from the
Capitol to the Lincoln Memorial -- America’s front yard if you will -- the NFL hosted a big party
with lots of glitz to kick off the football season. A lot of people attended the party. I like football as
much as anybody,-- but I think a big party like that in times like these is a little like whistling past
the graveyard. But -- I guess there are times when we all need something to make life seem a
little better than it is.
That little dramatization that we opened this conference with wasn’t meant to amuse. It was
meant to portray in stark terms what we’re up against. My role in zapping the patient with the
defibrillator was symbolic. That wasn’t about me saving the day; it was about all of us -- united in
the best traditions of the IBEW and the trade union movement -- coming together to take back our
country -- from the clutches of those who would destroy the trade union movement.
Because make no mistake brothers and sisters -- the America that we all knew – loved -- and
counted on -- has been hijacked.
33
In our lifetimes, -- the sense of economic balance and fairness in this country has never been as
out of whack as it is now -- not in the Reagan years,-- not in any of the recessions of the postWorld War II era,-- not under any administration, Republican or Democrat. You would have to go
back to the days of the so-called Gilded Age and the Robber Barons to find a time when the
wealthiest and most powerful among us had it so good -- while the rest of us had it so bad.
You’ve got to hand it to the Bush Administration. In three years, they’ve turned the clock back an
entire century -- threatening to undo all of the progress that labor fought for in the 20th century.
Now with that being said -- it defies logic to me that one of our International Unions would
prostrate themselves so far as to give a forum and a platform -- on Labor Day -- to this President - when one of his first acts as President -- was to punch them in the face when he put an
Executive Order banning of PLA’s on projects and one of the first one’s to be affected was the
Wilson Bridge locally. That union spent untold thousands of dollars along with the rest of us
fighting the issue. A better answer to President Bush and/or his henchmen’s request would have
been an obscene gesture that could be interpreted as his IQ. But his stark revelation that we are
losing Manufacturing Jobs, leads me to wonder if the IQ number would be right.
You have been given a lot of information in your kits -- and you’ll be hearing a lot about all of the
issues that are facing working families today. Take it all together, -- and it’s like a tidal wave
threatening to wash away most -- if not all -- of the protections and gains that make up the line
between making it and slipping into poverty for many working families. Inviting him to our day was
acquiescing to what he is saying that we are not in tune with our membership -- to that I say
Bullshit Mr. President.
Lets take a quick look at the Bush report card.
Bush is only president since World War II to preside over a net loss of jobs in this country and
what is his answer -- tax Cuts for the wealthy and billions to rebuild Iraq. You would have to go
back to the Great Depression to find a time when America’s job creation record was so bad.
Unemployment is on the rise, and worse than that -- the long-term prospects for the unemployed
to find jobs are grim. Over 900,000 workers have been jobless for 27 weeks or more.
The federal budget deficit wiped out under Bill Clinton -- leaving a surplus when he left office -now in less that 3 years we have a deficit of near $500 Billion dollars -- higher than ever and
projected to get worse. The deficit will suck up money -- money that could and should go to new
construction and maintenance,-- investment in the infrastructure, like new power plants -- health
care, -- education, -- and other more worthy causes, and to coin an often used phrase -- that
sucking sound you hear will get louder and as it does the potential for more unemployment gets
greater.
The eight-hour day -- one of the cornerstones of social progress in America -- is on the block. The
Bush Administration continues to push for the elimination of overtime pay for some eight million
workers, many of whom could only marginally be called managerial. But it puts more money into
the pockets of the corporate sponges and less in workers’ paychecks, and that brothers and
sisters -- is the bottom line.
The Republicans are seeking changes in Medicare and the implementation of a prescription drug
plan under the system that would actually be worse than what we have now. They want the
political cover of "doing something." But that something will hit the wallets of senior citizens and
discourage employers from providing drug coverage.
Utility deregulation -- which any rational person knows should have been buried long ago -- is,
incredibly still alive and still being supported by some fools in Congress who still think they can
34
get it right. Not to anyone’s surprise, the energy barons -- the friends of Bush and Cheney -stand to benefit.
One thing that we should always keep in mind and keep reminding our members -- is that this
administration has routinely equated unionization with a lack of patriotism and weakened security
when it comes to government workers. Just the other day I was apprised that the justice
department was inquiring about how many security companies were organized and the Local
Union’s that have organized them -- this happened just after we won an election with the ADT
Alarm Company. We don’t know why this inquiry -- but this is an example of what is going to
continue to happen to Unions is we do not replace the administration -- nice guys -- the kind that
you would want to invite to your Labor Day Picnic. Now these same nice guys took down Vietnam
veteran Max Cleland in last year’s Senate race in Georgia when he dared -- dared to support the
right of homeland security department workers to organize. They called him unpatriotic and soft
on terrorism -- all this about a man who left three of his limbs on the Vietnam battlefield. Now I am
not standing here to criticize anyone for hiding behind their father’s money or influence -- to get
into the Air National Guard and then skip out on the duty that they agreed to -- however, I do find
myself a little disheartened when those types suggest that a man who lost his limbs on a battle
field may be unpatriotic. But that is the mode of operation for these people, and what is more
disheartening is that we -- the average Joe voter -- we buy it.
Last week I saw a photo in the Pittsburgh Post-Gazette of a U.S. battleship that was being
removed from active duty in the Persian Gulf and sent back for maintenance. Back to Japan that
is. This country can’t even do the repairs on its own ships in its own shipyards anymore. You’ve
got to give the Republicans credit for being consistent, though. It’s also been publicized – and we
had it on our web site – that the Republicans had contracted their telephone-based fundraising to
a company in India. They obviously prefer foreign labor.
There’s more. The threats to prevailing wage laws. Reduced compensation for asbestos victims.
Weakened pension plan security. Undermining occupational safety and health. Giveaways to big
media companies. It’s all looming over us. If even a fraction of these things become reality, it will
be bad for our members and all working people. If most or all of them happen, -- God help us all.
Or maybe I should say that God helps those who help themselves. And brothers and sisters, we
have got to fight like the devil to help ourselves in these times because the alternative is
annihilation.
It galls me to think that it has taken the American people so long to wake up to reality.
It took a dramatic blackout covering major cities in Canada and the United States for people to
finally scratch their heads and realize that something is wrong with our electric utility system. The
California meltdown didn’t do it. The repeated warning of the IBEW and other farsighted
organizations didn’t do it.
Yet there are those in the money crowd with no conscience that are still trying to peddle the
snake oil of deregulation and some apparently still ready to buy it.
It has taken the worst job creation picture in 55 years for the country to wonder where all the
manufacturing jobs went. For years, -- we did everything but shoot red rockets into the air to warn
about the erosion of our industrial base and the insanity of our trade policies. Yet on Labor Day -of all days -- there they were -- politicians and media figures who never met a free trade
agreement they didn’t like saying that maybe we needed to do something about industrial job
losses. Even President Bush is feeling the heat. Rising to full power of his office and finally seeing
the light, he got off his duff and promised to do something -- talk to his Chinese buddies about
stabilizing their currency so that maybe so that their products won’t be so cheap.
35
Say, George, -- ever hear of labor protections, -- fair trade or human rights? No? Didn’t think so.
Well I guess it wouldn’t occur to you to try some real solutions.
And, most of all, -- I get frustrated with the working men and women, -- including some of our own
members,-- who just don’t get it. We tried out best to advise them in the election of 2000 -- that
electing George W. Bush and his team would be like aiming a guided missile right at our jobs and
our economic security. We tried our best to inform them that Al Gore was the real deal -- a smart,- decent man who cared about fairness for all Americans. But they were worried about their guns
or their prejudices or whatever. Well, as they say be careful what you wish for -- you may just get
it -- they got what they wanted; I am truly sorry that we could not convince trade union members - including some of our own -- that they were about to make a mistake that would alter their very
standard of living.
I would say that getting working people to think like working people and vote like working people
will be our number one priority for 2004. It might not be easy, but -- here again -- we have no
choice. The alternative is to lose it all.
Let me say a few words about the war. The IBEW is a big union -- about 850,000 when you add
all active and retired members together. That’s a lot of people, and we don’t expect everybody to
think alike. But it was clear to me that the overwhelming majority of our members are patriotic to
the core. Once the troops are dispatched overseas, -- the arguments stop, -- and our reaction is
to support the troops and the commander-in-chief. We all understood the horror and the
implications of the attacks of September 11, 2001. We lost 21 of our own that day,-- and we knew
that the comfortable days of the 1990s were over. We were in a fight.
We cheered when the troops toppled the Taliban in Afghanistan. We knew that Iraq would be a
tough haul,-- but had faith in our fighting men and women, including several hundred of our own
members. We understand that it’s all part of the same fight that started with September 11.
That kind of patriotic response -- from us and so many other Americans and friends around the
world -- was genuine and heartfelt. But it is also something not be treated carelessly or betrayed.
And many Americans are feeling that the Bush Administration deceived us when all they had to
do was ask for sacrifice and courage in the face of a dangerous world.
The American military rose to the occasion. The American public rallied behind them. But the
American political leadership didn’t tell the whole truth about the reasons for the war or its real
costs in lives and money. They didn’t come clean about the fact that they had no plan in place for
when the major fighting stopped. They thumbed their noses at the United Nations, but now they
want the UN to come and help us lasso this runaway horse.
I’m just going to say that our members and most Americans remain as patriotic as ever and as
supportive of the troops as ever. But we don’t like it when our leaders don’t even trust us enough
to tell the truth. We don’t like being lied to. And I suspect that Bush, Cheney, Rumsfeld, Rice and
company have a day of reckoning with the American people coming.
Those of you who have known me for a long time know that I don’t exaggerate just to make a
point. I don’t make things up to get a rise of you. I am dead serious when I say that I fear for the
future of the labor movement and the well being of all working families if the Bush crew gets a
second term. Just look at the tremendous damage they have done. It will take years to get our
country back on the right track.
And the time to start is now. Or as George W. Bush would say: Bring it on.
We intend to bring it on. And we need to do it in as many areas of the country as possible.
36
We can’t wait until next year. If we don’t start mobilizing our members and preparing the
groundwork for an all-out campaign, we won’t be ready when push comes to shove next year.
I’m not talking about bombarding our members with political material right away. I’m not talking
about shilling for a particular candidate at this point. That will come soon enough. The main thing
is to make sure that our people are aware of how bad things are -- which I think they know -- and,
more important, getting them fired up to do something about it.
I’m reaching out to each and every one of you here today to be a part of the IBEW’s political
team. We will do all we can from the I.O., but there will be no substitute for the grassroots effort
on the ground that only our locals can provide. If we’re going to get our country back on track,
now is the time to roll up our sleeves and work together like never before. There just isn’t time to
put it off until another day. If we don’t act, we won’t have another day.
Those of you who have been to any of our conferences or progress meetings know that I place a
great deal of importance on taking responsibility. It’s up to all of us to take responsibility for our
political future and motivate our members to do the same. Some won’t -- no matter what we do or
say. But I know for a fact that most of our people understand what’s at stake. My main worry is
that they may be too discouraged to think that their single vote would do any good. When one
remembers that the presidency of the United States came down to a minuscule number of votes
in Florida in 2000, there should be no remaining doubt that every vote counts.
We’ve got to restore a sense of balance and fairness to our nation. The Republican stranglehold
on the White House and both Houses of Congress has been a bonanza for the corporate
interests in this country. Instead of trying to check corporate power, the Bush administration and
their allies in Congress have seen it as their job to heap even more power and benefits on the
people who so generously fund their campaigns. Lost in the shuffle are the voice -- and the best
interests -- of the working class.
We’ve got to break that stranglehold. We need to look at the 2004 election as a major organizing
campaign and act accordingly.
We are going to start by lobbying our respective members of Congress while we’re all here in
town. In the past, we brought you here and heard a lot of nice speeches and broke of into
workshops. That’s all well and good, but we’ve got to start making the IBEW’s presence known
even better. So when you go to Capitol Hill later in the week, you will be doing more than talking
about specific issues. You will be delivering a silent but powerful message to your elected officials
that the IBEW is well -- is active and very much aware. We will see who’s on the right side of
issues.
And it can’t stop here. The next challenge is to go home and organize your members around
issues. We are ready to support anyone of any party who supports our members and their
economic interests. We’ve also got to serve notice to those Democrats who think it’s good politics
to get too cozy with the big money interests. Our support isn’t something they can be take for
granted. If they think that utility deregulation or free trade is a good thing, let them get their money
and foot soldiers somewhere else.
And the real test will come in voter turnout. Some of the smarter Republican strategists have
taken a page from our playbook on this one. They understand that it’s not who has the higher poll
approval ratings that matter; it’s who gets their voters to the polls. I want to see the highest union
turnout ever in November 2004, and I want to see the IBEW lead the way in voter registration and
participation. Again, I’m inviting you – asking you – to do your part.
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Brothers and sisters, I don’t like the fact that we have to gather in such dark times in such a
gloomy atmosphere and talk about our very survival. But if we tried to sugarcoat it,-- we would
only be kidding ourselves and not doing the right thing for our members. We owe it to them and to
the proud traditions of the IBEW to face things squarely and do what we have to do. We are no
worse off than many past generations of IBEW leaders were. It’s up to us to show that we are
worthy inheritors of the union that our forbearers left us. It is up to us to fight like hell for the
dignity and fairness that working people deserve. It’s time to make our country live up to the
ideals of liberty and justice that we so rightfully honor in our anthems and slogans.
Ben Franklin once said that we must all hang together or we will surely hang separately. That’s
not going to happen. We’re going to band together, work together and fight together like never
before to make sure that future generations of IBEW members have a union worthy of the proud
IBEW tradition. That’s what we’re here to do and that’s what we will do,
Thank you and God bless you all.
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SECTION VII
ABOUT THE AUTHOR
Marshall Coleman is the president of M.J. Coleman and
Associates, a construction labor relations consulting firm
dedicated to the independent contractor, based in Greenville, SC.
Coleman is the former head of labor relations for Fluor Daniel,
the nation’s largest merit shop contractor where he was employed
for 25 years and he has over 35 years experience in the field of
construction labor relations. Coleman is a nationally recognized
authority on preventive labor relations and union avoidance.
Coleman strongly believes the only efficient and cost-effective way
of dealing with union interference is thru pro-active, managementcentered program of Preventive Labor Relations implemented
before potentially devastating union activity commences.
Contact Information
Marshall J. Coleman
M.J. Coleman & Associates, Inc.
Construction Labor Relations
107 E. Park Avenue/Greenville, SC 29601
(864) 241-0299/fax (864) 239-0694
e-mail: MJColeman007@aol.com
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