Securing Your Future With

When workers come together as a group, they give themselves a voice in the workplace through a guaranteed contract.  Some of the benefits of having a collective bargaining agreement:

• Higher wages – fair rates of pay, periodic pay increases, shift and grade differentials
• Better working conditions – job security, safety and health protections, seniority, and fair treatment
• Reasonable hours – defined work schedules and paid holidays and vacation
• Solid benefits – health insurance, sick leave, and pension
• A voice at work – formal steps to settle contract disputes through a set grievance procedure

IT'S YOUR UNION - IT'S YOUR CONTRACT!

• WHO DECIDES WHAT GOES INTO YOUR CONTRACT? YOU DO!
• Bargaining doesn’t start from scratch – it starts from what you have today! - It's the Law - click to read more.

YOUR CONTRACT IS BETWEEN YOU AND THE COMPANY.  YOU DECIDE BY MEETING AND DISCUSSING WHAT PROVISIONS YOU WANT IN YOUR CONTRACT.  THEN YOU ALONG WITH EXPERIENCED IBEW REPRESENTATIVES WILL NEGOTIATE WITH COMPANY REPRESENTATIVES ON THOSE PROVISIONS.

What is a right-to-work law? A right‑to‑work law, in U.S. labor law, is a state law that prohibits union membership as a condition of employment. A union‑shop agreement, even if qualified and permitted by the National Labor Relations Act, is illegal in a state that has prohibited such an agreement. In some states, unions have secured agency‑shop clauses, which require nonunion employees to pay the union fees equivalent to union dues and initiation fees as their cost of representation, because they receive all benefits that the union has won under the collective bargaining agreement. Most right‑to‑work laws have prohibited such payments. The U.S. Supreme Court has held further that an agency‑shop clause is the equivalent of a union‑shop clause and may therefore be prohibited. In Indiana, however, the courts have held that the agency‑shop clause did not violate the right‑to‑work law of that state, which prohibited membership as a condition of employment but did not prohibit agency fees.

No....unless ULCS requires you to travel to perform their work.  As an IBEW Lineman, you will have the option to travel and work different jobs.

IBEW 379 Dues breakdown for Journeyman Lineman, Construction Lineman,  Cable Splicers, URD tech, Crane Operators - $54 per month.

• $19 (International Office in Washington, DC)
• $20 (Life Insurance policy through the local) & (IBEW Pension)
• $15 (To the Local Union)

IBEW Dues breakdown for Groundman, Apprentices, Class C and Class B operators, $44month

• $19 (International Office in Washington, DC)
• $20 (Life Insurance policy through the local) &(IBEW Pension)
• $5   (To the Local Union)

Union-busting is any action by management to prevent employees from exercising their right to organize.  Union-busting attorneys train supervisors on what to say to persuade workers to vote down a union.  The “script” doesn’t change much. Whether you are a bus driver, a nurse, a tech, or a call center worker, employers will hire union busters who will train supervisors in this anti-union script, or “playbook.”

• HIRE A UNION-BUSTING CONSULTANT
• GET A FEW EMPLOYEES TO CAMPAIGN AGAINST THE UNION.
• SEND LETTERS TO YOU AND YOUR FAMILY.
• HOLD MEETINGS TO SWEET-TALK — OR BROWBEAT — YOU.
• PRESSURE SUPERVISORS TO PRESSURE YOU.

Read the 12 Dirty tricks the Company will try -  click here!

About 85 percent of union workers are covered by retirement plans that help provide a stable monthly income – compared with only about 45 percent of nonunion workers.