Organizing your workplace means standing up for better pay, safety, and respect on the job. IBEW Local 29 helps you build strength through unity and secure the rights and security every worker deserves.
Union members secure better wages and benefits than nonunion workers — on average, 27% higher pay.
In "right-to-work" states, where unions are weaker, average pay runs 14% lower than in states with strong unions.
Of workers who participate in a pension plan.
Of workers with a guaranteed pension.
Have paid sick leave — a rate 62 points higher for union workers than their nonunion counterparts.
Unions provide education, opportunities for advancement, and a better product on the jobsite — leading to a productive and stable workforce.
When you decide to join a union, you and your co-workers have rights. By law, your employer is barred from taking any of the following actions:
Attend any union meeting, park across the street from the hall, or engage in any undercover activity to monitor who is participating in the union program.
Ask employees about union matters, meetings, etc. (Employees may voluntarily share, but it is illegal for employers to ask for additional information.)
Ask employees what they think about the union or a union representative once the employee has refused to discuss it.
Ask employees how they intend to vote.
Ask employees whether they belong to a union or have signed up for union representation.
Ask an employee during the hiring process about their union affiliation or opinions on unions.
Tell employees that the company will fire or punish them if they engage in union activity.
Threaten employees with reprisal for participating in union activities (e.g., threatening to close the business, reduce operations, or cut benefits).
Announce that the company will not deal with the union.
Threaten to close, actually close, or move the plant to avoid dealing with a union.
Threaten workers or coerce them to influence their vote.
Threaten a union member through a third party.
Tell employees that overtime work (and premium pay) will be discontinued if the plant unionizes.
Say unionization will lead to layoffs.
Say unionization will eliminate vacations or other benefits currently in place.
Grant employees wage increases, special concessions, or benefits to keep the union out.
Promise benefits to employees if they reject the union.
Promise employees a reward or future benefit if they decide against the union.
Promise employees promotions, raises, or other benefits if they leave the union or refrain from joining.
Lay off, discharge, or discipline any employee for union activity.
Make anti-union statements or act in a way that shows preference for nonunion employees.
Make distinctions between union and nonunion employees when assigning overtime or desirable work.
Purposely team up nonunion employees and separate them from union supporters.
Transfer workers based on union affiliation or activity.
Choose employees for layoffs to weaken the union or discourage membership.
Discriminate against union supporters when disciplining employees.
Use work assignments to push out an employee because of their union activity.
Fail to grant a scheduled benefit or wage increase because of union activity.
Deviate from company policy to target a union supporter.
Take actions that negatively affect an employee's job or pay rate due to union activity.
Bar employee-union representatives from soliciting memberships on or off company property during non-working hours.
Give financial support or other assistance to a union.
Start a petition or circular against the union, or encourage its circulation among employees.
Urge employees to convince others to oppose the union.
Visit employees' homes to urge them to reject the union.
