Sorry for the delay folks, we seem to have missed posting the July issue of The Arc. The PDF version of the magazine can be found here:
Or is it Organize vs Represent?
The International Brotherhood of Electrical Workers, like the majority of unions, has a tremendous focus on organizing workers into their Union under the premise of building market share. With new membership comes a greater share of the market, increased dues collection, and increased worker strength in contract negotiations. These characteristics hold true in an environment where employers are forced to be closed shops. Meaning that all of their workers who fall under the scope of the contract agreement with the Union, are required to be dues paying members.
In Right to Work (RTW) States, organizing an employer does not necessarily mean that all of the members will pay their fare share, and the ability to keep an employer signatory to a contract agreement is in constant peril. RTW States do not require employees to pay their fair share and they have recertification procedures which create huge hurdles for the Unions who are operating there. This dynamic leads Unions in these locals to the question of how to attract workers and win them over to being full dues paying members.
Do you focus your energy on Organizing new workers to account for attrition, or do you develop higher quality representation to turn those workers into dependable members?
If the 9th District Progress meetings of the past have been any indicator, the focus is on organizing new members and signing new contractors. All of the metrics which account for “progress” in the 9th District are focused on the organizing success and or failure of the constituent Locals. Numbers reflecting member engagement, such as participation levels at meetings or during votes, are absent from the powerpoint presentations and speakers. The focus on Organizing is of seeming paramount importance in the struggle against member attrition and market share development.
Unfortunately, this focus on organizing will not hold up when RTW makes its way into the remaining states which have yet to adopt it. When workers are given a choice of paying dues or not they will ask themselves, “What am I getting for my money?”. Currently the answer to this question is ultimately a lack of representation, an unenforced contract, and more organized workers to compete against for the next job. How many times have you seen a representative come out to your workplace when an election wasn’t right around the corner? Are the terms of the agreed to contract violated on a daily basis, by you, your coworkers, and or your employer? We need as many workers as we can get right now, so the third item listed above doesn’t play out currently, but be assured some will be thinking about it when times get lean again.
According to http://www.ibew46.org/our_team.html there are currently seven representatives in Local 46 for 5200+ members. That is over 740 members for every 1 representative. It is not possible for the number of representatives that we have, to be able to handle this many members effectively. The current membership is under represented, and there is an underlying resentment for paying dues without a justifiable level of representation on the jobs. This does not appear to be changing dynamic either, as the number of unpaid representatives (Stewards) remains in the single digits, and as the Leadership is focused on extending Organizing dues for another three years. The current representation model that has been implemented will be hard pressed to keep those that are concerned about being represented paying dues when RTW becomes a reality. There will be a dramatic cut off in the amount of dues collected as the membership is disenfranchised with the level of representation, tired of unenforced contracts, and fearful of having to compete with more workers for the same jobs.
Ultimately, the members are the customers that the Hall is in place to provide services for. The Hall has agreed to provide members with contract enforcement through representation and job opportunities through organizing. If the product that the Hall is producing only includes job opportunities, then the members who are buying for representation, will stop paying dues when given the choice. They will question what is the point of paying dues to an organization which is focused on bringing in more workers for them to compete against, when the Hall won’t provide significant representation and fight for the fair treatment of the members they currently have.
The end product of Local 46 has been too focused on organizing and needs to shift to representation as its primary focus. RTW is on the horizon whether workers and their unions want it or not. If the Local continues to focus the majority of its dues on organizing, then it will not be able to provide justification for those that question the level of representation they are buying with their dues payments. To remain competitive and to keep the funding up so LU 46 can afford to pursue organizing efforts, they must increase representation and turn the focus to customer satisfaction. The membership must become the primary focus of their Hall, and the quality of the representation must be increased substantially to keep them.
The costs of providing representation at levels more reasonable than 740 to 1, does not have to be substantial. There is a huge opportunity to drastically change the amount of representation that the membership experiences by simply appointing Stewards. At the time of this writing there is 7-8 currently appointed stewards for the Inside Wire unit of LU 46. There is way more than 7-8 job sites, which leaves thousands of members without daily representation on their jobs. By appointing Stewards, the Business Manager of LU 46 could show the membership that he too is concerned about providing the membership the representation it deserves, while keeping costs in check by hiring more and more staff to try and address the issues.
IBEW LU 46 should appoint Stewards on every job possible, and put more of the memberships dues money into providing the representation they are paying for.
Well, it took a little bit as could be expected but the IO has sent their response to the By-Law change which would refund Stewards their Organizing Dues. Unfortunately, the IO has chosen to say as little as possible, and gave no reason for their denial of the unanimous vote by the membership to make the required change to the By-Laws.
While I was very tempted to try and pass a motion to send a letter to the IO asking for an official response (which I probably should have done), I could not keep myself from airing my disgust with this lack of justification when it came to the “Good of the Union”. I am of the opinion that the IO should have enough respect for the membership of our Local to tell us why they have chosen not support the motion. Our local leadership told me that I should contact the IO myself if I wanted an answer… (which they should have given in their letter to us in the first place)
The folks over at 46JobTalk.org recently put their forums up online for IBEW members to discuss the issues and jobs occurring in Local 46. Being electricians themselves and not marketing gurus they are having a slow start getting the word out about their forums. In full disclosure I am one of those electricians that have helped them put together their boards… … so, with that said please check them out. The guys over there have welcomed CORE 46 to add a section for a couple of forums specifically for Contract Proposals and Motions & Actions for discussion. We will be posting our contract ideas up section by section for open discussion.
Head over to 46JobTalk.org and register to check it out for yourself.
Hopefully by now those of you who have subscribed should have seen a survey land in your inbox. We have received some responses, and will be reporting the results here within the next two weeks.
What do you mean!? Can we do more?
I ask this question in the context of our relationship with our union friendly contractors. Can we do more for them, which is in turn for us really? And I don’t mean can we do more for them on the job. We all know that many of us do a hell of a lot for them on the job. What I do mean is, can we do more for them outside of the job? As individuals there is very little we can do really, but technology has an ability to take our voices and experiences in aggregate and cause some changes. While I’m not so hot on the idea of actually “liking” my own employer on Facebook, there may be other online avenues that we could help them improve. Write online reviews of your experiences with them and other contractors if you have used them. Help them develop their online reputation, encourage the organizations we have relationships with to link to the contractor’s web site. That is just a couple ways… I’m sure you have some ideas of your own… maybe you could share.
Every week there are meetings and discussion groups happening all around us. Ideas are being hammered out, and decisions are being made with and without our individual input. In many cases the “without” is a good thing. How many people really need to be involved in the discussion of changing a stop sign to a stop light for example. But many of the issues and ideas that get discussed could be of interest to you, and maybe you do want a say in how that intersection works. Unfortunately, there is a limited resource which we all have called time. How we divide it up between our families, our work, and our hobbies can leave limited amounts of this precious commodity to spend on special interests. Special interests are the behind the scenes players that affect the main three characters of our lives; family, work, hobby.
Let’s be honest. We don’t have time to be involved in everything. It really is that simple, and it is okay. There can be moments however where special interests and family, work, or hobby may intersect. For me, labor and political activism come together with my work life during breaks and lunch with my fellow brothers and sisters on the job. If they would let me, and I would soapbox about an issue everyday. I limit myself to speaking out with everyone once or maybe twice a week. During this weekly soapbox, I present my personal abbreviated minutes from the most recent union meeting and or talk about contract or safety issues.
It is in this moment that a number of things are occurring. By limiting the number of times I speak, I am giving the speech more importance and heightening the sense of value for those receiving the message. Who wants to listening to someone speak out everyday during their lunch break anyway? I’ll be the first to ask you, seriously, please don’t interrupt my lunch everyday! The members that are actually listening are learning about what is happening, and it is kindling their interest, potentially arousing them to spend some of their precious time on being involved. In the long term, it is also helping me personally to become a better leader and public speaker.
Consider how limited our time is outside of our daily lives of work. If you cannot attend those meetings that seem to just keep happening, how can you find out what is going on, or speak about them yourself during your lunch breaks? Maybe you don’t have to attend those meetings to get the information. What if there was a place that you could go to read, print, or download redacted minutes from the meetings that have drawn your interest? Our lives are too busy, and we trudge along in the dark on so many issues. Maybe if we can put our minds together we can provide a space where redacted minutes can be uploaded by those with the time, and shared by those without.