The ‘Birdies, Bogeys and Pars’ of Union Leadership

The UnionBuilt PC “LeaderBoard”
The ‘Birdies, Bogeys and Pars’ of Union Leadership

– Guest Post by Fred Romanuk, Ph.D.

I asked Pete Marchese if I could write a monthly article on ‘Union Leadership’. He said, “I don’t know. Why don’t you write something and we’ll see if anyone reads it.” But, first, do a Bio so people know who you are”.

So, here goes. My name is Fred Romanuk, I am a Canadian, I worked out of Vancouver for most of my life from my own company, but from Baltimore for a number of years as Senior VP for an international consulting company, and I am an ‘Organizational Psychologist’. That simply refers to the fact that I have a Ph.D. in organizational psychology.

So what does that mean?

farmers

Well, to illustrate, there were 2 farmers talking to each other across a fence about their kids.

The first farmer said, “I here yer boy went off to College”.

The second farmer replied, “Yup, yup, he did”.

“What’s he doin there”? asked the first farmer.

“Well, he told me he wants to get this here BS Degree”.

“I reckon I know what that stands fer” said the second farmer.

“Yup, yup” said the first farmer. “Then he wants to stay there and get this here MS degree”.

“What does that stand fer?” asked the second farmer.

“I reckon that stands fer, More of the Same”

“What is he goin to do then” asked the first farmer.

“Well, then we wants to get this here Ph.D.”

“So what does that stand fer?” asked the second farmer.

“I reckon that stands fer, Piled Higher and Deeper

*  *  *

Most of what I know about organizations I learned from my clients, not from school. And, I am a damn good Organizational Psychologist. I have worked with companies for 40 years and Unions for about 20 years. During that time, I have coached many Supervisors into Managers, Managers into VP’s and VP’s into Presidents. Now I want to coach Stewards, Union Reps, Business Agents, Local VP’s and Presidents to become better leaders.

The long and the short of it is that Unions need to get better at what they do.

I have worked with organizations in Canada, the USA and Europe. Some of my clients include Roadbuilders, Mining Companies, Manufacturers, Retail Stores, and Electric and Gas Utilities. I consulted with Panasonic in New Jersey, British Electricity International in London, and a Swiss Bank in Geneva. I have a lot to say.

Next month, I want to talk about “Giving Good Phone”.

Let Pete know if you are interested in reading my stuff by leaving a Comment, or sounding off on the Union Built PC Facebook Page, or on their Twitter or LinkedIn feeds.

 

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15 Tips for Union Stewards

We tip our Union hats to you who serve your union brothers and sisters. You accepted the burdens of workplace leadership. A position that is fraught with anxiety, frustration and immediacy, but is also a position that can be truly gratifying as you help and assist your co-workers.

Your position is a day-to-day activity of membership contact within your shop. Uniquely, by this position you have the opportunity to be on top of most situations that occur whether it is the company violating the contract or whether the Union business agent is unavailable to be there quickly.

Most members look first to their steward. You are most often available on a daily basis, you have frequent and direct contact with your union office and usually you have been in bargaining and understand intimately the essence of the contract language. This is not easy; whether you are a new steward or one with years of experience. We know you have a lot of people relying on you to protect their interests and to enforce their labor agreement.

UNION-STEWARD

So we’ve compiled a list of top “Quick Tips” to keep in mind. We know you know all of these, but we also know that as you work hard to serve, they can easily be forgotten by anyone…

1. You don’t have to be an expert. Stewards are always being asked questions. Don’t act like you know what you’re talking about when you don’t your friends and your co-workers will see through it right away. Say you’ll find out, and get back to them.

2. Figure out where to turn for answers. Your union officers and staff should be knowledgeable in contract interpretation and many areas of labor law. Other union activists can be important people to rely on. And depending on where you work, on the job there are undoubtedly a few people who work in different offices or departments who know more than anyone what goes on behind management’s closed doors.

3. Knowing how to delegate tasks is your most important skill. Recruiting volunteers is an easily learned skill. Some people do it naturally, others benefit from specific training in recruiting or team-building.

4. If you try to do it all yourself, it won’t work. You won’t be able to do anything as well as you could, you’ll get frustrated, and then you’ll burn out. The more people you get involved, the more you can accomplish.

5. Your job is to empower people. Give a man a fish, he’ll eat for a day. Teach a man to fish, he’ll eat for a lifetime. If all you do is solve other people’s problems for them, what are they going to do when you’re not there? Help people learn how to solve their own problems.

6. Ask a lot of questions. Socrates didn’t become famous for nothing. The best ideas come from picking a lot of people’s brains and getting them to think about old problems in new ways.

7. Learn how to listen. With grievances and personnel problems, sometimes just being willing to listen is the most important thing you can do. When you’re organizing you need to know how other people feel and how they view the situation before you can influence them. Ask and listen.

8. Don’t let management treat you like pond scum. When you’re representing your co-workers as their union steward you are equal with the supervisor you’re dealing with. You’re both intelligent adults. On the job, your supervisor may have authority over you. But on union business, you’re his or her equal.

9. Never assume that management knows better than you. Most supervisors have little understanding of contract rights or labor law. They have experience in program or production and in supervision. Anything you learn about employees’ rights on the job makes you more of an expert in that area than they are.

10. Pick your fights. Defending your fellow employees is an important part of a union steward’s job, but if that’s all you do you’re always on the defensive. If you identify issues and take the initiative to demand changes, you’ll make important progress. Don’t let management control the agenda. Be pro-active and pick the issues that you think you can make some headway on.

11. Always get back to people. If you want your co-workers to have trust in you, you’ve got to be responsible and reliable. Don’t promise things you can’t deliver on, and be sure to follow through on what you do commit to.

12. Be organized in your own life. Pick a system and keep to it. How are you going to keep track of appointments and meetings? Where are you going to keep notes and reminders to yourself? Throw out papers you don’t need, and have a good system for finding the stuff you keep.

13. Be a responsible employee on the job. Not only is this important if you want your co-workers to have respect for you and your opinion, but it keeps you from getting into unnecessary trouble with management.

14. Maintain a sense of humor. On the one hand, ridicule can be a powerful weapon against an irrational supervisor. On the other, don’t take yourself too seriously. If you get self-righteous you won’t learn from your mistakes and you’ll turn people off.

15. Keep your eyes on the prize. There will be setbacks. There will be losses. Sometimes people will get angry at you, and sometimes you’ll start to wonder if it’s all worth it. But as long as you remember that collective action is the only real way to change things for the better, you’ll know that in the long run, helping to build the union is the best thing you can be doing for yourself and your family.

YOUR TURN

Whether a Union Member or Union Steward, do you have any tips to add to our list? Sound off on the Union Built PC Facebook Page, or on our Twitter or LinkedIn feeds. And don’t forget to subscribe to the monthly Union Built PC UNION STRONG eNewsletter for articles, tips and guides like this delivered straight to your inbox. You may unsubscribe at any time.

 

Five Ideas For Union Recruitment of Young People

Communicating to and engaging with young people is notoriously difficult – even for major multinationals with millions of dollars in marketing budgets. For unions, which are under regular attack from media figures and conservative politicians, it is as difficult for join young people up and engage them in campaign as for any organisation.

A key for effective communication is to understand your audience. Communicating with young people requires this in spades. There is no such thing as generic “young person”. Like other groups of potential members, young people are united by common interests, education, income, demographics, needs, geographies, occupations, goals, communities and ethnicities (amongst other things).

The difficulties of encouraging young people to join unions are obvious, but here are some. Young people are more likely to have precarious employment and many will be working in a job they do not foresee as a long-term career. Being casual means they have a smaller income to pay union dues. Young people are often very mobile, so can change jobs easily (if they can find work at all).

Many young people are unaware that a union exists that would cover them. Increasingly, young people have high expectations for organizations in terms of the quality of communication experience: in print, online and on television and radio – it should be engaging, interactive and relevant. Their expectations upon joining may be quite high: as everything speeds up, everyone, including young people, expect instant responses and solutions to problems. The prevalence of smart phones amongst young people means that they’re more and more expecting organizations to have mobile-ready websites and other communications creative, like videos or games.

Finally, more and more young people want customized responses to their concerns and needs. Big service organizations like mobile phone companies, credit card companies, health insurance companies and media companies have responded by fragmenting their offers and allowing a “pick and choose” approach. These companies aren’t doing this because they like choice, but because their customers are demanding and expecting them.

Unions, unlike behemoths like Coke or Nike, don’t have massive marketing budgets. These multi-nationals spend a small fortune on market research, in an elusive search for “cool”. The result is often awfully superficial, and distils young people down to stereotypes focused on consumption. Where they excel however is their creative execution. Their ads are better produced, their websites more engaging.

Most unions understand many of the workplace concerns of young people. In most regards, the needs and desires of young people won’t differ much from their older colleagues. They want recognition and respect, and decent wages and conditions.

Unfortunately, unions are most often let down by their execution. Attempts to pitch at young people are often ham fisted, filled with “grunge” fonts and out-of-date “youth-speak”.

Social-Recruiting

So, having outlined some of the challenges, here are five ideas for unions to use when trying to engage young people at work:

1. Link careers with unions

Most young people who have casual jobs don’t see it as a career, especially if the job in question is one they have while attending college. Eventually however, they will embark on a career, and if they’re lucky, it will be one they are passionate about.

Unions should draw more clearly the link between a young worker’s interests and passions, and thus their future career, with the union. This can be difficult for unions covering those casual jobs — but for unions with coverage over those career jobs, engagement with your future members starts before they enter the workforce.

This is most obvious for young people pursuing professional jobs like teaching, nursing or engineering, but can apply for careers like the law, journalism, architecture or graphic design (or even accounting and marketing).

Having a campus outreach program, student membership (so you can give potential members a “trial” membership) and programs to strengthen the specific career is essential.

For unions that cover those casual, precarious work, it’s time to get more creative.

Perhaps investigate joint membership with those career, professional unions. When a teaching student at university gets student membership with the teacher’s union, could they have an associate membership with the union that covers their fast-food job? (This could be organised through a state or national peak body.) Could unions work with universities, colleges or schools, where the educational institution buys “bulk” membership for their students?

2. Don’t talk down to prospective members

Avoid thinking of the current generation like your own. This generation simply doesn’t think or act as you do.

The way that young people engage online or with television, or even with major corporate brands, is changing constantly. For most of you, when you were entering the workforce, Facebook and Twitter didn’t exist. Now things like Instagram and Snapchat are changing how young people create and distribute content. This generation has simply never lived without the Internet.

The bottom line here is that unions need to talk to young workers as equals. For a start, messages that emphasise how vulnerable young workers are, or how they are being exploited, can make young people feel devalued. Even though it’s true that young workers are more likely to be ripped off or poorly treated, starting from that point is less likely to engage young people.

Effective communication is often informal and personal, with engaging imagery. It is delivered across all key social sites, including through mobile and apps. It relies on peer-to-peer recommendations and often uses testimonials from other young people talking positively about their experience.

3. Put out your messages on multiple channels

Young people consume media through multiple channels. The phenomenon of multi-screen consumption is well and truly entrenched.

Moreso than ever, when a young person engages with an issue, company or cause, they do so on their mobile, and their tablet, and their computer, and the television. It’s no longer enough to have your message just in print, or just online, or just on TV or radio (depending on your budget).

Your message will not only be more meaningful, but it will be more engaging if it can be consumed through multiple channels.

At the risk of sounding obvious, unions should communicate with young workers in places they are likely to be. Don’t just launch your website or Facebook page. You need to promote your message in a wide variety of places: at the cinema, on TV, on Snapchat, Instagram, YouTube, out-door, and in apps. In order to cut through the white-noise of modern marketing, you need to (unfortunately) increase your volume and your reach.

Unions are still playing catch up on this front. Most unions are still heavily invested in their print media: journals, posters, flyers. While some are broadening out to improving their websites, email and social media presence, substantial investment is needed still.

4. Use creative that aligns with young people’s lives

By the time they enter the workforce, most young people will have already formed tight social circles, whether through school, sport, music, church or other interests. While unions may not seem like it is their role to help workers “fit in”, it can be an important opportunity for organizers and delegates to engage with young workers. This means simple things like ensuring that delegates welcome young workers and help ensure they are included.

It also means that unions should use creative — that is, graphic design and text copy — that resonates with contemporary culture. I don’t mean that older people should write “cool” lingo. But union communicators and organizers should be aware of communication trends. This is a big challenge, but unions who want to engage with and join young people to the union need to invest more in creative graphic design and communication that is relevant and modern, and be able to adapt.

5. Don’t be stuck to the past

It can be difficult for unions to move quickly or respond to new challenges. As democratic organizations, unions often can only make big (but important) changes through democratic decision-making, such as annual or biannual council meetings or delegate conferences.

However, unions must take a fresh look at what their core message is (not just to young people, but overall). Focus and clarity are essential. What are unions all about? Why does the union exist?

If these simple things cannot be clearly expressed in a contemporary manner, then you will have trouble communicating to young workers.

The essence of all effective communication is focus. Unions must communicate a single thing clearly.

Be prepared to jettison the old ways of communicating — those “ten reasons to join” lists, and outdated slogans about “workers united will never be defeated”. Also, forget about your communications being one way. The days of broadcast communications being effective are over. Even big brands who advertise on TV find that their ads are being talked about on social media like Twitter or Facebook and more. Think about the new trend of major advertisers such as Burger King that activate your smart technologies by yelling out “Hey Alexa” in their ads.

More broadly than just messaging and communications, unions need to start creatively thinking about membership options and plans. Not just looking at price, but considering options where young people can join without the full “premium” service, or “online only” advice. How unions engage with young people will increasingly be online. Should unions look at 24-hour “chat” services to give advice instead of expecting face-to-face meetings with industrial officers or organizers? How can young workers engage in solidarity actions digitally? Unions need to come to terms with the notion that “full” engagement and commitment is a very high bar.

YOUR TURN

Given the challenges inherent in recruiting young Union members, what ideas do you have to try to drive membership among this generation? Sound off on the Union Built PC Facebook Page or on our Twitter or LinkedIn feeds. And don’t forget to subscribe to our monthly UNION STRONG email newsletter. You may unsubscribe at any time.

 

7 Ways to Better Multitask with Windows 10

Windows 10 has a handful of features that you may be overlooking that can make you a more effective and efficient multitasker.

Learn how you can better juggle multiple windows and apps with these tips…

1. Snap Assist

If you are tired of switching back and forth between open windows, why not use all of your screen real estate and work with two side by side? Just drag a window to one of the side edges of your screen to snap the window into one half of your desktop. Snap Assist will then display your other recent windows as thumbnails in the other half of the display, making it easy to choose a window to fill the other half of your display.

Snap Assist

2. Corner Snap

Twice the power of a side-by-side Snap is a Corner Snap. Drag a window to one of the four corners of your display to snap that window into a quarter of your desktop, leaving you three other spots for other windows. Corner Snap is particularly useful on larger displays where you’ve got the room to spread four windows across a single desktop.

3. Task View

MacOS has Mission Control, and Windows 10 has Task View. Either lets you see all of your open apps so you can quickly switch apps without hunting around. You’ve got two options to fire up Task View. You can click the Task View button in the taskbar; it sits to the right of the search bard and features an icon with two overlapping rectangles. Or you can hit the keyboard shortcut Windows key + Tab.

Task View

4. Virtual Desktops

If Corner Snaps are great for big displays where you have the room to spread four windows out on your desktop and still use each effectively, then virtual desktops are great for smaller displays where you don’t have the room to use more than one or two apps at a time. You can create a virtual desktop by opening Task View and clicking the New desktop button in the bottom-right corner. You can switch between virtual desktops from the Task View or by using the keyboard shortcuts Windows Key + Ctrl + Left Arrow and Windows Key + Ctrl + Right Arrow.

5. Pin Apps to Taskbar

Windows 10 starts you out with a handful of apps on the taskbar but you can add your own. When an app is running, right-click its icon in the taskbar and select Pin to taskbar. (You can remove pinned apps by right-click their icon and choosing Unpin from taskbar.)

6. Scroll Inactive Windows

This setting lets you scroll up and down a window without it needing to be your active window. It’s very helpful if you are penning an email and looking at some sort of reference material in another window. You can keep your compose window for your email front and center and just mouse over another window and scroll through its contents if this setting is enabled. To do so, go to Settings > Devices > Mouse and toggle on Scroll inactive windows when I hover over them.

Scroll inactive windows

7. Mini Video Player

You’ll need to be running Windows 10 Creators Update for this one. If you need to keep an eye on a Skype call or a movie or show while you work, you can now do so in an always-on-top mini player. At the present, this mini view player is available only with the Movies & TV and Skype apps. You’ll find the Play in mini view button next to the fullscreen button in the lower-right corner of the Movies & TV app. You can resize the mini view player and drag it to reposition it on your screen.

YOUR TURN

Do you have any favorite Win10 Tips? Sound off on the Union Built PC Facebook Page, or on our Twitter or LinkedIn feeds. And don’t forget to subscribe to the monthly Union Built PC UNION STRONG eNewsletter for articles, tips and guides like this delivered straight to your inbox.

 

Fair Work Week: Oregon the First State to Curb Schedule Abuses

Oregon is set to become the first U.S. state requiring certain businesses to furnish workers with a week’s notice of their job schedules and a minimum of 10 hours rest between daily shifts under a bill that won final legislative approval last week.

FAIR WORK WEEK

The bill, dubbed the “fair work week” act by supporters, is aimed at giving greater predictability to low-wage employees whose hours tend vary widely from day to day or week to week. Democratic Governor Kate Brown is expected to sign the bill into law.

The measure would go into effect next year and apply to Oregon workers on the payrolls of retail, food service and hospitality companies with at least 500 employees worldwide where abusive scheduling practices have become increasingly common.

Under the bill, those companies must provide employees in Oregon, starting on July 18, with written estimates of their work schedules seven days in advance, with the required scheduling notice increased to two weeks beginning in July 2020.

RELATED: Coast-to-Coast American Workers Fight for Stable Schedules

Workers also would be entitled to a break of at least 10 hours between work shifts from one day to the next, and to receive extra pay if they agreed to a shorter rest interval – typically between closing hours at night and opening hours the next morning.

Moreover, the bill protects employees from workplace retaliation for merely expressing a scheduling preference to their bosses.

RELATED: Yes, We Can Do Something About Insecure Work in America

Work schedule predictability has emerged as a major issue causing growing anxiety in the American labor force even as the U.S. jobless rate has fallen to below-average levels.

Supporters of Oregon’s bill cite recent studies showing volatile work hours becoming increasingly common, posing difficulties in managing personal finances, arranging for child care and making doctor’s appointments, especially for single working parents.

One in six Oregon workers reported having less than 24 hours notice of their job shifts; nearly three-quarters said they were notified of work schedules two weeks or less in advance; and 44 percent said they had worked back-to-back shifts, such as closing one day and opening the next, according to a report from the Labor Education Research Center of the University of Oregon and Portland State University.

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How the Law Works

Under SB 828, retail, hotel, and food service establishments that have 500 or more employees worldwide must:

  • Provide new hires with a written good faith estimate of their work schedule
  • Post work schedules at least 7 days in advance (14 days after July 1, 2020).
  • Provide at least 10 hours between work shifts (unless the employee requests or consents to work otherwise, in which case they earn time-and-a-half for hours worked less than 10 hours after the previous shift)
  • Compensate employees for schedule changes: An extra hour of pay for each time more than 30 minutes is added to a shift, or the date or start time of a shift is changed with no loss of hours, or an additional work or on-call shift is added; and an extra half an hour of pay for each scheduled hour that an employee doesn’t end up working because the employer cancels a shift or changes the start or end time of a shift.
  • Pay half-time for each hour that an employee is on-call but isn’t called in to work.

The employers aren’t required to pay for schedule changes that employees initiate. And they can maintain a standby list of employees who are willing to work extra hours on short notice in case of unanticipated customer needs or unexpected employee absences.

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Oregon’s legislation, which sponsors say would mark the first of its kind in the nation, follows the enactment of similar measures by several cities, including Seattle, San Francisco and San Jose, California.

The bill cleared the Oregon’s House of Representatives on Thursday on a bipartisan vote of 46-13. The state Senate passed the measure last week on a vote of 23-6, following extensive negotiations between Democrats and Republicans.

YOUR TURN

How would you benefit from Fair Work Week legislation? Sound off on the Union Built PC Facebook Page or on our Twitter or LinkedIn feeds. And don’t forget to subscribe to our monthly email newsletter for articles like this delivered straight to your inbox. You may unsubscribe at any time.

Laptop Ban on Planes to US Replaced by Tighter Security

The US Homeland Security Department has decided not to expand a ban on laptops in the passenger cabins of planes flying to the States. Instead it’s requiring tighter security measures for all aircraft and airports.

laptop-ban-on-airlines1.jpg

The DHS made the announcement last week, saying the enhanced security standards would apply to all commercial flights to the United States. The 10 airports in the Middle East and Africa affected by the current laptop ban will have that prohibition lifted if they implement the new standards.

RELATED: How Hackers Can Ruin Your Vacation

The DHS had previously indicated that the ban, which applies to laptops, tablets and other devices larger than mobile phones, might be expanded to all flights from Europe. Later, it said the ban might be applied to all international flights to and from the US.

Homeland Security put the ban in place after intelligence revealed terrorists were developing an explosive that could be hidden in portable electronic devices.

In a fact sheet on its website, the DHS said the new security measures would include “enhancing overall passenger screening; conducting heightened screening of personal electronic devices; increasing security protocols around aircraft and in passenger areas; and deploying advanced technology, expanding canine screening, and establishing additional preclearance locations.”

YOUR TURN

What’s your preference while traveling; increased security and screening measures or an all-out ban? Sound off on the Union Built PC Facebook Page, or on our Twitter or LinkedIn feeds. And don’t forget to subscribe to the monthly Union Built PC UNION STRONG eNewsletter for articles, tips and guides like this delivered straight to your inbox. You may unsubscribe at any time.

Unions — Not Corporations — Stand for Freedom of American Workers

Freedom is one of the most cherished American principles. But freedom means more than the ability to speak your mind, practice your religion, or choose your own democratically elected leaders. Our freedoms don’t end with the First Amendment to the Constitution.

Freedom is also the ability to enjoy economic security and stability. And that means more than making a decent living and having enough to pay the bills. It’s about both financially supporting our families and having time to be there for them. Freedom is the ability to take your mom or dad to a doctor’s appointment, to attend a parent-teacher conference, and to retire with dignity.

Unions provide the power in numbers that allow workers to secure and protect these freedoms.

Unite

Unions champion policies that benefit all Americans. They fight for affordable healthcare for all, especially now, as Congress is considering legislation which would inexplicably throw millions of people off the insurance rolls.

Unions fight to improve the quality of public services. Union member Tyrone Wooten is an environmental technician at a medical facility in Flint, Michigan. He knows firsthand the devastating impact of the water supply contamination in his community. And he traveled 14 hours by bus last year to Washington, to protest the testimony of the Michigan governor, whose austerity policies led to the water crisis in Flint.

Unions are also on the front lines when it comes to retirement security participating actively in protecting public pensions and safeguarding Social Security.

RELATED: The Pros of Joining A Labor Union

It’s hard to believe anyone could be against pregnant women and infants having quality health services, families having clean drinking water, or retirees having rock-solid Social Security benefits. But many people actually are. The privileged and powerful — CEOs, massive corporations, and the wealthiest 1 percent — do not just oppose these freedoms. They rig the rules to undermine them and they spend billions of dollars lobbying against them.

And because Unions fight for these freedoms, the moneyed interests have made Unions a target. They want to use the courts to chip away at the rights and protections Unions have won for everyone. They have now petitioned the Supreme Court to take a case called Janus v. AFSCME, in which the plaintiffs seek to impose “right-to-work” as the law of the land in the public sector.

Right-to-work threatens the ability of working people to stand together in a strong Unions, drives down wages and weakens workplace protections, while redistributing wealth upward. Moreover, right-to-work has its roots in the Jim Crow south, where segregationists pushed it to restrict the labor rights of African Americans and keep them from finding common cause with their white coworkers. Right-to-work, in other words, was created to inhibit freedom.

RELATED: What Are The Common Topics In Most Union Contracts?

Americans value their freedom, and they define it broadly. It is the ability to earn a decent paycheck without sacrificing family life. It is the opportunity to live in a safe community and send your kids to a decent school. It is the peace of mind of knowing that an injury or illness won’t ruin you financially and that you can live in some modest comfort in your golden years.

The labor movement believes in — and are the guardians of — all of these freedoms. So, as the corporate special interests gear up for another well-funded attack, let us do everything in our power to protect and defend our freedom to join together in a union.

YOUR TURN

How is your Union taking a stand to protect and defend the freedoms and rights of American Workers. We want to hear your story. Sound off on the Union Built PC Facebook Page or on our Twitter or LinkedIn Feeds. And don’t forget to subscribe to our monthly UNION STRONG email newsletter. You may unsubscribe at any time.