The Pros to Joining a Labor Union

Thanks to labor unions, wages have improved, the workweek is shorter and the workplace is safer.

However, employers sometimes complain that unions are harmful to business and to the economy. From an employee standpoint, is being a union member beneficial? Here are some pros of union jobs.

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Better wages. The median weekly income of full-time wage and salary workers who were union members in 2010 was $917, according to the U.S. Bureau of Labor Statistics. For nonunion workers, it was $717.

More access to benefits. Some 93 percent of unionized workers were entitled to medical benefits compared to 69 percent of their nonunion peers, according to the National Compensation Survey published last year by the U.S. Bureau of Labor Statistics. The survey represented about 101 million private industry workers and 19 million state and local government employees.

Unmarried domestic partners — same sex and opposite sex — also had access more often to these benefits if they were unionized. Workers with union representation also had 89 percent of their health insurance premiums paid by their employer for single coverage and 82 percent for family coverage. For nonunion workers, the comparable numbers were 79 percent and 66 percent, according to the Bureau of Labor Statistics. And 93 percent of unionized workers have access to retirement benefits through employers compared to 64 percent of their nonunion counterparts.

Job security. Nonunion employees are typically hired “at will,” meaning they can be fired for no reason. There are exceptions. Employers can’t terminate a worker for discriminatory reasons such as race, religion, age and the like. Nor can they fire an at-will employee for being a whistle-blower and certain other reasons.

However, workers with union jobs can only be terminated for “just cause,” and the misconduct must be serious enough to merit such action. Before an employee can actually be fired, he or she can go through a grievance procedure, and if necessary, arbitration.

Workers who know they can’t easily be fired, will be willing to speak up freely.

Strength in numbers. Unionized workers have more power as a cohesive group than by acting individually. What you gain is the muscle of collective action. Through collective bargaining, workers negotiate wages, health and safety issues, benefits, and working conditions with management via their union.

Seniority. Rules differ among collective bargaining agreements, but in the event of layoffs, employers usually are required to dismiss the most recent hires first and those with the most seniority last — sometimes called “last hired, first fired.”

In some cases, a worker with a union job who has more seniority may receive preference for an open job. Seniority also can be a factor in determining who gets a promotion. The idea is that seniority eliminates favoritism in the workplace. Ultimately, the chief advantage of seniority is it is completely objective.

YOUR TURN

What benefits do you see in being a Union Member? Sound off on the Union Built PC Facebook Page, on our Twitter or LinkedIn feeds and don’t forget to subscribe to our monthly #UnionStrong email newsletter for articles like this delivered straight to your inbox.

FOR IMMEDIATE RELEASE: Union Built PC and Bargaining Power Announce Strategic Alliance to Empower Labor Unions

Press Contact:

Pete Marchese
Union Built PC Inc.
877-728-6466
pete.marchese@unionbuiltpc.com
www.unionbuiltpc.com

FOR IMMEDIATE RELEASE

Technology, Labor and Unions:

Union Built PC and Bargaining Power Announce Strategic Alliance to Empower Labor Unions

Agreement will empower Labor Unions with Digital Tools for Projecting Costs at Collective Bargaining & Real Time Grievance & Arbitration Tracking

NEW YORK, NY (PHANTOM POWER MARKETING) OCTOBER 18, 2016 – Union Built PC Inc. and Bargaining Power Inc. have entered into a Strategic Alliance Agreement with a goal of providing the Labor Industry the necessary tools to effectively represent their membership by Projecting Costs at Collective Bargaining and enabling Real-Time Grievance and Arbitration Tracking.

Union Built PC Inc. and Bargaining Power Inc. are the leading experts in Projecting Costs at collective bargaining and Grievance and Arbitration Tracking Labor Software. In combining the skill-sets of their respective teams and product offerings, we will enhance Labor’s ability at the bargaining table.

This partnership also provides an opportunity for Union Built PC Inc. and Bargaining Power Inc. to work collaboratively on product development, marketing and software sales.

“We at Union Built PC Inc. are constantly searching for software that will help Labor Excel. Bargaining Power Software is an extremely powerful Tool that will aid unions in analyzing costs and effectively representing their membership,” says Pete Marchese Director of Operations of Union Built PC Inc.

Bargaining Power Inc. has developed Bargaining Power® Software, which saves Labor Unions time and money as they conduct all of their cost analyses, whether for collective bargaining or arbitrations. First developed by a Labor Negotiator over 20 years ago, the software is continually enhanced by the experience and expertise of hundreds of customers, including the UFCW International and IBT, IAFF, IUOE and UFCW locals.

Bargaining Power is a unique product that gives labor a software solution that provides enhanced insight and is faster and easier to use than any spreadsheet model. It instantly allows unlimited proposals to change compensation, benefit, time off-allowances and work rules. Also, it automatically takes into account turnover rates and changing lengths of service.

“With Bargaining Power, unions can be confident they’re capturing the true costs of potential settlements. They can instantly compare all scenarios under consideration assuring they’re making the best possible decisions at the table,” says Betsy Cagan, President and founder of Bargaining Power Inc.

Union Built PC Inc. developed their Grievance Manager® Software in 2006, enabling the Labor Industry to track their Grievances, Arbitrations and related documents in Real Time.

As an immediate result of this alliance, Union Built PC will resell Bargaining Power and integrate it into our present suite of Software to automate Labor’s everyday tasks.

For more information about how Bargaining Power can help Labor Unions and International Organizations bargain and represent their membership more effectively, contact Pete Marchese at 877-728-6466 or pete.marchese@unionbuiltpc.com.

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For more information:

About Bargaining Power Inc.
Betsy Cagan founded Bargaining Power Inc. in 1991 to develop the software she wished she had when she was a labor negotiator for the Metropolitan Transportation Authority (MTA) in New York and Stop & Shop in Boston. Responsible for all economic analysis in both positions, she built complex spreadsheet models, but knew only compiled software could answer all her questions. Betsy is particularly interested in working with unions. She holds a BA in English Literature from Connecticut College and an MBA from Columbia University

Bargaining Power Website
Download the Bargaining Power Brochure

 
About Union Built PC Inc.
Union Built PC Inc. has been serving the IT needs of Labor since 2001. Union Built PC’s mission is to “organize” Labor and help them “excel in everything they do.” Union Built PC believes their success is based on products and services that have been developed by Union Members and customized to meet the specific needs of their Labor Union Clients. That’s why every member of the Union Built PC team is a Union Member. Currently, UBPC is organized by CWA Local 1101

Union Built PC Website
Download the Grievance Manager Brochure
View the Grievance Manager Demo Video
Union Built PC on Facebook
Union Built PC on Twitter
Union Built PC on LinkedIn
Pete Marchese on LinkedIn

Learn the Common Topics in Most Union Contracts

Every union contract is different. Workers decide how issues are addressed and negotiated with the company. Union members decide what makes sense for the them. Contracts are also called Collective Bargaining Agreements (CBAs) or Memorandum of Understandings (MOUs). Contracts are negotiated for a period of time, usually between 1 and 6 years.

Negotiator’s Advantage: Comprehensive Software to Manage the Collective Bargaining Process

Common topics in most union contracts include:

Just Cause (protection against unfair discipline or firing) is one of the most important protections workers get from a union – protection against unfair discipline or firing. It says that you cannot be fired or disciplined without “just cause.” It means that a boss has to prove that there was a good reason to fire or discipline you.

Seniority sets how decisions are made when more than one worker wants a shift or job assignment, wants to work overtime (or when no one wants to work overtime), etc. For example, the contract may state that if there are layoffs, the newest workers must be laid off first. Different contracts have different types of seniority clauses.

Pay Rates and Raises The contract will set rates of pay for all workers, including when workers get paid a “premium,” for overtime, shift and weekend differential, working in a higher classification, or being on-call. Workers often negotiate for a minimum number of hours of work, so they can’t just be sent home with no pay if there’s no work. Workers know when and how much raises will be during the contract.

Time Off and Benefits includes what holidays and how many sick and vacation days workers get — and fair rules for taking them. It can also set an employers’ payments to health and welfare and pension funds. Benefit levels may be set by the amount of time you have on the job.

Bargaining Power Inc. has developed Bargaining Power® Software, which saves Labor Unions time and money as they conduct all of their cost analyses.

Grievance Procedures makes sure that workers get a fair hearing by setting how problems will be worked out. Usually, grievances are filed when the boss has broken a contract rule, violated your rights under the law, ignored a company rule or procedure, or changed a past practice (what has always been done, if it’s a bad change or not done fairly for everyone). Grievances can also be filed for any unfair situation that management has the power to correct, even if there is no contact language, law, or company procedure. When a grievance or discipline cannot be worked out, most contracts say that an independent arbitrator (like a judge) will make a decision which both sides have to live with.

It is important to file grievances quickly. The contract will have timelines which must be followed. Usually the deadline is a certain number of days from when the problem happened – or when you (or the union) knew about it.

grievance-manager-union

Grievance Manager: Custom Grievance and Arbitration Software to Manage the Grievance Process Quickly and Efficiently

Fair rules for many situations are negotiated so that scheduling, job bidding, vacation bidding, and many other issues are done fairly. Common examples include if a worker bids into a new job, a rule that says that he can go back to his old job if it doesn’t work out; a fair system for scheduling, including posting the schedule in advance; how vacations are scheduled; “reporting pay” – a minimum number of hours you must be paid if you are called in to work; posting of empty jobs so that interested workers can bid for them; making sure workers have the equipment and supplies to do their jobs well and safely.

Legal Protections which are also law. These protections are included in the contract because it is often easier and faster to enforce the rights under the union contract.

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