UA STANDARD FOR EXCELLENCE
MEMBER and LOCAL UNION RESPONSIBILITIES:
To ensure the UA Standard for Excellence platform meets and maintains its goals, UA business managers, stewards and local membership shall ensure all members:
Arrive on time. Adhere to break times and only use cell phones during those times.
Be prepared with required tools. Respect tools and equipment supplied by employer.
Adhere to zero tolerance substance abuse policy.
Eliminate work disruptions.
Ensure safe on-time completion of projects.
Respect property. Vandalism is not tolerated.
Be productive and dress appropriately.
Respect and adhere to employer and customer rules and policies.
Follow management directives.
Enhance skill level by using local and international training classes and take advantage of the certification system.
EMPLOYER AND MANAGEMENT RESPONSIBILITIES:
MCAA / MSCA / PFI / MCPWB / PCA / UAC / and NFSA and its signatory contractors have the responsibility to manage their jobs effectively. They have the following responsibilities under the UA Standard for Excellence:
Ineffective management, superintendents, journeyworkers and apprentices will be returned to the referral hall.
Provide worker recognition.
Ensure all materials needed are available.
Provide storage for tools.
Provide storage for tools.
Provide leadership to jobsite supervisors.
Ensure leadership takes responsibility for mistakes created by management decisions.
Be consistent and fair with disciplinary action.
Create and maintain a safe work environment.
Promote and support continued education and training.
Have properly manned projects.
Treat employees with respect.
Cooperate and communicate with job steward.
Your Local Union officers have every confidence in our great membership knowing that Local 68 has always maintained these standards with our contractors and will continue doing so in the future. As it is known at the UA headquarters and throughout the country, Plumbers Local 68 does it right!
EMPLOYEE FREE CHOICE ACT - CONTINUED
The System For Forming Unions Is Broken
Today, CEOs get contracts that protect their wages and benefits. But some deny their employees the same opportunity. Although U.S. and international laws are supposed to protect workers' freedom to belong to unions, employers routinely harass, intimidate, coerce and even fire workers struggling to gain a union so they can bargain for better lives. And U.S. labor law is powerless to stop them. Employees are on an uneven playing field from the first moment they begin exploring whether they want to form a union, and the will of the majority often is crushed by brutal management tactics. Cornell University scholar Kate Bronfenbrenner studied hundreds of organizing campaigns and found that:
Ninety-two percent of private-sector employers, when faced with employees who want to join together in a union, force employees to attend closed-door meetings to hear anti-union propaganda; 80 percent require supervisors to attend training sessions on attacking unions; and 78 percent require that supervisors deliver anti-union messages to workers they oversee.
Seventy-five percent hire outside consultants to run anti-union campaigns, often based on mass psychology and distorting the law.
Half of employers threaten to shut down partially or totally if employees join together in a union.
In 25 percent of organizing campaigns, private-sector employers illegally fire workers because they want to form a union. Even after workers successfully form a union, in one-third of the instances, employers do not negotiate a contract.
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