Organizing is the most important and honorable service a union can do for working men and women. Without union organizing and a continued growth in membership within the labor movement, working men and women will see their gains in wages and work conditions decline. This is evident, as it has already started, because union membership as a percentage of the total workforce is in decline. In fact, the only growth in union membership is in the public (government) sector.
Painters District Council 711 is doing its part to secure better wages and work conditions for its members by supporting an aggressive organizing program. The organizing department wants to bring its many gains of the past to all employees in the Painting, Drywall Finishing and Glazing industries, as well as other Private and Public Sector employees.
By increasing membership and market share, Painters District Council 711 can ensure better wages and work conditions for its current and future members. This means a brighter future for our children.
For More Information, Contact Us at 973-258-1601
or by E-Mail
DID YOU KNOW?
IT IS UNLAWFUL FOR YOUR EMPLOYER, SUPERVISOR OR FOREMAN TO INTERFERE WITH, RESTRAIN OR COERCE EMPLOYEES SEEKING TO ORGANIZE OR JOIN A UNION.
Any of these acts listed below constitutes a violation of the National Labor Relations Act, as Amended.
YOUR EMPLOYER CANNOT:
- tell employees that the company will fire or punish them if they engage in union activity
- layoff, discharge, discipline any employee for union activity
- grant employees wage increases, special concessions or benefits in order to keep the union out
- bar employee-union representatives from soliciting employees’ memberships on or off the company property during non-working hours
- ask employees about union matters, meetings, etc. (some employees may, of their own accord, walk up and tell of such matters. it is not an affair labor practice to listen, but to ask questions to obtain additional information is illegal.)
- ask employees how they intend to vote
- promise benefits to employees if they reject the union
- threaten to close, in fact close, or move plant in order to avoid dealing with a union
- ask employees whether or not they belong to a union, or have signed up for union representation
- deviate from company policy for the purpose of getting rid of a union supporter
- take action that adversely affects an employee’s job or pay rate because of union activity
- threaten workers or coerce them in an attempt to influence their vote
- promise employees a reward or a future benefit if they decide “no union”
- tell employees overtime work (and premium pay) will be discontinued if the plant is unionized
- say unionization will force the company to lay off employees
- say unionization will do away with vacations or other benefits and privileges presently in effect
- promise employees promotions, raises or other benefits if they get out of the union or refrain from joining the union
- visit the homes of employees to urge them to reject the union