www.CalvertCliffsUnion.com

1. ABOUT US
WHAT IS A
UNION?
WHAT DOES THE
Welcome to CalvertCliffsUnion.com
LAW SAY?
WHAT TO
EXPECT? Click to start! Please take a few moments to learn what we are
about. You can access the menu of this tutorial at any
FAQ / CONTACT time by clicking on the plus sign in the upper left
corner. Thanks for stopping by and supporting us!
Organizing with IBEW for a
fair, enforceable, and binding
contract…

2. ABOUT US
Why are we organizing?
SOME OF THE
ABOUT US WHO WE ARE
ISSUES
WHY IBEW?
WHAT IS A
UNION?
WHAT DOES THE
LAW SAY?
WHAT TO
EXPECT?
FAQ / CONTACT
We, the employees of Calvert Cliffs Nuclear Power Plant, believe well-run labor union is the most effective advocacy tool and the
best means of maintaining a mutually beneficial relationship between the Calvert Cliffs employees and Constellation Energy
management.
Our goal is to have the National Labor Relations Board come in and hold a secret ballot election to certify that the majority of us
support forming a union and bargaining collectively for a written contract. It is this certification process that will obligate
Constellation Energy to bargain with us in good faith for a fair and binding contract that outlines the terms and conditions of our
employment. Such a contract cannot be changed unless both sides agree to the changes.

3. ABOUT US
Why are we organizing?
SOME OF THE
ABOUT US WHO WE ARE
ISSUES
WHY IBEW?
WHAT IS A
UNION?
WHAT DOES THE
LAW SAY?
WHAT TO
EXPECT?
FAQ / CONTACT
Healtcare Fairness Overtime Contract
Changes in the healthcare Unjust disciplinary action Changes in the policy of Ultimately, all we are
plan that now has us paying that includes suspensions paying double-time for asking for is a seat at the
thousands of dollars in out and even discharge, some of the overtime table and to have our
of pocked medical without any means of hours worked during voices heard. We deserve
expenses. recourse whatsoever to shutdowns. a fair contract that will
appeal these management ensure Calvert Cliffs is a
decisions. great place to work for
many generations.

4. ABOUT US
Why are we organizing?
SOME OF THE
ABOUT US WHO WE ARE
ISSUES
WHY IBEW?
WHAT IS A
UNION?
WHAT DOES THE
The International Brotherhood of Electrical Workers (IBEW) is an
LAW SAY?
WHAT TO association of workers employed in the electrical industry who understand
the value of working together to improve their working lives and provide
EXPECT? security for their families.
FAQ / CONTACT
In fact, the IBEW was founded 120 years ago by a group of electrical
linemen who where dismayed by the low wages and harsh working
conditions they endured, and appalled at management’s total disregard for
job safety that made workplace accidents and fatalities an almost daily
occurrence. These linemen knew the only way they could change anything
was to organize every lineman in the entire industry and demand these
changes collectively. From these humble beginnings the IBEW has grown to
an organization of over 700,000 working men and women in the electrical
industry who work in utilities, construction, telecommunications, broadcasting, manufacturing, railroads and government.
Whether you are a professional or blue collar employee, workers without a union are all but defenseless to the never-ending
pressure corporations operate under to reduce costs and increase profits. History has proven that the only effective way for
workers to counter this is to stick together and deal with their employer in one collectively voice. While a few years ago no
one would have ever dreamed that the standards we grew accustomed to in the electrical utility industry would become
threatened, quality health insurance, adequate pensions, and safe working conditions are all under attack as corporations
seek to increase bottom-line profits.
Like the lineman who started this great union, we invite the Calvert Cliffs employees to join with their fellow workers in the
electrical utility industry who are working together to preserve and promote worker interests. As a member of the IBEW,
Calvert Cliffs employees would gain the right negotiate with one collective voice to secure good wages and benefits, fair
treatment, a safe working environment, and a harassment-free workplace.
Working together we achieve a strong voice that cannot be easily dismissed by management. A union is a means by which
ordinary workers can accomplish extraordinary things.

5. KNOW YOUR
RIGHTS
GATHER
INFORMATION
BUILD YOUR
UNION
MAKE IT
OFFICIAL
WIN A
CONTRACT <<
ABOUT US
WHAT IS A UNION?
WHAT IS A
UNION?
WHAT union isTHE an employee organization—protected by law—where a
A DOES simply
LAW SAY?
WHAT of workers joins together to improve and guarantee their
group TO
EXPECT?
wages, benefits and working conditions. A union also gives employees a way
FAQto achieve respect and fairness on the job and a stronger voice to impact
/ CONTACT
employer decisions. Without a union, employers have 100% control.
By joining together you will have far more power to make positive changes
and gain protections in your workplace than you would alone or with a just a
few co-workers. Although work settings and issues vary, you can count on
these 5 Basic Steps to create a union at Calvert Cliffs. Are you ready to get
started?
Please take a look around. You can always click on the in the upper left
corner if you need to find a specific area.

6. KNOW YOUR
RIGHTS
GATHER
INFORMATION
BUILD YOUR
UNION
MAKE IT
OFFICIAL
WIN A
CONTRACT <<
ABOUT US
WHAT IS A KNOW YOUR RIGHTS
UNION?
WHAT DOES THE
LAW SAY?
WHAT TO
Before getting started you should learn about your legal rights to form a union.
EXPECT?
FAQ / National Labor Relations Act gives workers the right to:
The CONTACT
• Attend meetings during non-work time to discuss joining a union
• Talk about the union whenever other non-work talk is allowed
• Read and distribute union literature as long as you do this in non-work
areas during non-work times such as breaks, lunch hours or before or
after work
• Sign a card or petition to show support for a union
• Ask other employees to support the union, to sign cards or petitions
requesting your employer to recognize and bargain with your union

7. KNOW YOUR
RIGHTS
GATHER
INFORMATION
BUILD YOUR
UNION
MAKE IT
OFFICIAL
WIN A
CONTRACT <<
ABOUT US
WHAT IS A GATHER INFORMATION
UNION?
WHAT DOES THE
LAW SAY?
WHAT TO
Next you’ll want to gather information about where you work. What are the
EXPECT?
FAQ / CONTACT
issues facing your co-workers? Any common themes? For example, is there a
need for better healthcare or to end unfair treatment? Do other co-workers
share your interest in exploring the idea of a union? How much do you know
about your employer’s structure, industry and competition? Are there other
unionized workers in your industry? How will you contact your fellow workers?
Who will be your friends and allies in the community or political arena? These
are just some of the questions you’ll need to answer. An IBEW organizer will
help provide the resources you’ll need to lay a good foundation to build a strong
union.

8. KNOW YOUR
RIGHTS
GATHER
INFORMATION
BUILD YOUR
UNION
MAKE IT
OFFICIAL
WIN A
CONTRACT <<
ABOUT US
WHAT IS A BUILD YOUR UNION
UNION?
WHAT DOES THE
LAW SAY?
WHAT TO
Efforts to form a union vary depending on the workplace but IBEW believes the
EXPECT?
FAQ / CONTACT
most successful way to create a union workplace is for employees to take charge
of the process themselves. The IBEW organizing staff will help you create a plan
that makes sense for you and your co-workers.
You’ll want to create a representative group of co-workers, usually called an
“Volunteer Organizing Committee” to make sure your efforts to form a union
succeed. The Volunteer Organizing Committee educates fellow workers about
the benefits of unionizing and your rights under the law, motivates co-workers
to take action with confidence, and helps plan a winning strategy.
MORE

9. KNOW YOUR
RIGHTS
GATHER
INFORMATION
BUILD YOUR
UNION
MAKE IT
OFFICIAL
WIN A
CONTRACT <<
TIPS TO GET OTHERS INVOLVED
ABOUT US
WHAT IS A
UNION?
WHAT DOES THE
Listen:
LAW SAY?
WHAT TO
Find out what issues are important to your co-workers. You know what’s
EXPECT?
important to you, but find out what’s important to them. Is there a recurring
FAQ / CONTACT
theme? Ask questions and don’t assume you know the answers.
Give Co-Workers a Reason to Be Involved:
People will get involved if they believe their issues are at stake and they can
really make a difference. Start with 1:1 conversations or small group discussions.
We can build on those and achieve unity that will lead to victory.
Be Honest:
If you don’t know an answer to a question, admit it—but find out the answer
and get back to the person quickly. You’ll be respected for your honesty and
sincere concern.
MORE

10. KNOW YOUR
RIGHTS
GATHER
INFORMATION
BUILD YOUR
UNION
MAKE IT
OFFICIAL
WIN A
CONTRACT <<
Push Your Co-workers Harder:
ABOUT US
WHAT IS A
UNION?
WHAT easy to THE on tasks yourself, harder to organize others to take action. A
It’s DOES take
LAW activist gets as many people involved as possible, doing as much as
good SAY?
WHAT TO
possible. But you need to ask. It’s not enough to bug people to be more active.
EXPECT?
Ask them to do specific assignments - 'Sign a card' or 'attend a meeting'.
FAQ / CONTACT
Stay Positive and Provide Hope:
Making people feel good about getting involved encourages them to stay
involved and encourages other people to join them. Complaining about co-
workers who “won’t do anything” doesn’t help. Management will attempt to
make unionizing seem futile. You can provide the hope that things can change.
Publicize your Goals:
By making it known what issues your union will fight for, you’re in a better
position to take credit for improvements management will try to make during
the campaign.

11. KNOW YOUR
RIGHTS
GATHER
INFORMATION
BUILD YOUR
UNION
MAKE IT
OFFICIAL
WIN A
CONTRACT <<
ABOUT US
WHAT IS A MAKE YOUR UNION OFFICIAL
UNION?
WHAT DOES THE
LAW you’re able to show strong majority support for creating a union, usually
Once SAY?
WHAT TO
EXPECT?
through the signing of “authorization” cards or a petition, the next step is to
FAQ / CONTACT official. There are different ways to do this depending on your
make your union
type of workplace. One common way is to request the National Labor Relations
Board (NLRB), which is a neutral government agency, to hold a secret ballot
election. Depending on the state, public employees may have their own state
agency conduct an election. Another way to gain official union recognition is to
have your employer voluntarily recognize your union. IBEW organizing staff can
help you decide which method might be best for your situation.
At this point, you may be asking, “What will my employer say to workers forming
a union?” The typical employer will say you don’t need a union because he/she
will not want to give up any control or power. You and your co-workers need to
be prepared for what to expect when your employer learns about your steps to
form a union.

12. KNOW YOUR
RIGHTS
GATHER
INFROMATION
BUILD YOUR
UNION
MAKE IT
OFFICIAL
WIN A
CONTRACT <<
WIN A STRONG UNION CONTRACT
ABOUT US
WHAT IS A
UNION?
WHAT DOES THE
LAW SAY?
WHAT TO
Efforts to create a union don’t stop after you win recognition. The next step—
EXPECT?
FAQ / CONTACT
winning a fair contract— is just as important. Once your union is officially
certified, your employer will be legally required to negotiate in good faith with
your union to obtain a written, legally binding contract covering all aspects of
your employment.
You and your co-workers will elect a negotiating team and decide what changes
and improvements you want to propose to your employer. Acceptance of the
final agreement will be voted on by you. You can count on IBEW staff to provide
support every step of the way.

13. THE LAW
What is guaranteed by Federal law?
ABOUT US
WHAT IS A
UNION?
WHAT DOES THE
The National Labor Relations Act (NLRA) gives employees the legal right to form
LAW SAY?
a union. Here’s what the NLRA says:
WHAT TO
EXPECT?
Section 7: “Employees shall have the right to self-organization, to form join, or
FAQ / CONTACT
assist labor organizations to bargain collectively through representation of their
own choosing, and to engage in other concerted activities for the purpose of
collective bargaining…”
Section 8: “It shall be an unfair labor practice for an employer…to interfere
with, restrain, or coerce employees in the exercise of the rights guaranteed in
Section 7…”
For the full text of the law go to www.nlrb.gov.
MORE

14. THE LAW
What is guaranteed by Federal law?
ABOUT US
WHAT IS A
UNION?
WHAT DOES the legal right to join and support a union and to:
Your have THE
LAW SAY?
WHAT TO
• Attend meetings during non-work time to discuss joining a union
EXPECT?
• Talk about the union whenever other non-work talk is allowed
FAQ / CONTACT
• Read and distribute union literature as long as you do this in non-work
areas during non-work times such as breaks, lunch hours or before or
after work
• Sign a card or petition to show support for a union
• Ask other employees to support the union, to sign cards or petitions
requesting your employer to recognize and bargain with your union
MORE

15. THE LAW
What is guaranteed by Federal law?
ABOUT US
WHAT IS A
It UNION? THE
WHAT DOES for your employer to:
is illegal
LAW SAY?
WHAT TO
• Threaten to or actually fire, lay off, discipline, harass, transfer, or
EXPECT?
FAQ / CONTACT employees because they support the union
reassign
• Favor employees who don’t support the union over those who do in
promotions, job assignments, wages, hours, enforcement of rules or any
other working condition
• Shut down the work site or take away any benefits or privileges
employees already enjoy in order to discourage union activity
• Promise employees a pay increase, promotion, benefit or special favor if
they oppose the union
• Ask employees if they attended a union meeting, if they support the
union or any other questions about their union activity
• Refuse to deal with the union once employees vote to be represented
MORE

16. THE LAW
What is guaranteed by Federal law?
ABOUT US
WHAT IS A
IfUNION? THE
WHATyour employer breaks
DOES the law, IBEW can help you file an
LAW SAY?
WHAT TO
“Unfair Labor Practice” charge with the National Labor
EXPECT?
Relations Board (www.nlrb.gov). The NLRB has the power to
FAQ / CONTACT
enforce the law and order an employer to stop interfering
with employees’ rights, to provide back pay and to reverse
any action taken against workers when they try to form a
union.

17. WHAT TO EXPECT FROM MY EMPLOYER?
The Lies Told by Anti-Worker Union
Busters
ABOUT US
WHAT IS A
UNION DUES STRIKES AUTHORIZATION CARDS THIRD PARTY
UNION?
WHAT DOES THE
LAW SAY?
WHAT TO
POLITICAL NEGOTIATIONS WORKPLACE ISSUES NEW OWNERSHIP
EXPECT?
CONTRIBUTIONS
FAQ / CONTACT
Lie from union buster: You will be charged outrageous dues and fees; the union
only wants your money.
The Truth: The local union members (the workers themselves) decide what
their dues are, depending on their needs. Local Union 50 members pay $63 per
month in dues. No initiation fees are charged in organizing campaigns. In
fact, you will not spend one penny until you have a contract, approved by you.
The IBEW is one of the most financially secure organizations in the USA. We
understand that when workers make gains in the workplace, it helps all
Americans.
CLICK HERE TO LEARN MORE ABOUT UNION BUSTERS

18. WHAT TO EXPECT FROM MY EMPLOYER?
The Lies Told by Anti-Worker Union
Busters
ABOUT US
WHAT IS A
UNION DUES STRIKES AUTHORIZATION CARDS THIRD PARTY
UNION?
WHAT DOES THE
LAW SAY?
WHAT TO
POLITICAL NEGOTIATIONS WORKPLACE ISSUES NEW OWNERSHIP
EXPECT?
CONTRIBUTIONS
FAQ / CONTACT
Lie from union buster: If you vote in favor of representation, you will end up on
strike.
The Truth: Many IBEW contracts have no-strike or no-lockout clauses that have
been agreed upon by both parties. Over 99% of contracts are negotiated with
no work stoppages. In the case an employer does not negotiate in good
faith, only the workers involved can make a decision to withhold its labor.
No one person or committee can make that decision for you. If another facility
withholds its labor, you are not involved whatsoever.
CLICK HERE TO LEARN MORE ABOUT UNION BUSTERS

19. WHAT TO EXPECT FROM MY EMPLOYER?
The Lies Told by Anti-Worker Union
Busters
ABOUT US
WHAT IS A
UNION DUES STRIKES AUTHORIZATION CARDS THIRD PARTY
UNION?
WHAT DOES THE
LAW SAY?
WHAT TO
POLITICAL NEGOTIATIONS WORKPLACE ISSUES NEW OWNERSHIP
EXPECT?
CONTRIBUTIONS
FAQ / CONTACT
Lie from union buster: Signing an authorization card (or union card) takes away
your rights to make a decision or makes you a member and takes money out of
your check.
The Truth: The National Labor Relations Board requires the workers to show
proof of interest before an election can be held. Authorization cards are the
proof of interest. Companies cannot be forced to recognize the workers, but can
choose to do so on their own free will. No one will be asked to join the IBEW
until you have a contract that is voted on and approved by majority vote.
CLICK HERE TO LEARN MORE ABOUT UNION BUSTERS

20. WHAT TO EXPECT FROM MY EMPLOYER?
The Lies Told by Anti-Worker Union
Busters
ABOUT US
WHAT IS A
UNION DUES STRIKES AUTHORIZATION CARDS THIRD PARTY
UNION?
WHAT DOES THE
LAW SAY?
WHAT TO
POLITICAL NEGOTIATIONS WORKPLACE ISSUES NEW OWNERSHIP
EXPECT?
CONTRIBUTIONS
FAQ / CONTACT
Lie from union buster: Why do you need a third party or outside interest
making decisions and talking for you when the company has an ‘open door’
policy that allows you to make gains on your own?
The Truth: You are the union and you are not a third party. The IBEW is run by
its members. The Calvert Cliffs workers will make their own decisions on what is
best for them and their employer. No single person can make decisions for you.
Look around. Who do you see that does not belong in your workplace? THE
ANTI-WORKER UNION BUSTER, that’s who. The real third party is the firm and
persons hired to keep you from voting for your own interests.
CLICK HERE TO LEARN MORE ABOUT UNION BUSTERS

21. WHAT TO EXPECT FROM MY EMPLOYER?
The Lies Told by Anti-Worker Union
Busters
ABOUT US
WHAT IS A
UNION DUES STRIKES AUTHORIZATION CARDS THIRD PARTY
UNION?
WHAT DOES THE
LAW SAY?
WHAT TO
POLITICAL NEGOTIATIONS WORKPLACE ISSUES NEW OWNERSHIP
EXPECT?
CONTRIBUTIONS
FAQ / CONTACT
Lie from union buster: Your dues will be given to political candidates with no
input from you.
The Truth: The IBEW cannot use any dues monies for political contributions. A
voluntary fund called the Committee On Political Education (COPE) is used for all
IBEW contributions and is funded by voluntary contributions only. The COPE
fund political contributions go to any politician, regardless of party, that will help
working people, through political action.
CLICK HERE TO LEARN MORE ABOUT UNION BUSTERS

22. WHAT TO EXPECT FROM MY EMPLOYER?
The Lies Told by Anti-Worker Union
Busters
ABOUT US
WHAT IS A
UNION DUES STRIKES AUTHORIZATION CARDS THIRD PARTY
UNION?
WHAT DOES THE
LAW SAY?
WHAT TO
POLITICAL NEGOTIATIONS WORKPLACE ISSUES NEW OWNERSHIP
EXPECT?
CONTRIBUTIONS
FAQ / CONTACT
Lie from union buster: You will start negotiations with a blank sheet of paper
and the company does not have to negotiate with the you anyway.
The Truth: Upon certification of an election win, the company can make no
unilateral changes concerning terms and conditions of employment, without
consulting and negotiating with the workers. In other words, you begin with
what you have at election time. There are mandatory terms of bargaining that
the company, by law, has to negotiate with its workers upon gaining
representation. It is against federal law for the company to be involved in bad-
faith bargaining. They must bargain with their employees by law.
CLICK HERE TO LEARN MORE ABOUT UNION BUSTERS

23. WHAT TO EXPECT FROM MY EMPLOYER?
The Lies Told by Anti-Worker Union
Busters
ABOUT US
WHAT IS A
UNION DUES STRIKES AUTHORIZATION CARDS THIRD PARTY
UNION?
WHAT DOES THE
LAW SAY?
WHAT TO
POLITICAL NEGOTIATIONS WORKPLACE ISSUES NEW OWNERSHIP
EXPECT?
CONTRIBUTIONS
FAQ / CONTACT
Lie from union buster: You will no longer be able to talk to your supervisor and
work out on the job problems or resolve obstructions to your work.
The Truth: All IBEW contracts have management rights sections. The workers
do not manage or run the plant, but they do have a voice in all terms and
conditions of employment. Procedures in work decisions will remain the same.
Changes will be in workplace fairness, a voice in healthcare, a voice in
retirement and annuity plans, a voice in safety, etc… If you are called into
supervisions office for a meeting, you will have the right to ask if the result in
the meeting can affect your employment. If the answer is yes, you have a right
to call your union steward for representation and advice, as well as having a
witness. If any decision is deemed unfair, action can be taken by the worker.
CLICK HERE TO LEARN MORE ABOUT UNION BUSTERS

24. WHAT TO EXPECT FROM MY EMPLOYER?
The Lies Told by Anti-Worker Union
Busters
ABOUT US
WHAT IS A
UNION DUES STRIKES AUTHORIZATION CARDS THIRD PARTY
UNION?
WHAT DOES THE
LAW SAY?
WHAT TO
POLITICAL NEGOTIATIONS WORKPLACE ISSUES NEW OWNERSHIP
EXPECT?
CONTRIBUTIONS
FAQ / CONTACT
Lie from union buster: Now that there is new ownership, we should wait and
see what changes are made, you may no longer need representation.
The Truth: The IBEW and Exelon are not adversaries. They work in partnership
for what is best for BOTH the company and the worker. Most Exelon locations
are represented by the IBEW; the workers have a voice in terms and conditions
of employment. Worker-Management committees meet to discuss problems
and the employees have an avenue to make suggestions and talk over work
related problems and help make things easier for management. Instead of an
‘employee handbook’ or ‘rule book’ that can be changed or ignored, you will
have a contract that is binding for both sides. Changes can only be made if
agreed upon by both the employees and management.
CLICK HERE TO LEARN MORE ABOUT UNION BUSTERS

25. UNION BUSTERS In Your Workplace?
HOW THEY WHAT CAN I
ABOUT US ZOMBIES?
OPERATE DO?
WHAT IS A
UNION?
WHAT DOES THE
LAW SAY?
WHAT TO
EXPECT?
FAQ / CONTACT
The zombies in the picture above are probably not real. But Calvert Cliffs Nuclear Plant is infested with a group of monsters trying
to eat your brains. OK, so maybe they aren’t trying to eat your brains, but the anti-worker Union Busters that have been hired to
thwart your effort to form a union are no less scary. They are using deceit, half-truths, and straight-up lies to convince you to vote
against your own interests. They may not be munching on your brains, but they are trying to cloud your thoughts and prevent you
from thinking clearly. Click on the tabs above to learn a bit more about the third-party consultants known as Union Busters.

26. UNION BUSTERS In Your Workplace?
HOW THEY WHAT CAN I
ABOUT US ZOMBIES
OPERATE DO?
WHAT IS A
UNION? THE
WHATUse of Supervisors - Supervisors are the union busters’ de-organizing committee. Managers and supervisors are
DOES
made to feel personally responsible if the employees in their department vote for the union. Since in most
LAW SAY?
WHAT TOcompanies, employees have no knowledge about unions, the union buster instills fear in the
unorganized
EXPECT? implyingmay be injob will be impossible with a union, and if he doesn’t do everything possible to keep
supervisor by
the union out, his job
that his
jeopardy.
FAQ / CONTACT
Delay - A union buster will delay the NLRB election by legal maneuvers as long as possible. Tactics such as
contesting the voting unit sought by the employees, unwillingness to schedule a quick hearing, delay in giving the
union the required list of employees until forced to, and opposing any settlement offered by the employees and
their union. The union buster knows that the longer he can delay the election, the greater the chance he has to
instill fear in employees and win the election for the employer.
One-on-One Meetings - The union buster will meet with us directly or have supervisors meet with us one on one
in order to seek out our union sentiments. The supervisors have the job of convincing us that the union will be bad
for us and for the company. (Even though neither is true.)
Captive audience meetings - A union buster will meet with large groups of us to discredit the union and will train
supervisors to do so as well. We can expect a number of employees to be used as “plants” in these meetings to ask
questions prepared in advance by the union buster to sow misinformation about the union. Sometimes we will be
separated by those thought to be supporters and those thought to be undecided.
Division - Divide and conquer. The union buster will make us feel that there is a tense division among us
concerning the union election. We will be led to believe that this tension will continue forever if the employees
choose a union. (Any tension that does exist was created by the union-buster so it goes away as soon he does.)

27. UNION BUSTERS In Your Workplace?
HOW THEY WHAT CAN I
ABOUT US ZOMBIES
OPERATE DO?
WHAT IS A
UNION? THE
WHATAsk the Company who they have hired as a union buster - Ask the employer how much they are paying the
DOES
consultant. Most union busters charge anywhere from $750 to $2,000 per day plus expenses for their services.
LAW SAY?your employer could use for your health insurance or pension.
WHATmoney
That’s TO
EXPECT?Have as many co-workers as possible document everything that a union buster, supervisor or manager
Document -
FAQ / CONTACT whether to a group of us or an individual employee. A union buster will often violate the law in
says to employees,
what he says about the union. Take notes in front of the union busters during meetings, it will make them nervous.
Ask Questions - If our supervisor makes an implied threat, ask the supervisor or manager directly what he or she is
trying to say. The employer cannot legally make threats to employees about union organization so ask them to
explain what they are saying. Ask the union buster personal questions like where they live, what kind of car they
drive. Ask the union buster how much they are paid or what they made last year. Ask anything about their job and
qualifications.
Ask for the information the union buster presents in writing - Remember, the general and vague information that
supervisors and managers are giving you comes directly from the union buster. Ask management for the
information that they are presenting to you in writing.
Protect and support each other - If a union buster or supervisor is shadowing a coworker, band together for
support. A union buster can only be effective in creating fear if the employee lets him. If employees stand up to the
union buster and keep a clear head, he cannot be effective.
Ask the Union - If you have questions about what the union buster is having management say, contact a member
of the organizing committee for answers.

28. FREQUENTLY ASKED QUESTIONS
What is a union?
ABOUT isUSguarantee their wages, benefits and working conditions. A a group of workers joins together to
A union simply an employee organization—protected by law—where
WHAT IS A and fairness on the job and a stronger voice to impact employer decisions. Without a way to
improve and
achieve respect
union also gives employees
a
UNION? THE
WHATunion, employers have 100% control.
DOES
LAW SAY? union benefit me?
WHAT TOa
How would
When employees join together to form a union, they can pull together their various ideas and concerns in a unified
EXPECT? more power than speaking alone. By joining with IBEW, you will enjoy the protection of a legally
voice with far
FAQ / CONTACT
binding contract, negotiated and voted on by you and your co-workers. As a union member you gain the right to
negotiate with your employer as an equal and bargain over your wages, benefits, retirement, employer
policies, schedules, hours of work, health and safety, job security and many other important workplace issues.
There’s no doubt union workers fare better in the work world.
How do I join a union?
If a large majority of co-workers show support by signing cards, a request can be made to the National Labor
Relations Board to conduct a secret ballot election. The public sector uses a similar process. The election will
officially determine whether or not a majority (50% plus one of those who vote) wants to have a union. Once the
election is won, the law requires your employer to recognize your union and negotiate in good faith. There are
other creative ways to put pressure on your employer to recognize your union. A government-supervised election
is just one alternative.
Is there a risk in supporting a union?
It is against the law for your employer to ask you about your union activity or to threaten, harass, fire, discipline or
discriminate against you because of union activity. The National Labor Relations Act protects workers trying to
form a union. When workers organize with IBEW they can depend on support and back up if needed.
Click here to learn more about Your Legal Rights.
Trevor Johnson Cory McCray
Trevor_Johnson@IBEW.org Cory_McCray@IBEW.org
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703-785-4149 443-243-8616

29. FREQUENTLY ASKED QUESTIONS
Can I talk about the union at work?
ABOUT gives you theas breaks, meal times or before work when other non-work related talk is allowed or during
The law
US
non-work times such
right to talk about the union at
or after work.
WHAT IS A
UNION? THE
WHATWhat about strikes?
DOES
Employers love to scare workers thinking of forming a union with strike talk. In reality, strikes are rare. IBEW settles
LAW 99% of its contracts without ever going on strike. Besides, there could only be a strike where you work if the
over SAY?
WHAT TO voted to do so. IBEW union leaders can’t “call a strike” nor can union members from other
vast majority
EXPECT?Only the employees where you work could make that decision.
workplaces.
FAQ / CONTACT
How will my employer react?
Most employers, even good ones, feel threatened when they find out employees want to share some power and
control. Most will try to convince you not to form a union by using a variety of tactics designed to create doubt.
However, workers successfully form unions all the time. The key is to stay united and focus on the reasons you
wanted a union in the first place. Click here for What My Employer Will Say.
How much are dues?
The members at each IBEW Local Union decide on a dues rate for their organization. New members don’t pay any
dues until your contract is voted on and approved by you. That way you can see the results first before paying any
dues. Newly organized members also never pay any initiation fees, which also vary by Local.
How are dues spent?
IBEW is a non-profit employee organization that operates almost solely from member dues. Dues are used to:
Negotiate strong contracts, defend members and enforce contract rights, organize new members to improve
bargaining strength in existing workplaces and to improve standards in a particular industry, train and support Shop
Stewards and other union activists, push for laws to protect and expand workers’ rights on the job, keep members
informed through newsletters, union publications and the website, and provide educational opportunities for
union members.
Trevor Johnson Cory McCray
Trevor_Johnson@IBEW.org Cory_McCray@IBEW.org
703-785-4149 443-243-8616