Signing Up The
Non-Member
The Service Model of
Unionism exists throughout our union and the other unions in the
U.S. labor movement today. Among other things, this model has
produced a passive union member whose role has been defined as
primarily a consumer of union services.
The everyday business carried
out by the relatively few activists revolves around negotiations
and the grievance and arbitration process. These are the apparent
means by which wages, hours, benefits, and fair treatment on the
job are insured by the union activists.
The way contracts are
negotiated and grievances are handled does not require
communication with the members, nor does it require direct
participation of the members. Thus, the union members and
nonmembers become consumers of services provided by the union
activists, with the difference being, of course, that the
nonmember does not pay for those services.
There are several reasons
members do not sign up nonmembers: first, often they don't know
who is a member or nonmember; second, they don't want to confront
someone who is their friend and co-worker; and third, the member
may feel that the nonmember, who is getting something for nothing,
is the smarter consumer.
To successfully involve our
members and also sign up nonmembers, we must change the Service
Model into an Organizing Model which communicates, educates, and
involves the members and the nonmembers in the everyday affairs of
the union.
IBEW experiences show that to
successfully close the ranks, and keep them closed, the union must
be viewed as the members and not a small group of activists; and
the services in terms of a contract and the grievance and
arbitration procedure must be viewed as those things which are won
via the involvement of all the members in active struggle against
the employer.
As a steward, this means you
should seek ways to involve the members and nonmembers in active
support of certain grievances. Once a nonmember is involved and
aware of the power of collective action, he or she may then be
convinced to become a member. (For an in-depth discussion of types
of active support and the organizing model of grievance handling,
see Section 4 of this manual.)
Probably the most important
day-to-day job of the IBEW steward is to reach and maintain 100
percent membership in the union and to build pride and trust in
IBEW. When every eligible worker is a member, IBEW will be a
stronger, more effective union - able to solve workplace problems
and negotiate better contracts.
ANSWERS TO
OBJECTIONS ABOUT JOINING THE UNION
|
|
|
|
|
|
| |
|
| |
|
|
|
| |
|
| |
|
|
|
|
| |
How
you go about it:
1. Check all available facts before taking an issue to
management.
2. Prepare your case so that it is clear, complete and to the
point.
3. Be careful to observe all contract requirements on grievance
handling.
4. In dealing with your supervisor be business-like, polite and
firm.
(a) Don't bully or threaten.
(b) Treat the other person with respect and demand you be
treated in the same manner.
5.Keep the grievance(s) informed as to the status o the grievance.
6.Follow through all the way to final settlement. |
|
|