Transcript Why do we need a union?

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Just a few of the many victories won by
the Labor Movement for America’s
workers
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1) Health benefits
2) Sick leave
3) Pension benefits
4) Minimum wage
5) Civil rights
6) The weekend
7) Social security
8) Parental leave
Why do we need a union?
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Imagine a workplace without a union…
Would your wages be affected?
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According to the U S Department of Labor,
union members earn 30% more than nonunion workers.
Counting wages and benefits together,
union members receive 36% more than
nonunion members.
The wage gap is even greater for
women and minorities
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Women in unions earn 33% more than
nonunion women.
African American union members earn
37% more than their nonunion
counterparts.
Hispanic union members earn 51% more
than nonunion Hispanic workers.
Publication Jan 2008
How are wages determined for nonunion contractors?
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The lowest bid determines nonunion
contractors wages and job condition.
The union’s goal is just compensation – a
fair day’s wages for a fair day’s labor.
What would happen to your COLAs?
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Each of the last several years, the union
has lobbied for and won higher COLAs
(cost of living adjustments) than the
administration offered us.
Due to successful lobbying from 20022009, AFGE has successfully lobbied and
put more than 9 % in your pocket (with
compounding) each year.
What would happen to your health
insurance upon retirement?
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Consider the health benefits for retirees more important as you get older, right? …
Don’t retirees have more pressing health
issues?
Disturbing health insurance trend
for retirees
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According to the Washington Post
December 2004: “Less than a generation
ago about 2/3 of large companies
provided health coverage for retirees.
Today, only about 36 percent do.” …and
more than half of employers who still
provide health insurance for retirees retain
caps on those benefits.
AFGE won’t concede health care
for their retirees
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Because of effective AFGE lobbying, all Census
employees maintaining 5 continuous years on a
Census health care plan shall upon retirement
be eligible for full health benefits for the rest of
their lives.
Would your retirement income be
stable?
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More and more large companies (most recently IBM
and Verizon) are opting out of pension plans. They
prefer not to manage pension funds. As a result, they
leave their employees with a less stable 401 K type
plan … and put the financial future of their retirees at
greater risk.
83% of unionized employees are covered by a
pension plan, versus 33% of non-union workers.
AFGE has made sure Census retirees enjoy three
forms of financial support upon retirement: a fixed
pension, fixed social security, and a variable TSP plan
(a 401k type plan).
Do take advantage of your TSP!
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Thrift Savings Plan (TSP) is similar to an IRA
retirement fund that earns interest tax free until
retirement.
By the way, AFGE strongly suggests you take
advantage of TSP matching funds… it would be
very wise to take advantage of that offer!
How TSP Matching funds work - If you
contribute 5% of your biweekly pay to TSP, it’s
advised you contribute an additional 5% to that
fund.
Paid leave?
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AFGE has bargained and lobbied for paid
sick leave and paid family leave … so that
employees who are sick or have to take
care of a family member continue to
receive pay.
AFGE has worked to make sure you
receive paid vacation leave and paid
holiday leave as well.
Would you get a decent health
care package?
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According to BLS, only 67% of nonunion
workers have health coverage provided by their
employers. Many of those organizations have
only one plan.
AFGE has bargained and lobbied to make sure
all Census employees have a broad range of
health insurance options.
Meanwhile, 85% of companies providing health
care offer only a single plan.
Unionized workplaces are
healthier
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A 1996 study shows 79% of unionized
workplaces have high compliance with
health and safety vs. 54% for nonunionized workplaces.
Here at Census, the union is a partner at
the table with management on the Health
and Safety Committee.
Handling discipline on your own?
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Without a union, you can always hire a
lawyer and defend yourself. The cost of a
private lawyer starts at approx $200 per
hour.
EEO cases will cost you about $8,000.
OPM cases will cost you about $6,000
Merit Systems Protection Board review of
removal will run you about $7,000.
How does the union help out
disciplined members?
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The union will defend you with a grievance
process and even legal assistance if
necessary.
The union has strength in numbers and
years of experience in dealing with
Census specific issues.
Sometimes even a simple phone call from
the union office can resolve a problem.
Political Representation?
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Elected representatives determine your
wages, benefits, compensation, and jobs.
The union works closely and regularly with
those representatives, working to protect
you, your job, and your family.
AFGE has a staff of well-informed, fulltime lobbyist on Capitol Hill advocating on
your behalf.
We have influence with Congress.
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Unions delivered more than 20% of the
vote in recent major elections.
The union working together with congress
has been instrumental in winning major
victories for Census – example, the new
building.
How does the local union here work
with management?
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Over the years, we have established a strong,
cooperative working relationship with
management and seek to avoid adversarial
conflict.
The local here has effectively bargained for
numerous advantages that Census workers
enjoy, including: AWS ( i.e. a 9 hour day), transit
subsidies, a new on-site child care center,
telework, and 4-10 (i.e. a 10 hour day).
Unions Backed by the Pope
In the July 9, 2009 encyclical by Pope Benedict
XVI he says:
“ Trade union organizations experience greater
difficulty today, partly because of Governments..
often limit the freedom of the negotiating
capacity of labour unions…Repeated calls within
the Church’s social doctrine .. for the promotion
of worker’s associations that can defend their
must therefore be honoured today even more
than in the past.”
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Don’t Believe the Myth
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Myth : Union workers are overpaid.
Truth: According to statistical evidence
provided by Dr. David Card of University of
California at Berkeley, unions have
consistently insured a more equitable
distribution of wages from the top wage
earner to the lowest.
Don’t believe the myth
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Myth one: Federal union employees are not as
cost efficient as private nonunion contractors.
Truth: According to Dr. Paul Krugman, 2008
Nobel Prize winning Economist and regular
columnist for the New York Times:” I doubt if
there’s a single politician or journalist in
Washington who believes that privatizing much
of the federal government is really motivated by
a desire to reduce costs.”
Who is really overpaid?
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Truth: Top level executives in nonunion
workplaces tend to be extremely overly
compensated.
In a 2003 study by Harvard’s Dr. Bebchuk and
Cornell’s Dr. Grinstein, at least 1500 private
companies blatantly overpay top executives to
the tune of $8.7 billion, not including pensions.
They also found from 2001-2003 that the pay of
the top 5 executives of of those companies
received 10 percent of those company’s
earnings.
Are salaries of CEOs becoming
more reasonable?
According to Washington Post and Business Week:
 In 1965, the average Chief Executive Officer (CEO)
of a major corporations made 24 times the earnings
of the average worker.
 In 1980, the average CEO made 42 times the
earnings of the average worker.
 In 2007, the average CEO made 275 times the
earnings of the average worker.
 Much of that overcompensation deserves to handed
out to underpaid employees.
Printed Washington Post Feb 6, 2009
Many would join a union if they
could.
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According to the Washington Post editorial staff
on Dec. 22, 2006: “polls suggest between 30
and 50 percent of nonunion workers would
choose union representation if they have a
chance to vote for it.”
You are fortunate to have an opportunity to join
AFGE here – even managers,HRD, and EEO
employees have a way to join.
We need you to join…today if
possible.
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We need more members in our local – additional
members translates into more clout.
Consistent anecdotal evidence points to the fact
that a larger union base allows us bargain more
effectively.
Unions with larger memberships have proven
more effective in achieving significant victories.
Your membership status is private.
We do a great job of preventing removals.
Another reason to join AFGE –
member benefits
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A list of AFGE national benefits is too numerous to
mention. However a list of member-only benefits is
provided.
As a member of the AFL-CIO, we are entitled to AFLCIO benefits.
We have a number of local benefits – scholarships,
special funds, monthly luncheons, lunch and learns,
holiday parties, etc.
…and other reasons to join AFGE
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Dues are amongst the lowest of any union in the
region… or for that fact anywhere.
Dues are eligible for tax deduction –Schedule A, line 21
of the Federal 1040.
Sign up today and you instantly become a member.
New members joining for the upcoming General
Membership Monthly Meetings in Conference Rooms
1-4, or for that matter on any upcoming general
membership meetings – held each third Thursday of the
month- will receive an instant $50 rebate from AFGE.
We also are offering a $50 rebate for anyone joining for
any union event.
Job insurance … Another reason
to join
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You would certainly have health insurance
to cover medical costs in case your health
fails you.
Similarly, AFGE membership is very smart
job insurance, which will cover you to
protect the security of your job.
Still unsure?
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If you still are not convinced of the benefits
of AFGE, talk to us privately about any
reservations or concerns you might have.
By all means, visit us.
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Check us out and talk with a union
representative personally.
Phone us – our phone is 301-763-3175.
Feel free to just drop on by and visit. We’re in
Room 1H288 – near the cafeteria entrance, next
to the open stair case. (see the handout for our
phone number, room location, and web site)
See how we work for you while you work for
Census.