Embedded Files
A major role in our mission is to help facilitate a group of workers on how to form a union at their place of work. We do this through our 14 Field Representatives working Hand in Hand with you to exercise your protected rights under the National labor Relations Act. If you're working for a contractor BIG or small and feel underpaid, taken advantage of or just know having the union standing behind you is what you want please contact us to get the guidance needed to Unionize. The time to act is now, below is the link to the National labor Relations Board whose duties are to protect the rights of the American worker.
What is the National Labor Relations Board?
The National Labor Relations Board (NLRB) is an independent federal agency of the United States Government. The NLRB has two functi ons: (1) enforcing laws to ensure that workers may freely exercise their rights under the NLRA without any interference from employers or unions and (2) holding secret ballot electi ons at which workers can choose whether they wish to have a union represent them. These laws apply to most non-government employers with a workplace in the United States, including non-profits, non-union businesses, and businesses in states with “Right to Work” laws.
Davis–Bacon Act
Is a United States federal law that establishes the requirement for paying the local prevailing wages on public works projects for laborers and mechanics. It applies to "contractors and subcontractors performing on federally funded or assisted contracts in excess of $2,000 for the construction, alteration, or repair (including painting and decorating) of public buildings or public works".
Davis Bacon projects include Federal funding which requires the contractors preforming the work to follow rules. One of those rules being paying the Prevailing wage for the area by trade classification. If you think your employer is violating the Davis Bacon Act, please contact us, you may be OWED Wages.
Below is the Department of Labor's Website for more information regarding the Davis Bacon Act.
35 Things Your Employer cannot do
1. Attend any union meeting, park across the street from the hall or engage in any undercover activity which would indicate that the employees are being kept under surveillance to determine who is and who is not participating in the union program.
2. Tell employees that the company will fire or punish them if they engage in union activity.
3. Lay off, discharge, discipline any employee for union activity.
4. Grant employees wage increases, special concessions or benefits in order to keep the union out.
5. Bar employee-union representatives from soliciting employees’ memberships on or off the company property during non-waking hours.
6. 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 unfair labor practice to listen, but to ask questions to obtain additional information is illegal).
7. Ask employees what they think about the union or a union representative once the employee refuses to discuss it.
8. Ask employees how they intend to vote.
9. Threaten employees with reprisal for participating in union activities. For example, threaten to move the plant or close the business, curtail operations or reduce employees’ benefits.
10. Promise benefits to employees if they reject the union.
11. Give financial support or other assistance to a union.
12. Announce that the company will not deal with the union.
13. Threaten to close, in fact close, or move plant in order to avoid dealing with a union.
14. Ask employees whether or not they belong to a union, or have signed up for union representation.
15. Ask an employee, during the hiring interview, about his affiliation with a labor organization or how he feels about unions.
16. Make anti-union statements or act in a way that might show preference for a non-union man.
17. Make distinctions between union and non-union employees when signing overtime work or desirable work.
18. Purposely team up non-union men and keep them apart from those supporting the union.
19. Transfer workers on the basis of union affiliations or activities.
20. Choose employees to be laid off in order to weaken the union’s strength or discourage membership in the union.
21. Discriminate against union people when disciplining employees.
22. By nature of work assignments, create conditions intended to get rid of an employee because of his union activity.
23. Fail to grant a scheduled benefit or wage increase because of union activity.
24. Deviate from company policy for the purpose of getting rid of a union supporter.
25. Take action that adversely affects an employee’s job or pay rate because of union activity.
26. Threaten workers or coerce them in an attempt to influence their vote.
27. Threaten a union member through a third party.
28. Promise employees a reward or future benefit if they decide “no union”.
29. Tell employees overtime work (and premium pay) will be discontinued if the plant is unionized.
30. Say unionization will force the company to lay off employees.
31. Say unionization will do away with vacations or other benefits and privileges presently in effect.
32. Promise employees promotions, raises or other benefits if they get out of the union or refrain from joining the union.
33. Start a petition or circular against the union or encourage or take part in its circulation if started by employees.
34. Urge employees to try to induce others to oppose the union or keep out of it.
35. Visit the homes of employees to urge them to reject the union.
If you have any questions or want to move forward with unionizing please fill out the contact form or call the hotline # to be contacted by a field representative.
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