Welcome to the Shell Cracker Plant Employees’ Organizing Website!
This website has been created by Shell employees of the Beaver Valley plant, with the help of the International Brotherhood of Electrical Workers (IBEW), to communicate with our peers about forming a union. We’ve chosen the IBEW because they’re a large international union with the experience and resources needed to help us accomplish our goals. We are by no means radical or disgruntled employees, and truly like working at the plant. We’re dedicated employees who simply recognize the advantages workers gain when they form unions and take advantage of the National Labor Relations Act. We’re forming this union to help ensure our interests don’t fall by the wayside in the coming years, and we maintain the highest possible standards throughout our working careers at Shell.
Another reason we’ve chosen the IBEW is they’ve agreed to charter a new local union for us. In this new IBEW local union of Shell employees in Beaver Valley, we will vote to create our own operating rules (by-laws), set our own dues structure, and elect our own officers. The IBEW is assisting us by providing the resources we need to get up and running and to guide us through the organizing process. If our new local union is supported by the majority of the employees in our bargaining unit, we’ll petition the National Labor Relations Board to come in and conduct a secret-ballot election where we’ll vote on whether or not we want a union. If we win, Shell must recognize our union and bargain in good faith for a written contract covering our terms and conditions of employment. They’ll also no longer be able to make unilateral changes without us agreeing to those changes.
It is our hope that our Shell coworkers will take the time to explore this website and read about the laws that protect our right to form this union, and the procedures outlined in this Federal law to have our union certified. There is a section for frequently asked questions that will be very helpful, but please submit any questions you may have that you don’t see.
We look forward to your comments, feedback, and support.
Shell Employees Organizing Committee
NLRB Election Notice
Manufacturing
IBEW manufacturing members, employed by companies of all sizes, produce a wide array of products and electrical and electronic components for many diverse industries, such as communications, healthcare, national defense, aerospace, consumer electronics and computer hardware. Equipment needed for the generation, control and distribution of energy is also produced by IBEW manufacturing members.
The highly diversified list of products manufactured by IBEW members includes electric motors and generators, light fixtures, all types of household appliances, broadcasting and entertainment equipment, telecommunications equipment, and scientific and medical equipment.
The Manufacturing Department of the IBEW was established to help local unions in their efforts to help make sure all workers in local communities have a chance for union representation.
When workers come together as a group, they give themselves a voice in the workplace through a guaranteed contract. Some of the benefits of having a collective bargaining agreement:
• Higher wages – fair rates of pay, periodic pay increases, shift and grade differentials
• Better working conditions – job security, safety and health protections, seniority, and fair treatment
• Reasonable hours – defined work schedules and paid holidays and vacation
• Solid benefits – health insurance, sick leave, and pension
• A voice at work – formal steps to settle contract disputes through a set grievance procedure.
Union workers earn more than nonunion workers. On average, a worker covered by a union contract earns 10.2% more in hourly wages than someone with similar education, occupation, and experience in a nonunionized workplace in the same sector.
• When union density is high, nonunion workers benefit from higher wages. When the share of workers who are union members in an industry or occupation is relatively high, as it was in 1979, wages of nonunion workers are higher than they would otherwise be. For example, had union density remained at its 1979 level, weekly wages of nonunion men in the private sector would be 5% higher (that’s an additional $2,704 in earnings for year-round workers), while weekly wages for nonunion men in the private sector without a college education would be 8%, or $3,016 per year, higher.
• Union workers are more likely to be covered by employer-provided health insurance. More than nine in 10 workers—95%—covered by a union contract have access to employer-sponsored health benefits, compared with just 68% of nonunion workers. When adjustments are made for other characteristics that may affect benefits coverage—such as sector (public or private), industry, region, employee status (full- or part-time), and establishment size—union workers are 18.3% more likely to be covered. (Health Insurance premium increases are subject to negotiations under a union contract)
• Unions provide due process, protecting workers from arbitrary dismissal. Private employment in every state except for Montana is generally “at will,” meaning employers are free to dismiss workers for almost any reason, except for reasons specified by law (e.g., on account of race, religion, disability, or other identities that are protected classes). Union contracts typically have provisions that require employers to have a proper, documented, performance-related reason for disciplining or dismissing a worker (“just cause”) and generally the worker has a chance to improve performance before the employer moves to dismiss the worker. Collective bargaining agreements also typically include a grievance and arbitration process to allow workers and the union to challenge unfair discipline or terminations.
• Union workers have more input into the number of hours they work. Almost half (46%) of nonunion workers say they have little or no input into the number of hours they work each week, compared with less than a quarter (22%) of union workers.
• Union workers get more advance notice of their work schedules. More than one in three workers (34.4%) who belong to a union get at least a week’s advance notice of their work schedules, whereas less than one in four nonunion workers (23.2%) do. (These calculations exclude workers whose schedules never change.)
A Workforce Represented By The IBEW
Means Having A Voice in
Frequently Asked Questions
There are several reasons workers join or form unions.
- At-Will Employment vs. Working under a Collective Bargaining Agreement (CBA) Absent a contract stating otherwise, employees are presumed to be at-will employees. That is, they’re employed at the will of their employer. Their employer unilaterally sets all the terms and conditions of employment, can change them any time it wants and for any reason it wants. An employee’s only choice is “take-it or leave-it.”
- By contrast, workers who form unions and negotiate a contract with their employer are employed under the terms and conditions of that contract. The employer cannot change the terms and conditions of the contract without the union agreeing to those changes, and is legally bound to honor that contract. The contract between a union and an employer is commonly referred to as the Collective Bargaining Agreement or CBA.
- The union can’t control how your employer behaves so we can’t promise that it won’t violate the law. However, any threats, coercion, or retaliation by the company will result in the union filing Unfair Labor Practice Charges with the National Labor Relations Board.
- You can learn more about your rights under the National Labor Relations Act by visiting the NLRB’s website: nlrb.gov.
- Here are 35 things that employers sometimes do that violates the law. “35 Things The Company Can Not DO Flyer.”
- Most employers who learn that their employees are forming a union will bring in their own specialists. They may call themselves union avoidance consultants, or labor relations consultants, but their job is to convince you to remain at-will employees. These well-paid consultants orchestrate and carry out the employer’s campaign against the union.
- The management will likely hold captive audience meetings to talk to employees about unions and how bad it would be if one were to come into this workplace. High-level managers and corporate executives often speak at these meetings too. The meetings are held during the workday, so attendance is mandatory. They often include lunch or a pizza party.
- The goal of the union buster is to create fear and doubt among the employees.
- They’ll ignore the fact that you and your coworkers are forming this union and portray the union as “a third-party of outsiders” coming in to disrupt the great relationship that currently exists.
- They’ll portray the union as a business, saying you’re just customers that the union needs to stay in business. They’ll ask, “Why would want to pay money to a union?
- They’ll admit they may have made some mistakes and weren’t aware that employees weren’t happy. This is followed up with the promise to make things better if you give them one more chance.
- They’ll try to discourage you by saying that organizing will be an act of futility, or that you may end up with less than you have now. (For one, this is an unlawful threat, and two, it’s not true. No contract goes into effect unless it’s voted on and accepted by the workers, and why would you vote to accept a contract that wasn’t beneficial to you?) Click Here for more info on how. “Bargaining does not start from a blank sheet of paper.”
- For more things employers say to dissuade employees from forming unions, click on “12 Dirty Tricks You Should Know About.”4. Because employers need a majority of the employees to vote against the union, you can expect to be treated with the respect you’ve long deserved. This is by design, as it’s a proven tactic to make employees feel things are better now and maybe we don’t need a union after all. (Hint: It goes away as soon as the threat of forming a union goes away, and things go back to the way they had always been.)
- You should be prepared for lies and false statements made by your employer. The NLRB will not investigate false statements and lies made during an organizing campaign because it feels it’s the workers’ responsibility to distinguish fact from fiction. As such, it is imperative that you do your research and determine for yourself who is telling you the truth and who is lying to you.
- First, it’s important to again recognize that you and your co-workers are forming this union. Using your union to harm the employer would obviously not be in your best interest and is therefore not something you would do.
- Second, the IBEW is by no means anti-employer. It fully recognizes that employers and employees are co-dependent on each other, and when companies prosper it provides opportunities for workers to prosper too.
- When employees form unions and engage in collective bargaining, they’re doing so to protect their interests and help assure they’re not trampled on as their employers seek to increase profits.
- First, it’s important to again recognize that you and your co-workers are forming this union. Using your union to harm the employer would obviously not be in your best interest and is therefore not something you would do.
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- Some employers respect their employees’ right to choose to form a union and negotiate collectively, or remain at-will employees.
- Some employers prefer this relationship, as it stabilizes the workforce, helps it retain experienced and valuable workers, and helps them to project their labor costs in the coming years.
- That being said, most employers prefer the “At-Will” employment relationship because it allows them to call all the shots unilaterally. It allows them to make changes anytime it wants and for whatever reason. Having their employees take advantage of the National Labor Relations Act creates an unwanted counter to management’s ultimate power, so you can at least expect the company to try and persuade you that you are better off being union-free and campaign against the union.
- Further, workers in IBEW organizing campaigns don’t pay any dues whatsoever until the election is won, a first contract has been negotiated, and that contract has been voted on and accepted by a majority of the employees in the bargaining unit.
- The IBEW also waives initiation fees for new members joining the union as a result of an organizing campaign.
- The NLRB requires that employees demonstrate a minimum showing of interest before it will come in and conduct an election. It requires proof that at least 30% of the workforce is interested in collective bargaining.
- As such, the union must first determine what it feels is an appropriate bargaining unit.
- The IBEW then asks employees in this bargaining unit to sign an “Authorization Card.” These cards are used for two purposes. (1.) They show IBEW who supports forming a union. (2) They show the NLRB there’s a sufficient number of interested employees for them to hold an election.
- Can I be fired for signing a card? It is clearly unlawful for an employer to retaliate against anyone for signing a card. Additionally, these cards are treated as strictly confidential by the IBEW and the NLRB. (Unless you tell someone you signed one, no one will ever know.) Cards can be submitted electronically from this website, further assuring confidentiality.
- Can I sign a card and still vote NO? Yes, the cards only get you to an election. It’s the votes cast during that election that determines if the majority supports the union and collective bargaining.
- If enough employees sign authorization cards, IBEW will file a petition with the NLRB that asks them to come in and hold a secret ballot election.
- On this petition, the union lists the employer and location, and a description of the bargaining unit. Not the names of the employees, but a list of classifications to be included, as well as those to be excluded. (Managers, supervisors, and security guards are automatically excluded by law.)
- The employer receives a copy of the petition, but not the authorization cards. They go directly to the NLRB who also won’t reveal who signed them, or even how many employees signed them.
- The NLRB will try to get the union and the employer to mutually agree to the election details and bargaining unit. This happens 90% of the time, and when it does the parties sign a stipulated election agreement outlining the bargaining unit, and when and where the election will be held.
- Sometimes an employer will challenge the make-up of the bargaining unit. (It has the right to make a challenge, but it can’t dictate what it will be.) If the Company were to challenge the make-up of the petitioned-for unit, the NLRB listens to the arguments from both sides and makes the final determination of who is included and who is excluded, and when and where the election will be held.
- The amount of time between the union filing the petition and the actual election is typically four to six weeks. The process may be delayed if the employer challenges the petitioned-for bargaining unit, and some employers use challenges as a delay tactic.
- The NLRB requires that employees demonstrate a minimum showing of interest before it will come in and conduct an election. It requires proof that at least 30% of the workforce is interested in collective bargaining.
- It’s important to understand that workers don’t hire a union, or bring in a union, they join together with their co-workers to form the union. The reason they do this is because it’s the only means workers have to compel their employer to bargain with them in good faith for a written contract. The IBEW has experienced representatives and negotiators to lead the way, but the issues proposed by the union during negotiations are those the workers themselves bring forward. You’re forming a union to accomplish as a group what you can’t as individuals.
Workers in the United States have a law that gives them the right to join or form unions if they so choose, and it’s unlawful for an employer to threaten, coerce, or retaliate against any employee who chooses to exercise those rights. It’s called the National Labor Relations Act (NLRA), and it was passed in 1935.
Under the NLRA, employees have a right to engage in concerted activities with co-workers for mutual aid and protection. They can discuss workplace issues with each other such as pay rates, benefits, how they’re being treated by management, etc. Any retaliation by an employer against employees because they’re engaging in this type of activity violates federal law.
How do we determine if a majority of the workers in our bargaining unit want to form a union and negotiate collectively with the Company for a written contract? The National Labor Relations Board, the federal government agency that oversees this law, comes in and holds a secret ballot election.
If this union is supported by the majority of the employees and the election is won, Shell must recognize the union as the collective bargaining representative of the entire group and bargain with it in good faith for a written contract. It would be unlawful to refuse to bargain with your union.
If the majority of the workers vote YES, the NLRB certifies the union as the workers’ collective bargaining representative. At this point, the employer can no longer make unilateral changes to the current terms and conditions of employment and must maintain the “status quo” while negotiating with the employees for a written contract.
If the majority of the workers vote NO, the union is not certified as the employees’ collective bargaining representative, and all remain “at-will employees.”
- Union dues are voted on by the union’s members and appear in the IBEW’s Constitution and the local union’s By-Laws. Dues to the International Union are voted on by delegates IBEW local unions send to its International Convention held every 5-years. Dues for IBEW local unions are voted on and established by the members of that local and are listed in its By-Laws.
- Further, workers in IBEW organizing campaigns don’t pay any dues whatsoever until the election is won, a first contract has been negotiated, and that contract has been voted on and accepted by a majority of the employees in the bargaining unit.
- The IBEW also waives initiation fees for new members joining the union as a result of an organizing campaign.
- In the IBEW, union dues fall into two groups. The portion of dues that goes to the International Union is currently $23 per month. This is voted on and established by local union delegates who attend the International Convention held every five years. The second is the portion that remains within the local union. Local union dues are voted on and established by the members of that particular local union. Since the IBEW has agreed to create a new local union for the Shell workers, you and your co-workers will determine what your local union dues will be.
- If you’ve decided that you like the idea of forming a union and bargaining collectively for a written contract, you need to convey this to the union because we won’t proceed until we know there’s enough support to win.
- You show that you’re onboard by submitting an Authorization Card. These cards are not shown to the employer and remain confidential. They are used for two purposes, (1) to show the union how many people support organizing, and (2) they show the NLRB that there’s enough support to come in and hold an election. Authorization Cards can be submitted electronically using the Electronic Authorization Card Form above. If you prefer the more traditional paper card, call or email one of the IBEW Representatives and one will be mailed to you.
- If you’re unsure and want more information, you can contact one of the following IBEW Representatives who can answer your questions. Contact them by phone or email, and your communications will be kept strictly confidential.
Michael McGee
IBEW Lead Organizer
Phone: 724-418-8661
Email: [email protected]
ONE UNITED VOICE
Statistics prove that workers in unions enjoy higher pay and better benefits than workers who don’t. Who doesn’t want better pay, job security, and a career you can from someday retire from with dignity? Being an IBEW member, you will be utilizing the power workers have when they work together to improve their working lives.
IBEW Union Authorization Card
A copy of the IBEW form will be sent to IBEW and to you as well.
All information is strictly confidential and never shared with the employer!
information library
Unions and You
Unions protect the rights and dignity of the individual
through the collective efforts of all.
Right to Organize
Employees shall have the right to self-organization, to form, join, or assist labor organizations, to bargain collectively.
Authorization Card
What are they? An authorization card is a card signed by an employee signifying his or her desire to form a union.
Bargaining
If managers claim that negotiations start from scratch, tell them the supreme court disagrees.
35 Things
35 things your company cannot do when you trying to organize a union or during election campaign.
Dirty Dozen
In every union election, companies use tricks to discourage workers from joining together for a voice at work.
Mike McGee
IBEW Lead Organizer
Phone: 724-418-8661
Email: [email protected]
IBEW Third District Office
500 Cherrington Parkway, Suite 325
Coraopolis, PA 15108
Ph: 412-269-4963
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