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If you are interested or have any questions about organizing your shop please contact Michael T. Jones at 314.736-4250 or email at mjones@gccibt6505.org.
All conversations are held in strict confidence. We are here to protect you.
Please lets us know when and where to contact you, and how we can help you protect the workers in your shop. You have a legal right to organize. Please contact us if you have any questions about those rights.
THE UNION DIFFERENCE !
Union workers get more benefits and earn higher wages than workers who don’t
have a voice on the job with a union.
Union workers participating in job-provided health insurance 79%
Nonunion workers participating in job-provided health insurance 52%
Union workers are
to have job-provided health care
52 percent more likely than nonunion workers
Union workers without health insurance coverage 2.5%
Nonunion workers without health insurance coverage 15%
Nonunion workers are
five times more likely to lack health insurance coverage
Union workers participating in guaranteed (defined-benefit) pension plans 77%
Nonunion workers participating in guaranteed (defined-benefit) pension plans 20%
Union workers are
nonunion workers to have defined-benefit pensions
285 percent (nearly three times) more likely than
Union workers with paid personal leave 57%
Nonunion workers with paid personal leave 38%
Union workers are
to have paid personal leave
50 percent more likely than nonunion workers
Union workers’ average days of paid vacation 15 days
Nonunion workers’ average days of paid vacation 11.75 days
Union paid vacation advantage
28%
Union workers’ median weekly earnings $886
Nonunion workers’ median weekly earnings $691
Union wage advantage
28%
Union women’s median weekly earnings $809
Nonunion women’s median weekly earnings $615
Union wage advantage for women
32%
African American union workers’ median weekly earnings $720
African American nonunion workers’ median weekly earnings $564
Union wage advantage for African Americans
28%
Latino union workers’ median weekly earnings $733
Latino nonunion workers’ median weekly earnings $512
Union wage advantage for Latinos
43%
Asian American union workers’ median weekly earnings $902
Asian American nonunion workers’ median weekly earnings $852
Union wage advantage for Asian Americans
6% .
| What Your Employer Cannot Do |
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What Foremen and Supervisors Cannot Do!
- Attend any union meetings, park across the street from the union hall to see which employees enter 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.
- Tell employees that the Company will fire or punish them if they engage in union activity.
- Lay-off or discharge any employee for union activity.
- Grant employees wage increases or special concessions in order to keep the union out.
- Bar employee union representatives from soliciting employee memberships during non-working hours.
- Ask employees about confidential 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 they must not ask questions to obtain additional information.)
- Ask employees what they think about the union or a union representation.
- Ask employees how they intend to vote.
- Threaten employees with economic reprisal for participating in union activities. For example, threaten to move the plant or close the business, curtail operations, or reduce employee’s benefits.
- Promise benefits to employees if they reject the union.
- Give financial support or other assistance to a union or to employees, regardless of whether or not they are supporting or opposing the union.
- Announce that they will not deal with a union.
- Tell employees that the Company will fire or punish them if they engage in union activities.
- Ask employees whether or not they belong to a union or have signed up for a union.
- Ask an employee during the interview when they are hiring him, about his affiliation with a labor organization.
- Purposely team up non-union men and keep them apart from those they think may belong to the labor organization.
- Transfer workers on the basis of union affiliation or activity.
- Choose men to be laid off on the basis of weakening the union’s strength or discouraging membership in it.
- Discriminate against union people when disciplining employees.
- Discipline union employees for a particular action and permit non-union employees to go unpunished for the same action.
- Deviate from Company policy for the purpose of getting rid of a union.
- Become involved in arguments that may lead to a physical encounter with an employee over the union question.
- Threaten their workers or coerce them in an attempt to influence their vote.
- Promise employees a reward or a future benefit if they decide “no union”.
- Tell employees overtime work (and premium pay) will be discontinued if plant is organized.
- Say unionization will force the company to lay off employees.
- Say unionization will take away vacations or other benefits and privileges presently enjoyed.
- Promise employees promotions, raises or other benefits if they get out of the union or refrain from joining it.
- Start a petition or circular against the union or encourage or take part in its circulation if started by employees.
- Visit the homes of employees to urge them to reject the union.
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Graphics Communications Conference Local 6-505M represent over 900 members and over 30 companies in the Greater St. Louis Metropolitan Area as well as some parts of Southern Illinois; The companies we protect, represent a variety of sectors in printing: Commercial, Packaging, Flexible Packaging, Corrugated, Billboard, Screen, large and small format printing using web, sheetfed, flexo, screen and digital presses.
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