1. WHAT DOES THE IBEW DO?
Through the collective bargaining agreement process* the I.B.E.W. Officers negotiate the manual of working conditions with CPS Energy. This manual governs wages, benefits, and working conditions. Inside the workplace, the I.B.E.W. strives to resolve on-the-job problems including protecting members against unfair discipline, unsafe working conditions, and violations of seniority rights. The I.B.E.W. also works with C.P.S. and S.A.W.S. in building long-term positive labor management relationships which represent the unions’ right to organize. The I.B.E.W. also works to improve local, state and federal laws to further the interest of working people. Our members are also actively involved in organizing unorganized workers to provide them the protection of a union agreement. *The Collective Bargaining Process for Public Employees in Texas is referred to as Meet-And-Confer Bargaining. This Law applies to Municipalities with a population of 1.5 million or more. Even though San Antonio falls just a little more than 1.5 million, the respect for IBEW Local 500 comes from the fact that the Local has represented the CPS Employees for 100+ years.
2. IS THE I.B.E.W. AFFILIATED WITH OTHER LABOR ORGANIZATIONS?
Yes. The I.B.E.W. is affiliated with the 16+ million members AFL-CIO. The AFL-CIO represents labor unions and their members before Congress and provides support in organizing, research, collective bargaining, education, strategic campaigns, and legislative and political affairs. Local Union are encouraged to affiliate with AFL-CIO local, central and state organizations.
3. WHAT IS A MANUAL OF WORKING CONDITIONS?
A MANUAL is an agreement between the Union and CPS that sets the terms and conditions of employment in the workplace for a designated period of time.
4. DO I GET TO VOTE ON THE MANUAL?
YES. After the negotiating process ends and the local union has a final manual of working conditions offer from the employer, the local's members vote on the manual.
5. WHAT HAPPENS IF PROBLEMS ARISE ON THE JOB AFTER THE AGREEMENT IS RATIFIED?
The union agreement provides for a grievance process to address problems on the job. A grievance is a complaint concerning the employers’ actions under the agreement. If you have a grievance, you should first talk to your union steward. Your union steward is your on-the-job union representative who has been trained to handle grievances. The steward will first review the facts and determine if the employer has violated the agreement. If so, the steward will try to reach a settlement with the supervisor. If this effort fails, the grievance may then continue to the next person in the chain of command.
6. WHAT ARE MY RIGHTS AS A MEMBER?
As a member in good standing, you have the right to representation, you have the right to attend meetings, to vote on all motions, to vote in all elections, and to vote on any changes you might want according to the IBEW Constitution and your local union by-laws. You have the right to run for local and international office and to become a delegate to the IBEW Convention if you meet the qualifications.
7. WHAT IS THE ROLE OF I.B.E.W. LOCAL 500?
Under the IBEW International Constitution, most powers and decisions are left to the members of each local union. Each local union establishes its own by-laws that govern its actions. Local union by-laws determine membership requirements, election and referendum procedures, meeting requirements, dues, steward system operations, duties of local officers, and any other rules needed to establish and maintain a democratic union. All local officers and the executive board are voted upon by the local union membership. The local holds its membership meetings on the first Wednesday of the month. Additionally, part of the Locals' role is to assist its members in their time of need. When a member gets hurt, sick or disabled who has been in continuous good standing to this Local for one year previous such sickness or disability shall receive sick benefits, providing they furnish to the Health and Welfare Committee a satisfactory Doctor's Certificate from a physician, certifying to illness or disability. However, should any member become disabled through accident while on the job and continue to draw a salary from the company, such member shall not be entitled to sick benefit. Upon termination of company sick benefits, a benefit of $30.00 per day, not to exceed $150.00 per week shall be paid not to exceed a total $900.00 in any twelve months. Only after all benefits provided by the company have expired (sick leave, vacation days, company paid holidays, etc.) then this benefit shall begin.
8. WHO CAN JOIN?
Membership is open to all wage scale employees, and all non-management salaried employees.
9. HOW MUCH ARE DUES?
Dues are very reasonable and vary depending upon your current hourly wage. Dues are payroll deductible. Currently dues are 1/2 hourly rate + $20 for BA members.
10. WHAT ARE UNION DUES USED FOR?
Members dues pay for all the union's operating costs, including negotiations, organizing, research, communications, and public relations, educating officers and stewards, and legislative activities. (Refer to by-laws for additional costs)
11. IS THE IBEW ACTIVE IN THE LEGISLATIVE AND POLITICAL ARENA?
The IBEW is active and vocal in the legislative and political arena on local, state, and national levels. The International has a political program aimed at creating awareness of political issues and lobbying Congress on behalf of our members. The IBEW believes that strengthening the political climate in favor of working people strengthens the labor movement.
12. HOW CAN I FIND OUT WHAT'S GOING ON IN THE UNION?
You can stay informed by going to union meetings, accessing the website and participating in the activities of your local. Remember that as a member you have an equal voice and vote with all other members. Your stewards and local officers can answer questions you may have about specific union programs and policies.
