|
How to join Local 322 |
If you are currently working in the trade for a
non-union contractor in the southern New Jersey area,
Contact Local 322 and ask to speak to an Organizer
at 609-567-3322
You can call on any time day or night and leave a message,
and it will be forwarded to our organizers.
If you meet the
requirements enter into a UA Apprenticeship
If you served in the US Military, you may be able to get credit
for some of your military training.
Or send an email to our organizers who will be glad to answer your questions.
Get Paid What You're Worth!
Receive Better Benefits
Excellent Pension Plan
Training and Certification Opportunities
View UA Training Videos (QuickTime format)Work Safer
Read about the UA and becoming a UA Member and what we do.
Does you present employer give you the opportunity to work in all these areas of the trade?
United Association members are employed by plumbing and mechanical contractors, fire sprinkler contractors, plumbing, heating, refrigeration and air conditioning service companies, utility contractors, shipbuilders (private and federal sector) building and plant owners, utility companies, quality control contractors, control companies, instrumentation companies, air and water balance companies, chain stores, food processing companies, paper mills, power plants, hospitals, school systems, universities and colleges, federal, state and local governments, manufacturing companies, recreational centers (such as Disney World), fabricating shops, refineries, casinos, electric power companies, the list goes on. In short, workers represented by the United Association are a vital part of virtually every industry in the United States of America and Canada.Who is fighting for your rights and will you be protected from proposed changes to the overtime rules currently being considered? Will you be fighting with your employer all alone for overtime pay after 40 hours or will you have the backing of over 300,000 UA members at your side? "You can't fight City Hall" so the saying goes, maybe not by yourself but from numbers comes the strength to have your voice heard (and felt) in Washington DC, your State, and in your community.
35 Things Your Employer CANNOT DO!
It is unlawful for your employer, supervisor or foreman to interfere with, restrain or coerce employees seeking to organize or join a union. Any of the acts listed below constitutes a violation of the National Labor Relations Act, as Amended.
Your Employer Cannot;
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 keep 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, discharge, discipline any employee for union activity; Grant employees wage increases, special concessions or benefits in order to keep the union out; Bar employee wage increases, special concessions or benefits in order to keep the union out; Ask employees about union matters, meetings, etc. (Some employees may, of their own accord, walk up and tell of such matters. It is not unfair labor practice to listen, but to ask questions to obtain additional information is illegal.); Ask employees what they think about the union or a union representative once the employee refuses to discuss it; Ask employees how they intend to vote; 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; Promise benefits to employees if they reject the union; Give financial support or other assistance to a union; Announce that the company will not deal with the union; Threaten to close, in fact close, or move plant in order to avoid dealing with a union; Ask employees whether or not they belong to a union, or have signed up for union representation; Ask an employee, during the hiring interview, about his affiliation with a labor organization or how he feels about unions; Make anti-union statements or act in a way that might show preference for a non-union worker; Make distinctions between union and non-union employees when assigning overtime work or desirable work; Purposely team up non-union workers and keep them apart from those supporting the union; Transfer workers on the basis of union affiliations or activities; Choose employees to be laid off in order to weaken the union's strength or discourage membership in the union; Discriminate against people with disciplining employees; By nature of work assignments, create conditions intended to get rid of an employee because of his/her union activity; Fail to grant a scheduled benefit or wage increase because of union activity; Deviate from company policy for the purpose of getting rid of a union supporter; Take action that adversely affects an employee's job or pay rate because of union activity; Threaten workers or coerce them in an attempt to influence their vote; Threaten a union member through a third party; Promise employees a reward or future benefit if they decide "no union"; Tell employees overtime work (and premium pay) will be discontinued if the plant is unionized; Say unionization will force the company to lay off employees; Say unionization will do away with vacations or other benefits and privileges presently in effect; Promise employees promotion, raises or other benefits if they get out of the union or refrain from joining the union; Start a petition or circular against the union or encourage or take part in its circulation if started by employees; Urge employees to try to induce others to oppose the union or keep out of it; Visit the homes of employees to urge them to reject the union.
Read about the Fair Labor Standards Act on the US Department of Labor web
site and how it pertains to you whether you belong to a union or not.Synopsis of Law (from the US DOL web site)
The Fair Labor Standards Act (FLSA) establishes minimum wage, overtime pay, recordkeeping, and child labor standards affecting full-time and part-time workers in the private sector and in Federal, State, and local governments. Covered nonexempt workers are entitled to the minimum wage*. Overtime pay at a rate of not less than one and one-half times their regular rates of pay is required after 40 hours of work in a work week.More information about the FLSA can be found here.
US DOL information on state Labor Laws.
NJ Dept. of Labor website wage information
* Effective October 1, 2006, the hourly minimum wage in New Jersey is $7.15 per hour.
