| |
UNION |
OPEN SHOP |
| VACATION PAY |
None. |
One to two weeks PAID vacation depending on tenure. |
| SICK PAY |
None. |
Varies depending on tenure. |
| REGULAR PAY* |
Same union rate for their trade regardless of skill level and tenure. |
Paid according to skill level and tenure. |
| OVERTIME PAY |
Over 8 hours per day and Saturdays, paid time and a half. Sundays and Holidays, paid double. |
Over 40 hours, paid time and a half (Statutory). |
| PENSION |
Union pension funds have long vesting periods, usually 10 years. |
401K and profit sharing plans without severe vesting periods. |
| APPRENTICESHIP TRAINING |
All employees required to train between 4 & 5 years before permitted to take license exams. |
All employees offered training and permitted to take license exams once they become proficient in the trade. |
| DUES AND DEDUCTIONS (in addition to standard) |
Very significant because of dues and mandatory deductions to many union funds - Average 6% to 9% earnings (by comparison Mass. State income tax is at 5.3%; a union worker pays approximately one month wages each year in union assessments.) |
None. |
| WORK ENVIRONMENT |
Individual referral system. Workers work for the union and are merely referred to contractors. Workers don't work consistently with one another. No direct communication between the worker and actual employer. |
Team approach. Workers are directly employed by contractor and often consistently work together on teams. Employees communicate directly with management. |
| JOB EFFICIENCY |
Ever changing workforce makes it difficult for employees to work efficiently with one another. |
Employees are encouraged and rewarded based on individual and team performance. Employees are not limited by restrictive work rules and work in teams of multiple trades. |
| WORK RULES** |
Restricted work assignments and limits on production. |
None (unrestricted). |
| POLITICAL ACTIVITY |
Mandated participation in union dictated political activities. |
None (unrestricted). |
| JOB ACTIONS & STRIKES |
Strikes occur usually over jurisdictional disputes between the union and workers themselves. |
None. |
| JOB VIOLENCE |
History of inciting violence. This may appeal to only a minority of workers yet affects all workers and has led to injury and destruction of property. |
None. |
| PICKETING |
Union employees are frequently required to picket job sites as a means of intimidation. |
None. |
| SALTING |
Often required to serve as "salts" or plants, within an open-shop company to cause labor unrest. |
Never required to engage in covert or disruptive activity against a union or any other firm. |
| YEAR ROUND EMPLOYMENT |
Sporadic employment even when work is plentiful. |
Usually employed year round. |
| QUALITY PERFORMANCE |
Tradesman allegiance is to the Union for future assignments. |
Tradesman committed to exceptional performance and company success. |