The International Brotherhood of Electrical Workers LU 342 can represent and fight for you if you work in/at any of the following industries/jobsites: 

Inside /Outside Construction; Manufacturing (of Electronics, Electronic Components, etc.); Industrial Production; Electric Supply Companies/Houses; Warehouses; Distribution; Utilities; Overhead/Line Work and Tree Trimming; Telecommunications; Broadcasting; Railroad; Municipalities; Government & any jobsites in the electrical industry more broadly.

To speak with an organizer, fill out the "Organize Today" form on the front page of our website. For additional information, or if you'd like to learn more about how Local 342 can help you and your coworkers form a collective bargaining unit, reach out to Local 342's Organizers:

Julian McDaniel at 743-643-5128 or Julian@ibew342.org

Taran Hamill at 336-540-4513 or Taran@ibew342.org

Q&A: Forming a Union with IBEW Local 342

Q: What is organizing in the labor movement?

A: Organizing is the process by which workers come together to form or join a union to collectively bargain for better wages, benefits, working conditions, and workplace rights.

Q: What is a union?

A: A union is an organized group of workers who come together to make decisions about conditions affecting their work. By uniting, workers gain a collective voice to negotiate with their employer over wages, benefits, working conditions, and other workplace issues.

Q: Why should I and my coworkers form a union with IBEW Local 342?

A: Forming a union with IBEW Local 342 gives you a powerful advocate that stands up for electrical workers in the Winston-Salem area. You’ll gain the strength to negotiate better pay, safer working conditions, solid benefits, and a voice on the job.

Q: Who can form a union with IBEW Local 342?

A: Any group of electrical workers (or workers in the electrical industry more broadly) who are not currently represented by a union and want better conditions, fair treatment, and a say in the workplace can begin the process of organizing with IBEW Local 342.

Q: What are the benefits of being in a union like IBEW Local 342?

A: Union members typically enjoy:

• Higher wages

• Better health and retirement benefits

• Safer workplaces

• Job security

• A formal grievance process

• Respect and fairness on the job

Q: Will my employer find out if we’re trying to unionize?

A: Organizing is protected under federal law. You have the legal right to talk with your coworkers about forming a union. IBEW Local 342 will guide you through the process confidentially and professionally.

Q: How do we get started?

A: Start by reaching out confidentially to IBEW Local 342. An organizer will meet with you and your coworkers to talk about your workplace, the steps involved in organizing, and how to move forward.

Q: What is the process for forming a union?

A: It usually involves these steps:

1. Initial Contact – Talk with an IBEW Local 342 organizer.

2. Build Support – Talk to coworkers and build interest.

3. Sign Authorization Cards – To show interest in forming a union.

4. File for an Election – With the National Labor Relations Board (NLRB).

5. Win the Vote – A majority vote wins union representation.

6. Negotiate a Contract – IBEW Local 342 helps negotiate your first collective bargaining agreement.

Q: Can my employer retaliate against me for union activity?

A: No. It is illegal under federal labor law for employers to retaliate, threaten, or punish workers for supporting or organizing a union. We can provide resources for you to better understand labor law and what rights you have as a worker.

Q: What does it cost to be a member of IBEW Local 342?

A: Union dues are an investment in your future. They help fund union representation, legal support, contract negotiations, and job protection. Most members find that the improvements in wages and benefits far outweigh the cost of dues.

Q&A: Common Management Statements About Unionizing — and the Facts from IBEW Local 342

Q: Will I have to leave my job if I support a union?

A: No. Forming a union means staying at your current job while working with your coworkers to improve it. When workers unite and raise concerns, they’re taking a legal and powerful first step toward forming a union. Management may not like the idea of sharing decision-making power with their employees, so they sometimes respond with misleading or fear-based statements. Below is the truth behind some of the most common claims.

Q: Management says, “A union is a third party that will come between us. We can work things out together.”

Fact: The IBEW is not a third party—it’s you and your coworkers. IBEW Local 342 is a democratic, member-run organization. Forming a union gives you a collective voice to negotiate clear, fair agreements on pay, benefits, and working conditions. You help negotiate the contract and vote on whether to accept it. No outsiders—just you, your coworkers, and your union.

Q: Management says, “The union will make you go on strike.”

Fact: Strikes are very rare and are always a last resort. The majority of union contracts are settled without any strikes. In fact, Project Labor Agreements (PLAs) are designed to prevent work stoppages altogether. Any strike would have to be approved by a democratic vote of the workers—it’s always your decision.

Q: Management says, “If you form a union, you could lose your benefits or pay raises.”

Fact: It’s illegal for your employer to take away or threaten benefits because you’re organizing. Once you form a union, you protect what you already have and begin negotiating improvements. You’ll review and vote on any contract before it’s accepted. You wouldn't approve a contract that reduces your pay or benefits.

Q: Management says, “The union just wants your dues.”

Fact: You don’t pay dues until after you’ve negotiated and voted to approve your first contract. Dues fund the important work of the union: contract negotiations, legal protection, training, grievance support, and more. Just like any organized group—whether it’s a professional association, a club, or a church—dues help make sure your union can represent you effectively.

35 Things an Employer Cannot Do

(Under the National Labor Relations Act)

1. Attend any union meeting, park near the hall, or engage in surveillance activities that suggest employees are being watched for union involvement.

2. Threaten to fire or discipline employees for engaging in union activity.

3. Lay off, discharge, or discipline any employee because of union activity.

4. Grant wage increases, benefits, or concessions to discourage union support.

5. Prohibit union representatives from soliciting membership during non-working hours, on or off company property.

6. Question employees about union matters or meetings. (Listening voluntarily is allowed; probing is not.)

7. Press employees for opinions about the union after they’ve declined to discuss it.

8. Ask employees how they intend to vote in a union election.

9. Threaten reprisal (e.g., plant closure, benefit cuts) for union participation.

10. Promise benefits in exchange for rejecting the union.

11. Provide financial or other assistance to any union.

12. Declare that the company will not bargain with the union.

13. Threaten to close, move, or actually close a facility to avoid unionization.

14. Inquire about union membership or representation cards.

15. Ask applicants during interviews about their views on or affiliations with unions.

16. Make anti-union remarks or show preference for non-union workers.

17. Discriminate in work assignments (e.g., overtime) between union and non-union employees.

18. Intentionally separate union and non-union employees in work assignments.

19. Transfer workers based on union activity or affiliation.

20. Target union supporters for layoffs to weaken union strength.

21. Discriminate in disciplinary actions against union members.

22. Manipulate assignments to pressure or terminate union supporters.

23. Withhold scheduled benefits or raises because of union involvement.

24. Break company policy to remove a pro-union employee.

25. Affect an employee’s pay or job negatively due to union activity.

26. Threaten or coerce employees to sway their vote.

27. Threaten union members through intermediaries (e.g., friends, family).

28. Promise rewards or benefits for rejecting the union.

29. Claim overtime or premium pay will end if the union is voted in.

30. Claim unionization will lead to layoffs.

31. Say that unionizing will eliminate benefits such as vacations or privileges.

32. Promise promotions or raises to those who abandon union efforts.

33. Start or promote anti-union petitions or circulations.

34. Encourage employees to pressure others against union involvement.

35. Visit employees' homes to discourage union support.

Q: Who do I contact to learn more or get started?

A: Reach out to IBEW Local 342 confidentially:

📞 Phone: Julian (743-643-5128) ; Taran (336-540-4513)
📧 Email: Julian@ibew342.org ; Taran@ibew342.org
🌐 Website: www.ibew342.org