Why Join the IBEW Local 625?
- Do you want to earn more money?
- Do you want benefits?
- Do you want a retirement plan?
- Do you want a regular work schedule and an increase in pay when you work outside of your regular hours e.g. night shift?
- Do you want to be paid overtime?
- Do you want more training?
- Do you want a safer working environment?
- Do you want access to a more diverse scope of work?
- Do you want the ability to travel?
- Do you want your employer to sign an apprenticeship contract with you?
If you answered “YES” to any of these questions then you should call an IBEW Organizer TODAY!
- Members of the IBEW Local 625 receive an hourly wage that has been negotiated by the IBEW and the contractors. These wages are some of, if not the best in the electrical industry and cannot be decreased by the contractor.
- Members of the IBEW Local 625 enjoy an extensive benefit package that includes life insurance, short and long term disability, out of province/Canada insurance, dental care, hearing, paramedical, vision and a drug plan to name a few.
- Members of the IBEW Local 625 have their pension contributions put into a defined benefit plan. That means it’s worry free and managed by trustees on your behalf. With a defined benefit plan, once retired you will have your pension payments until you pass without worry of having to take it out at a certain age or living past what you have saved for.
- Members of the IBEW Local 625 have a collective agreement that states the regular hours of work. It also states that members who work a night shift will receive a negotiated shift premium.
- Members of the IBEW Local 625 receive overtime pay for every hour they work that is in excess of those in a regular work day and for every hour they work that is in excess of a regular work week as well as for every hour worked on Saturday, Sunday and statutory holidays.
- Members of the IBEW Local 625 receive training free of charge. Some training includes pipe bending, motor control, building automation, fire alarm to name a few. Additional courses can be requested by our employers or members when technology or installation methods improve with industry.
- Members of the IBEW Local 625 have continued access to various kinds of safety training and a commitment from both the IBEW Local 625 and our signatory contractors to maintain a safe working environment.
- Members of the IBEW Local 625 work in the Industrial, Commercial, Institutional (ICI) Sector, the Residential Sector and the Communications Sector. Some examples include hospitals, schools, mines, industrial plants, commercial buildings, housing, apartment buildings, wind farms, and solar arrays.
- Members of the IBEW Local 625 have access to travel calls when other parts of the Country and even the United States require electricians. These are optional to our members but give the freedom of travel and being apart of bigger and different projects.
- Members of the IBEW Local 625 who are apprentices have their apprenticeship transferred at every dispatch. One less step that helps you focus on your trade hasslefree.
Union Membership Rights
Every employee has the right:
- To be a member of a union
- To participate in the activities of a union
- To participate in the organization of a union.
CERTIFICATION (Nova Scotia Trade Union Act)
Section 95 – Application for certification as bargaining agent
(1) A trade union or a council of trade unions claiming to have as
members in good standing not less than thirty-five per cent of the employees of one
or more employers in the construction industry in a unit appropriate for collective
bargaining may, subject to the rules of the Board and in accordance with Sections 23
and 24, make application to the Board to be certified as bargaining agent of the
employees in the unit.
**This means that if you and the majority of your coworkers wish to be represented by a union and participate in collective bargaining, then a trade union can apply on your behalf to make your workplace unionized.**
UNFAIR PRACTICES (Nova Scotia Trade Union Act)
Section 53 – Prohibited activities of employer
(1) No employer and no person acting on behalf of an employer shall
(a) participate in or interfere with the formation or administration
of a trade union or the representation of employees by a
trade union; or
(b) contribute financial or other support to a trade union.
(2) An employer is deemed not to contravene subsection (1) by reason only that he
(a) in respect of a trade union that is the bargaining agent
for a bargaining unit comprised of or including employees of the employer,
(i) permits an employee or representative of the
trade union to confer with him during working hours or to
attend to the business of the trade union during working hours
without any deduction from wages or any deduction of time
worked for the employer,
(ii) provides free transportation to representatives
of the trade union for purposes of collective bargaining, the
administration of a collective agreement and related matters, or
(iii) permits the trade union to use his premises for
the purposes of the trade union; or
(b) contributes financial support to any pension, health or
other welfare trust fund the sole purpose of which is to provide pension,
health or other welfare rights or benefits to employees.
(3) No employer and no person acting on behalf of an employer shall
(a) refuse to employ or to continue to employ any person
or otherwise discriminate against any person in regard to employment
or any term or condition of employment, because the person
(i) is or was a member of a trade union,
(ii) has been expelled or suspended from membership
in a trade union for a reason other than a failure to pay the
periodic dues, assessments and initiation fees uniformly
required to be paid by all members of the trade union as a condition
of acquiring or retaining membership in the trade union,
(iii) has testified or otherwise participated or may
testify or otherwise participate in a proceeding under this Act,
(iv) has made or is about to make a disclosure that
he may be required to make in a proceeding under this Act,
(v) has made an application or filed a complaint under this Act,
(vi) has participated in a strike that is not prohibited
by this Act or exercised any right under this Act;
(b) impose any condition in a contract of employment that
restrains, or has the effect of restraining, an employee from exercising
any right conferred upon him by this Act;
(c) suspend, discharge or impose any financial or other
penalty on an employee or take any other disciplinary action against
an employee, by reason of his refusal to perform all or some of the
duties and responsibilities of another employee who is participating
in a strike that is not prohibited by this Act;
(d) deny to any employee any pension rights or accrued
benefits to which the employee would be entitled but for
(i) the cessation of work by the employee as the
result of a lockout or strike that is not prohibited by this Act, or
(ii) the dismissal of the employee contrary to this Act;
(e) seek, by intimidation, threat of dismissal or any other
kind of threat, by the imposition of a pecuniary or other penalty or by
any other means, to compel a person to refrain from becoming or to
cease to be a member, officer or representative of a trade union or to refrain from
(i) testifying or otherwise participating in a proceeding under this Act,
(ii) making a disclosure that he may be required to
make in a proceeding under this Act,
(iii) making an application or filing a complaint under this Act;
(f) suspend, discharge or impose any financial or other
penalty on a person employed by him, or take any other disciplinary
action against such a person, by reason of that person having refused
to perform an act prohibited by this Act; or
(g) bargain collectively for the purpose of entering into a
collective agreement, or enter into a collective agreement with a trade
union in respect of a bargaining unit if another trade union is the bargaining
agent for that bargaining unit.
To read more about your rights, employers right, and unions rights in accordance to the laws of Nova Scotia, check out the Trade Union Act