Our local covers Northern California, Northern Nevada, Utah and Hawaii. While some work continues through winter throughout our jurisdiction, most projects either slow down or halt for the winter, except for projects in Hawaii, which usually continue year-round.

How a beneficiary is setup for Pension benefits after the death of the Pensioner depends on which option was chosen for the Pension beneficiary. Your Calpers pension will be different from that of a dirt hand who is under the OE3 Pension, so you'd have to contact Calpers for any questions about your own Pension, but if he has any questions about his Pension benefits and how they would payout to his beneficiary upon his death, he should reach out to the Fringe Benefits department at (800) 532-2105. They have an extremely knowledgable and helpful staff who would be happy to answer his questions or otherwise assist him.

Forever ❤️

😎 local 7 sheet metal worker here . GR MICHIGAN

@@jdvera2506 Ayyy I work in pharma distribution in GR, been in UFCW for 11 years.

Amen

Thank you for your interest and for your question. Use of the term "right-to-work" to describe these laws was first promoted by a man named William Ruggles in an editorial he published in the Dallas Morning News on Labor Day, 1941. After the editorial was published, Ruggles was contacted by an anti-union lobbyist named Vance Muse about adopting the term. Muse was having trouble winning public support for a similar proposal called "the American Plan," which had become too unpopular for being openly tied to anti-union groups and goals. Vance adopted the term "right to work" at that point, stopped referring to these laws as the "American Plan" and started immediately having success getting this legislation passed in various states. While I don't have a specific source to point you to, an internet search of Vance Muse can connect you with numerous articles and academic papers about this, as well as the REAL goals and purposes Muse discussed behind closed doors or in the presence of anti-union audiences. I hope that helps!

Welcome to Ohio

Speak 🗣️🎙️🎤

I couldn't agree with you more. Local 7 sheet metal worker here . Michigan 💪

@@buddyfett1341 right.. I’m sorry, I forgot what it was that you do that you supposedly make more than your “counterparts” 🤨 your fkn bs!!! And no one believes you!

I’ve been working since I was in 5th grade (paper route) and everything in between… I’ve been a sheet metal worker for 24 years… I can literally count on 2 fingers the times I’ve been fired and both times was because I didn’t care and was going to quit anyway… if you’ve been fired from every job your either extremely stupid… you take drugs or drink a lot or your looking for a lawsuit. Also.. I’m betting if you weren’t in a right to work state you’d have the same issues.. it’s you 🫵 you need to change yourself.

Same exact here as I got fired, laid off or forced to quit jobs as due to disability discrimination and I have no funds to fight for what is my right. I'm for union jobs

The answer to your question will depend on the agreement that covers the region you would be working in. Contact your nearest District Office and they can answer any specific questions you have about pay scale or any other details. To find the contact info for the District Office nearest you, visit oe3.org and choose the state you live in under the "Contact" tab. This will bring up the contact information for the District Offices in your state.

Any tips on how I can prepare for the Surveyors entrance exam?

Thank you for your interest and for the great question, however, since the answers to your questions depend upon the negotiated employment contract you are working under, whether your employer participates in the OE3 Pension, whether the change of job you are describing is to another participating employer or whether the change of job takes place before or after you have vested into the Pension, please contact the Fringe Benefits department at (800) 532-2105 and they can provide answers that are specific to your circumstances.

Same here.

Good on ya,by the way.

This video is biased. Such as it makes a claim that many people with 401ks see their retirements vanish during a recession. That's not true at all. It may lose value but it doesn't disappear. The same thing happens to their pension fund.

It's anyone's personal right to cross a line, if they want to.

@@yorkshiremgtow1773 and I have a personal right to call you a corporate scumbag.

@@yorkshiremgtow1773 The union doesn't care. They expect EVERYONE to share their ideals.

@@williamjones4483 Sounds like every union I've ever known.

@@yorkshiremgtow1773 Of course it's your *right* to scab, the fact is though, it makes you a scab.

Yes. The benefits and services unions negotiate for a bargaining unit are not something workers can opt out of. That's because the Supreme Court has ruled that unions are legally required to represent all members of a bargaining unit, whether all workers in that unit are union members or not. For example, if a union negotiates better wages, benefits and working conditions for a bargaining unit, those gains go to everyone in the unit who works under that employment contract. The non-union workers in that unit cannot (and do not) opt out of getting those wage increases, improved benefits and better working conditions simply because they refuse to belong to the union, don’t pay dues and choose not to pay fair-share fees. As a result, the time, energy and resources that were put into negotiating that contract, as well as the time, energy and resources that go into enforcing it, become a free service and benefit… but only for the non-union workers within the unit, as the union members continue to carry their share of the responsibility and costs. In other words, under so-called “Right-to-Work” laws, unions and union members are legally forced to spend time, energy and resources in pursuit of collective gains, but without the ability to recoup the costs of doing so, thereby creating a strain on organized workers and reducing their power to make gains and enforce contracts. It would be like forcing a business to provide a service, encouraging customers who use that service to refuse payment, making that the law of the land and then telling people to blame the business when it can no longer effectively provide the service it once did. That’s why these laws were invented by anti-union activists and their wealthy backers. They don’t believe workers should have the right to collectively bargain with employers in the first place, and they certainly oppose the idea of workers having the power to enforce their employment contracts in any meaningful way, so they created a clever mechanism to trick working people into undercutting their own power.

Real question is why wouldn’t you want to have benefits

@@benjamintorres9211 Don't make enough to pay union fee's, eats into earnings.

@@HamguyBacon my union dues are 330 a year and there are working dues, might go up to about 800-1k a year total considering the working dues but I'd have to actually look at a stub. That's certainly doable considering my hourly rate is completely after my benefits are considered, for instance a non union carpenter might get 50/hr but I'll get 40/hr and 50/hr in benefits and I don't have to pay for my own insurance or retirement OUT OF MY PAYCHECK. That's the biggest difference, my little brother is a carpenter for the Amish and is all hunky dory about all this cash he's making from the overtime but he'll shit a brick when he gets the hospital bill from having his kid 2 weeks ago and in 20 years when he realizes he never did anything for his retirement(which is totally dependent on you seeing a future coming up on you)

The reason the union was created was to advance the interests of the union and its membership as a whole. So, as an organization established by, for and of tens of thousands of members, there are no bigger decisions than those that fall within those boundaries. Were this not so, the union could not approach anything in a professional manner, because every decision would be based on the personal opinions, beliefs, hopes, fears and anxieties of individuals, not the collective goals that a diverse membership have agreed to organize around and pursue in a professional way. On all political questions, each individual must come to their own conclusions as a voter and then cast their ballot accordingly. The union's role in that process is to research and then endorse candidates and ballot measures based entirely on the narrow interests that concern the union and the workplace needs of the membership as a whole. Once that process has been completed and an endorsement has been arrived at, the purpose of the union is to encourage members to take those endorsements into consideration when casting their ballot.

Thank you for your question. At this time, the Compliance Program only covers Local 3's Northern California districts.