Palo Verde Workers
For The IBEW

Welcome Palo Verde Workers!

Welcome to your Palo Verde Workers Unite organizing website. Why was this website created? Working together with your coworkers, our goal is to communicate with Palo Verde workers, answer any questions you may have about Unions, and form a Union in your workplace. This website is purely for informational purposes so Palo Verde employees have a place to get the information in order to make an informed decision about joining together with their coworkers. This decision can provide a seat at the table for you and your coworkers to be part of the decision-making process for your terms and conditions of employment with Palo Verde.

The Benefits of Worker Representation

There are a lot of lies and misconceptions out there about forming or joining a Union. Above is a short video where former United States Secretary of Labor Robert Reich deconstructs these misconceptions, while at the same time explaining the benefits of worker representation in the workplace. Remember, companies are about profits, while Unions are about people!

The IBEW Code of Excellence

The IBEW can improve site conditions by working with management. Just ask the men and women working at Watts Bar TVA. By utilizing the IBEW Code of Excellence program we have successfully helped create a positive work environment for both the workers and management, while at the same time maintaining the highest standards of professionalism and safety.

NLRB Position letter

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NLRB Notice Of Hearing

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NLRB Settle Agreement

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NLRB Agreement Letter

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Palo Verde Ethics Policy

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* Plant sites listed above in green are IBEW represented nuclear sites. Plant site listed above in blue is Palo Verde Generating Station, a non-IBEW represented site.

**The above Palo Verde wage information was collected from current Palo Verde workers gathered in a survey. If any of the above Palo Verde wage information is incorrect please send us a message below and we will make the necessary corrections.

***The above listed IBEW represented nuclear plant wage information was collected from current IBEW contracts with those sites. This wage information may change as several sites are currently in negotiations, and we expect those wages to increase.

Frequently Asked Question’s

There are several reasons workers join or form unions.

  1. At-Will Employment vs. Working under a Collective Bargaining Agreement (CBA) Absent a contract stating otherwise, employees are presumed to be at-will employees. That is, they’re employed at the will of their employer. Their employer unilaterally sets all the terms and conditions of employment, can change them anytime it wants and for any reason it wants. An employee’s only choice is “take-it or leave-it.”
  2. By contrast, workers who form unions and negotiate a contract with their employer are employed under the terms and conditions of that contract. The employer cannot change the terms and conditions of the contract without the union agreeing to those changes, and is legally bound to honor that contract. The contract between a union and an employer is commonly referred to as the Collective Bargaining Agreement or CBA.

It’s important to understand that workers don’t hire a union, or bring in a union, they join together with their co-workers to form the union. The reason they do this is because it’s the only means workers have to compel their employer to bargain with them in good faith for a written contract. The IBEW has experienced representatives and negotiators to lead the way, but the issues proposed by the union during negotiations are those the workers themselves bring forward. You’re forming a union to accomplish as a group what you can’t as individuals.

Workers in the United States have the right to form or join a union if they so choose. It is unlawful for an employer to threaten, coerce, or retaliate against any employee who chooses to exercise those rights. It is called the National Labor Relations Act (NLRA).

  1. Under the NLRA, employees have the right to engage in concerted activities with co-workers for mutual aid and protection. They can discuss workplace issues with each other such as pay rates, benefits, how they’re being treated by management, etc. Any retaliation by an employer against employees because their engaging in this type of activity violates federal law.
  2. How do we determine if a majority of the workers in our bargaining unit want to form a union and negotiate collectively with P.V. for a written contract? The National Labor Relations Board (NLRB), the federal government agency that oversees this law, comes in and holds a secret ballot election.
  • If a majority of the worker’s vote YES, the NLRB certifies the union as the workers’ collective bargaining representative. At this point, the employer can no longer make unilateral changes to the current terms and conditions of employment . The employer must maintain “status quo” while negotiating with the employees for a written contract.
  • If a majority of the worker’s vote NO, then the union is not certified as the employees’ collective bargaining representative and will remain “at-will employees.”
  1. Some employers respect their employees’ right to choose to form a union and negotiating collectively, or remaining at-will employees.
  2. There are some employers who prefer this relationship, as it stabilizes the workforce, helps it retain experienced and valuable workers, and helps them to project their labor costs in the coming years.
  3. That being said, employers do tend to prefer the “At-Will” employment relationship because it allows them to call all the shots unilaterally. It allows them to make changes anytime it wants or for whatever reason. Having their employees take advantage of the National Labor Relations Act creates an unwanted counter to management’s ultimate power, so you can at least expect AEP to try to persuade you that you are better off being union-free and campaign against the union.
  1. First, it’s important to recognize that you and your coworkers are forming this union. Using your union to harm your employer would obviously not be in your best interest, and is therefore not something you would do.
  2. Second, the IBEW is by no means anti-employer. It fully recognizes that employers and employees are co-dependent of each other. When companies prosper it provides opportunities for workers to prosper also.
  1. Union Dues are funds provided by union members to financially support the goals of their organization. such as legal representation, handling grievances, arbitrations, contract negotiations, organizing activities, rents and administrative fees. 
  2. Workers in IBEW organizing campaigns don’t pay any dues whatsoever until the election is won, a first contract has been negotiated, and that contract has been voted on and accepted by a majority of the employees in the bargaining unit. 
  3. Union dues are voted on by the union’s members and appear in the IBEW’s Constitution and the local union’s By-Laws. Dues to the International Union are voted on by delegates IBEW local unions send to its International Convention held every 5-years. Dues for IBEW local unions are voted on and established by the members of that local and are listed in its By-Laws. 
  4. Further, workers in IBEW organizing campaigns don’t pay any dues whatsoever until the election is won, a first contract has been negotiated, and that contract has been voted on and accepted by a majority of the employees in the bargaining unit. 
  5. The IBEW also waives initiation fees for new members joining the union as a result of an organizing campaign.
  1. The NLRB requires that employees demonstrate a minimum showing of interest before it will come in and conduct an election. It requires proof that at least 30% of the workforce is interested in collective bargaining.
  2. As such, the union must first determine what it feels is an appropriate bargaining unit. In a cable facility, that would likely be all the maintenance and installation techs.
  3. The IBEW then asks employees in this bargaining unit to sign an “Authorization Card.” These cards are used for two purposes. (1) They show IBEW who supports forming a union. (2) They show the NLRB there’s a sufficient number of interested employees for them to hold an election.
  • Can I be fired for signing a card? It is clearly unlawful for an employer to retaliate against anyone for signing a card. Additionally, these cards are treated as strictly confidential by the IBEW and the NLRB. (Unless you tell someone you signed one, no one will ever know.) Cards can be submitted electronically from this website, further assuring confidentiality.
  • Can I sign a card and still vote NO? Yes, the cards only get you to an election. It’s the votes cast during that election that determines if the majority supports the union and collective bargaining.
  • If enough employees sign authorization cards, IBEW will file a petition with the NLRB that asks them to come in and hold a secret ballot election.
    • On this petition, the union lists the employer and location, and a description of the bargaining unit. Not the names of the employees, but a list of classifications to be included, as well as those to be excluded. (Managers, supervisors, and security guards are automatically excluded by law.)
    • The employer receives a copy of the petition, but not the authorization cards. They go directly to the NLRB who also won’t reveal who signed them, or even how many employees signed them.
    • The NLRB will try to get the union and the employer to mutually agree to the election details and bargaining unit. This happens 90% of the time, and when it does the parties sign a stipulated election agreement outlining the bargaining unit, and when and where the election will be held.
    • Sometimes an employer will challenge the make-up of the bargaining unit. (It has the right to make a challenge, but it can’t dictate what it will be.) If Palo Verde were to challenge the make-up of the petitioned-for unit, the NLRB listens to the arguments from both sides and makes the final determination of who is included and who is excluded, and when and where the election will be held.
    • The amount of time between the union filing the petition and the actual election is typically three to four weeks. The process may be delayed if the employer challenges the petitioned for the bargaining unit, and some employers use challenges as a delay tactic

It was discovered from a recent IBEW sponsored Palo Verde worker survey that many employees are concerned with rising medical costs, unilateral changes to their working conditions and schedules, subjective merit-based wages, and retirement benefits. These are issues that workers can resolve with management once they are empowered with collective bargaining rights. Those rights will begin once workers vote yes to have worker representation rights.

It is important to note that workers’ wages, benefits, and working conditions will be secured during the organizing drive once workers vote yes for representation. All raises, promotions, and working conditions must be adhered to until otherwise negotiated with the workers’, and an contract is voted upon and agreed to.

IBEW Union Authorization Card
When workers are interested in joining a union, there is a formal process regulated by the government to ensure that it’s fair and legal. Unions use authorization cards to gauge support for union representation in the workplace. If you sign a card, it shows that you want the IBEW to represent you. The National Labor Relations Board requires a significant number of workers to sign authorization cards before an election petition can be filed on your behalf. The cards are a way of proving that you want the IBEW to represent you.
All information is strictly confidential and never shared with the company!

  • What is an authorization card?
    A union authorization card is signed by an employee to indicate their desire to be represented by a union. The language on the card is specifically worded to comply with the National Labor Relations Act, the federal law that protects a worker’s right to unionize.
  • If I sign a card, what rights am I granting the union?
    The card references Section 9(a) of the National Labor Relations Act, and authorizes the union to, in part, “…be the exclusive representatives of all the employees…for the purposes of collective bargaining in respect to rates of pay, wages, hours of employment, or other conditions of employment…” It goes on in detail, and you can read the entire Section 9(a) here, and the NLRA in its entirety…..click here.
  • Why is the IBEW asking me to sign a card?
    The IBEW’s founding principle was to organize and improve the working conditions of all employees working in the electrical industry. The IBEW remains committed to improving your wages and working conditions.
  • What happens when I sign a card? 
    If there is sufficient interest in IBEW representation, we will file a petition and the NLRB will begin working on an election agreement. Once an agreement is finalized an election will be scheduled and you will get to choose your representative.
  • Who will conduct the election? Will anyone know how I voted?
    An agent of the NLRB will conduct a secret ballot election following strict guidelines designed to ensure fairness, access, and protection. The agent will supply and erect a private booth and every eligible member will be given the opportunity to check the box that contains their choice. No one will know your choice unless you tell them.

Not One Red Cent

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35 Things

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Dirty Dozen

12 Dirty Management Tricks

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IBEW 387

Address: 3060 W Deer Valley Rd, Phoenix, AZ 85027
Phone: (602) 264-1846
Website: IBEW Local 387 (ibew387.com)

Have a Question?

Craig Parkman: Regional Organizing Coordinator
Phone: (210) 557-1546
Email: [email protected]

Robert Sample: Lead Organizer
Phone: 520-904-9999
Email: [email protected]

K.J. Payton: Lead Organizer
Phone: (918) 728-0666
Email: [email protected]

David Galvan: Lead Organizer
Phone: (785) 491-9092
Email: [email protected]