The IBEW Local #143 provides clients throughout the Greater Harrisburg Area with highly-trained, highly-qualified electrical workers. Our objective is to help our clients and our members prosper by providing the most productive, cost-effective, quality-minded workforce available anywhere. This objective is our commitment as a business organization serving a constructive role for this industry and your business.
The IBEW Local #143 provides trained professional electricians to commercial, industrial, and residential building contractors. We have approximately 600 members in good standing in and around the Greater Harrisburg Area available to our partnering contractors for short and long-term employment. To ensure the ongoing availability of trained, qualified workers, we also operate a nationally recognized apprenticeship program.
Here are some of the key benefits to becoming an affiliated client:
Flexible help – Having the help you need when you need it saves you money on labor costs. IBEW members are available when you need them, for as long as you need them, even in cities where you don’t usually do business. When you are done, their employment concludes or you can move them to another job. No recruitment or advertising is necessary. No time is wasted chasing and interviewing new prospects. No “trying them out for a week or two.” We can put skilled, qualified workers on your doorstep in less than 48 hours, every time.
Training – We spend more than $167,000 a year training contractor employees in trade related and safety areas. Every union employee you hire will save you the hassle and expense (typically between $500 and $2000 per employee per year) of providing this training for your employees.
Lower safety-related costs – Our uniform training programs stress the connection between safety and competitiveness. IBEW members put safety first every time, which means you save on comp costs, downtime costs, and absenteeism costs.
Productivity – Higher productivity means higher profits. IBEW members have to be the best trained, most highly skilled and productive craftsmen available anywhere. That means no rework. That means on-time and on-budget. That means no unskilled hands.
Supervision – How long does it take you to develop a good foreman or superintendent? How much money does it cost you along the way? One of the most common reasons companies like yours become union contractors is that they want to grow. We can provide qualified supervision. If you could add two foreman and crews next year, how much would that add to your bottom line?
No benefits administration costs – one-stop solution
Savings on prevailing wage projects with no load paid on the fringe benefits
Savings from using approved apprentices at much lower rates; training while lowering your overall costs
Lower turnover, as most of our members are in it for a career and not just a job
Question: What will it cost my company to join?
Answer: There is no cost to the employer. The employees pay union dues.
Question: Once I have hired someone, how long must I keep him or her employed?
Answer: How long you need to keep them is your choice.
Question: What if I hire someone, and they are not working out?
Answer: Just like in an open shop environment, there will be times when you will get an individual from us who does not fit your company. All you need to do is send them back and we will get you someone else. The likelihood of this is greatly reduced when using our electricians.
Question: I heard the IBEW would tell me how to run my business.
Answer: The IBEW is not in the contracting business—you are. We provide manpower. We will do what we can to help in other areas, but only if you ask.
Question: What is the benefit of my company going union?
Answer:
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Qualified Labor Pool |
Productivity |
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Access to training |
Benefit Administration |
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Apprenticeship |
Flexible crew size |
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Worker Moral |
Dispute resolution process |
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Safety |
Growth Potential |
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Predictable Labor Costs |
No hiring/recruitment costs |
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Consistency of Labor Force |
Skilled Supervision |
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Lower Workers Comps Rates |
Prevailing wage savings |
Client Satisfaction and a Good Reputation for your business
Question: What happens if I get a project in another area?
Answer: You will need to sign an agreement in that jurisdiction. As an IBEW contractor you will have access to local workers saving money on travel costs.
Question: Will I still be able to fire a worker for cause?
Answer: Yes, it’s your company. You will always make the decision on who works for your company.
Question: Will I lose control of my company?
Answer: No. We work for you. And you will have greater control by spending less time on employee issues and more time developing and running your business.
The Code of Excellence is a program designed to bring out the best in our construction members and demonstrate to our customers that IBEW members:
Perform the highest quality and quantity of work
Utilize their skills and abilities to the maximum
Exercise safe and productive work practices
The Code of Excellence is not only about an IBEW job built right the first time, on schedule and under budget; it is also about pride in IBEW membership and craftsmanship and leaving a lasting impression of quality workmanship with the customer … thus, prompting him to again employ the IBEW on future projects. The Code of Excellence program is also a means to build and project positive attitudes about who we are and the work we do … on and off the job.
Local Union training with respect to the Code of Excellence program may be facilitated by an International Representative but, regardless of delivery method or by whom, the Code of Excellence program training is to convey a strong message that IBEW construction members will:
Come to work on time, fit for duty and ready to work.
Obey recognized customer and employer work rules.
Demonstrate zero tolerance for alcohol and substance abuse.
Exercise proper safety, health and sanitation practices.
Own up to “8 for 8” and be on the job unless otherwise allowed or authorized to leave.
Follow safe, reasonable and legitimate management directives.
Encourage respect for the customer’s rights and property, as well as, for others on the job.
eXercise the skills and abilities of the trade.
Care for tools and equipment provided by the employer.
Eliminate waste and other forms of property destruction, including graffiti.
Limit lunch and break times to allocated periods; adhere to established start and quit times.
Leave inappropriate behavior to those of lesser knowledge.
Employ the proper tool for the job and maintain personal toll responsibilities.
do Not solicit funds or sell merchandise without the Business Manager’s approval.
Curtail idle time or pursuit of personal business during work hours, including cell phone use.
Expel job disruptions and refuse to engage in slowdowns or activities designed to extend the job or create overtime or any other conduct that would cast the IBEW in a bad light.
As with Stewards, IBEW members employed in management/ supervision must have knowledge of the Code of Excellence program principles, its relationship to IBEW organizing and overall membership responsibilities to the Brotherhood. Yet, more importantly, members in these roles need to know how effectively managing their jobs will be a corresponding obligation to the Code of Excellence program. IBEW ‘rank and file’ members honoring the Code of Excellence program will rightfully have similar expectations of Brothers and Sisters in management/supervision, with these being in the areas of:
Management responsibilities to the collective bargaining agreement.
Total acceptance of supervisory positions and related responsibilities.
Communication and cooperation with the job Steward.
Employee encouragement but, if necessary, fair and consistent discipline.
Job safety, health and sanitation needs or requirements.
Ample job layout/directions to minimize down time and maximize employee productivity.
Availability and timely delivery of necessary materials.
Proper number and type of tools and equipment to ensure job progress.
Maintenance and upkeep of tool and equipment.
Storage and protection of employer and employee tools and equipment.
Employ adequate number of employees to perform efficiently, or conversely, limit number of employees to the work at hand.