FAQs
Click the questions below to see the answers. If you have a question, please ask here.
NEW: Employee Questions
Luxfer values the feedback that employees provide through all avenues including direct feedback to Supervisors, Managers and Employee Surveys. For example, it was from the employee survey that the M Level structure was developed. The M Level structure provides a path for skill advancement for employees and has a corresponding compensation structure that rewards employees as they advanced to new M Levels. Opportunities to progress through the M levels occur twice per year, providing regular and structured opportunities for advancement. Advancement through M Level 1 to M Level 3 are based upon an employee’s ability to demonstrate their skill. We also encourage employees to continue to grow their career by applying for other positions we have throughout the facility that are considered M Level 4 and 5.
Over the last few years, based on employee feedback, Luxfer has also implemented additional premiums to reward individuals working in areas like winding and those that support the training.
Luxfer supervisors have an open-door policy when it comes to listening to issues raised by employees, and we are committed to turning your suggestions and feedback into positive action. We strongly encourage you to share your specific feedback so it can be reviewed and analyzed alongside other employee feedback and considered as part of our ongoing improvement efforts.
Union Information
A union is a business. All businesses require revenue. For a union, its primary revenue sources are member dues and fees. Members pay for the union to negotiate a collective bargaining agreement, also known as a labor contract. Even though members pay for this service, unions do not have to uphold promises made during a campaign.
A union is allowed to make any promises it would like during a campaign, but it cannot guarantee anything – wages, benefits, or that the terms and conditions of employment will improve. No one knows what will be in a collective bargaining agreement ahead of time, and neither party can simply demand things from the other party during bargaining.
There is no way the union can guarantee that things will only improve. You may end up paying dues whether or not you like the terms negotiated in the labor contract.
Once elected, it’s a difficult and lengthy process to decertify or remove a union, regardless if you like the terms negotiated. There are specific timeframes when you can attempt to remove a union. Also, employers are not legally allowed to help employees with this process. The union uses member dues to pay for “representational activities,” which can include dissuading employees who want to leave from doing so.
Dues
According to the most recent annual financial filing with the federal government, called an LM-2 report, IAM charges between $69 and $132 per month to be represented by them. This could be as much as $1,584 per year in union dues. Also, IAM charges a one-time up-front initiation fee of between $169 and $232.
A union determines the amount it charges members and has the right to increase dues at any time. Dues amounts are not negotiated, and Luxfer Gas Cylinders would have no say in what the union charges you.
Typically, when a union is newly elected, members will be required to pay dues after a collective bargaining agreement or labor contract is reached.
While it is entirely up to the union, it’s not uncommon for unions to waive initiation fees for current employees. However, it is likely the union would charge new employees this fee, which has the potential to hinder our recruitment efforts.
Yes, unions usually have a constitution and bylaws that members are required to follow. Not following the rules outlined in those documents can result in additional fees, fines and assessments beyond monthly union dues. Before considering whether or not to elect a union, it’s important to read those documents carefully so you are aware of the rules you would be expected to follow.
Collective Bargaining
Collective bargaining is the back-and-forth process between a union and employer to try and reach an agreed upon labor contract, also known as a collective bargaining agreement. If a union is elected, the union will collect dues and/or fees from you in exchange for managing this process on your behalf.
According to a 2021 analysis by Bloomberg Law, it takes an average of 465 days to reach a first-time labor contract. While waiting for a contract, the employer must legally keep the status quo, meaning wages, benefits, and terms and conditions of employment generally cannot be changed.
The only topics that must be bargained in good faith are pay, benefits, and terms and conditions of employment, such as working hours, seniority, scheduling practices, promotions, transfers and grievances. These topics are mandatory to discuss if one party brings them up. Subjects not mandatory for bargaining are called permissive subjects and likely include: customer pricing, business strategies, and internal union affairs such as dues, fines and assessments.
No. Like most negotiations, the process is two-sided and neither side is legally required to accept the other side’s demands. Luxfer Gas Cylinders has the legal right to agree to, or decline, any union demand.
With collective bargaining, things can get better, worse or stay the same. The National Labor Relations Board’s case law states: “Collective bargaining is potentially hazardous for employees, and as a result of such negotiations, employees might possibly wind up with less benefits after unionization than before.” (Coach and Equipment Sales Corp, 228 NLRB 441).
No. Collective bargaining occurs between the union and employer. Each party may have a bargaining committee. The union’s bargaining committee could consist of a few members of the bargaining unit. These members can push to have the union focus on their priorities, even if they don’t align with yours.
No. Once a union has been voted in and a labor contract has been negotiated, you cannot opt out of the contract – even if you don’t like the terms, never supported the union, voted no in the election or don’t want the union.