Fair Treatment




Forming a union where you work

Click here to watch a video on forming your union at work.

Forming a union at work is a very powerful tool that allows workers to negotiate their wages, benefits and working conditions. It is a right protected under the National Labor Relations Act (NLRB.GOV)

When you are protected under a union labor contract, you have added protections and benefits.

Unfortunately employers pay big money to Union Busters or Consultants (about a thousand dollars a day) to have them come in and have meetings with employees telling them they don't need a union. Employers do not allow unions to come in and have meetings with their workers like they allow the union busters.

Many times employees will only get to hear one side (the company side) of why they should not have a union and not get an opportunity to hear the benefits (union side) of having a union.

In order for workers to have a Union Election to see if a majority of their coworkers want a union to represent them, the Federal Law requires that you sign Authorization Cards. This proves to the National Labor Relations Board, the federal agency that oversees and protects union activity, that you all want to hold an election in your workplace.

On election day, if a majority of your coworkers vote for union representation then you all are now represented by the union.

Your union will begin to work with you all sending out surveys and gathering information on what you want to keep at your workplace and what changes you would like to make. This is how they are able to negotiate your union labor contract. This includes Wages, Benefits and Working Conditions.

We will ask some of your coworkers to be a part of the negotiating process and lead discussions to better represent you all and make sure everyone has a voice.

After the union negotiates with your employer and they believe that have addressed all of the workers concerns, they will have a big (ratification) meeting where you can listen to all of the new benefits of the labor contract. At the end of the meeting there will be a vote and if a majority of the workers vote for the contract then it is signed and becomes binding by the employees (union) and the employer.

Only after you have a signed labor contract can you begin to pay union dues. So this entire process does not cost you anything until you have a signed labor contract and then you can begin to pay union dues.

Current Boilermakers Union Dues in San Diego, CA for Local 1998 are $42.59.

When your union can negotiate more money into your pockets and add more job security, fairness, respect then the company ends up paying your union dues.

You are paying dues now if you do not receive timely and fair wage increases. You are paying dues now if your employer does not allow you to take timely meal and rest periods. You are paying dues now when you are blamed for accidents beyond your control and receive time-off. You are paying dues now when you are passed up for opportunities of advancement. You are paying dues now when you are an employee-at-will without a union labor contract because you can be terminated for a good reason, a bad reason or no reason at all. When you have a union labor contract, you can only be terminated for "just cause". It is the employers responsibility to prove that termination was warranted as discipline. So they have to work to terminate you.

If you are ready to form a union, contact Bobby Godinez (619) 807-9969 cell or email

To go to the Boilermakers Union Website click here.



RE: Nunez v. BAE Systems San Diego Ship Repair Inc.
United States District Court, S.D. CA.
Case No. 3:16-CV-02162-JLS-NLS

The notices have been sent out to all past and present production employees of BAE San Diego Ship Repair who worked from May 27, 2012 and October 13, 2016 to receive money from this lawsuit.

The 2.9 Million is a settlement for alleged violations of CA laws for unpaid wages for all time worked (including overtime wages), failing to provide duty-free meal breaks, related damages and penalties, duty-free rest breaks, failing to receive all owed expense reimbursements and unlawful deductions related thereto and for wages that were unpaid each and every pay period and upon separation of employment.
The settlement would have potentially paid out 11 million for all alleged violations, however, BAE is settling for 2.9 Million.
If you did not receive a notice, you can contact Rust Consulting, Inc - Settlement Claims Administrator toll free at 1-800-657-1974.

San Diego 5 Paid Sick Days Ordinance

(5) PAID SICK DAYS - City of San Diego, Earned Sick Leave Ordinance

Employers must provide each employee earned sick leave. 
Employees must accrue no less than one (1) hour of earned sick leave for every thirty (30) hours worked within the geographic boundaries of the City; employers may cap the total accrual of sick leave at eighty (80) hours.  Any unused accrued earned sick leave must be carried forward to the following benefit year.
Employers may satisfy the accrual and carry over requirements if no less than forty (40) hours of earned sick leave are awarded to an employee at the beginning of each benefit year.  Employers may limit an employee's use of earned sick leave to forty (40) hours in a benefit year. 
Employees may use earned sick leave for all the reasons described in Section 39.0106(a), which includes, but is not limited to, time for their own medical care or for the medical care of a family member.
An Employer may not retaliate against an employee for asserting any rights provided in this ordinance. Employees may file a civil lawsuit against their employers for any violation of the Ordinance or may file a complaint with the City of San Diego’s Minimum Wage Enforcement Office. The City may take any reasonable steps necessary to investigate alleged violations. The City is entitled to all legal and equitable relief to remedy any violation of the Ordinance, including the ability to award penalties of up to $1,000 per violation, back wages, liquidated damages, reinstatement and other injunctive relief.
If an employer provides, through a contract, collective bargaining agreement, employment benefit plan or other agreement, greater paid time off than the employee would have otherwise received under the provisions of the Ordinance, that employer may utilize an alternative methodology for calculation, payment and use of earned sick leave or paid time off. 

For More Information click here and go to Section 39.0106(a) of the San Diego Municipal Code.