Jurisdictional Disputes

The Construction Industry is enjoying extremely good times, so jurisdictional disputes are not as prevalent as they were in the eighties and nineties. But they are still with us, and everyone should be prepared to cope with them if they occur. A jurisdictional dispute can be defined as a difference of opinion by interested unions over the assignment of a particular work task made by an employer.

This article will deal with those steps that you should take to protect your rights, your work assignment, and the dispute. In addition, this article will also advise as to what course of action should be taken when a dispute does occur.

If you are an MCAA member, and have elected to be bound, you are covered by two important agreements, the MCAA/BAC and MCAA/LIUNA. The International Agreements will provide you with an umbrella defense for future actions against your company.

Before going further, we must advise you that MCAA membership and its two International Agreements in no way binds you to the the decisions of the National Joint Board (NJB), which was created by the AFL-CIO and certain national contractor associations. MCAA firmly believes that the National Labor Board (NLRB) offers a better and fairer solution to solving jurisdictional disputes, because its criteria for settling is more in line with modern day technological advances, efficiencies, area and industry practices, contractor preference and safety. Outdated union understandings, the "green book" and prehistoric agreements do not play a major role in NLRB decision making.

1. Are you a current member of MCAA?



2. Have you given MCAA authority to negotiate international agreements on your behalf?



3. Have you made a written assignment for the work task in question?



4. Check the Local Union collective bargaining agreement for the Article concerning the settling of jurisdictional disputes. If there are references to the National Joint Board, request that the Union eliminate them as soon as possible.



5. When starting a job outside of your home Locals jurisdiction, we strongly recommend that you utilize the MCAA Short Form Agreements. They have no reference to the National Joint Board and they do not bind your company to their decisions. The courts have ruled that a signed document must be executed for the implementation of fringe benefits that appear in the union?s collective bargaining agreement. This then, accomplishes the obligation under law and does not bind your company to the National Joint Board. Both MCAA/LIUNA and MCAA/BAC Short Form Agreements have been approved by the international unions.



6. Read your contract with the general contractor. Endeavor to strike out any reference to the National Joint Board.



7. In any pre-job meeting, make sure that they understand you are working under a MCAA Agreement, be it the bricklayers or laborers.



8. Take time to read the Jurisdiction Article in both of the MCAA international agreements. It can be found in Article III in both of them.

1. Stand firm with your work assignment - DO NOT change it.



2. DO NOT submit your dispute to the National Joint Board. They have no jurisdiction over you.



3. DO NOT communicate with them. Submission of materials has been construed as relinquishing your rights to them. If you receive communication from from the NJB and you wish to advise them of your position, we suggest the following response: "This is to advise that (name of company) is not stipulated to the National Joint Board and is NOT bound to any of its decisions."



4. If you or any members of your company continue to be harassed on this dispute, we suggest you contact the closest office of the National Labor Relations Board and advise them of the details.



5. The time has come for you to consult with your company's legal counsel. It will be necessary for you to file form NLRB 508 stating the facts of the dispute - legal counsel could be most helpful. Make sure your counsel knows something about the workings of the NLRB. If not, we would suggest that a counsel be secured with this type of legal experience.

(D) forcing or requiring any employer to assign particular work to employees in a particular labor organization or in a particular trade, craft, or class, rather than to employees in another organization or another trade, craft, or class, unless such employer is failing to conform to an order or certification of the Board determining the bargaining representative for employees performing such work.

Sec. 10(k): Whenever it is charged that any person has engaged in an unfair labor practice within the meaning of paragraph 8(b)(4)(d) of section 8 (b), the Board is empowered and directed to hear and determine the dispute out of which such unfair labor practice shall have arisen, unless, within ten days after the notice that such charge has been filed, the parties to such dispute submit to the Board satisfactory evidence that they have adjusted, or agreed upon a method for the voluntary adjustment of the dispute. Upon compliance by the parties to the dispute with the decision of the Board or upon such voluntary adjustment of the dispute, such charge shall be dismissed.