The Cost of Miscommunication

How many times has a job gone wrong because of a simple miscommunication? In the heat of the moment, these misunderstandings can cause anger and create hostile environments we may later regret.

Most of our time, whether at work, school, or home, is spent communicating—through drawings, instructions, verbal cues, or body language. The goal is always the same: to work safely, ahead of schedule, and under budget.

Resolving Conflict on the Jobsite

First, take a step back. Addressing conflict while upset can make things worse. Focus on the job at hand and make time to address misunderstandings calmly.

Approach with empathy. Frustration is understandable, but remember: most people are doing their best with what they have. Try to understand where they’re coming from.

Shift focus away from blame. It’s more productive to focus on solving the issue than figuring out who’s at fault.

Once a solution is found, work together to prevent it from happening again. Consider whether there were unclear instructions, unrealistic assumptions, or lack of support. Collaborate on a fix and foster a culture of continuous improvement.

Communication is a Skill

Effective communication takes practice like any trade skill. That includes giving and receiving feedback. It may not always be easy, but learning from mistakes is part of growth.

Tips for Active Listening:

• Give the speaker your full attention and show you're open to hearing them out.
• Don't get defensive. Let them finish, then ask for clarification if needed.
• Listen to understand, not just to respond.

Pointers on Giving Feedback:

• Choose a calm setting and allow time for the conversation.
• Give balanced feedback—what went well and what could improve.
• Focus on the process, not the person. Be a mentor, not a critic.

Staff Conversation & Reflection

1) How can you practice these suggestions when a conflict arises on the job?
2) How can we remind each other to step back and take this approach when conflict does arise?
3) What resonated with you most: resolving a miscommunication, active listening, or effective feedback?

Creating a Welcoming Environment

Building a respectful workplace is key to fostering an environment where all employees feel valued, heard, and excited to contribute to the success of the industry.

Benefits of a Respectful Workplace

• Increased job satisfaction
• Greater employee engagement
• Reduced stress—both on and off the job
• Higher morale and happier workers
• Improved teamwork and reduced absenteeism or turnover
• Lower costs from fewer disability claims and incidents
• Stronger overall bottom line

Characteristics of a Respectful Workplace

• Kind, courteous, and professional behavior
• Diversity and inclusion are supported
• Fair and dignified treatment for all
• No tolerance for bullying or harassment
• Open and honest communication
• Trust among coworkers
• Conflicts resolved quickly and constructively
• Ideas and opinions are encouraged and heard

Understanding Disrespectful Behavior

To create a respectful environment, it's important to recognize what behavior to avoid:

• Gossiping or spreading rumors
• Yelling, swearing, or aggressive behavior
• Withholding required info or being passive-aggressive
• Discrimination or harassment
• Public reprimands or offensive jokes

How to Promote Respect

Here are actionable ways to contribute to a more respectful workplace:

Everyday Actions

• Treat people how they want to be treated
• Avoid humiliating or offensive conversations
• Speak up when you witness disrespect
• Support anyone targeted by inappropriate behavior
• Be kind, polite, and inclusive
• Recognize and appreciate others' work
• Listen to understand, not just to respond

Leadership Behaviors

• Lead by positive example
• Encourage open, respectful feedback
• Respond quickly and fairly to complaints
• Celebrate diversity and individual contributions
• Provide mentorship and regular feedback

Member Conversation & Reflection

1) What would be considered “disrespectful behavior”?
2) What can members do to contribute to a more respectful workplace?
3) What resonated with you most: resolving a miscommunication, active listening, or effective feedback?

Our Shared Responsibility

Each one of us sets the tone for how we behave at work and in life. We want the highest level of respect and safety to extend across all jobsites. That means creating inclusive, respectful, and welcoming environments together.

Your Responsibility

We encourage you to commit to caring for one another. If you see something, speak up. Share information that helps keep everyone safe and supported. When we work together—despite differences—we build a stronger, safer workplace where everyone can do their best.

Be Open to New Connections

As humans, we tend to gravitate toward people like ourselves. But when we interact with a variety of people, we often discover that we share common values—like caring for our families, safety, and wanting a good future. Ask yourself:

• How can I connect with people who are different from me?
• Is my circle diverse? Why or why not?
• Who else can I share my knowledge with or learn from?

Steps Toward Active Caring

• Assume good intentions
• Ask someone new to lunch or coffee
• Be open to discussion
• Offer to help or mentor someone
• Be kind, even during disagreements
• Respect different perspectives, ideas, and traditions

Member Conversation & Reflection

1) How does active caring benefit me?
2) What are examples of when you last saw someone engaging in active caring?
3) What are some examples of active caring you do at home or in your personal life that could be used at work?

Why Your Support Matters

Once a new hire completes job orientation, it’s time for them to meet the crew and get acclimated. Co-workers play a vital role in helping new employees ease into the worksite safely and productively—especially when they’re just starting out and likely looking to others for guidance.

Starting off right is crucial. Up to 60% of job injuries happen to employees with less than six months of experience. Friendly mentorship and reminders about procedures can reduce this risk significantly. Being available for questions and offering guidance shows a strong commitment to a safe, welcoming jobsite.

Your Responsibility

Experienced employees should remember that new team members are likely nervous and overwhelmed. Orientation is only the beginning—it takes a supportive crew to help someone feel at home.

How Can You Help as an Experienced Co-worker?

• Introduce yourself, explain your role, and offer support
• Encourage questions—even small ones
• Recognize their existing skills may differ from your company’s practices
• Point out key locations: first aid kits, extinguishers, restrooms, break areas
• Ensure proper PPE is worn and used correctly
• Tactfully correct mistakes and explain procedures clearly
• Include new workers during breaks or lunch to build team comfort
• Lead by example through your work habits and communication

Supporting a new worker is more than a task—it’s an investment in the safety and future of the entire crew.

Staff Conversation & Reflection

1) What ways can experienced employees contribute to creating a comfortable atmosphere for new team members?
2) Considering that new employees might feel hesitant to ask questions, how can we make sure that we create an environment where questions are encouraged and valued?
3) How can we ensure new employees feel welcomed and supported during orientation and beyond?
4) How can experienced employees set an example of respectful behavior, especially when it comes to communicating company practices?

A microaggression is defined as “a comment or action that subtly and often unconsciously or unintentionally expresses a prejudiced attitude toward a member of a marginalized group.”

Even when unintentional, microaggressions can cause harm and reinforce harmful stereotypes. They create hostile work environments that discourage inclusion and productivity.

Common Examples

• "I don’t see color. We’re all just people." — Dismisses someone's racial or ethnic identity.
• "Where are you REALLY from?" — Assumes a person doesn’t belong based on appearance.
• "That’s so gay." — Uses sexual orientation as a derogatory term, reinforcing stereotypes.

Microaggressions are not always verbal. They can also include body language, exclusionary actions, or subtle expressions of bias.

How to Help Prevent Microaggressions

• It starts with you: Be willing to ask questions and reflect on your words and actions.
• Recognition: Stay aware of what may be offensive or biased—even when it’s subtle or unintended.
• Don’t let it slide: Speak up respectfully when you hear a microaggression.
• Education: Learning how to prevent microaggressions helps foster accountability and inclusion.
• Put yourself in others’ shoes: Remember that others may have very different life experiences.

Staff Conversation & Reflection

1) If someone were to confront you for saying something harmful, how could you react in a way that is productive and not defensive?
2) How might you make your workplace more inclusive, welcoming, and kind towards marginalized groups?
3) As an ally, how might you help intervene if you overhear a microaggression aimed at a coworker?
4) What are some steps that you can take to recognize bias within yourself?

Everyone Has a Unique Path

Every one of us has a different story about how we entered the sheet metal trade. Some may have found it online, through family or friends, or by connecting with an organizer who explained the benefits of union work. However they got here, they made the decision to join a unionized, professional workforce—and they deserve our respect.

Welcoming Non-Union Workers Into the Trade

Organizing former non-union workers helps strengthen our workforce, improve safety, and grow opportunities. No matter how someone got their start, we all benefit from working together as a team. Those who completed apprenticeships should be proud, but also respect those who took different paths to reach this shared goal.

Safety and Respect Go Hand-in-Hand

Respect isn’t just a value—it’s a safety measure. When people feel valued, trust increases, and injuries decrease. A respectful, collaborative environment keeps everyone safer on the jobsite.

How Can You Show Respect to Organized Members?

• Introduce yourself and ask their name
• Include them during breaks and lunch
• Don’t call them “card buyers” or other disrespectful nicknames—even as a joke
• Speak up if you hear name-calling or bullying
• Give compliments and recognize good work
• Help them understand the company culture or systems
• Check in on how their day is going
• Invite them to union meetings or events
• Encourage involvement in activities like picnics or charity drives
• Share educational resources from SMART, ITI, SMOHIT, NEMIC, and SMACNA

Staff Conversation & Reflection

1) What can you do today to show respect for your co-workers?
2) What are the things we all have in common? What are our shared goals?
3) What is your story? How did you get into the sheet metal trade?

Why Mental Health Support Matters

There has been a rise in anxiety and depressive disorders in the U.S., and it’s critical to help alleviate stressors for workers. Building a supportive workplace culture can make a significant difference for those who are struggling.

Ways to Establish a Supportive Tone

• Raise awareness: Talk about job-specific stressors and break the stigma around mental health and substance use. Let people know it’s okay to ask for help.
• Check in regularly: Ask team members how they’re doing and what support they need. Use group meetings to foster connection, resiliency, and resource sharing.
• Build connections: Encourage buddy systems and peer support. Helping others boosts belonging and confidence.
• Be a role model: Show your human side and share how you manage stress. Take care of your own mental health and lead by example.
• Look for ways to alleviate stress: Share the workload, allow more time for tasks, and be flexible when possible. Encourage time offline and clear work boundaries.

Recognizing the Signs of Distress

Stress can look different for everyone. Here are some signs to watch for:

• Irritation, anger, or denial
• Feeling anxious or nervous
• Lack of motivation
• Burnout or fatigue
• Sadness or depression
• Trouble sleeping or focusing
• Conflicts at work
• Difficulty completing tasks or meeting deadlines
• Decline in work quality

Support Resources

Encourage anyone struggling to use the SMOHIT Helpline, available 24/7 for SMART members and their families at 877-884-6227. It’s free, confidential, and voluntary.

Staff Conversation & Reflection

1) What could you do to support a coworker going through a difficult time?
2) What are some steps you can take to reduce your own stress levels?
3) Reflect on a time when someone showed you support during a stressful time in your life.

Why Generational Diversity Matters

An age-diverse team includes people from a wide range of life experiences and eras. These differences can cause tension if misunderstood—but they also offer valuable opportunities for learning and growth. Bridging generational gaps strengthens teams by bringing together complementary skills, knowledge, and perspectives.

How Can You Help Bridge the Gap?

• Understand and empathize: Learn what shaped other generations. This can reduce frustration and promote patience and understanding.
• Avoid assumptions and stereotypes: Challenge phrases like “they don’t get technology” or “they don’t want to work.” Look for shared goals and strengths.
• Connect across generations: Pair up as mentors and mentees. Older workers bring experience; younger workers bring fresh perspectives. Everyone benefits.

Overview of Generational Eras

• Silent Generation (1928–1945): Grew up during WWII and economic depression
• Baby Boomers (1946–1964): Shaped by social movements and Vietnam War
• Generation X (1965–1980): Grew up during political/economic instability
• Millennials (1981–1996): Came of age with tech and the internet
• Gen Z (1997–2012): Grew up with digital access and social media

Conversation Toolkit

• What got you into the trade?
• What is your favorite hobby?
• What are your future career goals?
• What did you want to be when you grew up?
• What was your most memorable job or project?
• What motivates you most in life or work?

Staff Conversation & Reflection

1) Name one common trait that you admire in the generation either directly before or after your own.
2) What is one thing that workers of all generations have in common?

Navigating Difficult Dialogues

Difficult conversations are inevitable, but with the right tools, they can be productive and constructive. Whether you're discussing safety, performance, or interpersonal concerns, clear and respectful communication is vital to maintaining a positive work environment.

Strategies for Productive Conversations

• Prepare: Think about the issue and its impact. Reflect on your own perspective while preparing to listen to others.
• Initiate a welcoming tone: Be calm, open, and respectful. Make it clear you're open to hearing all viewpoints and committed to resolution.
• Be an active listener: Focus fully on what the other person says before responding. Listen to understand, not just to reply.
• Communicate clearly: Be honest but kind. Avoid softening or avoiding the issue to the point of confusion.
• Avoid assumptions: Give others the benefit of the doubt and separate impact from intent.
• Collaborate: Work together on a clear action plan with agreed follow-up steps.
• Express gratitude: Thank the other person for engaging and being open.
• Know when to end: It’s okay to pause or end a conversation if it’s becoming unproductive or harmful.

Conversation Toolkit – Helpful Phrases

• “I’ve noticed [specific behavior/issue] and I’m concerned about its impact. Can we discuss this?”
• “What can be done to improve the situation, and how can I support you?”
• “Can we find a time to talk about [specific topic] that’s been on my mind?”
• “Let’s find a way forward that works for both of us.”
• “Thank you for sharing your thoughts. I appreciate your openness.”

Staff Conversation & Reflection

1) Share an example of a difficult conversation you’ve had at work and what could have made it more productive or positive.
2) List two ways in which you can improve your communication skills (e.g., interrupting less, being more direct, using a calmer tone).

Understanding Alcohol Use Disorder

Alcoholism, or Alcohol Use Disorder (AUD), is a medical condition defined by an impaired ability to control alcohol use despite harmful consequences. It’s important to distinguish between social drinking and alcohol abuse, which involves dependency and can negatively impact health, relationships, and work performance—especially in demanding, safety-sensitive jobs.

Recognize the Signs in Yourself or Others

• Using alcohol to cope with problems, such as trauma or stress
• Shame or guilt about behavior while drinking
• Concerns voiced by friends, family, or coworkers
• Absenteeism or tardiness
• Decline in work quality or motivation
• Avoiding supervisors or coworkers
• Inability to stop after one or two drinks
• Risky behavior while intoxicated
• Relationship or legal issues tied to drinking
• Erratic behavior, sleeping on the job, or signs like red eyes, shaky movements, or the smell of alcohol

Workplace Impacts of Alcohol

Alcohol abuse affects more than personal health. It can impair reaction time, coordination, and judgment—posing serious safety risks. Long-term use increases health issues like liver disease and cardiovascular complications, which reduce job performance. It’s also linked to workplace harassment and emotional strain on coworkers.

Resources and Support

• SMOHIT Helpline: 877-884-6227 – confidential and available 24/7
• SMOHIT Helpline Info
• Monthly 12-step recovery meetings for SMART members
• Many employers and local unions offer Employee Assistance Programs (EAPs) that provide confidential counseling and treatment referrals

How to Help Someone Struggling with Alcohol Use

1. Learn: Understand AUD and available resources at the union, employer, and national levels
2. Prepare: Decide what to say and choose a good time and place to talk
3. Approach with support: Be honest, nonjudgmental, and listen compassionately
4. Intervene if needed: Be clear if the situation requires professional help or structured follow-up

What Not to Do

• Don’t use labels like “drunk” or “addict” – speak respectfully and focus on behavior, not identity
• Don’t blame or accuse – instead, express concern and support
• Don’t enable – avoid covering for missed work or consequences
• Don’t generalize – be clear and specific about the behavior
• Don’t be dismissive – respect boundaries and support sobriety choices

Staff Conversation & Reflection

1) What are some effective ways to approach someone you think may be struggling with alcohol use?
2) How can we reduce stigma and encourage open conversations about alcohol use disorder?

Understanding Invisible Disabilities

An invisible disability is a physical, mental, or neurological condition that limits a person’s movements, senses, or activities but may not be outwardly visible. These can include chronic pain, mental illness, diabetes, and neurological disorders, among others. Despite their invisibility, these conditions can have serious impacts on daily life, especially in work settings that require physical endurance or focus.

Fostering an inclusive environment means recognizing that everyone, regardless of physical appearance, may have different needs and challenges.

How We Can Offer Our Support

• Promote an Inclusive Culture: Reduce stigma by encouraging openness and understanding around disability topics.
• Flexible Work Arrangements: Allow flexibility in schedules or remote work when possible.
• Provide Reasonable Accommodations: Ergonomic tools, workstation modifications, or schedule adjustments can make a big difference.
• Education and Awareness: Offer training to improve understanding of invisible disabilities and how to support them.
• Open Communication: Create a safe environment for discussing needs without fear of discrimination.

Useful Resources

• Disability Etiquette – EARN
• Americans with Disabilities Act (ADA)
• Ontario Human Rights Commission – Duty to Accommodate

By acknowledging and accommodating invisible disabilities, we promote equity, increase productivity, and ensure that all workers can contribute at their best.

Staff Conversation & Reflection

1) Share your thoughts or experiences on how workplace adjustments have helped you or your colleagues.
2) What actions can you take to contribute to an inclusive environment for those with invisible disabilities?

What is Psychological Safety?

Psychological safety means that workers feel safe to:

• Ask questions
• Share ideas and suggestions
• Report hazards
• Seek help when needed
• Express concerns without fear of being ridiculed or punished

Why is Psychological Safety Important in the Sheet Metal Industry?

The sheet metal industry involves complex tasks, heavy machinery, and potential hazards. Open communication ensures a higher level of engagement.

• Employees who feel psychologically safe are more likely to report unsafe conditions or errors, preventing accidents.
• A culture of respect and open dialogue improves teamwork and problem-solving on job sites.

How to Foster a Collaborative Culture

1. Encourage Open Communication
   • Leaders should actively listen and respond respectfully.
   • Encourage employees to voice ideas to foster innovation.
2. Promote a No-Blame Culture
   • Mistakes should be seen as learning opportunities.
   • Focus on solutions instead of assigning blame.
3. Lead by Example
   • Supervisors and team leaders should model respectful and open behavior.
   • Show appreciation for input and feedback.
4. Recognize and Address Bullying or Intimidation
   • Ensure that no one is afraid to speak up.
   • Have clear policies for reporting and follow-through when addressing workplace issues.
5. Encourage Teamwork and Collaboration
   • Foster an environment where workers support each other and share best practices.
   • Conduct regular team meetings where employees can collaborate.

Real-Life Examples

A worker notices a potential fall hazard but hesitates to report it, fearing backlash. In a psychologically safe workplace, they would feel confident to speak up, preventing an accident.

A journeyperson encouraging an apprentice to ask questions and communicate ideas is an example of someone that feels their company culture has psychological safety that allows them to feel valued as a team member.

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Staff Conversation & Notes:

• Have you ever hesitated to speak up about a concern? What would have made it easier?
• What can we do as a team to create a more open and supportive work environment?
• How can leaders encourage employees to report safety hazards without fear?

Conclusion

Collaboration and psychological safety is just as important as physical safety in the sheet metal industry. When workers feel safe to communicate openly, it leads to a safer, more productive, and more positive workplace. Everyone has a role in fostering a culture of psychological safety—let’s work together to make our industry safer for all.

Why is Foreperson Training Important?

Forepersons play a critical role in ensuring the success of a project. Their responsibilities extend beyond overseeing work; they are leaders, mentors, and the link between labor and management. With rising industry demands, skilled forepersons are essential for maintaining efficiency, productivity, safety, and quality on the job site.

Responsibilities of a Foreperson

• Lead and manage crews effectively – Foster teamwork, resolve conflicts, and maintain a productive and respectful work environment.
• Ensure job site safety – Identify and mitigate hazards, enforce safety policies, and promote a culture of safety.
• Communicate efficiently – Act as a bridge between workers, project managers, and contractors.
• Manage project requirements – Maintain schedules, monitor budgets, and ensure a high quality of work.
• Apply technical knowledge – Understand project specifications, blueprints, and job site regulations.

A well-trained foreperson should be able to:

Foreperson Training Opportunities through the International Training Institute (ITI)

The ITI provides a couple of different resources to assist Locals that are looking to enhance the leadership skills of their members:

1. In-person Training Curriculum – This Foreperson Training curriculum provides instructors with detailed lesson plans and PowerPoint presentations which are designed to provide participants with real-world knowledge through means of classroom exercises and discussion. This hands-on course will also provide participants with a student manual which contains more detailed information on the topics, sample forms which will be used in the classroom setting, and real-world scenarios that will require peer-to-peer collaboration to help develop leadership, communication, and management skills.
2. Self-Paced Online Foreperson Training – Available through the ITI website’s Training Catalog, this flexible program provides a convenient way for sheet metal workers to develop the necessary skills to become effective forepersons at their own pace.
   👉 sheetmetal-iti.org/OnlineClasses

Both programs are designed to build the skills necessary for sheet metal professionals to successfully transition into leadership roles while reinforcing industry best practices and the values of the unionized sheet metal trade.

How Does Foreperson Training Benefit Our Industry?

Investing in foreperson training leads to:

• Improved Job Performance – Skilled forepersons enhance efficiency and ensure projects are completed on time and within budget.
• Higher Safety Standards – Properly trained leaders help enforce and maintain safety protocols, reducing accidents and injuries.
• Stronger Union Representation – Knowledgeable forepersons uphold union values and promote job site excellence.
• Increased Worker Retention – Workers are more likely to stay in an environment where leadership is supportive and well-trained.

What Can You Do?

• Encourage journeypersons and other experienced workers to consider foreperson training.
• Take advantage of the ITI’s Foreperson Training resources.
• Continue developing leadership skills through mentorship and on-the-job experience.
• Support and respect the role of a foreperson as a vital part of our sheet metal industry.

Staff Conversation & Notes:

• How can a trained foreperson improve safety and productivity on the job site?
• What challenges have you faced or observed in leadership roles, and how can training help address them?

Use the link below or scan the QR code to fill out a survey to win a BE4ALL Tool Pouch!
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What Is Sexism?

Sexism, a form of gender bias, is any kind of prejudice, discrimination, or stereotyping based on a person’s gender. Examples of sexist behavior include (but are not limited to):

• Making derogatory comments and jokes
• Excluding or mistreating someone based on their gender
• Making inappropriate or lewd gestures
• Not offering equal opportunities based on one’s gender

How to Address and Prevent Sexism in the Workplace

• Identify: Learn to spot sexism, whether it is obvious or covert. Sexism can be as blunt as someone saying, “You are not built for the trades” when addressing a certain individual or group of individuals. However, it can also happen quietly and discreetly—for example, someone consistently getting overlooked for leadership roles or other forms of career advancement despite having the skills.
• Educate: Educate yourself and others on how sexism negatively affects the working environment. Unlearn harmful stereotypes and keep an open mind regarding the abilities of all people, regardless of gender. Encourage others to do the same.
• Speak up: If someone is experiencing harassment, do not turn a blind eye. If you hear or witness sexism to any degree, call it out. Often, people feel they can get away with bad behavior because no one ever bothers to stand up to them.
• Offer Support: Let people know that you are there to provide support and encouragement. Building trust among a team is an important part of preventing a toxic environment.

The Impact of Sexism

Our industry must strive to create a culture that welcomes everyone. Failing to create a welcoming environment for all tradespeople can have many negative outcomes, including the following:

• Individuals may feel stress, anxiety, and a loss of confidence. Sex-based discrimination may result in feeling unwelcome or even unsafe on the job site, which could have impacts on performance and most importantly on safety.
• Teams may experience a lack of communication and trust, as well as increased conflict and decreased morale. Where there could be strength and collaboration, there will instead be resentment and noncooperation.
• Organizations may face damage to their reputation and even legal liabilities. This may result in difficulty attracting skilled workers, and lower retention rates.

Staff Conversation & Notes:

• Reflect on how your words and actions contribute to the workplace culture. Have you been helping to create a welcoming environment, or is there room for you to make improvements?
• What are steps you can take if you encounter or witness sexism in your workplace?

Use the link below or scan the QR code to fill out a survey to win a BE4ALL Tool Pouch!
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We thrive on solidarity. By treating everyone with respect, we strengthen our collective power and reputation.

For guidance on preventing and handling workplace discrimination or harassment, check out our Rapid Response Protocol here:
https://www.beforall.org/rapid-response-protocol/

As union members of the sheet metal trade, we can all identify reasons why being a member of our union is the only option for us. Many of us would say the union provides better pay, benefits, and working conditions. Other reasons could be job security, collective bargaining power, or community and solidarity. Regardless of the reasons we choose to belong to our union, there may be times on a job site when we encounter other trades, or even other sheet metal workers, who are affiliated with a non-union.

• Always model professionalism and excellence.
• Introduce yourself and ask them their name.
• Maintain open dialogue, without judgment, by engaging in friendly conversations and open discussions about work-related matters.
• Do not refer to non-union workers using derogatory slang or name calling.
• Do not assume that because they are non-union that they are anti-union.
• Educate them respectfully about the benefits of the union.
• Avoid stereotyping; everyone has different motivating factors for doing what they do. The reasons that you belong to a union may not align with someone else’s reasoning.
• Offer support. Provide information about the apprenticeship or contact information of a union representative or organizer if they are interested. Don’t forget that every SMART member is an organizer!

How can you show respect to non-union workers and be an ambassador of the union?

Being a non-union trade worker does not always mean that someone is against unions. Sometimes a worker may not have had the opportunity to learn about unions or has been misinformed. Some people may not personally know someone belonging to a union or have not had exposure to working around unionized workers, leading to a lack of understanding.

Despite not belonging to a union, they are not by default an adversary to the union, nor are they less valuable to their trade.

Promote a culture of Excellence and Professionalism. As the professionals that we aim to be, it is our duty to be ambassadors of the union. Treating others with fairness and respect will promote a positive image of unions. In turn, this can potentially create an environment where the non-union workers may change their perspective about who we are and why we choose to belong to a union. Our union will benefit through future organizing efforts as well as recruitment and retention efforts, while our contractors will benefit from the positive job site climate.

Staff Conversation & Notes:

• How can treating non-union workers respectfully benefit the union sheet metal industry in the long run?
• What can I do to show respect to a non-union worker on the job?

Remember, we all have a reason for going to work. Everyone just wants to go to work, earn an honest day’s pay, feel a sense of accomplishment and provide for themselves and their families. Knowing that we have this in common between the union and non-union, we should take every opportunity to promote a positive image of our union by displaying our skill, efficiency, professionalism, and excellence. Let’s create an atmosphere that makes them ask themselves: Why don’t I belong to a union?

Use the link below or scan the QR code to fill out a survey to win a BE4ALL Tool Pouch!
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