In Arizona it is illegal for an employer to coerce or compel a person not to join a Union...

23-1341.Invalidity of employment agreement not to join, become or remain member of labor or employers' organization.

Every undertaking or promise made, whether written or oral, express or implied, is contrary to public policy and void and shall not afford any reason for granting legal or equitable relief, when constituted or contained in a contract or agreement of hiring or employment between an employer and an employee or prospective employee, whereby:
1. Either party to the contract or agreement undertakes or promises not to join, become or remain a member of any labor organization or of any organization of employers.
2. Either party to the contract or agreement undertakes or promises that he will withdraw from the employment relation in the event he joins, becomes or remains a member of a labor organization or of an organization of employers.

23-1342. Compelling or coercing another not to join labor union as requisite to employment; classification A person who coerces or compels any other person to enter into an agreement, either written or oral, not to join or become a member of a labor organization, as a condition of the other person obtaining employment or continuing in the employment of such person, is guilty of a class 2 misdemeanor.

Arizona is a Right to Work state, the Union recognizes all workers right not to join a Union.

23-1302.Prohibition of agreements denying employment because of nonmembership in labor organization No person shall be denied the opportunity to obtain or retain employment because of nonmembership in a labor organization, nor shall the state or any subdivision thereof, or any corporation, individual, or association of any kind enter into an agreement, written or oral, which excludes a person from employment or continuation of employment because of nonmembership in a labor organization.

When you join a Union you participate with establishing your wage scale and working conditions.

You have the right to organize and/or join a Union according to US Federal Law. Members attend the Local's monthly meetings where discussion and decisions are made concerning wages and working conditions. You have a vote, a voice, representation and a means of effecting your work environment.

Union Benefits

Members qualify for Health Care, Pension, Annuity Fund or Vacation Fund. The extent of an individual members coverage is based on the amount of work performed on Union jobs. IATSE is also actively involved in UnionPlus which offers additional benefits.

"At WILL"

Yes, Arizona, as do many other states have a policy called 'at will' basically meaning that you can leave a job 'at will' and you can be fired 'at will'. Your employer isn't required to give you a reason... another reason to consider Union Representation.

Our Rights Under the Law:

• To organize a union and bargain collectively with our employer over wages, benefits, and working conditions.
• To attend union meetings to discuss forming a union.
• To discuss the union during work, at times when we are permitted to discuss other non-work issues.
• To wear union buttons or stickers at work.
• To read and distribute union literature (in non-work areas, during non- working times).
• To sign a union card – signing a union card is an important first step in securing representation.

Employer Restrictions

• Fire, punish,intimidate, or coerce employees seeking to organize or join a union.
• Threaten to close the facility or lay off employees if they organize a union.
• Tell employees that unionization will take away benefits and privileges currently in place.
• Bribe employees to vote against the union, or promise other benefits or privileges in order to influence their vote.
• Ask about union activities, how employees intend to vote, or if they have signed a union card.

Weingarten Rights

1974 U.S. Supreme Court decision (420 US 251) which ruled that an employee has the right to a co-worker or union representative in any interview the employer might hold that is intended to investigate a possible discipline charge against the employee.