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September 18, 2014
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BAC Code of Conduct

The BAC code of conduct is meant to be a tool to help us stand out from our non-union competition. We already have the training to give us an edge and the code was created to help us show that we are better by our actions, the way we talk on and off the job, the way we dress for the job and the way we promote ourselves.

BAC Code of Conduct

BAC members represent the best in the masonry industry, as well as the labor movement.  They show up for work ready and able to produce work of the highest quality, and as Union members are committed to advancing our Union’s causes and promoting the unionized masonry industry.  These qualities have distinguished BAC from the rest for more than 140 years. 

As a member of the International Union of Bricklayers and Allied Craftworkers, I will uphold the code of conduct embedded in our Union’s name – IUBAC:

I will come to work prepared to give my employer a fair day’s work for a fair wage, and to work to the highest standards.

Be Union through and through – loyal to, and respectful of, my brothers and sisters in the trade and the labor movement.

Work Better because I have received the finest, most comprehensive masonry training in North America.

Willingly Accept responsibility for the quality of my work and behavior on the job.

And always be Committed to growing the unionized masonry industry for current and future generations.

What follows is the entire code describing not only the Members responsability but that of the Contractor and the Local Officers.

BAC Code of Conduct:

A Commitment to Quality, Dependability, and Value

The International Union of Bricklayers and Allied Craftworkers 2005 Convention passed
a resolution endorsing the following BAC Code of Conduct:

As a member of the International Union of Bricklayers and Allied Craftworkers, I will

uphold the code of conduct embedded in our Union’s name – IUBAC:

I will come to work on time prepared to give my employer a fair day’s work for a

fair wage, and to work to the highest standards.

Be Union through and through – loyal to, and respectful of, my brothers and

sisters in the trade and the labor movement.

Work Better because I have received the finest, most comprehensive masonry-

trowel trades training in North America.

Willingly Accept responsibility for the quality of my work and behavior on the job.

And always be Committed to growing the unionized masonry-trowel trades

industry for current and future generations.

The BAC Code of Conduct recognizes that our Union is composed of individuals who
represent the best in the masonry-trowel trades industry, as well as in the labor
movement. This Code represents a commitment by our Union, members, and signatory
contractors to produce work of the highest quality, to be the most productive, to
advance our Union’s causes, and to promote the unionized masonry-trowel trades
industry.

For BAC members, the Code is a commitment to look out for their fellow members, and
to work to the highest standard. It is an acknowledgement that as professional
craftworkers they take pride in their work, and that doing less than their best work could
jeopardize the work or safety of others on the job.

For BAC signatory contractors, the Code recognizes their responsibility to provide a
work environment for craftworkers conducive to producing the highest quality work,
productively, by delivering the proper materials and tools on schedule, and by ensuring
a safe work environment. Equally as important is their recognition that these
craftworkers – BAC members – deserve to be treated with the respect their skills merit.

For BAC officers and leaders, the Code represents an obligation to make sure promises
on both sides are kept. This is done by providing members with the best training, by
committing to supplying signatory contractors with a quality workforce made up of
individuals who understand the important role they play in making sure that projects are
completed on time and within budget, by ensuring that members are treated with
respect, provided safe working conditions, and paid wages and benefits commensurate
with their productivity and the quality work they perform, and by setting the example in
adhering to the Code of Conduct.

This Code is a recommitment on the part of our members, signatory contractors, and
officers to producing quality work, to creating a dependable workforce, and to adding
value to all projects in which they are involved. This commitment has distinguished the
unionized masonry-trowel trades industry from the rest for more than 140 years and will

April 2007


continue to do so in the future. Each of the Code statements embodies specific actions
toward that end.

April 2007


BAC Code of Conduct – Actions

Statement #1: I will come to work on time prepared to give my employer a fair
day’s work for a fair wage, and to work to the highest standards.

Members

1. Arrive at work on time, fit for duty and ready to work.
2. Adhere to contractual starting and quitting times, including lunch and break periods.
3. Notify their employer before the start of their shift if they will miss work.
4. Do not use personal electronic equipment (cell phones, iPods, radios, etc.), which
can create distractions, lead to unsafe conditions, and reduce productivity, except
during lunch or break periods or unless authorized by the employer to use such
items for work-related purposes.
5. Do not use illegal drugs or alcohol on the jobsite, follow safe, legitimate employer
directives, and do not arrive at work impaired.
6. Always promote the Union by engaging in appropriate behavior and being supportive
of the Union.
7. Do not make disparaging comments about the Union or employer.
8. Use the proper tools to perform assigned work, and always take proper care of those
tools supplied by the employer.
9. Follow safety requirements, dress in safe clothing, and use appropriate personal
protective equipment (PPE).

Contractors

1. Do not engage in activities that will contribute to member tardiness or absenteeism.
2. Staff projects appropriately so that they can be completed on time and within budget.
3. Staff projects with effective leaders who are trained to address problems.
4. Have a clear policy, mutually agreed to by the Local, on the use of personal
electronic equipment (cell phones, iPods, radios, etc.) during work hours, and make
employees aware of the policy when hired.
5. Make sure members are aware of jobsite hazards, safety requirements, employer
expectations, and project objectives.
6. Take responsibility for management decisions that impact the work flow, and correct
them in a timely manner.
7. Provide fair, consistent and progressive discipline for absenteeism, or any other
company policy violations mutually agreed to by the Local, and make sure the
discipline policy is documented, distributed and understood.

Local Officers

1. Educate members on the importance of coming to work on time and fit for duty, and
the impact that not doing so has on their employer and fellow members.
2. Encourage all members to adhere to contractual requirements related to starting and
quitting times, lunch time and breaks, and to not leave the jobsite without proper
approval. Supervisors should contact the Local officer with regard to members who
leave early or are frequently late or absent.
3. Make sure that members meet contractual safety requirements on all jobsites.
4. Make sure that all members understand their responsibility to have the proper tools
to perform their work, and to take care of those tools supplied by the employer.
5. Do not tolerate work slowdowns.
6. Alert members that drugs or alcohol on the jobsite will not be tolerated by the Union.
April 2007


Statement #2: Be Union through and through – loyal to, and respectful of, mybrothers and sisters in the trade and the labor movement.

Members

1. Dress in a professional and safe manner, in clothing that will not in any way create
unsafe conditions (i.e., loose clothes that can get caught in equipment, etc.) or
offend others (i.e., offensive words or symbols) on the jobsite.
2. Always behave appropriately toward other members and workers, and the public,
and be respectful of others’ race, national origin, age, religion, sexual orientation
and/or gender.
3. Do not make disparaging comments about the Union.

Contractors

1. Adhere to the collective bargaining agreement.
2. Provide foremen and other supervisory personnel with training on how to treat
employees, and act decisively to replace or discipline ineffective or abusive
supervisory personnel.
3. Promote mutual respect by making sure no one is abused on the job, and by
recognizing that labor is a valued resource required for the completion of the work.
4. Prevent and/or remedy any jobsite discrimination and/or harassment on the basis of
race, national origin, age, religion, sexual orientation and/or gender.
5. Cooperate and communicate with the job steward and the Local officer, and use
them to help resolve any workplace issues immediately and effectively.
6. Do not make disparaging comments about the Union.
7. Work with the Union through, for example, the Joint Apprenticeship & Training
Committee, to accommodate the entry of new workers into the trades and jobsite.

Local Officers

1. Educate members on what it means to be Union, how the Union is run, the value of
Union membership, and the collective bargaining agreement.
2. Encourage members to respect their employer and others on the jobsite by not
wearing offensive or potentially hazardous clothing, pins, etc.
3. Provide steward training and assign trained stewards to jobsites.
4. Alert members that they are expected to display appropriate behavior toward other
members and workers, and the public, and to be respectful of others’ race, national
origin, age, religion, sexual orientation and/or gender.
5. Alert members that they must not engage in activities that cast the Union in a bad
light.
6. Always uphold the image and standing of the Union.
April 2007


Statement #3: Work Better because I have received the finest, most
comprehensive masonry-trowel trades training in North America.

Members

1. Participate in training programs offered through the Union and IMI to upgrade or
increase skills, including upgrade programs, safety training, and special
certifications.
2. Follow work and safety practices learned through apprentice, safety, and upgrade
training.
3. Journey-level workers are obligated to mentor apprentices in order to transfer
knowledge and skills.
4. Encourage apprentices to take advantage of all training and to learn from senior
craftworkers.

Contractors

1. Provide foremen and other supervisory personnel with proper training, and
encourage them to take advantage of training programs offered through IMI.
2. Use apprentices on jobs as provided in the collective bargaining agreement, adhere
to apprentice ratios, and ensure that all apprentices receive adequate hands-on
experience in the craft they are learning.
3. Encourage senior craftworkers to work with and mentor apprentices, and
apprentices to take advantage of training and be receptive to advice from more
experienced craftworkers.
4. Enable the workforce to take advantage of opportunities to upgrade their skills.
5. Utilize the Union’s apprenticeship and training system to ensure a qualified supply of
skilled craftworkers, and to grow the unionized masonry-trowel trades industry.
6. Assign more experienced craftworkers to mentor apprentices.

Local Officers

1. Encourage members to take advantage of training opportunities, including becoming
certified in new products and upgrading skills.
2. Make sure that all members have the opportunity to receive appropriate safety
training, as provided by IMI, and adhere to safe work practices.
3. Notify members of training opportunities available through the Union through
mailings, notices, meetings, etc.
4. Enforce apprentice ratios in the collective bargaining agreements.
5. Direct the Local Joint Apprenticeship & Training Committee to adopt rules to
discourage any form of “hazing” by one group of members toward another (ie.,
journey-level workers toward apprentices).
April 2007


Statement #4: Willingly Accept responsibility for the quality of my work and
behavior on the job.

Members

1. Work to the best of their ability with regard to quality and productivity at all times.
2. Actively observe jobsite conditions and abide by all safety requirements.
3. Always use the proper tools for the job at hand.
4. Proactively seek to resolve any potential problems by contacting the foreman or
supervisor, and if that doesn’t work, the job steward or Local officer.
5. Refuse to engage in any job disruption, slowdown, or action detrimental to efficiency
and productivity, unless authorized by the proper representative of the Union or
unless there is imminent danger.

Contractors

1. Create an environment conducive to producing quality work, recognizing the
negative impact of trying to fast-track work.
2. Optimize efficiency and effectiveness through front-end planning, making sure that
the necessary materials, tools and equipment are available close to the jobsite, and
ensuring that job plans are understood.
3. Establish safety as a core value of the company’s culture by meeting or exceeding
all recommended and/or legal requirements.
4. Communicate regularly, and when feasible participate in meetings such as pre-job
conferences, with the Union while planning and executing projects.

Local Officers

1. Make sure that members understand that Union craftworkers are expected to
perform work right the first time.
2. Actively work to resolve any issues before disputes occur by advising the contractor
of jobsite concerns that could impact quality or productivity, and work with members
and the contractor to correct such problems.
3. Promote safety with members and make it clear that they are expected to follow
jobsite safety standards and work safely.
4. Enforce the collective bargaining agreement provisions related to working
conditions.
5. Regularly communicate member concerns related to job progress, work schedules,
and work process to the employer.
6. Educate members that walk-offs will not be tolerated without the approval of the
proper representative of the Union unless to protect members from imminent
danger.
7. Promote the use of labor-management meetings, including pre-job conferences.
April 2007


Statement #5: And always be Committed to growing the unionized masonry-
trowel trades industry for current and future generations.

Members

1. Promote the positive aspects of a career in the unionized masonry-trowel trades
industry to potential members and non-union workers.
2. Assist and support their Local’s organizing initiatives.
3. Become informed of the many benefits available through the Union by taking part in
Local/Chapter meetings and activities, and by reading Union communications and
publications.

Contractors

1. Be willing to sell the union-advantage to non-union contractors to help increase the
unionized masonry-trowel trades industry’s share of the market.
2. Participate in labor-management committee meetings to promote the growth of the
unionized masonry-trowel trades industry.
3. Work with the Local’s Joint Apprenticeship & Training Committee to match
recruitment targets to projected workforce needs.
4. Be willing to bid on new types of masonry and other trowel trades work to secure
more work for the unionized masonry-trowel trades industry.

Local Officers

1. Develop and implement an organizing plan that includes steps to promote the
advantages of using materials installed by BAC members and their signatory
contractors.
2. Educate members on the importance of growing the unionized masonry-trowel
trades industry’s share of the market.
3. Work with the Local Joint Apprenticeship & Training Committee to match recruitment
targets to projected workforce needs.
4. Encourage signatory contractors to bid on new types of masonry and other trowel
trades work, and members to participate in training programs on new materials and
equipment, in order to secure more work for the unionized masonry-trowel trades
industry.
5. Educate members on the numerous benefits they receive through the Union, for
example, training, good wages, pensions and health & welfare benefits.
April 2007







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