UA Commercial Plumbing

Five-Year Apprenticeship Program

Module 1 – Session 1
Standards of Excellence, UA
 Chapter 1
Member and Local Union Responsibilities

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 The UA Name
Long Version Short Version
• United Association • United Association
of Journeymen and of Plumbers and
Apprentices of the Pipefitters.
Plumbing and Pipe • United Association.
Fitting Industry of
the United States • UA.
and Canada.

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 Type of Union
• The UA:
• Is a craft union.

• Has 90% of active

membership employed in
the construction industry.
• Including shipbuilding and
repair

• Is affiliated with AFL-CIO.

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 UA Emblem
• The UA Emblem:
• Was adopted in 1892.
• Consists of five circles
joined together with
pipe and chains.
• The center circle
contains name of
organization and
founding date, October
11th 1889

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 Other Circles
Heated pot with cross ladles
representing
Plumber

Burner, pliers, and blow Chain wrench and pipe

pipe for Gas Fitter tongs for Steam Fitter

Pipe cutter and sock dies for

Fitter’s Helper

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 Words on Angles Separating Circles

FIDELITY EDUCATIO
N

BENEVOLENC PROTECTIO
E N
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 All UA Members MUST:
 Arrive on the job ready to work, on time, every day. (Absenteeism and
tardiness will not be tolerated.)
 Adhere to the contractual starting and quitting times, including lunch and
break periods. (Personal cell phones will not be used during the workday, with
the exception of lunch and break periods.)
 Provide required tools while respecting tools and equipment supplied by the
employer.
 Use and promote the local union and international training and certification
systems.
 Always be fit for the job, while following a strict zero-tolerance policy for
substance abuse.

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 All UA Members MUST:
 Be productive and keep inactive time to a minimum.
 Eliminate disruptions on the job, and achieve on-time completion of
the project.
 Respect the customers’ property. (Waste and property destruction,
such as graffiti, will not be tolerated.)
 Dress appropriately for a highly skilled and professional craft (Offensive
words and symbols on clothing and buttons are not acceptable.)
 Respect and obey employer and customer rules and policies while
following legitimate management directives.

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 Employer and Management
Responsibilities
 Replace and return to the referral hall ineffective superintendents,
general foreman, foremen, journeyworkers, and apprentices.
 Give proper documentation to the union hall.
 Provide worker recognition for a job well done.
 Ensure that all necessary tools and equipment are readily available to
employees.
 Have all materials and instructions ready to decrease worker
downtime.
 Provide proper storage for all tools.
 Provide necessary leadership and problem-solving skills to job-site
supervision and ensure job-site leadership takes ownership of
mistakes created by management.

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 Employer and Management
Responsibilities
 Promote to owners and clients the MCA/UA partnership and avoid
finger pointing when problems arise.
 Be fair and consistent with discipline while also providing site-specific
training and equipment, and following occupational health and safety
guidelines.
 Employ the right number of well trained employees for the job.
 Be respectful and dignified towards all employees.
 Cooperate and communicate with the job steward.

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 Problem Resolution Through the UA Standard for Excellence
Policy

 Under the UA Standard for Excellence, it is understood that

members through the local union and management through
the signatory contractors have duties and are accountable
for achieving successful resolutions.

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Member and Local Union Responsibilities
 Job performance problems will be solved by the local union and the steward
working with members.
 Job stewards will be provided training with an emphasized training regarding
the UA Standard of Excellence.
 Regular meetings regarding job progress, work schedules, and other issues will
be held. The job steward shall communicate with the members about issues
affecting work progress.
 The business manager will conduct regularly scheduled meetings to discuss and
resolve issues affecting compliance with the UA Standards of Excellence.
 Members that fail to comply with their responsibilities are subject to mandatory
retraining as decided by the local union.

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 Employer and Management
Responsibilities
 Regular meetings regarding job progress, work schedules, and other issues
will be held. Action plans will be formulated from this information and
passed on to the local union business manager.
 Management will address concerns brought forth by the steward or UA
supervision in a professional and timely manner.
 If there should be a breakdown with the responsible manager, there will be
a course of action taken to ensure the job steward or UA supervision can
communicate with higher levels of management.
 It is managements responsibility to determine an employees future
employment if that employee is unwilling or unable to make the necessary
changes.

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 Additional Jointly Supported Methods of Problem Resolution

 If an issue is irresolvable at this level, the local or the contractor may

call for a contractually established labor-management meeting to
resolve the issue.
 Weekly job progress meetings should be conducted with job
stewards, UA supervision, and management. The local may involve
the customer when necessary.

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