Tag: Summer 2024

Home>News>Summer 2024

SMART members across North America are living in extraor­dinary times. And nowhere are these extraordinary times, with all their challenges and opportunities, better exemplified than in Faribault, Minnesota, a town of approximately 25,000 people and the home of SMART Local 480.

An American flag flies over the shop floor as Local 480 members work at Daikin Applied.

In Faribault and nearby Owatonna, money from laws passed by the Biden administration has spurred a surge in demand at commercial HVAC manufacturer Daikin Applied, leading to an equiv­alent increase in workforce needs. Local 480, which represents produc­tion members, has responded by putting the pedal to the metal: orga­nizing, recruiting and concocting innovative solutions to make sure they have the workers they need — both today, and for the long term.

“We’re growing way faster than anybody would’ve ever expected,” said Local 480 Business Manager Donavan Vierling.

Meeting the challenge

Approximately three years ago, Local 480 had 849 members across its signatory shops: Daikin Applied in Faribault and Owatonna, and Crown Cork and Seal in Faribault. Today, the local has around 1,250 members — and it’s expected to need 250 more at Daikin by the end of 2024.

“Our Daikin shops have really started to grow, especially with the money out there for COVID relief, from the CHIPS and Science Act, the infrastructure bill. The company has seen huge growth, and they’ve put a lot of money in their plants, technology, things like that,” said Local 480 Subsidized Organizer Billy Dyrdahl, a third-generation sheet metal worker.

With the need for workers showing no signs of stopping, Dyrdahl and Local 480 have pulled out all the organizing stops: hand billing during shift changes at nonunion production shops, visiting workers at manufacturing plants that are closing, flyering at gas stations and much more. They’ve also worked with the company on retention efforts, ensuring new hires know all the benefits provided by Daikin and by their union. Dyrdahl and the local even went so far as to contract with Strive Staffing, an agency that provides gateways to union jobs like those at the Minnesota Vikings and Twins stadiums, to reach potential new hires in the Twin Cities area.

The effort to meet Daikin’s demand has been a union-wide one. SMART Local 10, based out of the Twin Cities metro, has collabo­rated with Local 480 on various canvassing and flyering operations, including to fill workforce needs at Daikin. Plus, by working with SMART International Organizer Dan Kortte, Local 10 Business Manager Matt Fairbanks, Organizer Paul Martin and others, Local 480 recently helped Daikin complete a time-sensitive welding job by bringing on several Local 10 sheet metal workers from greater Minneapolis/St. Paul.

“The company originally figured it was going to be about a three-month project,” Vierling recalled. “These guys showed their skill and basically were done in half the time [Daikin] expected.”

The collaboration between Local 10 and Local 480 shows the industry-spanning solidarity of our union. It’s also helped provide new career pathways for SMART members across the state: Dyrdahl said Local 480 has worked with Local 10 to welcome building trades sheet metal workers who were seeking to work in a production environment.

Welcoming all members

Bringing new workers into Daikin is one thing; ensuring that the latest Local 480 members stay there is something else entirely.

“How do you onboard people and not turn everything into a complete revolving door? … Our challenge, as a union, is to make [new] people feel welcome,” Vierling explained.

For years, the demographics of Local 480 and the Daikin workforce were largely white and male. In recent decades, though, Faribault and Owatonna have welcomed a growing number of Latino/ Hispanic people and immigrants from Somalia, and the sheet metal industry at large has made strides to bring more women into the trade. Local 480 has acted accordingly – and in the true spirit of unionism — to make sure those workers have a better life.

“I’m seeing it right now: Daikin is growing, diversity-wise,” said Mustafa Jama, a Somali immigrant and 21-year SMART member. “They’re hiring all kinds of people, it doesn’t matter who you are. My department barely had female workers [when I started] … now, all through shifts, you will see at least 50% women, which is a good thing.”

This growth can take many forms, Jama, Vierling and Dyrdahl explained. One example: The Islam-practicing Somali American workers at Daikin originally ran into obstacles with management around break times and scheduling that accommodated their religious practice, which includes daily prayers and fasting during the holy month of Ramadan. Local 480 stood up for their newest members the same way they would for workers of any faith — negotiating with the company to devise break time flexibility and shift-scheduling that gives Muslim members the ability to break their fast at sundown during Ramadan, and including contract provisions that allow those same members to use time off to observe their religion.

Vierling and Dyrdahl are also supporting Recording Secretary Stephanie Bottke’s nascent efforts to form a Local 480 Women’s Committee — a development that will help women across all signa­tory shops gain a stronger support network (and assist as the local recruits more women moving forward). Bottke, a member of the SMART Recruitment and Retention Council, was inspired to take action by conversations with fellow SMART sisters across the union and by her own experience in the trade. Her early years were some­what isolated, she said, particularly when she was pregnant and a working mother.

“I personally started on the shop floor at 19 years old. I raised a family on the shop floor,” Bottke recalled. “There weren’t resources available, or at least none that I knew of … about what was available to me as I was raising a family. The basic needs of nursing, time off work, those types of things.”

She hopes the Local 480 Women’s Committee will help provide her union sisters with mentors to turn to — and strengthen overall soli­darity at the local by helping with recruiting and retention.

“Women come into our build­ings not knowing that there are other women that are going to be supportive, and through a women’s committee we can definitely estab­lish that support system,” Bottke said. “And I think through the women’s committee and estab­lishing those early connections, it will help our general membership see that we can be stronger when we’re connected as a whole.”

Such changes are not without challenges. Jama, now a team lead, faced unacceptable discrimina­tion when he first started as a coil assembler back in 2000 — and similar incidents have been reported more recently. In the same vein, some of Bottke’s first attempts at spreading awareness about the newly formed women’s committee were met with confusion at best, derision at worst.

But support from local union representatives and leaders has helped both Jama and Bottke continue on their trailblazing paths — and Dyrdahl, Vierling, Jama and Bottke all say that overcoming those difficulties and pursuing inclusive growth can only help Local 480 win stronger protections for all members moving forward.

“There’s a change, but that change came with sacrifice. People spoke up, and there were policy changes,” Jama emphasized.

“Having our local grow helps in all types of ways — including financially,” Dyrdahl added. “We can spend on lawyers when we need them for certain things. We are able to spend money to support our negotiating committee to really build up our contracts.”

Moving forward, Daikin continues to grow and require more workers. Local 480 is organizing accordingly, spreading the word to anyone who will listen: The union life is a better one for you and your family.

“Sometimes, union’s a bad word until people come and see what our benefit packages are and our wages,” Dyrdahl said. “Once we get them in the local, they’re pretty happy with it.”

For decades, high school guid­ance counselors, media outlets and policymakers pushed the idea that four-year college is the only path to prosperity for working fami­lies. And for decades, huge swaths of the American population have suffered as a result — while college is a great option for some, many others put themselves in debt only to pur­sue work unrelated to their degree.

Now, the narrative is changing: Americans once again realize the value of a union apprenticeship. And in the Portland, Oregon, area — thanks to a new outreach training program — Local 16 members are stepping up to help recruit the next generation of sheet metal workers into SMART.

“Outreach is not new, but when I took on the role as the training coordinator, we thought we’d love to get more people in the union involved with the message that we share,” said Ben Wood, training coordinator at Local 16’s Sheet Metal Institute (JATC).

“We had members reach out and say, ‘Are you attending these career fairs? Are you recruiting people from this school district or that school district?’ And we found that there’s no way for us or the JATC to cover everything, and we needed members’ help,” added Local 16 Regional Manager Brian Noble. “So, we thought that we should put together a training to show members and train them on how to do outreach, and make sure that they know everything that they need to relay to new people being recruited in.”

The local held its first outreach training in 2023, gathering around 20 members to go over the basics of outreach; provide accurate and up-to-date information about the trade, the union advantage, pay and benefits, and more; and to help members tailor their outreach to specific audiences. That includes high schools, career and tech­nical education (CTE) programs and career fair attendees, Wood explained. But it also expands into other core recruiting populations, such as parents, formerly incarcer­ated people, career counselors and the like. There’s one goal across the board: to recruit any and everyone willing to do the work.

“The reality is that our trade should be something that anybody could see themselves doing,” he said. “It’s whether or not you want to do, and have an aptitude towards doing, construction-type work. You shouldn’t see it as whether or not you look a certain way, you have a certain gender or you came from a certain background.”

With the first class conducted, members have since fanned out to help recruit in the Portland area. The local provides each member with recruitment kits, including informa­tional flyers, sheet metal trinkets, stickers and a welding simulator, as well as funds to cover any lost wages from time off work used to attend outreach events. The end result: Potential new recruits hear about the union sheet metal industry from those who are most familiar with the subject matter, and rank-and-file members get the chance to demonstrate the principle that every one of us is an organizer.

“It creates the membership involvement that in turn creates good mentors and gets people involved,” Noble concluded.

In Central Ohio, megaprojects are creating previously unheard-of amounts of work for SMART Local 24 members — putting sheet metal workers on jobsites, such as Intel’s chip factories, and creating urgent staffing needs. That’s a good problem to have, and it’s helping Local 24 recruit newly arrived migrant workers: giving them a pathway to the union-made American dream and strengthening SMART for the long haul.

“These projects are putting our members on the job, but they’re also giving us the chance to get out in our communities, bring people in and grow,” said Local 24 Business Manager/Financial Secretary- Treasurer Rodney French. “We’re proud to give our newest neighbors a shot at a career in our trade, and when we bring them onto the job, our members benefit. It’s been a great success.”

A Reuters article in May sent reporters to Columbus, Ohio, one of the fastest-growing cities in the United States, to chronicle how local unions are working to recruit and retain more and more members to build chip plants, EV battery factories and other megaprojects. Spurred by federal legislation like the Bipartisan Infrastructure Law, CHIPS and Science Act and Inflation Reduction Act, huge jobs are popping up left and right — and producing more open positions than locals can fill right away. In response, unions like Local 24 are organizing like never before, offering opportunities to any and all Ohioans willing to do the work.

One of those new Ohioans, Local 24 apprentice Jorge Herrera, is an asylum seeker who fled political violence in Nicaragua. His wife and children still live there, he told Reuters, and he hopes to bring them stateside if he’s awarded asylum. While Herrera doesn’t speak much English — another Spanish-speaking Local 24 apprentice, Sofia Mattern Mondragon, is able to help a bit on the jobsite — he has welding experience and was able to pass the apprenticeship test by using a translation app. Now, with a livable wage and union-won benefits, he can focus on learning the trade and building our country’s future alongside his fellow members.

Another new Local 24 apprentice, 45-year-old Ronal Pinto, previously worked in a Venezuelan aluminum foil factory as a mechanical engineer, according to Reuters. He fled for Chile, then four years later left to seek asylum in the U.S., landing in Columbus.

“The first two years were difficult, he said, with a string of temporary, low-paid jobs. Now, he feels like he has made it,” Reuters reported. “… On Saturdays, Pinto attends English classes at a nearby college. He is far from fluent, he said, but is working hard to improve. A few of his coworkers are trying to learn some Spanish to communicate with him, too, he said.”

Anti-worker forces often try to divide unions and workers by spreading false information about our brothers and sisters who come from other countries, including the pernicious lie that migrant workers steal jobs from Americans. The facts say otherwise. According to the Brookings Institution’s Tara Watson, referenced in the Reuters article, new migrant workers are actually expanding the American workforce: helping our economy grow without increasing inflation.

Moreover, French said, the lived experience of union members in Ohio tells an entirely different story than the one spun by anti-union and anti-immigrant entities. Despite differences in backgrounds, places of origin and languages spoken, workers like Herrera and Pinto are on the job side-by-side with their union brothers and sisters, working just as hard to get things done (and putting valuable contributions into local pension funds). It speaks to the core value and purpose of our union: United we bargain, divided we beg.

By bringing workers like Herrera and Pinto into SMART, we can only grow stronger, and it is imperative that locals take the steps to do just that: producing multilingual recruiting materials, partnering with local immigrant assistance organizations and much more. Most importantly, we need to make sure all members feel welcomed at the jobsite and in the union hall.

As 60-year-old Local 24 journey-worker Tim Lyman told Reuters, “… while communication can be tricky, ‘if they want to learn, I’ll teach them.’”

The Local 435 (Northern Fla.) JATC hosted the SMART Region III Apprenticeship Contest at its JATC on March 22–23, bringing together 27 contestants from nine local unions for a prestigious competition spanning two full days. The event showcased the talent and skills of appren­tices from Locals 85 (Atlanta, Ga.), 435, 5 (East Tenn.), 441 (Mobile, Ala.), 177 (Nashville, Tenn.), 15 (Central Fla.), 32 (Southern Fla.), 4 (Memphis, Tenn.) and 399 (South Carolina), with a particular focus on core knowledge, reading plans and specifications using Procore, hand sketching and a shop project.

The apprentices were divided into different categories based on their level of training, with second-, third- and fourth-year participants representing their respective local unions. Each portion of the competition provided a unique challenge, testing the apprentices’ abilities in different aspects of sheet metal work.

The core knowledge test gauged the members’ understanding of funda­mental principles and concepts in the field, ensuring they have a strong grasp of the basics. Reading plans and specifications using Procore required the apprentices to prove their proficiency in interpreting technical drawings and specifications — a crucial skill in the industry.

The hand sketch portion of the competition tested the apprentices’ creativity and ability to translate ideas onto paper, allowing them to display their design skills and attention to detail. Finally, the shop project segment challenged the apprentices to put their training into practice by completing a hands-on task, highlighting their practical skills and craftsmanship.

“Overall, the Region III Apprenticeship Contest was a valuable oppor­tunity for apprentices to demonstrate their talents, learn from one another and gain recognition for their hard work and dedication to the sheet metal trade,” concluded Local 435 Business Manager Lance Fout.