05/13/2026
When local leadership uses social media to actively counter or delete member opinions, it confirms that digital platforms are a highly effective threat to the status quo. Social media acts as a powerful amplifier for ideas because it bypasses traditional communication gatekeepers. When leadership reacts by censoring content, it often creates the "Streisand Effect," drawing more attention to the contested viewpoint than the original post would have received on its own. So, I will continue to use social media forums to suggest my ideas. I will always use the microphone as well at meetings, but social media at this time can reach more members.
The reality of a $6 wage increase creates an immediate political divide within the local. This substantial upfront number will make a contract ratification vote an uphill battle for Inside Wiremen ("A" card members working under the standard construction agreement) who want to hold out for deeper structural changes. The City, County, and Municipal workers will not have the vacation deduct us working under the standard construction agreement will experience and have $5.40 raise on the check.
As explained in the Treasurer’s post, we do receive percentage of benefits on wages, health and welfare, and pension plan 2. For more information, please refer to his post. But we need the entire package to be credited to the members on a percentage base system. Why can’t we not want more? Why do we have to be satisfied with what is presented to us? We are told at the end of monthly meeting this is the greatest local in the IBEW, well I think its time our wage package reflects that, and we should be the highest in the area. All my opinions. When we had the special contract suggestion meeting on a Saturday in January of this year, the most suggested item was percentage of benefits on overtime. Many of our members have worked in the surrounding IBEW locals and have experienced the added benefits, all were joyed at the idea of getting more into their accounts on overtime. Other local IBEW contracts near us do have some better benefits than us, so I ask to have the same or better and I’m labeled as spreading misinformation… what a joke!
BELOW ARE A FEW IDEAS THAT NEED TO BE IN THE UPCOMING CONTRACT. WE MUST HAVE PERCENTAGE OF BENEFITS ON OVERTIME AND SHIFT PAY ON MORE BENEFITS THAN WE RECIEVE. ALSO NEED A SPELLED-OUT STRUCTURE FOR AREA GENERAL FOREMAN, GENERAL FOREMAN, FOREMAN.
To: Interested Members, IBEW Local 134 “A” members
Regarding: Strategic Adjustments to the Wage and Benefit Structure
Objective: Addressing inflationary lag and maximizing overtime compensation
1. Core Economic Demands
Comprehensive Percentage-Based Benefits: Transition the entire wage package to a percentage-based contribution system. This ensures all fringe benefits scale automatically with future hourly wage increases, preventing benefit erosion.
Full-Package Overtime Multipliers: Apply the standard 1.5x (time-and-a-half) and 2x (double-time) multipliers, along with shift pay multipliers 17.3% (2nd Shift) and 31.4% (3rd Shift) directly to the total package rate rather than limiting the premium to the hourly base wage.
Inflation Adjustment Mechanisms: Address the purchasing power lost during long-term (e.g., 5-year) fixed agreements by prioritizing shorter contract terms or mandatory annual cost-of-living adjustments (COLA) aligned with regional peers.
Example: When working time and half overtime we could receive $11.25/hr for pension plan 5 (annuity) instead of only receiving the normal hourly rate of now $7.50/hr.
Supervisory Structure, Ratios, and Mandatory Classifications
To ensure project safety, maintain the highest standards of workmanship, and prevent excessive management burdens on field supervisors, the following strictly enforceable staffing ratios shall govern all work performed under this Agreement.
1. Crew Size Limits and Span of Control
Foreman (F): A Foreman shall direct a maximum crew size of 10 workers (inclusive of Journeymen, Apprentices, and Helpers).
Crew Cap: Under no circumstances shall any single Foreman be assigned to supervise more than 10 workers concurrently.
Overburden Protection: If a crew expands to 11 or more workers, an additional Foreman must be appointed immediately, and the crew must be split.
2. Mandatory Supervisory Tiers
The employer must appoint higher-tier supervision based on the cumulative number of supervisors and workers on a single job site or within a designated sector:
General Foreman (GF): Mandatory when a job site utilizes three (3) or more Foremen, or when the total site workforce reaches 25 workers.
Area General Foreman (AGF): Mandatory when a job site utilizes three (3) or more General Foremen, or when the total site workforce reaches 75 workers.
3. General Supervisor Restrictions
Non-Working Status: Any General Foreman or Area General Foreman shall act in a strictly supervisory capacity and is prohibited from performing manual, tools-on-the-ground electrical work.
Maximum Span: A General Foreman shall oversee a maximum of five (5) Foremen. An Area General Foreman shall oversee a maximum of four (4) General Foremen.
Supervisory Level
Maximum Direct Reports Under Control
Mandatory Appointment Trigger
Foreman
10 Workers (Journeymen / Apprentices / Helpers)
Required on any job with 2 or more Journeymen
General Foreman
5 Foremen
3 Foremen on-site OR a 25-worker cumulative workforce
Area General Foreman
4 General Foremen
3 General Foremen on-site OR a 75-worker cumulative workforce
To All Brothers and Sisters of IBEW Local 134:
From: Inside Wiremen / "A" Card Construction Members
Subject: Standing United for a Fair Contract and Percentage-Based Benefits
Our local is currently facing a defining historical crossroads. While a $6 upfront wage package increase sounds highly attractive on paper, accepting it as-is forces us right back into a system that fails to protect our future. We are calling on our Brothers and Sisters employed by the city, county, and local municipalities to stand in strict solidarity with the construction rank-and-file.
We must vote "NO" on any tentative agreement that fails to overhaul our core benefit structure. Here is why we need to send our bargaining committee back to the table together:
1. Why Immediate Dollars Hide Long-Term Losses
The Allocation Tax: That $6 raise will quickly shrink. Once mandatory amounts are carved out to keep our health, welfare, and pension funds solvent, the actual increase hitting your weekly paycheck will be remarkably thin.
The Percentage Solution: We cannot continue settling for fixed dollar additions. We need our entire benefit package tied to a Percentage of Benefits system. When benefits are percentage-based, your retirement and healthcare security automatically grow every single time wages rise—permanently stopping inflation from eroding our hard work.
Overtime Erosion: Working overtime must mean getting premium pay on the entire package, not just the base hourly wage, health and welfare and pension plan 2. A 1.5x or 2x or shift pay multiplier must apply to our full compensation to truly respect the sacrifices we make in the field.
2. The Power of Mutual Solidarity
Unifying Our Strength: Contractors and municipal employers intentionally count on a divided membership to pass weak agreements. When municipal workers vote alongside construction wiremen to reject a subpar offer, the employers lose all bargaining leverage.
A Rising Tide: Historically, strong construction agreements directly elevate municipal prevailing wage benchmarks. Pushing for structural percentage benefits today directly safeguards the long-term pension health and retirement stability of every single member who holds a Local 134 card.
Our Work Outlook: Chicagoland is experiencing a massive booming work outlook. There is absolutely no economic reason to settle for a compromise. We have the market leverage, the demand, and the skill to successfully command the best contract in the Midwest.
3. Taking the Next Steps Together
Talk on the Jobsite: Break down the real math of the $6 raise with municipal and construction workers alike. Show them that a "No" vote is not rejecting money—it is demanding a structured, inflation-proof contract.
Stand Strong: Let's show everyone why we are regarded as the strongest local around. Do not let them keep the train on the tracks at the expense of our future.
Stick together. Want more. Vote NO until we get percentage-based benefits.
In Brotherhood,
Brian Fishback
Card #7057278
