SHARE

September 30, 2022

Architecture Firm Recognizes First Private-Sector Architects Union

You've Reached Your
Free Article Limit This Month
Register for free to get unlimited access to all Law.com OnPractice content.
Register Now

Historically, unions have had success organizing the core manual laborers in the construction industry. The formation of the first union of architects at a private-sector architecture firm in the country suggests that union activity could spread to other types of workers.

Many construction industry employers regularly work with unions. Moreover, even employers without day-to-day collective bargaining agreements may have experience using union labor on construction projects. Unionization within this industry usually involves the operating engineers, electrical workers, plumbers and pipefitters, and other construction trades. Recent trends, however, suggest that union activity could spread beyond these groups.

Bernheimer Architecture, a private architecture firm, has voluntarily recognized a union seeking to represent its architects. The union will be part of the International Association of Machinists and Aerospace Workers. From published reports, the unionization effort at the New York City firm resembles other recent trends in union organizing. Like other recent organizing efforts involving younger workforces and directed at socially conscious consumer brands, this organizing effort arose from internal discussions among employees about unionization, rather than active recruiting by large labor unions. This organizing effort refutes the stereotypical picture of traditional organizing in blue-collar workplaces and supports a trend among educated, younger workers who organize as part of a broader social movement.

While wages and benefits have traditionally been the foremost issue in organizing, younger workers today often focus on other issues. Work-life balance, social responsibility, pay transparency, and diversity initiatives may be important factors spurring union activity among this rising generation of workers. For some employees whose work allows it, the ability to work from home also could be important. Construction employers may not anticipate the importance of some of these issues to their employees. For example, they may not view the "work from home" issue as vital since actual construction work must be performed at a job site.

Current trends suggest that construction industry employers may see more union activity among their nonmanual labor departments with younger workers. For employers that wish to remain union free, it is more important than ever to demonstrate their values and commitment to employees so that employees feel valued and respected. It may no longer be enough to show that respect through competitive pay and benefits.

Please contact a Jackson Lewis attorney with any questions. 


©2022 Jackson Lewis P.C. This material is provided for informational purposes only. It is not intended to constitute legal advice nor does it create a client-lawyer relationship between Jackson Lewis and any recipient. Recipients should consult with counsel before taking any actions based on the information contained within this material. This material may be considered attorney advertising in some jurisdictions. Prior results do not guarantee a similar outcome.

Focused on labor and employment law since 1958, Jackson Lewis P.C.'s 950+ attorneys located in major cities nationwide consistently identify and respond to new ways workplace law intersects business. We help employers develop proactive strategies, strong policies and business-oriented solutions to cultivate high-functioning workforces that are engaged, stable and diverse, and share our clients' goals to emphasize inclusivity and respect for the contribution of every employee. For more information, visit https://www.jacksonlewis.com.

ALM expressly disclaims any express or implied warranty regarding the OnPractice Content, including any implied warranty that the OnPractice Content is accurate, has been corrected or is otherwise free from errors.

More From Jackson Lewis P.C.

2022 New York Roundup: State, City Legislative and Related Developments

By Richard I. Greenberg Jackson Lewis P.C. January 30 , 2023

In 2022, New York State and New York City enacted many new workplace laws, creating additional obligations for employers.

U.S. Supreme Court Dismisses as 'Improvidently Granted' Case on Scope of Attorney-Client Privilege

By Stephanie L. Adler-Paindiris Jackson Lewis P.C. January 30 , 2023

In a per curiam opinion, the U.S. Supreme Court has dismissed the writ of certiorari granted in In re: Grand Jury, No. 21-1397, writing only that it was “improvidently granted.”

District of Columbia Council Delays Effective Date of Act Eliminating Tip Credit to May 2023

By Alyson J. Guyan Jackson Lewis P.C. January 25 , 2023

The District of Columbia Council has postponed the first effective date of voter Initiative 82, the “Tip Credit Elimination Act,” from January 1, 2023, to May 1, 2023.

More From Construction

One Man's Trash Is Another Man's ... House?!

By Christine S. Varghese Ingram Yuzek Gainen Carroll & Bertolotti January 26 , 2023

Would you live in a house made of recycled plastic water bottles?

5 Trends to Watch: 2023 Hospitality

By Samantha Ahuja Greenberg Traurig January 18 , 2023

For many hotels, the pandemic exacerbated the challenges of finding enough qualified workers to fill jobs.

No Longer a Slap on the Wrist: OSHA Continues to Raise Its Maximum Penalty Amounts

By Adam Roseman Greenberg Traurig January 18 , 2023

On Jan. 12, 2023, the U.S. Occupational Safety and Health Administration (OSHA) announced another increase in the maximum civil monetary penalties for violations of federal Occupational Safety and Health standards and regulations.

Featured Stories
Closeclose
Search
Menu

Working...