(International Association of Bridge, Structural, Ornamental, and Reinforcing Iron Workers)
The Workforce Investment Act of 1998 (WIA) provides workforce investment services and activities through statewide and local One-Stop Career Center systems that are designed for enhanced employment, retention, and earnings of individuals; increased occupational skills attainment; and improved national economic growth through better productivity and competitiveness.
In short, this Act also maintains national standards for certain kinds of apprenticeship and training programs like the National Fund. WIA must be re-authorized later this year. While the Iron Workers are in general agreement with the broad objectives of WIA, it is essential that at its core should be maintaining the highest apprenticeship standards. The U.S. Department of Labors goals of increasing flexibility for local markets, broadening worker opportunities and establishing accountability in worker training are supported by this organization, but it must not be done at the expense of weakening or diluting our joint labor-management apprenticeship programs.
Additionally, we can expect one or more bills to be introduced in the 108th Congress that will make it easier for non-union contractors to receive both federal grant money and certification for their barely-existent apprenticeship programs. This not only weakens the overall quality of apprenticeship training, but it also puts the Iron Workers programs at a significant disadvantage. It only stands to reason that lowering apprenticeship standards will produce an inferior product. Not only has certain legislation sought to make it easier to certify the non-unions woefully inadequate apprenticeship programs, but the real kicker is that they want to train people with your tax money. Having rejected the labor-management model negotiated at the collective bargaining table, they want Uncle Sam to pay the tab for their training; then bid work with lower overall labor costs that put you out of work.
The Iron Workers apprenticeship training is what literally separates us from our non-union competitors. Our labor-management programs provide apprentices with an increasing wage scale, and benefits like pensions, health care coverage, and vacation funds. The most important benefit, however, are the skills acquired upon completion of an apprenticeship. On the job site, they receive hands-on training under the mentorship of a certified journeyperson. In the classroom, they receive an education that provides them with a background in technical theory and applied skills. All of this is directed toward increasing the marketability of union Ironworkers.
So next time you hear about the federal government or the U.S. Congress expressing a desire to expedite the approval process for apprenticeship programs” or “expanding job training opportunities,” compare it to your own apprenticeship and work experience, and ask two questions: Does it lower apprenticeship standards? And, is the government subsidizing a person's training? If the answer is “yes”, beware. Neither is up to snuff.
