Join the fight for
Managers' Rights

members strong

100000 +

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A UNION FOR

A voice at work

JOB SECURITY

BETTER WAGES

forming a Union

WORKER Rights

RIGHTS TO ORGANIZE

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IBEW LU 30 Membership Application

Join the IBEW

Elevate your career, secure your future

The International Brotherhood of Electrical Workers proudly represents thousands of government and public service employees across North America. New Jersey State managers perform highly skilled work every day — overseeing operations, supporting employees, and helping deliver the essential services that keep the state moving forward.

Managers are the “backbone” of the State’s workforce and provide both institutional memory from administration to administration; as well as long term continuity of government. Most of our members are career civil service employees who are dedicated to working for the citizens of the State. IBEW Local 30 is dedicated to ensuring that our managers are treated with “fairness, respect and equity.”

IBEW LOCAL 30 WEBSITE

IBEW 3rd District

Frequently Asked Questions

  1. First, it’s important to again recognize that managers, just like you and your co-workers formed this union.  Using your union to harm the employer would obviously not be in your best interest and is therefore not something you would do.
  2. Second, the IBEW International and this Local Union specifically are, by no means, anti-employer. We fully recognize that Executives and Managers are co-dependent on each other, and when our State Government does well, it provides opportunities for its workers to prosper too.
  1. When we formed this union to engage in collective bargaining and we did it to protect our interests and help assure everyone that we are not trampled or scapegoated by our superiors for their mistakes and inabilities. 

There are several reasons workers join or form unions.

  1. At-Will Employment vs. Working under a Collective Bargaining Agreement (CBA)  Absent a contract stating otherwise, many managers were presumed to be at-will employees, and those who were not had no right to representation. Even for managers in the classified service, across many departments, many of the terms and conditions of employment were unilaterally set and changed arbitrarily any time and for whatever reason they wanted. Many time we were left with the choice to “take-it or leave-it.”
  2. By contrast, workers who form unions and negotiate a contract with their employer are employed under the terms and conditions of that contract.  The employer cannot change the terms and conditions of the contract without the union agreeing to those changes, and is legally bound to honor that contract.  The contract between a union and an employer is commonly referred to as the Collective Bargaining Agreement or CBA.
  1. This union can’t control how your Department behaves so we can’t promise that it won’t violate the law. However, any threats, coercion, or retaliation by your department will result in the union filing Unfair Labor Practice Charges with the Public Employment Relations Commission (PERC_ and the National Labor Relations Board(NLRB}.
  2. You can learn more about your rights under the National Labor Relations Act by visiting the NLRB’s website: gov.
  3. Here are 35 things that employers sometimes do that violate the law. “35 Things The Company Can Not DO Flyer.”
  1. Some departments are pro-Union, others are neutral, and still others are anti-Union. Separate from State Government, there are outside entities who are paid well by the Freedom Foundation and the National Right To Work Legal Defense Fund whose it job is to convince you not to join a Union.  These well-paid consultants orchestrate and carry out campaigns against public worker unions. 
  2. Upper management will likely talk about Public Worker Unions at captive audience meetings about ow bad Unions and Union Members are.
  3. The goal of these tactics is to create fear and doubt among those who can be members of a Union.
  4. They’ll portray the union as a business, saying you’re just customers that the union needs to stay in business. They’ll ask, “Why would want to pay money to a union?
  5. They’ll try to discourage you by saying that you may end up with less than you have now. (For one, this is an unlawful threat, and two, it’s not true. No contract goes into effect unless it’s voted on and accepted by the workers, and why would you vote to accept a contract that wasn’t beneficial to you?) Click Here for more info on how. “Bargaining does not start from a blank sheet of paper.”
  6. For more things employers say to dissuade employees from forming unions, click on “12 Dirty Tricks You Should Know About.”

You should be prepared for lies and false statements made by your employer.  As such, it is imperative that you do your research and determine for yourself who is telling you the truth and who is lying to you.

  1. Some departments respect their employees’ right to choose to form a union and negotiate collectively.
  2. Some departments prefer this relationship, as it stabilizes the workforce, helps it retain experienced and valuable workers, and helps them to project their labor costs in the coming years.
  3. That being said, some departments prefer the “At-Will” employment relationship because it allows them to call all the shots unilaterally. It allows them to make changes anytime it wants or for whatever reason. Having their employees take advantage of the State’s PERC Law creates an unwanted counter to management’s ultimate power.  For this reason, some departments will try to convince you that you should not join a union.

It’s important to understand that workers don’t hire a union, or bring in a union, they join together with their co-workers to form the union.  The reason Local 3o did this is because it’s the only means we had to compel the State of New Jersey to bargain with us in good faith for a written contract.  This Local Union along with the experienced representatives of the IBEW have negotiated four agreements.  Even with the bargaining committee leading the way, the issues proposed by the union during negotiations are those the workers themselves brought forward.  We formed a union to accomplish as a group what none of us could as individuals.

  1. Can I be fired for being a Member of IBEW Local Union 30?  It is clearly unlawful for an employer to retaliate against anyone for joining a Union! Applications and Dues Deduction Cards can be submitted electronically from this website.
  1. Sometimes an employer will challenge the ability of a title or person to be a part of this bargaining unit. If the State were to challenge your ability to be a part of this Union, we, and our counsel would take this matter up before the New Jersey Public Employee Relations Commission (PRC).  PERC listens to the arguments from both sides and makes the final determination of who is included and who is excluded.
  1. Workers in the United States have a law that gives them the right to join or form unions if they so choose, and it’s unlawful for an employer to threaten, coerce, or retaliate against any employee who chooses to exercise those rights. It’s called the National Labor Relations Act (NLRA), and it was passed in 1935.
  2. Under the NLRA, employees have a right to engage in concerted activities with co-workers for mutual aid and protection. They can discuss workplace issues with each other such as pay rates, benefits, how they’re being treated by management, etc. Any retaliation by an employer against employees because they’re engaging in this type of activity violates federal law.
  3. In 2011, a majority of the managers in the Executive Branch of New Jersey’s State Government overwhelmingly voted in a secret ballot election to organize under the IBEW! The NLRB certified the union as the workers’ collective bargaining representative, and since then this local has negotiated four separate agreements enshrining our visions of Fairness of wages, Respect of the work we do, and Equality in our wages!
  1. Our Local Unions dues were voted on by the members of this local union’s and they appear in our By-Laws. Dues to the International Union are voted on by delegates IBEW local unions send to its International Convention held every 5-years. Dues for IBEW local unions are voted on and established by the members of that local and are listed in its By-Laws.  The dues for IBEW Local Union 30 have been set at .85% of your annual salary (which is basically $850 for every $100,000.00 in salary).  IBEW Local 30 has the lowest dues of any State Employee Union in order to keep more money in the pockets of its members!
  1. If you’ve decided that you like the idea of being part of IBEW Local Union 30, you need to convey this to the union! You show that you’re onboard by submitting a Dues Deduction Card. These cards are used by us to let your employer and Centralized Payroll know that you want to be a full member so that we can have you placed on our full member rolls!

  2. If you’re unsure and want more information, you can contact one of the following IBEW Representatives who can answer your questions. Contact them by phone or email, and your communications will be kept strictly confidential. 

watch our members on the job

WHO IS THE IBEW? Manufacturing Power Generation Transmission Municipalities Telecommunications Customer Service  Utility Workers Electric Cooperatives Nuclear Tree Trimming Broadcasting Railroad Construction Clean Energy Call Centers Gas Workers Maintenance  Government Workers

Talk to an Organizer about
improving your workplace

Al Laubsch

IBEW Local 30

Business Manager
Phone: (609) 579-6122
Email: [email protected]
EMAIL ME!

Lisa Ginther

IBEW Local 30

Membership Director
Phone: 609-695-1960
Email: [email protected]
EMAIL ME!

Joe Mastrogiovanni

Delaware, New Jersey, New York, Pennsylvania

Lead Organizer
Phone: (732) 266-1488
Email: [email protected]
EMAIL ME!

Michael McGee

Delaware, New Jersey, New York, Pennsylvania
Regional Organizing Coordinator
Phone: (724) 418-8661
Email: [email protected]
EMAIL ME!

A Workforce Represented By The IBEW Means Having A Voice In Your Healthcare Your Safety Your Hours Your Wages .

Did you know that the IBEW is comprised of workers from a wide array of industries and back grounds? Our Union is unique in that it is a mix of so many industries and workers. Comprising of thousands of workers across the U.S. and Canada that stand together to better their work life. Our diversity brings us the strength and resources to help workers in this multitude of industries.

the facts about unions

Knowledge is Key

Whether you are an experienced veteran or brand new to unions, educating yourself on your rights is key. There are many myths that exist about how a union functions and rights of its members. The interactive chart shares accurate information that will help you in your decision making process.

Know Your Rights
The Dirty Dozen
Union Facts
Important Links
my IBEW story

IBEW story is a simple one.  In the days before unionization, managers of our rank did their work, and did it alone.  If we did well, our bosses took the credit, and if they did poorly, it was our rank that got the blame.  During that blame game, when we stood tall before the man, we stood tall alone. I got involved so that no manager would ever have to go through that alone, ever!  Sure, as a Union, we've improved wages but the single most important thing that drives me are rights: both those we've established and those we'll bargain for as we move forward!

Alfred C. Laubsch, Jr.

Business Manager IBEW Local 30

My career in State Government began in a Psychiatric Hospital and Developmental Center, where I found my passion advocating for some of our state's most vulnerable individuals. As a union member, I advanced through the ranks until I accepted a management position, despite managers having no representation and little opportunity for salary growth.

The decision came with challenges. I supervised employees who earned more than I did, worked a second job to make ends meet, and often felt undervalued. At one point, I seriously considered returning to a union-represented position simply to regain financial stability and professional respect.

Everything changed in 2014 when IBEW Local 30 was established. Through collective representation, managers gained improved wages, benefits, and workplace protections. More importantly, we gained a voice and the respect we deserved.

Since then, I have proudly served Local 30 as an Executive Board member, Contract Bargaining Team member, Shop Steward, and founder of the Women's Committee. I am grateful for the opportunities IBEW has provided and remain committed to advancing the mission of Local 30 and improving the lives of our members and their families.

Nancy Hopkins, MAS

Manager, DMHAS Substance Use Disorder Fee for Service Unit

For years, decisions that directly affected my life were made without my participation —decisions about workplace protections, wage increases, healthcare benefits and other important matters. I was watching from the sidelines, living with decision I didn’t help make, didn’t agree with or sometimes didn’t understand. After attending a union recruitment event at my office, I realized I needed to be at the table where those conversations and decisions were happening.

 

Joining the union gave me that seat and a voice. Now I’m part of the conversation, helping to shape the decisions that matter. As a shop steward and founding member of the women's committee, I use my voice to make a difference. I connect members with information and support on workplace issues. I advocate for managers—especially women—to have the resources and solidarity they need to succeed.

 

My union experience has been about more than just having a voice. It’s been about educating myself, empowering others, and engaging in the work that shapes our future—together. 

 

Tamika Young

LSW Supervising Administrative Analyst NJ Department of Children and Families

When I was appointed to become a manager, there was no Union representation, we were at the mercy of the Governor for any Cost of Living Adjustments (COLA). Many employees with lower titles and less responsibilities earned the same salaries and even sometimes more than Managers. Since IBEW's fight for fair wages and compensation, I can honestly say that we have the best representation of any Union in State government, they are, or have been, Managers in government and they understand what we have been through and deal with on a daily basis.

Walter Beland

Bureau Chief | Legal, Regulatory, and Enforcement Policy NJ Department of Environmental Protection

TRANSMISSION & LINEWORK

cooperatives, utilities & generation

CLEAN ENERGY

RAILROAD

GOVERNMENT & MUNICIPALITIES

TELECOM & BROADCASTING

MANUFACTURING

CONSTRUCTION

For Families

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Unions help workers earn better wages through collective bargaining. That extra income allows families to afford safer housing, healthier food, reliable transportation, and opportunities like college savings or vacations — all of which contribute to a better quality of life at home.

Better Work-Life Balance

Union contracts often include protections for fair scheduling, paid time off, and guaranteed breaks. This gives working parents more time to be present in their families’ lives — whether it’s attending a child’s school play, helping with homework, or just sharing dinner together.

Affordable, Reliable Healthcare

Union-negotiated benefits frequently include comprehensive health coverage for the entire family. That means fewer out-of-pocket medical costs, access to preventive care, and peace of mind knowing children and spouses are protected if health issues arise.

Job Security and Protection from Unfair Treatment

Unions ensure that workers can’t be fired without just cause and have a grievance process if they’re treated unfairly. This job stability helps families plan for the future and shields them from sudden job loss or retaliation, creating a more secure home environment.

Support for Education and Training

The IBEW is committed to providing resources that help families build long-term opportunities, allowing both workers and their children to grow and succeed through education.

Advocacy for Family-Friendly Laws

Unions don’t just negotiate with employers — they also advocate for policies that benefit all working families, like paid family leave, affordable childcare, and public education funding. Their political voice helps shape a society that better supports parents and kids alike.

Higher Wages Mean Greater Financial Stability

Unions foster solidarity and support, not only in the workplace but also in the wider community. From food drives and scholarship funds to helping members in times of crisis, unions create a culture of care that families can rely on in good times and bad.

For Communities

Economic Growth:
Strengthened worker-employer relationships foster a stable and productive workforce. Increased employment opportunities and job security contribute to a more resilient local economy.

Local Prosperity:
Healthy employer-employee partnerships lead to higher wages and improved living standards.
Increased disposable income within the community stimulates local businesses and services.

Social Cohesion:
Positive workplace relationships spill over into the community, promoting a sense of belonging and unity.
Shared values and mutual support create a socially connected and harmonious environment.

Skill Development:
Strong worker-employer collaboration encourages skill development and continuous learning.
A skilled workforce attracts new businesses and industries, further diversifying the local job market.

Innovation and Entrepreneurship:
Supportive employer-employee dynamics encourage innovation and creativity. This atmosphere can lead to the emergence of local entrepreneurs and startups, contributing to community development.

Community Involvement:
Engaged employers and workers are more likely to participate in community initiatives. Volunteerism, community projects, and corporate social responsibility activities strengthen the overall fabric of the community. A strong worker and employer relationship, therefore, has a ripple effect that goes beyond the workplace, positively impacting the community at large.

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For Workers

Fair and Competitive Compensation:
The union can negotiate fair wages and benefits for individual employees, ensuring that they receive competitive compensation within the industry.
This fosters job satisfaction and loyalty, contributing to a stable and motivated workforce.

Improved Working Conditions:
The union can advocate for improved working conditions, including safety measures and health benefits.  Better working conditions not only enhance the individual employee’s well-being but also contribute to a healthier and more productive work environment.

Job Security:
Through negotiations and collective bargaining, the union can work to secure job protection measures.
Increased job security provides peace of mind for individual employees and promotes a stable workforce for the company.

Professional Development Opportunities:
Collaborative efforts between the company and the union can lead to the establishment of training and development programs. These programs benefit individual employees by enhancing their skills and employability while supporting the company’s need for a skilled workforce.

Employee Representation:
The union serves as a representative for individual employees, ensuring their voices are heard in decision-making processes. This empowerment contributes to a positive workplace culture and helps the company address employee concerns proactively.

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a voice at work

When workers come together as one, they gain a voice at work, with a say in wages, benefits, and  work rules. Without a union, everything from your paycheck to scheduling is at the whim of  management. But collective bargaining gives you power.

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job security

An IBEW contract means protection for your job. Unions help safeguard you against arbitrary employer actions. A union contract also gives you power to fight for a better work-life balance.

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better wages

Union members make more money. On average, union workers make nearly 20% more than nonunion workers according to the Bureau of Labor Statistics. That’s because a union contract gives workers the power to make sure they are paid their fair share.

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Forming A Union

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Worker Rights

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Rights To Organize

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Join the fight for
Managers' Rights

YOU decide, YOU hold the Power!  

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written contract

In the semiconductor industry, a written contract is the difference between promises and protections. Verbal commitments and company policies can change overnight, but a union contract puts wages, healthcare, retirement, and workplace protections in writing—where they are enforceable. Without a contract, benefits can be reduced, restructured, or taken away at management’s discretion. Through Chips Workers United and the IBEW, workers stand together to negotiate binding agreements that lock in hard-earned benefits, establish clear rules, and provide a real voice on the job. A written contract means stability, accountability, and peace of mind—today and for the future.

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opportunity to thrive

We take pride in supporting one of the most highly trained workforces in the semiconductor industry and are committed to ensuring workers have meaningful opportunities to grow professionally. Drawing on the IBEW’s proven track record and decades of experience advocating for workers, this effort emphasizes access to opportunity through comprehensive training in advanced manufacturing, cleanroom environments, safety, and evolving technologies. These skills help workers adapt in a rapidly changing industry and build strong, long-term careers with expanded opportunities across the semiconductor sector. With a voice at work and a seat at the table, process changes and industry evolution do not have to mean layoffs. Through collaboration, workers and companies can thrive.

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a voice at work

When workers come together through Chips Workers United, they gain a collective voice at work and meaningful representation on the job. Union representation gives workers a say in wages, benefits, and work rules, and provides important workplace protections, including the right to representation during investigatory meetings and the ability to raise concerns collectively without fear of retaliation. Without a union, decisions about pay, scheduling, and workplace rules are made unilaterally. Collective bargaining ensures workers have a seat at the table and a role in shaping fair, transparent workplace standards

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For You

Mutual Success and Stability:
Shared Prosperity: A positive and collaborative relationship fosters an environment where the success of the manufacturing company is intertwined with the well-being of its employees. When the company succeeds, it can share the benefits with its workforce through fair compensation, performance bonuses, and other incentives. This creates a sense of shared prosperity, aligning the interests of the employees and the company.

Long-Term Partnership: A stable and cooperative relationship between the company and the union sets the foundation for a long-term partnership. This stability allows both parties to plan for the future with confidence, knowing that they can rely on each other for support and collaboration. Long-term partnerships contribute to the overall sustainability and success of the business.

Adaptability and Resilience: In the face of economic challenges or industry changes, a mutually supportive relationship between the company and the union allows for collective problem-solving and adaptation. Joint efforts in navigating uncertainties can lead to more resilient strategies and solutions that benefit both individual employees and the company as a whole.

Employee Engagement and Commitment: When employees feel that their interests are considered and valued, they are more likely to be engaged and committed to the company’s success. A positive work environment resulting from the collaborative efforts of the company and the union promotes a strong sense of loyalty and dedication among employees, contributing to the overall stability of the workforce.

Open Communication Channels: Mutual success relies on transparent and open communication channels between the company and the union. Regular dialogue allows for the identification of common goals, the resolution of issues, and the continuous improvement of working conditions. Transparent communication builds trust and strengthens the foundation for a relationship based on mutual success and stability.

Competitive Advantage: A manufacturing company that can demonstrate a harmonious and mutually beneficial relationship with its workforce through the union gains a competitive advantage in the market. This positive reputation can attract top talent, enhance customer trust, and appeal to investors who value responsible and collaborative labor practices.

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For Manufacturing

Improved Communication:
Open and transparent communication between the company and union fosters trust and understanding. Timely sharing of information reduces misunderstandings, leading to smoother operations and better collaboration.

Enhanced Productivity:
A harmonious relationship encourages a cooperative approach to problem-solving and process improvement. Union workers, when engaged positively, are more likely to contribute to efficiency and productivity gains within the manufacturing processes.

Workforce Stability:
A positive relationship with the union helps in maintaining a stable and motivated workforce. Reduced labor turnover and increased job satisfaction contribute to consistent production levels and lower recruitment costs.

Conflict Resolution:
Effective labor-management collaboration facilitates quicker resolution of disputes and conflicts. Addressing concerns promptly helps maintain a positive work environment, preventing disruptions to production schedules.

Employee Well-being:
A harmonious relationship promotes the well-being of union workers through fair wages, benefits, and working conditions.
This, in turn, enhances employee morale, engagement, and commitment to the company’s success.

Competitive Advantage:
A positive relationship with the union can be a competitive advantage in the marketplace. Demonstrating a commitment to fair labor practices and collaboration with the workforce can enhance the company’s reputation and appeal to customers and investors. A harmonious relationship with union labor, therefore, not only contributes to a positive workplace culture but also brings tangible benefits to the manufacturing company in terms of productivity, stability, and competitiveness.

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Great Healthcare

Union workers enjoy comprehensive and affordable family healthcare. The IBEW negotiates strong health benefits, so workers can access the care they need  without worrying about the costs.

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Retirement Security

Union workers enjoy stronger retirement security than their nonunion counterparts. In fact, nearly 100% of union members have retirement benefits through their job.

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opportunity to thrive

The IBEW takes pride in being the best-trained  workforce around, and we are committed to ensuring that all our members have the chance to grow professionally. The IBEW offers the most comprehensive training in the entire electrical industry, which means more career opportunities for you.

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