IBEW Local 22
Serving the Electrical Construction Industry in Nebraska and Western Iowa
  • November 30, 2021

    Important Phone Numbers

    LU 22 Business Office  


    Job Recorder                 




    Credit Union                  


    Benefits Office               


    Click HERE for more information on DC Retirement Strategies.

  • About IBEW Local 22

    Local 22 is one of 2,376 local electrical unions across the United States. We’ve been Omaha's Electrical Construction Union since 1892. The local union is designed to provide assistance and a voice for the local electrical worker in all matters and issues that affect their lives. Matters like finding work, providing answers on health and financial benefits, or gaining access to new or additional training. And while it’s true that each local union receives support from their International Office in the form of guidance, advice, technical and legal help, Local 22 exists independently and governs our own organization.

    The bottom line is this: Local 22 is the people in it, and the people are the union.



    Jan 15, 2013

    Jan 15, 2013

    Jan 15, 2013

    Jan 15, 2013


    COMET is an educational forum by which union members are reminded of the need for organizing the electrical workforce. It is necessary for the union membership to understand why organizing is the most essential ingredient in controlling the electrical construction work within their jurisdiction. It is more important to understand the positive impact that organizing will have on all electrical workers.

    Myths about the Union

    Myths of unions develop from various sources.  As widespread are the sources, so are the reasons behind these myths.

    From the employers' viewpoint: The non-union employers promote negativism concerning unions to retain control of their employees.  They do not want to lose their employee to a unionized contractor, nor do they want to bargain with their employees as a whole, with a union representing them.  They consider the balance of power to be correct when the employer has all of the power over their company.  The employees are to be seen and not heard.

    From a supervisor's perspective:  They typically promote the employer's agenda, but there is a unique bias to their rationale.  They need qualified persons working for them to put in the work and make them look good.  If the person that works for them were to join a union and seek employment with a union contractor, this would exert pressure on the supervisor personally.  He would then need to get someone else to perform assigned duties to keep him or herself in a supervisory capacity.  Their motives are self-serving.

    From a co-workers perspective:  Unless they are a union organizer, they probably will not have any more credible information than you have.

    The keys to discerning fact from fiction are information and education.  If you educate and inform yourself about what a union has to offer, you will be able to see through the fog of myth.  

    If you have any questions or concerns, please do not hesitate to contact Local 22 for the information you require. 

    Union Myths vs. Reality

    Myth: Union members only work sporadically.
    FACT: Union electricians are like any other electrician; they have the same mortgages, car payments, utility bills, etc.  Therefore, union electricians must secure income on a regular basis to support their families and themselves.

    Logically, how could they fund these endeavors on less than full-time employment?  Average hours worked for LU 22 electricians was 2013 hours in the year 2000.  This does not include vacation time, holidays, etc.

    MythWhen I take a job, as soon as that job is over, I have to get another job.


    As a journeyman, you choose a particular contractor, not a particular job.  You can stay employed by this employer as long as you choose to stay in the contractor's employ, or as long as the contractor chooses to employ you.  You can be moved from one project to another based on the needs of the employer.

    As an apprentice, the Training Director gives you a training assignment to a particular employer, not merely for the tenure of a project.

    Myth: If I become a member of the union, I will have a low seniority and be less employable than long-time union members.
    FACT: There is no seniority in the IBEW.  We compete for our jobs on a daily basis.  We do not maintain our employment based on seniority, but rather by a good work ethic and our skills.
    Myth: All of the fringe benefits are taken out of your base pay.
    FACT: Your fringe benefit package is over and above your hourly rate. The contractor pays your benefit package seperately.
    Myth: Unions have outlived their usefulness.
    FACT: Unions are as much of a necessity today as they were a hundred years ago.  Wherever there are employers that will not pay their employees the wages that they are due, provide the benefits in which those employees are entitled, impose substandard working conditions on them and not provide the training for their employees, there will always be the need for a union.  Remember, LABOR UNIONS EXIST MAINLY BECAUSE OF A VERY HUMAN LONGING FOR DIGNITY.
    Myth: Strikes can keep me from working.
    FACT: Local Union 22 does not strike.  We have a "no strike" clause in our contract. We are bound by a third party arbitration, which will settle items that the union and its contractors cannot agree upon.  Both the contractors and the union have agreed to this method of resolving discrepancies, known as "binding arbitration."
    Myth: Union dues are too expensive.
    FACT: Union dues are something that union members are willing to pay for the benefits and services they receive.  If the members did not feel that they were receiving their money's worth, they most definitely would not be paying this money.  Currently dues are $33.50 per month. They must also feel that being a union member does not cost -- it pays!  As an added bonus, union dues are tax deductible.

    Jan 15, 2013

     This map shows the regional jurisdiction of our union.

    Jan 15, 2013

    www.nlrb.gov The NLRB is an independent Federal agency created in 1935 to enforce the National Labor Relations Act. We conduct secret-ballot elections to determine whether employees want union representation and we investigate and remedy unfair labor practices by employers and unions.? 

    www.ssa.gov Handles issues concerning Social Security and related Retirement Benefits, Cost-of-Living Information, Social Security Card, Change of address, Benefit information and requests for Social Security payment information.? 
    www.osha.gov The mission of the Occupational Safety and Health Administration (OSHA) is to save lives, prevent injuries and protect the health of America 's workers. To accomplish this, federal and state governments must work in partnership with the more than 100 million working men and women and their six and a half million employers who are covered by the Occupational Safety and Health Act of 1970.
    www.eeoc.gov Handling issues concerning:
    •  Title VII of the Civil Rights Act of 1964, as amended, which prohibits employment discrimination on the basis of race, color, religion, sex, or national origin;
    •  FMLA - Family Medical Leave Act.
    •  The Age Discrimination in Employment Act of 1967, as amended (ADEA), which prohibits employment discrimination against individuals 40 years of age and older;
    •  The Equal Pay Act of 1963 (EPA), which prohibits discrimination on the basis of gender in compensation for substantially similar work under similar conditions;
    •  The Title I of the Americans with Disabilities Act of 1990 (ADA), which prohibits employment discrimination on the basis of disability in both the public and private sector, excluding the federal government;
    •  The Civil Rights Act of 1991, which includes provisions for monetary damages in cases of intentional discrimination and clarifies provisions regarding disparate impact actions; and,
    •  Section 501 of the Rehabilitation Act of 1973, as amended, which prohibits employment discrimination against federal employees with disabilities.
    www.dol.gov The U.S. Department of Labor is charged with preparing the American workforce for new and better jobs, and ensuring the adequacy of America 's workplaces. It is responsible for the administration and enforcement of over 180 federal statutes. These legislative mandates and the regulations produced to implement them cover a wide variety of workplace activities for nearly 10 million employers and well over 100 million workers, including protecting workers' wages, health and safety, employment and pension rights; promoting equal employment opportunity; administering job training, unemployment insurance and workers' compensation programs; strengthening free collective bargaining and collecting, analyzing and publishing labor and economic statistics.

    Page Last Updated: Nov 21, 2017 (06:30:00)
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