Things members should know
Informational’s to share with members.
In UNION there is strength! We have power in numbers! It’s when we let things divide us we become separated and weak as separated clusters or individually. When it comes to the company violating contractual issues, we should all be on board with a stand against such violations. For example: If entire shops were to stand out on a volunteer weekend (and the like) to make statements of compliance, we can show that power. When a quarter of the shop thinks one way, a quarter thinks another, the other half don’t care and NEEDS the money…there is very little power. It is when we come together on issues as a UNION (of individuals) that we can/will make the difference. Lets set out to unite our cause (Our future, the future of our family’s, and our community), what will 2020 bring? Will we be ready??
What does it mean to be a union member?
Why do I pay dues?
What difference can I make?
Will I make time to learn the answers to these questions?
It’s up to you…don’t be a DANGER to yourself!
Weingarten Rights
“If this discussion could in any way lead to my being disciplined or terminated, or affect my personal working conditions, I respectfully request that my union representative, officer, or steward be present at this meeting. Until my representative arrives, I choose not to participate in this discussion.”
In 1975 the United States Supreme Court in the case of NLRB v. J. Weingarten, Inc. 420 U.S.251 (1975) upheld a National Labor Relations Board (NLRB) decision that employees have a right to union representation at investigatory interviews. These rights have become known as the Weingarten Rights.
During an investigatory interview, the Supreme Court ruled that the following rules apply:
Rule 1: The employee must make a clear request for union representation before or during the interview. The employee cannot be punished for making this request.
Rule 2: After the employee makes the request, the employer must choose from among three options:
- grant the request and delay questioning until the union representative arrives and (prior to the interview continuing) the representative has a chance to consult privately with the employee;
- deny the request and end the interview immediately; or
- give the employee a clear choice between having the interview without representation, or ending the interview.
Rule 3: If the employer denies the request for union representation, and continues to ask questions, it commits an unfair labor practice and the employee has a right to refuse to answer. The employer may not discipline the employee for such a refusal.
From Wikipedia