| Bulletins |
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| Important messages for our members. |
| KEEP AN EYE ON YOUR PERSONNEL FILE |
| Review your personnel file semi-annually to ensure that the contents are legitimate and proper. You can challenge any wrongful items and possibly have them expunged. You are entitled to a file review twice a year. It is wise to conduct the review in the presence of a union steward. The steward can serve as a witness, in the event that your file is altered or tampered with later. Yes, such things do happen. Do not take it for granted that everything in your file is okay. MAKE SURE OF IT! Check your file as soon as you can and review it every six months. |
| A better workplace! |
| DO NOT SIGN CODE OF BUSINESS CONDUCT ACKNOWLEDGEMENT FORM |
| Every year the Company covers employees on the Code of Business Conduct. Managers then ask employees to sign an acknowledgement form as their legal declaration that they have both read and understood the Code. Do not sign the form. You may initial the form, but do not put your full signature to it. Signing the form could lead eventually to disciplinary action against you for which the Union can provide no protection. Local President, Max Engle, explains: "The problem is that very few people are getting fired for specifics any more. What they are getting fired for is 'violation of the Code of Business Conduct.' " Max states that the Code is too vaguely written by company attorneys. Individuals can not recognize and comprehend all the legal implications and nuances. If you are not provided time to read the Code of Business Conduct, notify your steward. Also, ask for a written clarification on any part you do not understand fully. If that request is refused, notify your steward. Finally, if you suspect any manager of violating the Code, confide that information to a steward for investigation and handling. |
| ASK FOR STEWARD ON "RIDE-INS" |
| If a manager is going to do a ride-in with you, ask for a union steward, unless the manager is willing to sign a statement saying that no disciplinary action will result from the ride-in. If the manager refuses to comply with your request, notify your steward as soon as possible. |
| When talking to a manager, always be aware of your Weingarten Rights. If you perceive the possibility of disciplinary action or even the chance of a negative entry into your record, remember that you are entitled to the presence of a union steward. BUT YOU MUST ASK FOR ONE! The manager is not obligated to offer you the opportunity for a union steward. In order for management to suspend or dismiss a worker, there must be just cause and a growing record leading up to the discipline. Even if your discussion with the manager does not result in disciplinary action that day, you must ask yourself: is today's meeting building toward possible action against me later? The steward provides a necessary counterforce to the manager and later may serve as an effective witness and representative on your behalf. ALWAYS be aware of your Weingarten Rights. They are powerful rights and exist for your protection. |
| WEINGARTEN RIGHTS |
| NO OT PAY FOR SAME DAY MEDICAL TREATMENT OF ON-JOB INJURIES |
| When an on-the-job injury results in time at a hospital or doctor's office beyond a normal work tour, workers will be paid for 8 hours that day, but not overtime pay. Paid time beyond actual worked hours is coded as "illness paid." However, if a coworker provides the injured person transportation to a medical facitily, the coworker is paid overtime, even though the injured person is not. |
| I&R HOME GARAGING AGREEMENT |
| A copy of the home garaging agreement reached with I&R may be obtained by clicking on the link below. The file is in pdf format, so you will need Adobe Acrobat Reader 6.0 to view the file. If you need Adobe Reader 6.0, go to our Forms and Documents page and click on the link indicated for the free download of the program. |