What can the Teamsters do for me? Look at what Local 117 is doing for their members.
Unions do not just fight for members, they fight for us all!
10. What can the union give me
or do for me? The union will give you a voice. The idea is that
there's strength in numbers and the management isn't as likely to want to go up
against the masses versus an individual.
The union will give you job security. Nonunion employees are typically hired "at will," meaning they can be fired for no reason. There are exceptions. Employers can't terminate a worker for discriminatory reasons such as race, religion, age and the like. Nor can they fire an at-will employee for being a whistleblower and certain other reasons.
However, workers with union jobs can only be terminated for "just cause," and the misconduct must be serious enough to merit such action. Before an employee can actually be fired, he or she can go through a grievance procedure, and if necessary, arbitration.
The union will give you more access to benefits. Some 93 percent of unionized workers were entitled to medical benefits compared to 69 percent of their nonunion peers, according to the National Compensation Survey published last year by the U.S. Bureau of Labor Statistics. The survey represented about 101 million private industry workers and 19 million state and local government employees.
This includes unmarried domestic partners -- same sex and opposite sex.
Some other things the union can do for you are: Can lead to high-performance workplace where labor and management jointly engage in problem solving, addressing issues on an equal standing.
Provides legally based bilateral relationship.
Management’s rights are clearly spelled out.
Employers’ and employees’ rights protected by binding collective bargaining agreement.
Multi-year contracts may provide budgetary predictability on salary and other compensation issues.
Unions may become strong allies in protecting higher education from the effects of an economic slowdown.
Promotes fairness and consistency in employment policies and personnel decisions within and across institutions.
Employees may choose whether they want union representation.
A strong labor management partnership may enable the workforce development needed for engaging the technology revolution.
9. Do I have to do whatever the union orders me to do? Not at all. Everything is voted on. The Teamsters Union belongs to the members. The more active the members, the stronger the union.
Union members have the right to...Elect the officers of The Local , Elect your shop steward, Attend local union meetings, Elect your contract negotiating committee, Vote on your contract.
The International Union
You also have the right to elect the leaders of the International Union, which includes all Teamster local unions in the
8. What if the
union calls for a strike? The union will not call for a
strike. It is in the best interests of all parties involved to resolve issues
through collective bargaining.
In the event
Scare tactics are a big part of the union buster’s campaign. They will have management talk a lot about strikes and act like everyone who organizes a union ends up on strike. The truth is, less than 2% of all contract negotiations end in a strike or work stoppage. If management were really trying to get the facts out they would talk about the 98% of bargaining that ends in a mutual agreement between the parties.
When the company states that a strike is imminent if employees organize they are breaking the law. The union doesn’t force anyone on strike. A strike is a decision voted on by the employees. In the 2% of contract talks that end in a strike a majority of employees voted to take action.
7. Aren't we already protected by employment law, human rights, and labor relations laws without a union? Do we really need more protection? The rights that come from labor relations law (like the duty of the employer to bargain in good faith, to consult on workplace matters, to abide by negotiated agreements) are only accessible through unionization. Other laws typically only protect the individual, not the group, which also means that the individual is responsible for going to court to enforce their rights under employment and human rights law. The process is expensive and lengthy. The union is there to provide a simplified and accessible means of protecting rights in the workplace.
6. Doesn't the union protect lazy people who know how to abuse the system? There is abuse, because people know all the loopholes and know they can’t really be fired unless they do something completely inappropriate. As there may be people who don't deserve the benefits of the union, there is a vast number of people who need and deserve the benefits. Let's not make one or two bad apple spoil the whole bowl.
5. How does the Teamsters pension and medical plans work? First of all these plans can be negotiated for, they are not automatic. The best site I found to explain the pension plan is Western Conference of Teamsters Pension Plan You may or may not live in an area that is covered by this particular plan, however this site can answer your questions much more concisely than I could ever hope to. As for medical plans there is just to much difference from region to region, plane to plan and local to local for me to comment. I strongly advise you to ask your union representative about medical when you have your first information meeting.
4. We loose wages or benefits if we vote the union in? No,
3. What can
examples of conduct that violates the law:
• Threatening employees with loss of jobs or benefits if they join or vote for a union or engage in protected concerted activity.
• Threatening to close the plant if employees select a union to represent them.
• Questioning employees about their union sympathies or activities in circumstances that tend to interfere with, restrain or coerce employees in the exercise of their rights under the Act.
• Promising benefits to employees to discourage their union support.
• Transferring, laying off, terminating, assigning employees more difficult work tasks, or otherwise punishing employees because they engaged in union or protected concerted activity.
• Transferring, laying off, terminating, assigning employees more difficult work tasks, or otherwise punishing employees because they filed unfair labor practice charges or participated in an investigation conducted by NLRB.
Or interfere with, restrain, or coerce employees in the exercise of the rights guaranteed in section 7. [§ 157.] of the National Labor Relations Act.
RIGHTS OF EMPLOYEES
Sec. 7. [§ 157.] Employees shall have the right to self-organization, to form, join, or assist labor organizations, to bargain collectively through representatives of their own choosing, and to engage in other concerted activities for the purpose of collective bargaining or other mutual aid or protection, and shall also have the right to refrain from any or all of such activities except to the extent that such right may be affected by an agreement requiring membership in a labor organization as a condition of employment as authorized in section 8(a)(3) [section 158(a)(3) of this title].
F.Y.I the NLRA defines "employer" to include any person acting as an agent of an employer, directly or indirectly. under Definitions Sec. 2. [§152.] that would include union busters
1. Can I be fired
wanting a union, voting yes for a union or participating in union activity once
we become unionized? ABSOULATLY
NOT!!! You will piss them off and they may look for a valid
reason to terminate you so be very careful. Double check your 5th wheel, chock
your trailers, follow yard flow direction ect.
just cover your ass. The National Labor Relations Act
specifically states your union activities are protected and you are protected
The National Labor Relations Board from reprisals due to your involvement.
You have the right to organize a union to negotiate with your employer over your terms and conditions of employment. This includes your right to distribute union literature, wear union buttons t-shirts, or other insignia (except in unusual "special circumstances"), solicit coworkers to sign union authorization cards, and discuss the union with coworkers. Supervisors and managers cannot spy on you (or make it appear that they are doing so), coercively question you, threaten you or bribe you regarding your union activity or the union activities of your co-workers. You can't be fired, disciplined, demoted, or penalized in any way for engaging in these activities. (please read the full text of The National Labor Relations Act.
You cannot be fired for:
wanting a union
voting yes for a union
participation in dissemination of union materials, as long as you follow company policy on when and where you can do it
attending union meetings
and much more.