Embedded Files
Resources for union members & leaders
Resources for union members & leaders
Affiliate Organizations for Workers of Color, Women Workers, and Queer & Trans Workers
Affiliate Organizations for Workers of Color, Women Workers, and Queer & Trans Workers
A. Philip Randolph Institute (APRI) – A. Philip Randolph and Bayard Rustin founded A. Philip Randolph Institute in 1965, after their group Black-Labor Alliance helped pass the Voting Rights Act, to continue the struggle for social, political and economic justice for all working Americans.
Coalition of Black Trade Unionists (CBTU) – CBTU is an independent voice of black workers within the trade union movement, challenging organized labor to be more relevant to the needs and aspirations of black and poor workers. Since its founding conference in 1972, CBTU’s stature among black workers has grown. Currently, more than 50 different international and national unions are represented in the CBTU.
Coalition of Labor Union Women (CLUW) – The Coalition of Labor Union Women is America’s only national organization for union women. Formed in 1974, CLUW is a nonpartisan organization within the union movement whose primary mission is to unify all union women in a viable organization to determine our common problems and concerns and to develop action programs within the framework of our unions.
The Labor Council for Latin American Advancement (LCLAA) – The Labor Council for Latin American Advancement (LCLAA) is a national organization representing the interests of approximately 2 million Latino/a trade unionists throughout the United States and Puerto Rico. In this effort, LCLAA works in coalition with other leading organizations to maximize support for economic and social policies that are essential to advancing the interests of Latinos/as.
Asian Pacific American Labor Alliance (APALA) – Founded in 1992, the Asian Pacific American Labor Alliance (APALA), AFL-CIO, is the first and only national organization of Asian American and Pacific Islander (AAPI) workers, most of whom are union members, and allies advancing worker, immigrant and civil rights. Since its founding, APALA has played a unique role in addressing the workplace issues of the 660,000 AAPI union members and in serving as the bridge between the broader labor movement and the AAPI community.
Pride at Work – Pride At Work is a nonprofit organization that represents LGBTQ union members and their allies. They are an officially recognized constituency group of the AFL-CIO that organizes mutual support between the organized labor movement and the LGBTQ community to further social and economic justice. From their national office in Washington, DC, we coordinate and support more than 20 Chapters across the country.
(from uaw.org)
Grievances
Grievances
Some of the major categories of grievances are:
Violation of the contract. These may be violations of wages, hours, working conditions, vacations, holidays or benefits.
Violation of past practice. A practice that has been in place for a long time and is explicitly accepted by both the union and management can sometimes be defended in the grievance procedure if management decides to change the practice–even if it is not spelled out in the labor agreement.
Violation of fair treatment. If management discriminates on the basis of race, sex, nationality, religion, or union activity, the union can file a grievance based on unfair treatment.
Violation of federal, state or local law. Laws written to protect workers are considered part of the labor agreement. A violation of such a law can be the basis for a grievance. Such laws include the Fair Labor Standards Act and the Occupational Safety and Health Act.
Violation of management rules. If management breaks its own policies, it may be the basis for a grievance.
(from IBEW 1245)
Weingarten Rights
Weingarten Rights
If you have a meeting with management that you believe might result in discipline, you have the right to have your union delegate at the meeting. This is known as your "Weingarten Rights." Even if you don't think discipline is an issue, but you would be more comfortable with a delegate present, you can still ask and usually management will allow a delegate to join you at the meeting.
Know Your Rights!
Know Your Rights!
What’s a Weingarten?
What’s a Weingarten?
Weingarten was the Supreme Court case that clarified the NLRA (National Labor Relations Act). Workers have the legal right to have a union representative present during an investigatory interview.
Why Is This Important?
Why Is This Important?
For protection from unfair discipline
For fair and equal treatment
To have a witness present
What Happens Once My Union Representative Arrives?
What Happens Once My Union Representative Arrives?
The boss must inform the union rep of the subject of the interview (the type of misconduct being investigated).
The union rep must be allowed to meet privately with the worker before questioning begins.
The union rep may speak during the interview, or require that a supervisor clarify a question for better understanding.
When the questioning ends, the union rep can provide information to justify the worker’s conduct.
Workers Normally Use the Following Language to Assert Their Weingarten Rights:
Workers Normally Use the Following Language to Assert Their 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 the meeting. Without representation, I choose not to answer any questions."
Under the Supreme Court’s Weingarten Decision, When an Investigatory Interview Occurs, the Following Rules Apply:
Under the Supreme Court’s Weingarten Decision, When an Investigatory Interview Occurs, 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. The employer must either:
a: Grant the request and delay questioning until the union representative arrives and has a chance to consult privately with the employee;
b: Deny the request and end the interview immediately; or
c: Give the employee a choice of (1) having the interview without representation or (2) 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.
How Can Having a Union Representative Present Help?
How Can Having a Union Representative Present Help?
It depends on the situation, but here are some examples. The union rep can:
Help a fearful or inarticulate worker explain what happened.
Raise extenuating factors.
Advise a worker against blindly denying everything, thereby giving the appearance of dishonesty and guilt.
Stop a worker from losing his or her temper, and perhaps getting fired for insubordination.
Employers have no obligation to inform workers of their right to request union representation. Know and assert your rights!
(from LSSA 2320)
Shopping & Financial Resources for Union Members
Shopping & Financial Resources for Union Members
UnionPlus.org Discounts, Benefits, & Hardship Help
Education & Support Resources for Union Members
Education & Support Resources for Union Members
Resources for OLC Employees
Resources for OLC Employees
Shop Stewards
Shop Stewards
IBEW 1245 also has resources for shop stewards: https://ibew1245.com/shop-stewards/
LSSA 2320 also has resources for shop stewards and elected leaders: https://lssa2320.org/members/orientation-training/delegate-steward-training/
Labor Notes' Secrets of a Successful Organizer handouts: https://labornotes.org/secrets/handouts
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