I am at your service but remember I am not really a Genie. I will
do my best to insure that the union works hard to insure your
rights as government employees are respected by Management.
Presidential Page
Recent Happenings
By B.M. Jetter
I would like to discuss union funded functions and how
union funds should be expended to fund functions
sanctioned by the membership. Our bylaws have been
changed since last year and it is no longer possible to
make a decision for the union to fund a party or other
such activity on short notice. The membership must be
afforded an opportunity to make an informed decision
on expending funds for functions other than training
and normal operating costs. According to the local's
updated bylaws that were voted on in the beginning of
the year there are several steps that must be taken in
order for the local to vote on such an issue. The main
thing for interested members to do is to bring this up
early in the year. A good time to raise such an issue
would be September. If the issue is brought up this
early there should be enough time to get estimates etc..
that are now required by the by laws. Does this mean
the membership can't do something like this? No. It
mainly means that for something like this to be done the
membership must be able to make an educated decision
prior to voting on allocating funds for such an activity.
The bylaws were changed so that the persons
responsible for maintaining the Local's funds have
control of any such expenditures. These persons are
your Secretary Treasurer and President. This
responsibility is a large One and must be taken very
seriously by both myself and the Treasurer. I feel that I
have always acted in the best interest of the local in
financial matters and must continue to do so in the
future. After last years function I spoke with some of
the staff that were Key in organizing it. I informed
them to do such an event in the future would entail
bringing up the issue as early as August. This is so staff
involved can explore avenues to offset costs such as
fund raising etc.. and also so the issue can be voted on
early to expedite preparations for such an event. The
union's funds are first and foremost to be used for
activities that further the Local's goals such as training
our Stewards and Officers, Arbitration cases and
normal operating costs. The best way to maintain the
Local's funds is to hate a nickel cause it's not a dime.
What I mean is the Local needs to be very frugal and I
feel up till now we have done that. Does this mean we
cannot commit any of the Local's funds to such an
event? No it does not. What it means is that we have a
responsibility to the membership and I mean all the
membership to insure the integrity of the Local's funds
and when we need to expend funds we get the best deal
possible for the local. When throwing such an event all
members should be afforded an opportunity to
participate in the event and vote on holding such an
event. There may be members who want to participate
but can't because they are assigned to evening watch.
There may be others who feel we should not hold such
an event because they can't attend and so on. Are these
staff any less a member cause they disagree with
holding such an event? I don't think so. So bare these
issues in mind if any of you out there would like to hold
such an event in the future.
My Brothers and Sisters we have many problems to
face in the work place but we can better face these
problems united in our common goal of achieving a safe
and fair environment to work in. This is the common
bond that holds us all together. If you are experiencing
a difficult work place problem please contact us. Even if
it is just for advice we are here to help and are happy to
be of assistance to you. I would now like to turn to the
subject of reassignment. According to 5 USC 7106
Management rights management has the right to assign
work. Specifically the first statement of this portion of
labor law reads as follows; subject to subsection (b) of
this section, next subsection (b) (b) Nothing in this
section shall preclude any agency and any labor
organization from negotiating -
(1) at the election of the agency, on the numbers, types,
and grades of employees or positions assigned to any
organizational subdivision, work project, or tour of duty,
or on the technology, methods, and means of performing
work;
(2) procedures which management officials of the agency
will observe in exercising any authority under this
section; or
(3) appropriate arrangements for employees adversely
affected by the exercise of any authority under this
section by such management officials. I know that this
sounds rather confusing, however, what this means is
that when management negotiates the Master and
Supplemental agreements it legally sets fourth the
policies that it must abide by when exercising its rights
under 5 USC 7106. What this means to you is that
management must abide by the contract when
reassigning any worker to a post other than what was
assigned by the quarterly roster committee.
Management does have the right to assign and reassign
within the parameters of the Master Agreement and
Supplemental agreement. The master agreement article
18 section r states;
Normally, non-probationary employees other than those
assigned to sick and annual relief, will remain on the
shift/assignment designated by the quarterly roster for the
entire roster period. When circumstances require a
temporary [less than five (5) working days] change of
shift or assignment, the Employer will make reasonable
efforts to assure that the affected employee's days off
remain as designated by the roster.
This portion of the Master basically states that a staff
member in non-probationary status should expect to
remain on the post assigned to him/her by the roster
committee in most cases. Management can and will pull
you from time to time, however, if you are being
constantly pulled than you should perceive that as a
problem. We all have to put up with this from time to
time, however, you should not be pulled daily. Further
according to the recent decision we have concerning
vacating posts there are no non-essential posts on the
roster and therefore all posts should be filled.If you are
being pulled daily I would first bring this to the
attention of your respective Operations Lieutenant and
ask from some respite from this issue. Normally if you
bring this to your supervisors attention they will try to
work with you. If this does not work then I would
suggest you contact your union Steward for assistance.
The Union feels that there should be no posts that go
vacated during any given shift and this contention is
backed by the recent case held on vacating/staffing. If
you are working a post and you have positions vacated
you should contact your union representative
immediately. We are committed to your safety and will
do our best to try and alleviate the problem for you.
Additionally if you find yourself working any post
shorthanded do not cut corners make sure that you take
your time and do things properly. Remember if you
make a mistake that same employer that your are
trying to please by doing your job in a timely manner
will be the one that disciplines your for any security
violation incurred as a result of rushing or cutting
corners. Always remember that your safety and the
safety of those who are working with you may be
affected by any decision you make to take a shortcut.
Be safe and respect each other. Always remember if
you are confronted with a difficult job situation notify
your union representative immediately.
Lastly I would like to invite everyone to our next
meeting. It will be held on December 4, 2000 at Ryan's
Steak House on Jonesboro Rd. At 4:45 P.M. We will be
discussing many important issues so if you are a
member and can attend please plan to do so.
ORGANIZING A UNION
As you are probably aware, most working men and
women in this country have the right to form and join
labor unions to better their working conditions,
increase their wages, and help gain job security. This
section provides a brief overview of your rights as
employees, and also provides some useful links where
you may receive additional information if you are
interested in organizing a union.
Why do people join labor unions? First of all, there is
strength in numbers. By joining together, workers can
achieve important protections, and improved working
conditions that may be difficult, if not impossible, for an
individual employee to obtain acting on his or her own.
Unions help employees to obtain improved wages and
health benefits, assure compliance with wage and hour
laws, such as the Fair Labor Standards Act (FLSA),
workplace safety laws, such as OSHA, and can help
protect employees against unfair firing, suspensions, or
other disciplinary actions. The right to form and join
labor unions is protected by a variety of federal and
state laws, as well as the United States Constitution.
PRIVATE SECTOR EMPLOYEES
Private sector employees are those persons employed by
private companies and organizations, as opposed to
those who are employed by the federal, state or local
government. For workers employed in the private
sector, the National Labor Relations Act (NLRA)
protects your right to form and join labor unions, to
assist a union in organizing the employees of a work
place, and to go on strike to secure improved wages and
working conditions. The NLRA also prohibits
employers from interfering with these rights. For
example, it is illegal for an employer to fire an employee
due to his or her involvement in a labor union, to
threaten an employee with loss of job or benefits, or to
threaten to close the plant or office if a union comes in.
Once a union has been recognized as the official
bargaining representative of the employees at a
company, store, or plant, the labor union has the right
to bargain with the employer over wages, benefits
(pension, health insurance, vacation, etc.), and other
working conditions. Such bargaining can result in a
collective bargaining agreement, or CBA, which is an
enforceable contract.
STATE AND LOCAL GOVERNMENT EMPLOYEES
Public sector employees are those individuals working
for federal, state or local governments, such as fire
fighters, police officers, government white collar
workers, and the like. A majority of the states have
state legislation which provide certain rights to state
and local government employees to form and join labor
unions. The rights provided by the various states varies
greatly from state to state, with some states offering
rights similar to those provided under the NLRA, while
other states provide fewer rights.
In addition, public sector employees (federal, state, and
local) have certain rights that are protected by the
United States Constitution. As most people are aware,
the First Amendment of the U.S. Constitution protects
an individual's right to freedom of speech and
association. These rights, which apply to public sector
employees, work to protect your right to engage in
union activities.
For example, you have a constitutionally protected right
to form and join a labor union, even in states that do
not allow public employee collective bargaining. This
means that a public employer cannot fire you, or
otherwise discriminate against you due to your
membership in a labor union. In addition, as public
employees, you have the right to engage in speech on
matters of public concern including safety and
budgetary issues that effect both you as an employee,
and the public as well. These constitutional protections
can be an important tool for organizing labor unions in
the public sector, as well as tools that the unions can use
to gain public support for their positions and concerns.
FEDERAL EMPLOYEES
Federal employees have the right to form and join labor
unions. This right is protected by the Federal
Labor-Management Relations Act (FMLRA).
This Act was modeled after the NLRA discussed above,
and provides most federal sector employees with many
of the same protections afforded employees in the
private sector.
Indeed, unlike the private sector, federal agencies are
prohibited from taking a position for or against a union
during a union organizing campaign and election.
Although federal sector unions do not have the right to
negotiate over wages or to strike, they do afford
significant protections to employee rights through
grievance procedures and binding arbitrations - forums
that are available to non-unionized groups of employees
in the federal sector. In addition, federal sector unions
negotiate over all areas regarding working conditions
except wages and statutory pay benefits.
Lastly, federal unions lobby on Congress on behalf of
their members for better pay, benefits and working
conditions. The effectiveness of lobbying is largely guided
by the strength of membership. Join the team today and
help us help you.
In Solidarity
Your President
Ben Jetter
