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Southern Exposure
Bob Newhouse
We always know it’s vacation time because I’m late getting my article written for Denver Brown. I hope everyone is enjoying a little time off. Don’t spend your time away agonizing over the kiss ass swing driver that thinks he’s a hero on your route, and wonders every day to management about what you do all day. These guys are stupid, simple as that. They will have accidents, get fired, piss off the customers etc. and you will have to clean up their mess. It’s a rite of passage for them. It never fails to amaze me how there seems to be a continuous supply of these idiots. I guess I wouldn’t have anything to do as a Steward if not for the hump and dump and run crowd. I guess there is always a fresh crop of them because they either learn their lesson or get canned.
 We finally have a resolution to our major workplace violence case. The member, in my opinion, got a bad deal, both from the company and the Union. He was not without fault by any means, but given the minor nature of the infraction to start with, and the history of both he and the supervisor, I felt he should have been put back to work. Any right wing asshole that claims you can’t be fired in a union environment would be cheering in this case.
The member was singled out for filing a management working grievance on this supervisor. The company was not timely in their issuance of the discipline. The Union in Chicago rolled over and let the company get away with it. We established that the supervisor was complicit in starting the incident, mishandled the situation, and had a history of doing this sort of thing in the past. The Union in Chicago again rolled over on this member (and me as a steward) again. I have one thing to say to upper level Union people, you sucked in your decisions on this one. My business agent and I busted our asses to prove that the company was at fault, didn’t follow the contract, and we had six members to back it up and those jerks rolled over on us. The lesson here is, Management can physically attack us, and our union will not protect us!
It’s obvious to me that our Union officers upstairs are totally detached from real life and have forgotten what it’s like to be a rank and file member. In this day of constant attacks on our Union, it’s no wonder our members turn away when we ask for their support. Of course, the member that lost his job will sue and could end up better off in the long run, but he had to go through hell along with his family for four months. You sucked on this one Teamsters!
Don’t ever believe that the company has a policy of firing both people involved. That only counts when it is 2 Union members. It does not apply to management. They can attack us and continue to work. The supervisor involved in this case still works and never lost a moment of time or pay.
It’s unbelievable to me that our Union would not back him up for exercising his right to file a grievance under the contract and was in fact attacked for doing what we ask our members to do.
My hat is off to our business agent and to the officers from Local 17 that sat on the panel on this case. They recognized what was happening and saw to it that the case at least was deadlocked. Our Union will never survive if they can’t come forward in a stronger manner than they did in this case and in my opinion they won’t deserve to.
We are still researching our rights under the new contract pension changes. Many of us were ready to go until the latest economic attack by the neo-cons. Every one of you should be up in arms for what these oil guys are doing to our lives. They are killing our kids in Iraq for their oil. They are stealing our retirements by making it impossible to live on our meager pension. When they aren’t done stealing from us with gas prices, they just outright steal our pension. The Central States pension fund is in danger of disappearing altogether. They represent the largest single group in the Teamsters Union. These corporate assholes continue to lie, cheat and steal from the American people. They do it under the disguise of being Christians, Patriots, etc. Their own people are starting to come forward to testify to the rape of the American people. They are giving our jobs and our future to the Chinese or the Mexican cross border truckers. They feel we have no right to cheap food or healthcare. I state here again, “You may have had other reasons to vote issues other than labor. The simple fact is if you don’t wake up and vote labor instead of corporate jack asses, you will end up with nothing. These people are ruthless, and do not care about you or your family.”
Get a clue!
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It’s Not Just the “Union Contract”
 Don’t be misled by the term “union contract.” Understandably, people call it that because the union negotiates it. But every contract is a deal struck by two parties and is binding on both. In the case of a collective bargaining agreement, this means that your employer and your union have gone through a process of give and take. At the end they reached an agreement under which employees and the employer have both rights and obligations.
So it’s not really just the “union contract,” it’s the “union and employer” contract, and both sides have to live by it. Understand, too, that a union contract is fundamentally different from other contracts you’re used to, say a contract to buy a house. A collective bargaining agreement reflects the relative power between the union and the employer. You and your union may not be pleased with some of the terms in a contract settlement,
but you may not have the wherewithal to reject a deal on those terms. Sometimes all that can be done is to take the deal this time and organize more effectively for the next round of bargaining.
Always remember this: without fail, the stronger the union, the stronger the union contract.
BigLabor.com
Say What You Mean
Sometimes I think there is a language barrier at UPS. As a steward I have a lot of conversations with members of UPS management and I’m often puzzled by what I hear them say. Almost every member I go in the office with comes out saying the same thing. What management says and what we hear are usually two entirely different things.
What was SAID…………………….
What was HEARD………………………..
SAID..What happened to you yesterday?
HEARD..You goofed off, you wasted time, time is money, you’re a lazy thief.
SAID..It’s light and I gave you more work.
HEARD..I can’t trust you to work hard if it’s light.
SAID..You had a great day yesterday.
HEARD..You’ve shown what you can do, now do it every day.
SAID..I don’t want to give you this warning letter but the people upstairs say I have to.
HEARD..I’m going to discipline you and I’m going to blame it on them.
SAID..I stood up for you on this. I went to bat for you. I took a bullet for you.
HEARD..You owe me. You owe me, big time. You better run your tail off.
SAID..If you have any problems come to me first, not your steward.
HEARD..I want CONTROL, CONTROL, CONTROL.
SAID..Call in if you need help.
HEARD..So I can accuse you of not working hard enough.
SAID..I’m not trying to fire you.
HEARD..But I would in a heartbeat if it served my needs.
SAID..You look like crap on paper.
HEARD..You better do more and do it faster, it’s all about numbers.
SAID..I’m trying to be fair and honest with you.
HEARD..I’m trying to get my own way and I want you to like it.
SAID..We are going to come out for a couple of days and just observe what’s happening.
HEARD..We are going to come out and harass you to get more production
SAID..Your safety is our first concern.
HEARD..Your production is our first concern and you better not get injured.
SAID..You were trained on this. We’ve talked about this. We gave a PCM on this.
HEARD..You’re the dumbest person I’ve ever met.
Center for Downward Mobility
DUI...
Your rights Under the Contract
Bob Newhouse
As you are aware the DUI laws in the state of Colorado were changed in 2004. Before you were allowed a .10% blood alcohol level before you were charged with a DUI. (Driving under the influence). Now you will be charged with a DUI if you test to a level of .08% blood alcohol level. Additionally you can be charged with a DWI, (Driving while impaired), if you test above .05% blood alcohol level. While you may be subjected to a strenuous legal battle, it doesn’t stop there. You need to know your rights under the contract so that you do not lose your job.
 Article 35 Section 2 of the Teamsters/UPS National Master Agreement states, “In the event an employee shall suffer a suspension or revocation of the right to drive the Employer’s equipment for any reason, the employee must notify the Employer before their next report to work. Failure to comply will subject the employee to disciplinary action up to and including discharge in accordance with the procedures set forth in the appropriate Supplement, Rider, or Addendum."
Additionally Article 16 Section 3.3 provides that when an employee loses their license they will be allowed available inside full time work, or two part time shifts, not to exceed one year.
Obviously the key is to report any incident of DUI to the employer immediately. You must report the incident before your next work shift. If you lose your license you will be provided the opportunity to work inside. Most likely you will work 2 part time shifts. You will retain your seniority, and when your license is reinstated you will return to your original job position.
Don’t kid yourself into thinking you can keep it all a secret. The DUI will be bad enough. Losing your job on top of that will make your situation that much worse.
The Union has provided you with a chance to keep your life afloat after such a tragedy. Make sure you follow your obligations under the contract to be sure you retain your job.
20 Mistakes that Stewards Make
Nobody's Perfect
We all make mistakes. We're human. Shop stewards even make mistakes. Some of these mistakes are particularly serious. Here is a list of 20 mistakes that shop stewards make. Read them over. Nod your heads. But don't make them again!
 Always wait until a workers comes to you with a grievance.
Walk around the worksite with a chip on your shoulder.
Pretend to know all the answers to all problems.
Give out false information or spread rumors.
Fail to keep members posted on disposition of grievances.
Violate company rules.
Violate the contract.
Always try to talk members out of filing grievances.
Present a grievance that isn't one.
Forget to investigate a grievance thoroughly before handling.
Blow up when dealing with the supervisor or workers.
Use profane language to intimidate the boss.
Argue a grievance by taking personal issue with the supervisor and directing personal remarks.
Miss membership meetings.
Bawl out a member in front of co-workers or in front of a supervisor.
Stall when workers call you.
Keep all the information to yourself.
Permit workers to push you around.
Enhance the supervisor's prestige by permitting the supervisor to use you as means of doing his/her dirty work, such as enforcing company rules or calling the workers down for minor abuse of certain privileges negotiated by the union.
Manage the workers.
IBEW Local 1613
How Management Can Try to Wreck the Grievance Process
There are many ways a supervisor can make your job difficult. Let's take a look at some of the ways management can try to wreck the grievance procedure and what you can do to counter them.
 The stall: No it's not a piece of plumbing. This strategy is designed to make you wait. Your supervisor never replies to your request for a meeting or worse, never answers the first step grievance.
 It is used for a variety of reasons, but the bottom line is that your request for some action is ignored. The tactic is frustrating and demanding. Your response should always be business-like. If the request for a meeting goes unheeded, make it again. If it is ignored a second time, put the request in writing with a copy to the union and the supervisor's boss.
If the issue is a response to a grievance, chances are the boss is trying to get you to miss your time limits. Never let that happen. If you do not get an answer within the time limits set out in the contract, appeal the grievance to step two with a note that the first step grievance was not answered in a timely fashion. Document your action and make sure the local union is aware of the problem. The second step appeal is made by a union officer so follow your local's procedure, and don't miss your deadline because of the stall.
The blow out: In this scenario, the boss wants you to lose your cool, usually at the grievance meeting. You could be ridiculed, ignored, yelled at -- anything to get you hot enough so that your emotions and not your intelligence rules. When you get angry, you forget your game plan and the meeting ends as a shouting match.
Sometimes the boss will aim the strategy at the grievant. Have you ever been at a meeting when the supervisor turns to your member and says something like this: "Did you really think you could get away with that?" Or "Aren't you old enough to know better?" Lines like this are designed to get the member angry enough to say something they should not. The member might disclose something on record which does not even belong in the meeting or they might lose their cool and become insubordinate.
At the grievance meeting, do the talking. Tell the member what to expect and not to get flustered or angry with any question which is asked. Educate the member before you go into the meeting. You can stop the meeting at any time to regroup and cool things down.
The trade: Formally called horse-trading, this tactic has nothing to do with ponies. It is an attempt by management to get something before they give something. You may be asked to give on one grievance to get a settlement on another. Never fall for this ploy. Decide all grievances on their merit. Horse-trading is an area in which the local union can incur liability.
Divide and conquer: A house divided on itself will not stand. And neither will a local union. Never allow any member to be played off against another. Never air disagreements in front of management. Have your discussion outside the room, out of earshot.
Side Issue:. Here, the supervisor will bring up extraneous issues, other grievances, or the latest new company rule. If the meeting has been called to discuss a grievance, redirect the conversation back to the issue at hand, over and over again. Don't get sidetracked. Keep control of the meeting.
Shifting the burden of proof: This is often used in a disciplinary hearing or appeal. Management is charging the member with some kind of infraction. Under the general rules of discipline, they must prove their case. Let them speak and prove their case. This doesn't mean you stay stone silent during the meeting. You should play a very active role in defending the member, but it is the employer's job to carry the burden of proof.
These are six tactics that are used by management at the grievance meeting. They may be used to test the new steward; or to take control of the procedure back from the local union which has been successful in using it. Don't be fooled. Be forewarned and prepared.
Thanks to IBEW Local 1613
Should Every Grievance Go to Panels?
The Union contract exists to protect the workers as a group. It protects each individual worker, but the contract is a legally binding document between the employer and the workers as a group (the union). Because of this fact, each individual worker does not have the right to take any case they want to Panels. If they did the union would go bankrupt and every boss’ pet would try to arbitrate cases that would hurt the union. In fact, the Republican Party once introduced legislation in Congress that would have mandated that unions would have to take every grievance to arbitration if a union member wanted to, even if there was no chance to win it. Their aim, of course, was to bankrupt local unions’ treasuries.
Reprinted courtesy of the United Electrical Workers Union
Bet You Didn't Know
The AFL-CIO recently released a survey of the attitudes of American workers, entitled "Workers' Rights in America: What Workers Think About Their Jobs and Employers." Some of the findings are not surprising. For example, 98% of American workers agree that it is either essential or very important to protect employees' rights to a safe and healthy workplace. What is more surprising--and what may lend some insight into why labor unions have been so ineffective in organizing new workers over the last thirty years--is how many U.S. workers think they have rights that simply do not exist. For example, 80% of workers believe they have a right to be free from retaliation from their employers for expressing their political views. After all, isn't that what the right to free speech is all about?
Fully two-thirds of Americans believe that their employers are legally prohibited from listening in on their phone calls. Doesn't the Constitution protect the right to privacy? Sixty percent of Americans believe their employers are legally required to provide them with paid sick leave.
As those of us in the business of defending workers' rights know, of course, most of us do not have these rights. While the rights of free speech and privacy protect us from governmental intrusion, they do not protect us from our private-sector employers. Anti-eavesdropping laws generally do not protect us from intrusions by our employers on work premises. Finally, employers are generally not required to provide paid leave of any sort, let alone sick leave. The survey also reveals that more than 90% of U.S. workers believe they SHOULD have these rights.
Surprised? To get more information, go to the AFL-CIO Steward Activist page and get involved. Your future and the future you make for your children depends on what you do today.
Teamsters Launch Obama Website
Signature Drive Begins for 2 Union-Backed Ballot Initiatives
A signature drive was formally kicked off Tuesday to collect enough support to place two union-backed initiatives on the November ballot.
One initiative would hold top executives personally liable for fraud that occurs at their companies. The other would require employers to show "just cause" for firing employees. Proponents must gather 76,000 signatures for each initiative by Aug. 6 to get them on the November ballot.
Lew Ellingson, a retired Qwest executive who has been promoting the corporate fraud ballot initiative, was the first to sign the petition.
"We need to say 'no' to any more Nacchios, Countrywides or Enrons," Ellingson said in a speech before dozens of union members in a committee room at the state Capitol on Tuesday.
Joe Nacchio, the former CEO of Denver-based Qwest, was convicted of insider trading last year, but an appeals court in March overturned the conviction and ordered a new trial.
Angelo Mozilo, CEO of Calabasas, Calif.-based Countrywide Financial Corp., is under scrutiny by the Securities and Exchange Commission over the timing of his stock sales.
Enron is a former Houston-based energy company that imploded in 2001 into one of the largest and most complicated bankruptcy cases in U.S. history. Its CEO, Ken Lay, was convicted of securities fraud in 2006, but died of a heart attack before his sentencing.
It's widely assumed that Colorado's corporate fraud and "just cause" measures were filed in response to a "right-to-work" initiative proposed by opponents of organized labor.
But Jess Knox, campaign manager for Protect Colorado's Future, the coalition supporting the pro-worker initiatives, suggested that both initiatives might continue to move forward even if the right-to-work initiative were pulled off the table.
"They are not necessarily dependent on each other," Knox said.
Nevertheless, he indicated that Protect Colorado's Future was willing to talk with "right to work" supporters. Although not in active negotiations as of Tuesday, Knox said, if the other side wants to talk, "We're open to that."
Ellingson also suggested that the corporate fraud initiative might proceed even if "right to work" were tabled.
"I don't see why it wouldn't," Ellingson said. "It's a common-sense initiative."
"These are two good ballot initiatives, which have a lot of support from working families," said Mike Cerbo, executive director of the Colorado AFL-CIO.
Denver Business Journal
Low Wage Workers and Unions
This is a catch-up with an interesting, and not surprising report, from the good folks at the Center for Economic and Policy Research:
After decades of disappointing wage growth for many American workers, a new report from the Center for Economic and Policy Research (CEPR) shows that unionization significantly boosts the wages of low-wage workers.
The report, "The Union Advantage for Low Wage Workers", finds that unionization raises the wages of the typical low-wage worker by 20.6 percent. Unions also have a substantial impact on the wages of workers at the middle and top of the wage distribution, but the report found that the effect for low-wage workers was the largest.
For the typical U.S. worker --the earner right in the middle of the national pay scale-- unionization raises wages about 13.7 percent, about two-thirds of the impact of unionization on the typical low-wage worker. For the typical high-wage worker, joining a union increased pay about 6.1 percent, or less than one-third of the increase for low-wage workers.
It shows the kind of country we are when you actually need a report to prove what would seem obvious.
Working Life
Who is funding the Right to Work for Less ballot intitiative?
Jake Jabs of American Furniture Warehouse and HealthOne
So-Called "Free Trade" Killing The Planet
Most of what I write about so-called "free trade" has focused on the horrendous hits that workers take from globalization that is all about one major thing: seeking out the lowest wages. But, there is another piece to this: so-called "free trade" is destroying the planet. Oh, yes, I'm sure the advocates of so-called "free trade" would say, "pshaw...it's just a part of progress and suck it up and live with it."
Along comes the Sierra Club with a report that tells us why so-called "free trade" is a dirty deal:
By promoting a ‘race to the bottom’ mentality where businesses are encouraged to relocate to countries with weak or non-existent environmental and labor laws.
By creating unsustainable consumption patterns and an onslaught of ‘cheap’ products that do not reflect their real cost in terms of their environmental or social impact. For example, the average American meal is now shipped approximately 1,500 miles from field to dinner plate (about the same distance as from Chicago to Boise). In climate-terms this means 435 fossil fuel calories to fly a 5-calorie strawberry.
By sharply increasing the volumes and distances of goods shipped globally via fossil-fuel burning transportation (land, air, and water). Over the past 15 years, international trade has exploded and shipping capacity has grown by 50 percent.3 Satellite photographs show that trails of pollution thousands of miles long are causing semi-permanent clouds above shipping routes in the North Atlantic, Pacific and other oceans.
By enabling rapid deforestation, natural resource depletion, and land conversion for industry, industrial agriculture, transportation, and commerce. Deforestation –which releases stored carbon and other greenhouse gas emissions --now accounts for 1/5 of global greenhouse gas emissions.
By its trade rules which can thwart and/ or roll back policies crafted to protect communities and the environment such as local procurement regulations, renewable energy requirements, or standards regarding environmentally friendly production methods.
By its business-biased, closed-door trade tribunals. To date trade rulings have, by and large, sided with business interests over concerns for the environment.
It's useful to refer to these points with people for whom the marketing phrase "free trade" carries weight. Think of the people who drive a Prius: if they jump behind a wheel of their hybrid to drive to make up that 5-calorie strawberry that has made its way across a time zone or two, that well-meaning person will be taking a couple of steps back in his or her attempts to save the planet.
Jonathan Tasini
Working People Can Make the Difference This Fall
Good think-piece in today's Politico by former Democratic House leader Martin Frost on how working people's votes will be key in this year's election:
Political relevance often varies from election to election. Largely unnoticed in the 2008 campaign so far is the highly relevant role that organized labor will play this fall. Assuming Barack Obama is the Democratic nominee, it can be argued that the Illinois senator’s fate against presumptive Republican nominee John McCain may be determined largely by labor’s ability to convince its white, working-class members to support the first African-American nominee for president.
Labor has always played a significant role in Democratic politics, but rarely has it been called upon to do more than it will be asked to do this year.
The only thing I would add is that while Frost focuses mainly on white union households, American labor today is quite diverse -- just like America. But no matter what our color, we stand united in support of the American Dream Candidate, Senator Barack Obama.
Jason Lefkowitz CtW Connect
John's Story
Businesses Scurry to Build Defenses
Big business is taking steps to fend off an expected flood of unionizing drives if Congress approves legislation making it easier for workers to organize.
In a trend being followed closely in Las Vegas and other strong union communities, businesses across the country are moving to improve relations with workers in anticipation of the Democrat-supported Employee Free Choice Act. It would for the first time in 60 years allow workers to organize without putting the issue to a secret-ballot vote.
The legislation has a chance of winning approval if Democrats increase their clout in Congress and voters elect a Democratic president in November. Both Democratic presidential candidates have pledged to sign the legislation.
The law would also stiffen penalties for employers who commit unfair labor practices during an organizing drive and impose binding arbitration in bargaining cases in which the sides cannot agree.
Taken together, the changes would shake the foundations of modern labor law and likely usher in the largest unionization drive since the passage of the National Labor Relations Act in 1935. Chicago-based Seyfarth Shaw LLP, a leading labor relations law firm, held a Web seminar last month outlining the implications of the bill for management.
As Amanda Sonneborn, a lawyer with the firm, put it: “When you’re an employer, you read it and weep.”
Most significantly, card check would allow unions to circumvent a secret-ballot election supervised by the National Labor Relations Board. Instead, unions would need only to collect signed cards from a majority of employees over a period of time.
Unions have long derided the election process as stacked in favor of employers, who have the right to campaign against the union in the run-up to an election. Labor advocates say companies use mandatory informational meetings, among other tools, to threaten and intimidate workers.
To illustrate card check’s cascading effect, Sonneborn pointed to Illinois.
The state passed mandatory card check in 2003. As a result, union density soared, she said. The International Union of Operating Engineers Local 150, for instance, doubled its number of bargaining units in four years, Sonneborn said.
In Las Vegas, the Culinary Union has tripled its membership over the past 20 years primarily through negotiating voluntary card check agreements with casino companies. The union added 10,000 members from 2002 to 2005 alone — and will add another 6,000 when MGM Mirage’s CityCenter opens in 2009.
In Canada, the effect also has been striking. Thirty-two percent of the country’s workers belong to a union, a density not seen in the United States since the American labor movement’s pinnacle in 1955. Only 12 percent of American workers today belong to a union. Labor benefits from mandatory card check laws in some Canadian provinces. Alberta sports the lowest union density of those places — a whopping 24 percent.
“There will be no opportunity for you to run a campaign,” said Bob Smith, another lawyer with Seyfarth Shaw. “You’ve got a union before you had any opportunity to get out of the gate. So the campaigning begins now and lasts every single day.”
Under the card check bill, employers would face fines for unfair labor practices of up to $20,000 per violation.
Employers would also lose their right to “bargain to an impasse” in contract negotiations. Although unions win roughly half of all NLRB elections, they failed to win a contract in 44 percent of bargaining cases in 2004, Sonneborn said.
Successful negotiations last a year on average. But under the proposed law, parties must begin bargaining within 10 days of card check certification. Then, if a settlement hasn’t been reached after 90 days, the union can request federal mediation. The sides then have another 30 days to negotiate a voluntary agreement. Failing that, a third-party arbitrator would impose a binding contract.
If the legislation is passed, “employers are headed for a big hurt,” Smith said.
Employers, he said, should mobilize the business community. “Tell them how awful life could be if this thing gets written into law,” Smith said.
Businesses also should publicly politicize the issue by painting the legislation as anti-democratic. A business-backed group, Coalition for a Democratic Workplace, is doing just that. It launched a Web site and began airing an ad last month featuring Sopranos cable-TV mobster Johnny Sac.
The law firm also encouraged employers to “harden” their workplaces against possible organizing. Companies should educate management on the early warning signs of a unionization drive and conduct focus groups with employees to gauge their concerns, the advisers said.
Unionization drives generally emerge from issues of dignity and respect, lawyer Mark Ross said. “Unions don’t organize employers,” he said. “Bad supervisors organize employers.”
Sonneborn suggested developing a “strategic response team” and reviewing hiring practices, including the use of temporary workers. Employers should strengthen their “preventative policies,” including those governing employee bulletin board use, company e-mail and building access.
“Inoculate your workforce,” Sonneborn said. “You don’t want to be the lowest hanging fruit.”
The warnings come even as the card check legislation faces significant challenges in Washington. Although the legislation passed overwhelmingly in the House last year, it went down in the Senate, 51-48, largely along party lines. Democrats need 60 votes to advance the measure in that body, which means its prospects hinge on the Nov. 4 election.
Democrats have a very slim chance of picking up the nine seats needed to reach 60.
But a stronger Democratic majority, combined with the potential crossover of moderate Republicans such as Sen. Arlen Specter, is enough to make big business nervous.
Even without the new law, if a Democrat becomes president, labor is all but certain to gain an important strategic advantage: control of the federal Labor Relations Board. The five-member board has three vacancies, and Democrats have vowed to block any more appointments by President Bush.
“We either get ready now or we invoke what I call the Dorothy Defense," attorney Jim Baird said. “You just close your eyes, click your heels three times and say, There’s no place for the Employee Free Choice Act.”
Michael Mishak, Las Vegas Sun
Know Your Contract
Your contract is divided into 2 parts. The first section is the National Master Agreement and the second part is the Central Region Supplement. Everyone should get a copy of the agreement reached in 2002 and read through it.
Where to Find Things in the Contract Book
Your Cheat Sheet
UPS/Teamster Contract and Central States Supplement 2002-2008
Topic
Article #
Page#
1. 401k Plan.........................................................29, sec. 3................................70-71
2. 6th&7th day work............................................12, sec. 9.................................184
3. 8-hour request.................................................19, sec. 3.................................197-198
4. 9.5 day.............................................................12, sec. 1.................................181-182
5. Accidents.........................................................18, sec .3.................................46-47
6. Air Drivers.......................................................40, sec. 1&2,4.........................121-128,132
7. Air Drivers wages...........................................40, sec. 6.................................133
8. Air Hub.............................................................40.............................................128-132
9. Breakdown/Road Closure.............................10.............................................177
10. Bumping..........................................................3, sec. 9..................................164
11. Cost of Living COLA.....................................33..............................................72-74
12. Customer complaints....................................17..............................................196
13. Disability payments.......................................14, sec. 7-8..............................187
14. Discharge and suspension...........................17.............................................194-196
15. Doubles/triples pay rate................................19, sec. 8.................................199
16. Early start time...............................................12, sec. 2,6 .............................182-183
17. Employee working off the clock....................17, sec. 3..................................42-43
18. Excessive rides..............................................37, sec. 2.................................114-115
19. Extra work........................................................3, sec. 16................................170
20. Fair Day's Work, Fair Day's Pay..................37.............................................113
21. Feeder driver bid change............................... 3, sec. 13...............................167-168
22. Funeral leave..................................................29, sec. 2..................................69-70
23. Grievance procedure......................................5, sec. 1..................................172-173
...................................... 7.............................................19
24. Harassment.....................................................37, sec. 1-2-3.........................113-115
25. Holidays.........................................................15..............................................187-188
26. Hours of work.................................................12, sec. 1..................................181-182
27. Innocent until proven guilty............................. 7................................................19
28. Jury duty..........................................................29, sec. 1...................................68-69
29. Laid off feeder drivers...................................19, sec. 2...................................197
30. Loss of driver’s license.................................16, sec. 3.1-3.3.........................36-39
.....................................35, sec. 1-2...............................79-80
31. Maternity leave...............................................16, sec. 4...................................39-40
32. Meals and breaks..full time............................18..............................................196-197
33. Mechanics personal tools..............................19, sec. 4.................................198
34. Medical examinations....................................29, sec. 1-4...............................58-60
35. Mileage pay rates...........................................43, sec. 3..................................144
36. New hire orientation.........................................1, sec. 1...................................155-156
37. Option day.......................................................15...............................................188
38. Package car driver..bidding procedure.........3, sec. 8...................................162-163
39. Package car driver..returned to building......19, sec. 6...................................198
40. Package car driver..route change..................3, sec. 9...................................163-164
41. Package car driver..bid coverage jobs..........3, sec. 18................................171
42. Paid for time.....................................................19, sec. 1.................................197
.......................................17..............................................42-43
43. Paid holidays....................................................15, sec. 1-2..............................187-188
44. Part time............................................................22, sec. 1-5..............................61-64
45. Part time breaks...............................................11, sec. 6.................................180
46. Part time employees........................................11, sec. 1-7..............................178-180
47. Part time transfer to full time..............................3, sec. 10...............................164-165
........................................11, sec. 2.................................179
48. Pay periods..........................................................8, sec. 1................................176..
49. Penalty pay........................................................17...............................................42-43
50. Picket line........................................................... 9, sec. 1,3................................27-28
51. Resignation..........................................................2............................................157-158
52. Safety and health rules......................................13, sec. 1-2............................184-185
........................................18.............................................43-58
53. Seniority...............................................................3, sec. 1-7.............................158-162
54. Sleeper teams...................................................43.............................................140-144
55. Stewards.............................................................4...............................................12-14
........................................21..............................................60
.........................................5..............................................172-174
56. Struck goods..................................................... 9, sec. 2....................................27
57. Start time..........................................................12, sec. 4.................................182-183
58. Subcontracting...................................................1.................................................1
........................................26.............................................66-67
........................................32.............................................72
59. Supervisors working..........................................3, sec. 7................................10-11
..........................................1, sec. 2................................157
60. Temporary alternate work (TAW)...................14, sec. 2.................................33-34
61. Tractor trailer school..........................................3, sec. 14..............................168-170
62. Uniforms............................................................42............................................139
......................................... 6............................................175-176
63. Unsafe equipment............................................18, sec. 1................................44-45
64. Vacations..........................................................16.............................................189-194
65. Wages/part time...............................................22, sec. 5................................63-64
66. Wages/full time..................................................41, sec. 2...............................136-137
67. Wages/feeder mileage pay.............................43, sec. 3...............................144
68. Workers comp..................................................14, sec. 1.................................32-33
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June 2008
