I'm not sure what to do, and I'm hoping for some advice. Before our last meeting, one of the members called up through the international chain to find a way to remove meeting requirements to run for office. He finally got tot he district director who told him to make a motion from the floor to suspend the bylaws, which he did at the meeting. I raised a point of order complaint through the proper channels. I cited my sources, made my argument, and was flat out refused help. Two people told me "I'm not answering any of your questions."
Last night was our election, and that member won, despite having no experience, and only ever attending two meetings. I want to file an election appeal, but none of my work has gotten me anything but frustration so far, even though I know I'm in the right. I've also heard that I can be removed from the union, which would probably mean losing my job since we are a closed shop.

Here is what I know about it.

1. There are three highly-ranked staff with the same last name. Does it sound like nepotism? Is it a problem, and if so, how?

2. The most highly-paid staff (with role of "recording secretary/BA") made over 300k last year -twice as much as the previous year. It is a person from the family above.

Please give me your take!

I am in the process of forming a union and I was placed on a PIP. I asked the company to allow me to have a coworker as a coworker witness (a concerted activity, basically a witness for my own protection) and the company refused. Are they allowed to do this?

Hi! I’m new to bargaining and I have heard different things on this subject. We are open bargaining and the employer does not want employees attending bargaining meetings unless they are on the bargaining team or they use their PTO/union hours to attend. We asked if they could have the meeting going in the background while they worked bc it’s virtual and they said no bc it is a distraction.

We had our vote and are waiting for the results. They are delayed by several hours now, no response from the labour board. We are in Ontario and voting was electronic. Any ideas or theories on what the delay may be?

I'm a union steelworker and my place of work is now negotiating a new contract. Not sure about other unions (this is the first one I'm in) but our policy is that you have to work a certain number of days before you become a member, 30 days is when you start paying dues, and 70 days you're in.

My work has been on a hiring spree lately and it's no mystery as to why. If/when we go on strike these new hires are going to be forced to come in and work, effectively making them scabs, or they're fired. I know it's wrong for them to do that, but I can't blame them, some can't afford to go jobless for a couple weeks (even one).

Advice is welcome, just wanted to type this out because it's been making my blood boil.

I recently accepted a position with a company and am now a member of a bargaining unit. The employer has recently instituted 2 different bonus incentives. I have reviewed the CBA, under "Wages" there is no specific language regarding either of these incentives or any other "bonus" incentives.

(1) Are "bonus" incentives categorized as "wages" in regard to whether they are expected to be negotiated?

I ask because the structure of the "bonus incentives" have requirements that are wholly subjective, and management has the ability to place their thumb of the scale of each of the subjective criteria of each of the "bonus incentives".

If the answer to (1) above is "No" could you provide some authoritative decision, NLRB/Supreme Court?

If the answer to (1) is "Yes", could you provide some authoritative decision, NLRB/Supreme Court?

I will be seeking my own answers via searches, but hoping someone more knowledgeable might be able to provide the information and links.

I intend to broach this subject with my steward and/or rep when I have my ducks in a row (so to speak)

Assuming the answer to (1) above is "Yes" and the employer has offered this "bonus incentive" can/should the bargaining unit be force to force the employer to the negotiation table in the event the employer decides to remove the "bonus incentive" in the future?

I do understand that the details are in the pudding. I have reviewed the "employer's Rights" section of our CBA. There are one or two clauses that might be construed to allow this, but the clauses are vague and do not specifically speak to "bonus incentives".

I just started a new job and joined the union. I fully support unions but mine is having me pay $1.25 for every hour I work plus an extra $18 a month so that’s at least 5% of my income spent solely on union dues. I make $24/hr in California ($17/hr is the minimum wage here) in a high cost of living area so I just don’t understand the dues being a flat rate instead of 2.5x someone’s hourly wage per month like other unions do. I’m a cleaner so I make the least money out of everyone at the company and honestly the wage raise under the union is only by a few dollars an hour after what’s taken out per week. 28.5% of my income is taken out by taxes, union dues and a retirement fund I can’t opt out of. My union dues yearly would be about $2,856 and that just seems high for someone of my income level. Are most unions’ dues 1-2% of someone’s income?

Was looking into laborers, but they’re not hiring here in NJ (172). Iron workers 399 is taking apps at the end of the month. Packages are pretty close, IW make a couple more an hour, but Laborers have vacation pay with great bennies.

A couple people I’ve talked to said to look into other utility/earth work companies and try to get on with them then go to laborers after. Appreciate any insight

April 4th: California enacts legislation to gradually raise the minimum wage to $15.

On this day in labor history, California enacted legislation to gradually raise the minimum wage to $15 in 2016. At the time, the minimum wage was set at $10 per hour in the state. The new legislation raised the wage 50 cents the first year, followed by one dollar each subsequent year, reaching $15 by 2022. California, along with New York, were some of the first states to pass legislation raising the wage to that rate, helping combat the growing cost of living. Governor Jerry Brown commented that the new law was about “economic justice,” and that while a minimum wage might not make much economic sense, there was a moral obligation to the community. The federal minimum wage has not changed since 2009, currently sitting at $7.25 per hour. Sources in comment.

I have two opportunities available for me to take with the union.

I could be in Sheet Metal/Hvac (SMART) OR I can be an Electrician (IBEW).

What do I do?

I really like both of the trades and what they have to offer. Both of the unions called me with guaranteed full time work for a year. Which is fine in a year a lot can happen but I would like to know what career path to take. I will be a 1st year apprentice and I am 24 years old. I did 2 years in the pen and I feel like i am so far behind in life that I wouldnt like to start a trade and be like: “damn i shoulda probably gona with the other union”. Any recommendations? What do you guys like about your job? Whats the future on the trades? I really like the idea of traveling since I spent some time in a hole but as a first year i know thats unlikely. What can I do.

Hi all,

I want to ask an anonymous question to my union (depending on the answer, I will reveal my identity for next steps). I want to be anonymous because I work in a small workplace (less than 50 people in the union) and I don't want rumours to go around.

However, because we are small, it is also harder to stay anonymous. It's not like a big institution where I don't know anyone. I know everyone in our union committee. I'm not 100% people will respect my anonymity even if I ask the question directly to someone and ask to stay anonymous.

They do have their own email, so I thought of making a burner gmail to ask the question fully anonymously and then following up myself if needed. Does that make sense or it is ridiculous? I'm also not sure they'd answer me if they don't know who I am.

Any insight or advice would be much appreciated.

Thanks

So I posted on here not too long ago, I have a follow up question. I went to my union for grievance for a shift that should’ve been mine that my manger took from me. I went to union for grievance for that shift to get paid. I explain to them what happened and now they said they’d look into it. I followed up, when the person in the union who’s representing my company told me today that they’re waiting for a meeting with HR to bring up my situation? Isn’t the point of going to my union to avoid HR/management? Am I wrong? If so please explain?

I’ve been deciding between going to welding school or joining and union apprenticeship program for welding. The union hall for pipefitters is just near me and they have the apprenticeship program building right next door. So I have a few questions about how a union works, like am I locked into the 5 year contract? How does pay work? What else could I expect? Let me know please, thank you in advance!

April 3rd: MLK Delivers "I've Been to the Mountaintop" speech to striking sanitation workers

On this day in labor history, Martin Luther King Junior delivers his final speech, commonly called the “I’ve Been to the Mountaintop” speech, to striking Memphis sanitation workers in 1968. The strike began in February after two black sanitation workers, Echol Cole and Robert Walker, had been killed while sheltering from a heavy downpour. They had sought refuge in a nearby building but were refused due to segregation laws. Shielded inside the trash compactor, it turned on, killing the men. Having been subject to years of racial discrimination, low pay, and unsafe working conditions, sanitation workers were at their end, deciding to strike. With the support of the American Federation of State, County and Municipal Employees union, T.O. Jones led 1,300 black men to strike. Mayor Henry Loeb refused to recognize the labor action, hiring strikebreakers and rejecting negotiations. King returned to Memphis, showing his support for the striking workers. His speech urged nonviolent demonstrations and called for the United States to fulfil its ideological promises. King would be assassinated the next day, intensifying the strike but ultimately leading to its success. The workers would receive union recognition and pay increases. Sources in comments.

The company that I am working for keeps radically changing policies. For example, their new one started a week or so ago where they're now retroactively, penalizing employees for using PTO (unscheduled), being late, having to leave early ECT, with a point system. It went into effect last week yet they are going to pull from all attendance starting from January 1st. Causing multiple write-ups to go out. We all work from several states. I was wondering if there was anything we could do to protect ourselves because they are constantly changing policies from time of hire, like listed above now recording personal computers ECT.

Note: I don't have an issue with the implementation of a point system. My problem is with the retroactive.