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Freedom to Choose to Pay Taxes in Sandoval County?

October 6, 2017 -Trey White Recording-Secretary Teamsters Local 492 Will you will soon have the right to choose whether to pay your taxes or not.

Teamster Committee Reviews UPS Teamsters Proposals

UPS and UPS Freight Negotiations-UPDATE From the IBT UPS National Negotiating Committee, September 28, 2017 Earlier this week, the Teamsters UPS and UPS Freight National Negotiating Committees met in the Washington DC area to review contract proposals received from members.

500 Teamsters & Family Attend NM Teamster Appreciation Day 2017

500 Attend NM Teamster Appreciation Day 2017  500 people were in attendance at the 2017 New Mexico Teamsters Appreciation Day on Saturday Sept 23rd.

Upcoming Teamsters National Freight ABF Contract Negotiations-Proposals

As you are aware, the current Teamsters ABF NMFA expires on March 31, 2018. In preparation for negotiations for a successor agreement with ABF, the IBT is requesting local unions representing employees at ABF, confer with their members and shop stewards, and submit suggested proposals to the negotiating committees.

Teamster UPS Screening Committees & Two-Person Review Scheduled

The UPS and UPS Freight Screening Committees are scheduled for September 25th and the Two-Person Review is scheduled for October 17th. Teamsters Package Division Director Denis Taylor, Co-Chair of the UPS National Negotiating Committee, will lead the meetings along with Kris Taylor who is Co-Chair of the UPS Freight National Negotiating Committee.

How Today’s Unions Help Working People

Unions Give Workers A Way To Improve Jobs Read the latest in-depth research from the Economic Policy Institute on Labor Unions and how they not only help union workers but non-union workers too.

9.5/OT Tops UPS Teamsters List of Concerns

With thousands of proposal sheets coming in, today the Teamsters Package Division began the process of organizing and reviewing each proposal submitted by members from the union’s nearly 200 UPS locals. Throughout the morning and afternoon, each submitted proposal was read aloud by Package Division Director Sean O’Brien to the Division's regional chairs and co-chairs.

YRC 2017 Change Of Operations Decisions

The following are the decisions from the YRC Multi-Region Change of Operations MR-UE-01-08/2017 and MR-CO-01-08/2017 which were heard on Thursday, August 24, 2017 in Rosemont, IL. Below are links to the documents about both proposed changes in operations and the decisions. YRC - MR-UE-01-08/2017 YRC Freight, Inc.
Download: YRC-MR_UE-01-082017.pdf , YRC-MR-CO-01-082017.pdf

NM Film Adds $500M to NM Economy

From The New Mexico State Film Office Record-Shattering Year for Film Industry in New Mexico with Half a Billion Dollars Injected Into NM Economy by Film Industry New Mexico’s film industry injected $505 million (more than a half a billion dollars) into the economy last year, shattering the previous record by more than $115 million. This news comes shortly after the U.S.


Teamster News Headlines
 
Leaders from UPS Local Unions Overwhelmingly Accept Contract Proposals
Teamsters Urge Performance Food Group (PFG) Shareholders to Withhold Votes from Directors
Tommy Blitsch Appointed Director of Trade Show & Convention Centers Division
Hurricane Maria's Aftermath: Tuesday, October 17
Hurricane Maria's Aftermath: Monday, October 16
Teamster Leaders in U.S., Canada Laud Their Respective NAFTA Negotiators
Hurricane Maria's Aftermath: Friday, October 13
Hall to Cardinal Health Shareholders: Vote FOR Independent Board Leadership, Accountability in Opioid Crisis
Teamsters Push to Strip Cardinal Health CEO of Chairman's Role
Supplemental Committees Meet to Exchange Contract Proposals with UPS
 
     
Contact Elected Officials!
Current Campaigns
  • The IBT and your Atlanta Committee members, Geoff Maloney and Chris Rogers have been negotiating with Company management since 2010; almost as long as the IBT have been negotiating for the Express Jet CRJ members. 

    The Company has now given us their final, closeout proposal on wages. Neither the International Brotherhood of Teamsters Airline Division, the Business Agents of Local 210 and Local 19, nor your rank-and-file committee members are recommending this be ratified. A detailed letter from your ExpressJet CRJ Negotiating Committee can be found here. A copy of the company’s last, best and final offer can be found here.

    Ballots were mailed on Tuesday, June 20, 2017.  Each member will receive voting instructions and credentials required for voting.  Voting will close on Monday, July 10, and will be counted the same day. 

  • The ‘Let’s Get America Working!’ campaign seeks to restore a dynamic and prosperous middle class to drive economic growth by helping to advance policy decisions that create and maintain good middle-income jobs, guarantee retirement security, expand access to the American Dream, and ensure that the benefits of the ongoing economic recovery are felt by the many, not just the few.

  • We Are eXPOsing XPO’s Global Greed

    XPO Logistics is a top ten global logistics and transportation company with annual revenue of $15 billion and 89,000 employees, another 10,000 workers classified as independent contractors, and thousands more working for firms that subcontract with XPO. We are the REAL workers at XPO Logistics worldwide exposing the truth about the company’s global greed, illegal wage theft, unsafe conditions, and abhorrent and vicious anti-worker, anti-union tactics. 

    This greed includes mistreating former Con-way Freight workers in the United States who are being kept in the dark about terminal closures and layoffs, and the company’s illegal refusal to bargain contracts and denying their workers’ federally protected right to organize. It also includes port, rail and last-mile drivers around the country and in Southern California fighting wage theft in excess of $200 million because they are misclassified as independent contractors and denied the right to form their union. This greed has caused numerous lawsuits and strikes.  Greed also means an unsafe workplace and mistreating its warehouse employees.

    XPO’s greed extends to Europe beginning with breaking its promise to not layoff any workers for at least 18 months. French workers and the unions have been fighting back against XPO’s disrespect, lies and attempts to slash jobs. Similar struggles are taking place in Great Britain, Spain, Belgium, the Netherlands, and across Europe.

    Join the worldwide struggle now! Get involved with this campaign by joining the Facebook group “XPO Exposed.”

    Together, we can eXPOse the company’s global greed and win fairness, respect and dignity for tens of thousands of XPO employees around the world!

  • This webpage provides information on the Teamsters Union’s legislative advocacy at both the federal and state level as well as our field activity to support those policy positions and to get strong labor candidates elected to office.  Among other resources, you will find our federal legislative scorecard, formal statements of policy position and communications to Capitol Hill,  a weekly update on federal legislative happenings, an overview of bills we are tracking at the state level, and quick links to take action on priority issues.

  • Negotiations for the National Master Automobile Transporters Agreement (NMATA) recently concluded and a tentative agreement has been reached. On Thursday, Feb. 16, 2017 representatives from carhaul local unions met in Detroit to endorse the National Agreement and the Central-Southern Supplement, paving the way for members to vote. The Eastern and Western Supplements were approved in 2016, and will not be re-voted. However, all carhaul members will get to exercise their right to vote on the National Agreement and General Monetary Changes.

    Ballots will be mailed out on or about March 10 and are tentatively scheduled to be counted on March 30.

    The tentative agreement is from September 1, 2015, until May 31, 2021.

  • Workers’ pensions are being endangered by both Congress and those charged with overseeing them. The Teamsters and our members are standing united to say “No!” to cuts and “Yes!” to greater retirement security!

  • The Teamsters Union represents more than 250,000 members at UPS and UPS Freight. UPS remains an active member of the American Legislative Exchange Council (ALEC) despite the organization’s anti-worker and anti-union agenda that seeks to undermine and weaken worker protections.

  • This web page provides information on the ongoing effort to renegotiate the North American Free Trade Agreement (NAFTA). Since 1994, NAFTA has devastated working families, putting corporate profits ahead of people.  What’s worse is that NAFTA has become the blueprint for all other trade agreements, from the way that it was negotiated in secret, to the bad provisions that have made their way into every agreement that has been signed since then.  Now, NAFTA is being renegotiated and we demand that it be reframed to work for workers instead of corporate interests.

  • Workers across the country at FedEx Freight and Con-way Freight are standing shoulder to shoulder to form their unions with the Teamsters to win a more secure future. Momentum is building with a first wave of victories with many more to come.

    There is growing worker resentment toward the companies after years of being treated unfairly. While the companies have suddenly made improvements since workers began to organize, workers know that without a legally binding contract the company can take these things away at any time.

    The unfulfilled promises that have been made to drivers and dockworkers over the past decade are coming back to haunt management.

    But now workers are taking action and standing up for themselves by forming their union. It's a different era now. It's Teamster Time! LIKE our Facebook page, here.

  • Teamsters are been standing together to protect good jobs at Sysco and US Foods. Our solidarity on many fronts helped to defeat the mega-merger of the two companies, which would have put thousands of jobs at risk. But challenges remain as both companies refine their plans. Join our campaign to ensure these foodservice giants honor their agreements with 11,500 Teamsters and help us bring more Sysco and US Foods workers into the Teamster family. LIKE our Facebook page, here.

     

Local 492 Welcome Message From Secretary-Treasurer, Walter R. Maestas

I would like to take this opportunity to welcome everyone to our updated website. On behalf of your Local Union Executive board, I want to encourage each and every one of our members to register with this new website. Registering will enable you to participate in Member Only features, which include the ability to download and/or fill out grievance forms online, most of the forms you have had to acquire from the Local Union Hall in the past, are now downloadable. You also have the ability to view/download the Rocky Mountain Teamster, and much more.

When you register, it will also give us an up to date database of everyone's email address, which will only be used if you check the box asking for email updates. Information is power, the more informed you are on union issues pertinent to you and the industry that you work in, the more unified we become as a Union!

There are hundreds of links on this site that you may find interesting and helpful. These links range from Pension, Health and Welfare to links to the companies that you work for, and everything in between. Most logo pictures are direct links, so just click on the picture and it will take you directly to that site.

There is a calendar of upcoming events which includes the grievance hearing schedules and an up to date general membership meeting schedule, and many other scheduled events. You can view/download PDF files of the latest contracts for most industries.  We have a Photo Gallery of some recent and past events. There is even an area for Retiree's.

I am confident you will learn something new by visiting the new website! If you want to know what's going on at Local 492, come back often to Teamsters492.org! 



How To Join The Teamsters
Oct 01, 2016

Why Go Union? Learn The Facts About Unions
Feb 19, 2015

Walters Corner
Feb 07, 2017

Walters Corner

Jan 2017- Local 492 would like to congratulate Brother Moises Ortega on his recent retirement and wish him on behalf of the staff at Teamsters Local Union # 492 many years of enjoyment and relaxation with his family.  Brother Ortega performed many tasks at Local 492 as a Business Agent to include all of the miscellaneous contract negotiations during his tenure with the Local Union. 

            Due to the fact that there is a restriction (three maximum) to the amount of staff eligible to be on the Executive Board, there have been some additions and some subtractions to your Teamsters Local 492 Executive Board.  When Brother Warren “Trey” White came on as a Business Agent in June of 2015 (Trey being and remaining the Recording Secretary) prompted the resignation of Brother Moises Ortega from the Executive Board.  This resignation led to the appointment of Brother Mike Butler as the new President of the Local from the Vice-President position that he had held previously.  Brother Kelvin Holly was then moved from a Trustee position to Vice-President until he retired from his place of employment, ABF, effective August 2016.  The vacancy for a Trustee position that occurred due to the appointment of Brother Holly to Vice-President was filled by Sister Melissa Malcolm from the Movie Industry.  Finally the retirement of Brother Kelvin Holly from ABF triggered his resignation from the Executive Board due to his not being employed any longer.  His resignation led to the appointment and movement of Brother Richard Martinez in September 2016 to the Vice-President position from his Trustee position that he had held previously.  Finally the Trustee position that opened up due to Brother Martinez’ appointment was filled by Brother Joseph Carillo from ABF.  

            The loss of Brother Holly, due to his retirement, from the your Teamster Local Union # 492 Executive Board will be sorely missed due to his dedication and limitless time spent helping with all kinds of activities on his own dime at the Local Union.  Brother Holly was a perfect example as to the statement that Brother Mike Butler has hanging from his door in the office which reads as follows;

Which are you?

Some members keep their Union strong,

While others join and just belong.

Some dig right in -- some serve with pride,

Some go along just for the ride.

Some volunteer to do their share,

While some lie back and just don’t care.

On meeting day some always show,

While there are those who never go.

Some do their best, some build, some make,

Some never give, but always take.

Some lag behind, some let things go,

Some never help their Union grow.

Some drag, some pull, some don’t, and some do,

Consider – which of these are you?

                                                                                                            …Muriel Watson


Do We Really Need Unions In America?
Jan 04, 2015

Local 492 Employer List
Jun 28, 2017

EMPLOYERS

For a list of Local 492 employers, click here.-2017 updated

Joining The Teamsters

Thank you for taking an interest in the New Mexico Teamsters Union Local 492.

The Teamsters are widely considered the most powerful Union in the world. The International Brotherhood of Teamsters (IBT), Formed in 1903 now represents a diverse membership of blue-collar and professional workers in both the public and private sectors. Our union has approximately 1.4 million members nationwide and over 2500 members are served by Local 492 over the entire state of New Mexico.

As you can see from our website, we have many companies that we represent. The majority of these companies hire their employees "in house." After hired, the new employee then signs up to become a member of Teamsters Local 492. The reasons they join are many but include pension, insurance, superior wages, and of course job security. The way most become Teamsters is by getting hired by one of the companies we already represent.

If you would like to apply for any of these companies, you can find a list of them by clicking Here  or click on any of the links below to apply online. 

4-17-17 Update: We are currently NOT accepting any applications for Movie drivers or wranglers due to the number of Movie drivers and wranglers that are unemployed at this time. If you would like to be notified when applications will be accepted, please fill out the contact form with name, CDL Class, phone and email by clicking here. To learn more about the Movie/Film Industry, Click Here.

The other way to become a Teamster is to organize your current workplace. If you are currently employed and are interested in having our organizer contact you about the Teamsters organizing your workplace, please call Kevin Pohl at 505-344-1925 ex. 18. 

We hope we have answered all of your questions and look forward being able to help you in the future. 

ABF Freight Click Here

American Airlines Click Here

AmeriPride Linen Jobs Click Here

Creamland Jobs Click Here

Chenega Jobs Click Here

Chiulista Services Click Here

Data Monitor Systems Click Here

Estancia VSWA (505) 384-4270

Franklins Earthmovers  (505) 884-6947

Hertz Click Here

LANS (505) 665-1904

OMI (CH2M) Jobs Click Here

Penske Jobs Click Here

RTD (Blue Bus) Jobs Click Here

Sara Lee Stores Click Here

Sysco Jobs Click Here

Team One CS Click Here

 UPS NM Jobs Click Here

UPS Freight Jobs Click Here

YRC Freight Click Here


Download: LU 492 EMPLOYERS 2015.pdf , LU_492_EMPLOYERS2017.pdf

Know Your Rights In The Workplace!
Oct 04, 2017

Fill Out This Contact Form to Organize Your Workplace

Why Go Union? What Is A Union?

Article written by JC#3:

What is a union?

A union is a group of employees who join together within a company to bargain collectively for better wages, stronger benefits and safer working conditions.

What do unions do?

A union's primary objective is to secure good contracts for its members and to enforce the provisions of that contract. The union also administers some of the contract's important benefits directly. Often these include health plans, pensions and labor/management partnerships and trusts.

How do you organize with the Teamsters?

Employees who want to join the Teamsters sign a "union authorization card." When a majority of employees sign cards, they are forwarded, in most cases, to the National Labor Relations Board (NLRB). The NLRB then schedules and conducts a secret ballot election. In some cases, when a majority of workers sign cards the company will recognize the union.

When the union is certified, the company is required by law to bargain over wages, benefits and working conditions. The laws governing public sector and the airline industry are different.

If I sign an authorization do I have to vote yes in the election? What if I change my mind?

The Teamsters are committed to organizing workers that want Teamster representation. Organizing is not about holding a vote; it is about gaining a voice in the workplace.

When the NLRB conducts a union election it's a secret ballot. No one has any right to know how you voted.

How does the union work out problems with management?

Through the grievance procedure: The contract spells out what the grievance procedures are and explains how conflicts are to be resolved.

When management engages in unfair conduct or violate a provision of the contract there are steps spelled out in the contract to resolve the problem. First, talk with your supervisor. When he or she refuses to do anything about it, go to your Teamster shop steward for help. The steward sits down with you and management and tries to talk about the issue. If it can't be resolved at this meeting, a business agent from the union approaches the company to discuss the issue. If the problem still cannot be resolved to everyone's satisfaction, the business agent appeals to upper management. If this step fails, both parties bring in a neutral arbitrator to hear evidence and order a final resolution of the problem.

What are shop stewards and business agents?

A shop steward is one of your co-workers, who acts as an agent of the union in the workplace. The union membership and the Teamster local union determines procedures for electing shop stewards and negotiates how many stewards are in each job location, shift and department. The steward's job is to make sure your company lives up to your contract. When there is a problem with management and you need union help, your first stop should be a visit with your shop steward.

A business agent is an official of your local union who handles any problems the shop steward cannot.

What is a "bargaining unit"?

A bargaining unit is made up of all the employees who are eligible to vote for and be in the union.

Who negotiates your contract?

The Teamsters and the company each choose their own negotiators. The company's team is usually comprised of lawyers, local management and upper management officials. The union team usually consists of bargaining unit employees and expert union negotiators.

What kind of say do I get in the contract?

Before contract talks start, the union asks you what you'd like to see in a contract. Usually the union sends out a survey to all a bargaining unit's members. Once the contract has been negotiated it's submitted to you and your co-workers for ratification. If a majority doesn't approve of the contract, your negotiating team goes back to the drawing board.

How long do contracts last?

Usually 3 to 5 years.

What are union dues? What are they used for?

Union dues are the money you pay to the union to help pay for support staff, legal costs, negotiation costs, arbitrator's fees, etc.

What's a "local"?

The Teamsters have a structure that includes a national body, intermediaries, and local unions. Most decisions are made at the state and local union level.

So what does the "International" do?

The International's responsibilities include; lobbying Congress for laws that benefit workers, sending help to locals that need it and coordinating national organizing efforts.

How democratic are unions?

The whole process is open and democratic. You decide if you want to sign an authorization card. You decide whether to vote "yes" on joining the union. You decide which co-workers you want on your negotiating team. You decide what to tell your negotiators you want in a contract. You vote on the contract once it's negotiated. You vote on who will be your shop steward. You vote on who will be the officers of your local.

Organize To Protect Your Future and Your Families Future!

The condition of the economy brings about uncertainty for all of our futures. Talk with your co-workers during break, at lunch, before or after work see what their feelings are about uniting to protect one another.

The membership is the backbone of any union. With the Teamsters Union, our structure enables one person one vote, at every level, including the vote for International General President.

United workers make up the union, along with experienced and knowledgeable leadership. The Teamsters have some of the best contracts in the country, negotiated by talented professionals after many hours with the member negotiating committee. If you agree that joining the Teamsters will be in the best interest for the workers at your job site, a unified voice that promotes respect on the job, better working conditions, fair wages, benefits, job security, etc. all of which will be spelled out in your labor agreement, then Please Click Here To Contact Us. Let Us Help You Organize Your Workplace Today!

Know Your Rights!

You have the right to:

Article Written by Working America

A Safe Workplace

Employers are required to provide a workplace free of recognized health and safety hazards. You have the right to file complaints with the federal Occupational Safety and Health Administration, to bring job safety hazards to your employer’s attention without retaliation and to get information from your employer about hazardous workplace exposures.

Overtime Pay

Employers must pay you overtime at the rate of one-and-a-half times the normal rate of pay if you work more than 40 hours in a week. However, many workers—such as managers, professionals and certain sales employees—are exempt from overtime pay.

Equal Pay

Employers may not pay unequal wages to men and women who perform jobs that require substantially equal skill, effort and responsibility, and that are performed under similar working conditions within the same company.

Family and Medical Leave

You have the right to up to 12 weeks of unpaid, job-protected leave on the birth or adoption of a child, to care for seriously ill family members or to recover from your own illness. To be eligible for this leave, you must have worked for 12 months and for at least 1,250 hours for the same employer with more than 50 employees.

A Workplace Without Discrimination

No employer can discriminate in hiring, firing, pay or promotions based on:

  • Age—The law protects workers 40 and older.
  • Disability—Employers must make reasonable accommodations for an otherwise qualified person with a disability to do his or her job.
  • Gender.
  • Pregnancy.
  • Race, color, ethnicity or national origin.
  • Religion.
  • Immigrant status—It is illegal to refuse to hire someone because of an accent or because that person was born in a foreign country. Employers have a duty to verify that every worker hired is authorized to work, but it is illegal to assume that a worker is undocumented just because he or she has a foreign name, speaks with an accent or was born in another country.

A Workplace Without Sexual Harassment

It is illegal to be forced to agree to sexual favors to keep your job or get a promotion or job benefit. It also is illegal to be subjected to severe and pervasive comments or behavior at your workplace that create a hostile work environment.

Join or Form a Union

You have the legal right to join or support a union and negotiate contracts with your employer. You have the right to decide for yourself whether you want union representation, free from employer intimidation and interference.

Unemployment Benefits

Unemployment benefits are available to jobless workers who can prove they have been in the labor force and meet other requirements imposed by their states and the federal government.

  • To file a safety and health complaint, call OSHA at 1-800-321-OSHA (6742). Contact your state workers’ compensation board for information about workplace injury compensation. To file overtime pay or Family Medical Leave Act complaints, call the U.S. Department of Labor at 1-866-4USWAGE (487-9243).
  • To file equal pay or discrimination complaints, call the Equal Employment Opportunity Commission at 1-800-669-4000 (1-800-669-6820 for TTY).
  • If you’ve been sexually harassed, write down a record of the harassment incidents. Follow your employer’s internal complaint procedure. To file charges with the EEOC, call 1-800-669-4000.
  • If you’ve been threatened, transferred or fired because of your union activity, contact the National Labor Relations Board at 1-866-667-NLRB (6572) to file charges.
  • To file for unemployment benefits, contact your state unemployment office.

Know Your Rights!

January 17, 2013- Article Written By the IBT

The Anti-Discrimination Provision Of The Immigration And Nationality Act (INA)

The U.S. Department of Justice, Civil Rights Division has an office dedicated to ensuring that employers are not discriminating against work-authorized individuals based on their national origin or immigration status. It is unlawful to fire or refuse to hire certain workers because of where they are from or because they are not U.S. citizens. The law also protects workers where employers discriminate against them by asking for too many work-authorization documents or by rejecting valid documents.

Q: How can I tell if an employer is violating the law?

A: An employer may be discriminating based on citizenship or national origin in employment if the employer:

  • Specifically asks a worker for a “green card.”

  • Asks certain workers for more documents than needed to complete the I-9 form.

  • Rejects valid work authorization documents.

  • Refuses to allow certain workers to begin working based on a name and Social Security number no-match.

  • Refuses to hire refugees and asylees because they don’t have Social Security numbers or green cards.

  • Only hires U.S. citizens (unless that policy is specifically required by law).

  • Asks certain workers for work authorization documents before offering them jobs.

  • Fires work-authorized workers for lying about their prior undocumented status, but has not fired other workers for lying about different aspects of their background.

Q: What about E-Verify?

A: An employer’s use of E-Verify may be discriminatory if the employer treats workers differently during the E-Verify process based on national origin or citizenship or immigration status, such as if it:

  • Runs certain workers through E-Verify before offering them jobs.

  • Asks certain workers to run themselves through E-Verify’s Self Check.

  • Uses E-Verify to check only some, but not all, new workers.

  • Refuses to allow certain workers to contest “tentative nonconfirmations” (TNCs).

  • Refuses to allow certain workers to work while contesting TNCs.

Q: What should I do if I think I or someone I know has been discriminated against in hiring or firing based on national origin or citizenship status?

A: Call the Office of Special Counsel for Immigration Related Unfair Employment Practices (OSC) at the Civil Rights Division of the U.S. Department of Justice on its Worker Hotline at 1-800-255-7688, 9am-5pm, E.S.T. (TTY for the hearing impaired: 1-800-237-2515). 
You do not have to provide your name, and telephone interpreters are available in many languages as needed. It is unlawful to intimidate, threaten, or retaliate against anyone for contacting the Hotline, assisting in any way in an investigation, or filing a charge with OSC.

For more information, to obtain outreach materials or a charge form, or to learn about OSC’s new worker webinars call the Hotline or visit http://www.justice.gov/crt/about/osc.

___________________________________________________________________________________

Do We Really Need Unions In America?What Do Unions Do For Me?

By Teamsters492.org Webmaster, Trey White

I am always amazed when I hear some say to me, “I don’t need the Union; I do my job!” That may be true, you may be the best at your job and never do anything wrong, but the Union still helps you in ways you probably are not aware of or are thankful for because they have always been there for you so you feel that’s just normal.

If you work in a Union job, you are most likely benefiting from higher wages and benefits like paid retirements, paid holidays and the big one these days; paid insurance. Even if you have to pay a little towards some of these things, you are still probably better off than your non-union counter-parts. You may not have chosen to work there because it is a Union job, but the reasons that you do work there were more than likely made possible by the very Union you don’t think you need.

The fact is; Unions raise the wages and benefits for everyone in this country, even non-union workers. The non-union competitors must keep their wages fair because if they don’t, two things will happen the non-union company does not want; first the employees will start to leave and then the remaining employees will start reaching out to Unions to organize them, we see this all the time. Companies do not want either to happen, so they try to keep their employees just happy enough to avoid it. But if there were no Unions, there would be no threat. Then wages, benefits and overall working conditions would drop.

The decline of membership in Unions coincides with the decline in middle-class income:

If you are still not convinced, read the list of benefits below that most Americans take advantage of, (even management) that would not exist if not for Unions making them happen.   

Did you know that labor unions made the following 36 things possible?

  1. Weekends off
  2. All breaks at work, including your lunch breaks
  3. Paid vacation
  4. Family & Medical Leave Act (FMLA)
  5. Sick leave
  6. Social Security
  7. Minimum wage
  8. Civil Rights Act/Title VII - prohibits employer discrimination
  9. 8-hour work day
  10. Overtime pay
  11. Child labor laws
  12. Occupational Safety & Health Act (OSHA)
  13. 40-hour work week
  14. Workers' compensation (workers' comp)
  15. Unemployment insurance
  16. Pensions
  17. Workplace safety standards and regulations
  18. Employer health care insurance
  19. Collective bargaining rights for employees
  20. Wrongful termination laws
  21. Age Discrimination in Employment Act of 1967 (ADEA)
  22. Whistleblower protection laws
  23. Employee Polygraph Protection Act (EPPA) - prohibits employers from using a lie detector test on an employee
  24. Veteran's Employment and Training Services (VETS)
  25. Compensation increases and evaluations (i.e. raises)
  26. Sexual harassment laws
  27. Americans With Disabilities Act (ADA)
  28. Holiday pay
  29. Employer dental, life, and vision insurance
  30. Privacy rights
  31. Pregnancy and parental leave
  32. Military leave
  33. The right to strike
  34. Public education for children
  35. Equal Pay Acts of 1963 & 2011 - requires employers pay men and women equally for the same amount of work
  36. Laws ending sweatshops in the United States

_______________________________________________________________

Card Check and Neutrality

What is a “card count neutrality agreement,” and why is it more democratic than an election?

Growing numbers of workers and their employers are forming collective bargaining relationships by using “card count neutrality” or “card check neutrality” agreements.

Through card count, the employer agrees to recognize the Union as the official bargaining agent of the employees once a third party verifies that a majority of the entire group of employees has signed Union membership cards. The employer then agrees to begin negotiating for a first contract as soon as it recognizes the Union, avoiding prolonged legal delays.

Neutrality means that the employer agrees not to interfere in the employees’ decisions about whether to join the Union, and the employees and the Union agree not to disrupt the workplace through strikes, picketing or boycotts. In most card count neutrality agreements, binding arbitration is included to quickly resolve conflicts.

Wouldn’t an election be more democratic?

The card count is an election, and Union authorization cards are the “ballots.” Employees elect to have the Union represent them by signing an agency agreement—the same way people usually appoint their representatives, such as attorneys.

It might seem that a National Labor Relations Board-sponsored election would be the most democratic means of deciding the question of unionization. But these elections for Union representation, characterized by intense anti-union campaigns, are not like other types of elections because of the inherent coercive power an employer holds over an employee, i.e., the power to deprive a person of his or her livelihood.

This imbalance of power is unparalleled in any other type of election in our society. Even if the employer does not expressly threaten employees with adverse consequences if they support the Union, employees can’t help but be aware of this possibility any time an employer makes known his opposition to unionization.

Recent laws against sexual harassment illustrate this workplace dynamic. These legal decisions recognize that it can be inherently coercive for a supervisor to say or do certain things in the workplace (such as ask a subordinate out on a date) which if done in another context might be considered quite innocuous. Because a supervisor has power over a subordinate, the subordinate implicitly understands that the supervisor may retaliate in some way if a request is refused.

With respect to unionization, the Supreme Court observed as long ago as 1940, that “[s]light suggestions” of employer preference have a “telling effect among men who know the consequences of incurring that employer’s strong displeasure.”1

According to one of the world’s premier human rights organizations, American Union representation elections under the National Labor Relations Act do not adequately account for this imbalance of power, and thus fail to provide a fair democratic process for workers to exercise their right to form a Union.

A recent report from Human Rights Watch entitled Unfair Advantage: Workers’ Freedom of Association in the United States Under International Human Rights Standards, lays out four major problems with U.S. labor law:2

1. Millions of workers are excluded from protection when exercising their right to associate. “Workers who fall under these exclusions can be summarily fired with impunity for seeking to form and join a Union. Even where the employer does not fire them, workers’ requests to bargain collectively can be ignored.”

2. Protections for workers covered by the law are inadequate.
U.S. labor law covering elections fails to meet international human rights standards because it allows actions with coercive effects to be used against employees. “Under U.S. law, employers and consultants have refined methods of legally “predicting”--as distinct from unlawfully threatening--workplace closures, firings, wage and benefit cuts and other dire consequences if workers form and join a trade Union.”

3. When the laws are broken, enforcement is weak.
“[T]he board’s authority to seek injunctions to halt employers’ unfair labor practices, however egregious and destructive of workers’ rights such practices might be, is only discretionary and is rarely used by the NLRB... [A]buses should carry a meaningful price so that remedies and sanctions have a deterrent value.”

An employer who illegally fires key Union supporters often succeeds in breaking an organizing drive. Even if the fired employees succeed after years of litigation in proving that their employer was motivated by anti-union animosity, all they will collect is back pay minus any interim earning or what the NLRB thinks they should have been able to earn from substitute employment. Many employers consider this a cheap price to pay for breaking a Union organizing drive.

4. The NLRB election process is full of legal delays. “Long delays in the U.S. labor law system confound workers’ exercise of the right to freedom of association.”
• Before the election: “[T]he election can be held up for months by employer-initiated disputes over which workers should be eligible to vote in the election as part of the ‘appropriate bargaining unit.’”
• After the election: “...[T]he employer can then undertake what is called a ‘technical refusal to bargain’ to obtain judicial review of the NLRB’s decision... A technical refusal to bargain forces workers and the NLRB to launch a new case, this time an unfair labor practice complaint against the employer’s refusal to bargain. The new case often requires years more to resolve in the courts.” By contract, our nation stood transfixed as the outcome of the last presidential election was delayed only several weeks.

In a Union representation election, the choice the workers make is whether they will be represented at all and, if so, by what Union. They are deciding about representation at the bargaining table in direct negotiations with their employer.

If an employee were to sue his or her employer, the law would never tolerate interference by the employer in the worker’s choice of an attorney. Yet, in the case of an NLRB election, the procedures used for workers to select their representative at the bargaining table allow employers to use their tremendous inherent advantages to campaign for a no vote.

A fair and constructive alternative

It has not always been so. The Wagner Act of 1935 (the National Labor Relations Act) established the NLRB. The original standard for a fair recognition process was that the debate about whether or not to establish a Union was exclusively among the employees. Any anti-union statement by an employer was considered an unfair labor practice.
For many years before the enactment of the NLRA and persisting after it was passed, there were several means of determining majority support among employees: counting the membership cards, examining a roster of members, essentially “any other suitable method.”

Employers later began to insist on NLRB elections because it gave them an opportunity to campaign against the Union and to use the court system to delay recognizing and negotiating with Unions.

The NLRB election process is often called the “traditional” method, but it is much more recent than card count and has not been the way that most collective bargaining relationships in the United states have been established, both before and after the NLRA came into existence.Card count neutrality agreements are the fair and appropriate method of determining if employees wish to be represented by a Union. They permit workers to express their wishes without undue influence from their employer. They allow the parties to avoid the extended, often bitter, and wholly unfair election process. Human Rights Watch observed, NLRB elections too often involve intense, acrimony-filled campaigns marked by heated rhetoric and attacks on the motives of both employers and Union advocates. The bitterness of a representation campaign can poison chances of a mutually beneficial bargaining relationship.

Experience demonstrates that where workers and employers can agree to use card checks that genuinely reflect workers’ free choice, with safeguards against coercion by management, by Union representatives or by coworkers, they can combine the benefits of freedom of choice and a mutually respectful relationship that carries over into collective bargaining. Public policy should encourage the use of voluntary card-check agreements as an alternative means of establishing workers’ majority sentiment and collective bargaining rights.

The Dunlop Commission Report also noted “card check agreements build trust between Union and employer and avoid expending public and private resources on unnecessary election campaigns. Such agreements are a classic example of potential or former adversaries creating a win-win situation for themselves.”3

Recent card count neutrality agreements

In recent years, more employers and Unions have returned to the use of card count agreements as a way to respect employees’ right to organize and establish positive management-labor relations.

At the University of Washington, the Administration agreed to recognize the Graduate Student Employee Action Coalition immediately upon verification of signed cards of a majority of graduate employees. Other employers who have agreed to card count neutrality agreements include: Kaiser Permanente, U.S. Steel, AT&T, Safeway, Anheuser-Busch, UPS and Hilton hotels.

Other types of employees using such agreements include: Nurses, doctors, electricians and other skilled tradespeople, auto workers, communications workers, hotel and casino employees.

Card-count recognition has long been recognized as a valid method for determining employees’ choice not only under the National Labor Relations Act, but under the Railway Labor Act and public sector collective bargaining laws. In Canada, the law in nine of the ten provinces and that governing federal labor relations not only permits but requires this form of recognition.

And employer neutrality and card count procedures are fully consistent with the NLRA, which declares that it is the policy of the United States “[to encourage] the practice and procedure of collective bargaining and [to protect] the exercise by workers of full freedom of association, self-organization, and designation of representatives of their own choosing, for the purpose of negotiating the terms and conditions of their employment or other mutual aid or protection.”4

Notes
1. International Association of Machinists v. NLRB, 311 U.S. 72 (1940).
2. All quotations from Human Rights Watch are from Unfair Advantage: Workers’ Freedom of Association in the United States Under International Human Rights Standards, August 2000. 
3. Commission onthe Future of Worker-Management Relations, “Report and Recommendations,” 1994, p. 20.
4. National Labor Relations Act, sec. 7, 29 U.S.C. sec. 157.


Announcement of Change in Providers for Group Benefit Insurance
Dec 08, 2016

Report From Walter R. Maestas: Secretary-Treasurer July 2012

Group Benefit Insurance

Now through Allstate Ins. which includes insurance for Accident & Disability Income, Cancer, Critical & Life.   Click Here to view the flyer and Click Here to view the Letter from Local 492.

Through the years Teamsters Local Union # 492 members have had the opportunity to obtain different types of insurance such as disability, life and others through their being a member of Teamsters Local Union # 492. The majority of those years this opportunity was through Southwest Union Benefits and Jake Kettenacker. It is now through Sharon Orona an Insurance & Benefits Consultant, as you have seen in a recent mail out. The following is a possible wake up call to some ongoing issues that you may or possibly may encounter with regards to your insurance. Once again this is not an endorsement from your Local Union, other than your ability to seek these opportunities due to being a member of Local # 492.

WHAT DOES YOUR LIFE INSURANCE LOOK LIKE? Are You Sure?

The economy has brought many changes and the life insurance industry has changed dramatically over the last decade. Products are now more complex, competitive and creative; many life insurance companies have become divisions of large financial service conglomerates.

You may have purchased term or permanent life insurance sometime in the past few years. Term life insurance is coverage over a specified period of time and usually at a lower monthly cost. Permanent life insurance comes in several types; the premiums usually start out higher than term but are usually more consistent throughout the life of the policy and may have some additional cash accumulation.

It has come to our attention that some of our members may not be completely up to date or knowledgeable how the changes have, are or will be affecting them.

The important issues now are several and you may need to ask yourself some of the following questions and then evaluate if you still have the coverage you thought you bought, the coverage you truly need and what it is costing you. And that cost may not be just the premium you pay each month.

These are just a few questions you should be asking yourself. There are many more but start with these.

·        Are you the primary household income provider?

·        Is your insurance truly the kind of life insurance you thought? Is it a life insurance or an accident death insurance policy?

·        Have the premiums been what you expected and will they remain the same or come to a date in time where they, in some cases, triple?

·        Has your health status changed? Have you started smoking again?

·        How would your family support themselves if you died?

·        If you have group life insurance through your employer and you retire, can you convert the policy from a group policy to an individual policy and can you afford the new policy?       

You owe it to yourself and your family to make sure you have the protection you desire and need. Take the time NOW and LOOK and LEARN. Click Here to view the flyer and Click Here to view the Letter from Local 492.

Disclaimer: Teamster’s Local 492 is providing this information as an educational piece and has no claim of responsibility for its content. This information has been provided by a local insurance agency.


Download: General Voluntary Workplace Benefits Flyer Union 492.pdf , Allstate Benefit Letter.pdf



Page Last Updated: Oct 01, 2016 (21:12:24)
October 19, 2017
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