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    The events listed on the calendar are accurate at the time of posting. Dates and times of events are subject to change.  Any questions concerning the date and time of an event should be directed to the Local Union Hall during normal business hours.

     

    A MESSAGE FROM PRESIDENT ED THOMPSON

    If you haven’t already done so please take a moment to register as a Local 776 member or retiree.

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    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!

    • On Wednesday, April 5, 2017, the International Brotherhood of Teamsters and Southwest Airlines reached an agreement covering more than 300 material specialists. Details of the agreement are available on this webpage, along with materials explaining the components of this contract.

      Ballots will be mailed on or about Wednesday, May 31, 2017. Each member will receive voting instructions and credentials required for voting via mail, along with paper copies of the tentative agreement’s highlights, the tentative agreement, and a copy of the seniority list. Voting will close on June 21, ballots will begin to be counted the same day.  Please continue to check this page for more information, it will be posted as soon as it becomes available.

    • 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 our fight against fast-track legislation. The measure requires Congress to take only a quick up-or-down vote on secret trade deals like the Trans-Pacific Partnership and does not allow such agreements to be amended. It limits Congress’ constitutionally mandated oversight of such trade deals and lets others decide what’s best for America. The result is fewer good-paying U.S. jobs and unsafe food and products for Americans. Read more to find out why fast track is the wrong track for Teamsters and America.

    • 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.

  • Your Union Steward

    Who are Local 776 Union Stewards?

    A Union steward is one of your co-workers, he/she acts as an agent of the Local Union in the workplace. The Union membership and the Teamster Local Union determines procedures for electing and/or appointing Union 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 Union steward.

    One of the most vital functions of a Union Steward is to prevent management from intimidating employees. Nowhere is this more important than in closed-door meetings when supervisors or guards, often trained in interrogation techniques, attempt to coerce employees into confessing to wrongdoing.

    In 1975, in NLRB v. J. Weingarten, Inc, the U.S. Supreme Court announced the rights of employees in the presence of Union representatives during investigatory interviews. Since that case involved a clerk being investigated by the Weingarten Company, these rights have become known as Weingarten rights.

    Weingarten Rules

    Under the Supreme Court's Weingarten decision, when an investigatory interview occurs, the following rules apply:

    RULE 1:
    The employee must make a clear request for union representation before or during the interview. The employee cannot be punished for making this request.

    RULE 2:
    After the employee makes the request, the employer must choose from among three options. The Employer must either:

    • Grant the request and delay questioning until the union representative arrives and has a chance to consult privately with the employee; or
    • Deny the request and end the interview immediately; or
    • Give the employee a choice of (1) having the interview without representation or (2) ending the interview.

    RULE 3:
    If the employer denies the request for union representation, and continues to ask questions, it commits an unfair labor practice and the employee has a right to refuse to answer. The employer may not discipline the employee for such a refusal.

    Union Stewards should encourage workers to assert their Weingarten rights. The presence of a Union Steward can help in many ways. For example:

    1. The Steward can help a fearful or inarticulate employee explain what happened.

    2.The Steward can raise extenuating factors.

    3.The Steward can advise an employee against blindly denying everything, thereby giving the appearance of dishonesty and guilt.

    4.The Steward can help prevent an employee from making fatal admissions.

    5.The Steward can stop an employee from losing his or her temper, and perhaps getting fired for insubordination.

    6.The Steward can serve as a witness to prevent supervisors from giving a false account of the conversation.

    What is an Investigatory Interview?

    Employees have Weingarten rights only during investigatory interviews. An investigatory interview occurs when a supervisor questions an employee to obtain information that could be used as a basis for discipline or asks an employee to defend his or her conduct. If an employee has a reasonable belief that discipline or other adverse consequences may result from what he or she says, the employee has a right to request union representation.

    Shop-floor conversations: Not every management-initiated discussion is an investigatory interview. For example, a foreman may talk to a worker about the proper way to do a job. Even if the boss asks questions, this is not an investigatory interview because the possibility of discipline is remote. The same is true of routine conversations to clarify work assignments or explain safety rules.

    Nevertheless, even an ordinary shop-floor discussion can change its character if the supervisor is dissatisfied with the employee's answers. If this happens, the employee can insist on the presence of a union representative before the conversation goes any further.

    Disciplinary announcements: When a supervisor calls a worker to the office to announce a warning or other discipline, is this an investigatory interview affording the worker a right to union representation? The NLRB says no, because the employer is merely announcing a previously arrived-at decision and is not questioning the worker. Such a meeting, however, can be transformed into an investigatory interview if the supervisor begins to ask questions to support the decision.

    Note: An employer that has followed a past practice of allowing stewards to be present when supervisors announce discipline must maintain the practice during the contract term. Refusing to allow a steward to attend would constitute an unlawful unilateral change.

    Investigatory Interviews usually relate to subjects such as:

    • Absenteeism
    • Accidents
    • Damage to company property
    • Drinking
    • Drugs
    • Falsification of records
    • Fighting
    • Insubordination
    • Lateness
    • Poor attitude
    • Sabotage
    • Theft
    • Violation of safety rules
    • Work performance

    Educating Workers

    The Supreme Court did not impose a notice requirement in its Weingarten decision. Employers have no obligation to inform workers of their right to request union representation. This is the Union's job.

    Shop Stewards should explain Weingarten rights to all employees they represent. A good way to get the word out is to distribute wallet-sized cards saying the following:

    "If this discussion could in any way lead to my being disciplined or terminated, or affect my personal working condition, I respectfully request that my union representative, officer, or steward be present at the meeting. Without representation, I choose not to answer any questions."

    Local 776 has a pocketsize Weingarten rights card available on the Local’s website. Follow the link below to download, view and print a Weingarten Rights card:

    http://teamsterslocal776.org/docs/weingart_text.gif

    Members should present the card whenever they fear that what they say may affect their position with the employer.

    Rights of Stewards

    Employers often assert that the only role of a steward at an investigatory interview is to observe the discussion, in other words to be a silent witness. The Supreme Court however, clearly acknowledged a steward's right to assist and counsel workers during the interview. Decided cases establish the following procedures:

    1.When the steward arrives, the supervisor must inform the steward of the subject matter of the interview, i.e. the type of misconduct for which discipline is being considered (theft, lateness, drugs, etc.)

    2.The steward must be allowed to take the worker aside for a private pre-interview conference before questioning begins.

    3.The steward must be allowed to speak during the interview. However, the steward does not have the right to bargain over the purpose of the interview.

    4.The steward can request that the supervisor clarify a question so that the worker can understand what is being asked.

    5.After a question is asked, the steward can give advice on how to answer.

    6.When the questioning ends, the steward can provide additional information to the supervisor.

    It must be emphasized that if the Weingarten rules are complied with, stewards have no right to tell workers not to answer questions, or to give false answers. Workers can be disciplined if they refuse to answer questions.

    Your Union Steward is your first link to the Local Union. Know your Union Steward  by name, when needed ask for he/she by name.


    Jul 24, 2015

    Disciplinary Hearing Notes

    When you are called in for a disciplinary hearing with the employer it is important to document the proceeding. Local 776 has created a form for Stewards to use to help gather information concerning the meeting. To download, view and print the document follow the link below:

    Disciplinary Hearing Notes




    Page Last Updated: Jul 24, 2015 (05:22:00)
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