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USING THE FMLA
NEW MEDICARE FOR ALL BILL INTRODUCED The Medicare for All Act of 2021, H.R. 1976, was introduced into Congress on March 17 by Representatives Pramila Jayapal and Debbie Dingell. The bill was co-sponsored by more than half of the House Democratic Caucus, including 14 committee chairs and key members of the Congressional leadership. Moving this important piece of legislation will require constant pressure from BIDEN ADMINISTRATION REPORT CARD: FIRST 100 DAYS April 30 marked the end of the first 100 days of the Biden administration. The phrase “first 100 days” was coined by President Franklin Delano Roosevelt in 1933, in a radio address in which he assessed his administration’s first actions to tackle the Great Depression and establish the New Deal. The purpose of this report card is not to congratulate or condemn the president, INFORMATION REQUESTS Issues To defend the members and the union contract, the union has a legal right to seek information from an employer - and the employer has a legal obligation to provide it as long as the union's request is relevant and not unreasonable. The employer is required to provide relevant information in a variety of circumstances - don't assume that a grievance has to be filed before you can ask USING ADA IN THE WORKPLACE Issues Here's an introduction to the Americans with Disabilities Act (ADA), covering: Disabilities Defined Under ADA Some Sample Costs of Job Accommodation Contract Language Grieving Job Accommodations JAN - the Job Accommodation Network Also visit : U.S. Government ADA homepage It can happen without warning. You, or someone you know, is permanently disabled; develops a disabling EQUAL DISTRIBUTION OF OVERTIME Here are some scenarios that are probably familiar to most UE Stewards: Harlan Parrot comes up to his steward. "I have a grievance. Jim Carey is always s----- up to the boss and getting all the overtime. I thought there was supposed to be equal overtime. What are you going to do about it?" or, Sheila approaches her steward one afternoon, "Hey, did you hear the company's WELCOMING NEW EMPLOYEES INTO THE UNION Issues Attitudes about the union are often formed during the first year on the job Information about the union and the contract; the grievance procedure; and, the effectiveness of stewards play a major role in forming and maintaining membership involvement from day one. Other key factors influencing employee attitudes about the union are: The effectiveness of the steward's INVESTIGATING GRIEVANCES WINNING PAST PRACTICE GRIEVANCES Issues One of the most powerful tools at a steward s disposal in defending members rights and working conditions at work is the concept of past practice. It s important for each steward to be familiar with the practices of the workplace and how to use the grievance system to defend them. Understanding and Defending Past Practices at Work One of the powerful tools that each steward has A UNION STEWARD’S BIGGEST MISTAKES A good union steward is many things - an organizer, a negotiator, a counselor, a peacemaker and a troublemaker. But there are certain things that a steward must avoid at all costs — and the latest UE Steward takes a look at the twelve biggest. This issue also includes aUSING THE FMLA
NEW MEDICARE FOR ALL BILL INTRODUCED The Medicare for All Act of 2021, H.R. 1976, was introduced into Congress on March 17 by Representatives Pramila Jayapal and Debbie Dingell. The bill was co-sponsored by more than half of the House Democratic Caucus, including 14 committee chairs and key members of the Congressional leadership. Moving this important piece of legislation will require constant pressure from BIDEN ADMINISTRATION REPORT CARD: FIRST 100 DAYS April 30 marked the end of the first 100 days of the Biden administration. The phrase “first 100 days” was coined by President Franklin Delano Roosevelt in 1933, in a radio address in which he assessed his administration’s first actions to tackle the Great Depression and establish the New Deal. The purpose of this report card is not to congratulate or condemn the president, INFORMATION REQUESTS Issues To defend the members and the union contract, the union has a legal right to seek information from an employer - and the employer has a legal obligation to provide it as long as the union's request is relevant and not unreasonable. The employer is required to provide relevant information in a variety of circumstances - don't assume that a grievance has to be filed before you can ask USING ADA IN THE WORKPLACE Issues Here's an introduction to the Americans with Disabilities Act (ADA), covering: Disabilities Defined Under ADA Some Sample Costs of Job Accommodation Contract Language Grieving Job Accommodations JAN - the Job Accommodation Network Also visit : U.S. Government ADA homepage It can happen without warning. You, or someone you know, is permanently disabled; develops a disabling EQUAL DISTRIBUTION OF OVERTIME Here are some scenarios that are probably familiar to most UE Stewards: Harlan Parrot comes up to his steward. "I have a grievance. Jim Carey is always s----- up to the boss and getting all the overtime. I thought there was supposed to be equal overtime. What are you going to do about it?" or, Sheila approaches her steward one afternoon, "Hey, did you hear the company's WELCOMING NEW EMPLOYEES INTO THE UNION Issues Attitudes about the union are often formed during the first year on the job Information about the union and the contract; the grievance procedure; and, the effectiveness of stewards play a major role in forming and maintaining membership involvement from day one. Other key factors influencing employee attitudes about the union are: The effectiveness of the steward'sUSING THE FMLA
Family and Medical Leave Act Provisions FMLA Rights at a Glance. The right to take up to 12 weeks of medical leave each year on a consecutive or intermittent basis.; The right to take up to 12 weeks of family leave each year to care for a seriously ill child, partent or spouse.; The right to a part-time work schedule when necessitated by medical problems or to care for an ill family member. NEW MEDICARE FOR ALL BILL INTRODUCED The Medicare for All Act of 2021, H.R. 1976, was introduced into Congress on March 17 by Representatives Pramila Jayapal and Debbie Dingell. The bill was co-sponsored by more than half of the House Democratic Caucus, including 14 committee chairs and key members of the Congressional leadership. Moving this important piece of legislation will require constant pressure from USING ADA IN THE WORKPLACE Issues Here's an introduction to the Americans with Disabilities Act (ADA), covering: Disabilities Defined Under ADA Some Sample Costs of Job Accommodation Contract Language Grieving Job Accommodations JAN - the Job Accommodation Network Also visit : U.S. Government ADA homepage It can happen without warning. You, or someone you know, is permanently disabled; develops a BIDEN ADMINISTRATION REPORT CARD: FIRST 100 DAYS April 30 marked the end of the first 100 days of the Biden administration. The phrase “first 100 days” was coined by President Franklin Delano Roosevelt in 1933, in a radio address in which he assessed his administration’s first actions to tackle the Great Depression and establish the New Deal. The purpose of this report card is not to congratulate or condemn the president, STEP ONE OF THE GRIEVANCE PROCEDURE The first steps of the grievance procedure are probably the most important. This is where most of the investigative work is done by the union steward, the union first states and frames its case, and where the employer states their case. The first two steps of the grievance procedure are where most grievances get settled. Often times “problems” get settled by just having theINSUBORDINATION
Management loves power. The ability to threaten workers with punishment for being insubordinate is a tool that many managers use to enforce their power. For many union folks, the whole idea of workers being punished for being "insubordinate" to bosses is insulting and discriminatory. This is one topic where the class bias of labor law becomes clear. Management is considered better than workers UNION HEALTH AND SAFETY PROGRAMS Every UE workplace should have a Health & Safety Committee or a Union Program for Health & Safety. Funding for OSHA has been cut severely and so no workers should rely on OSHA to make inspections. No matter what the boss says, it is the right and the duty of the union to deal with health & safety issues even if there is no specific language inthe contract.
#UE74TH | UE
Wednesday afternoon, August 19 at the UE Convention included discussion and approval of several amendments to the UE Constitution and a few additional resolutions, election of officers, and paying tribute to two longtime UE leaders who will be stepping down andretiring.
MEMBER TO MEMBER HARASSMENT The Executive Board of UE Local 1776 was discussing a problem. One of the members, Jason, was going to be disciplined for harassing another member, a woman. Roberto, the Chief Steward, was making the report, "After completing my investigation, it's clear that he was doing this. For the last month Jason has been coming up to her and saying somereally nasty stuff.
WELCOMING NEW EMPLOYEES INTO THE UNION Issues Attitudes about the union are often formed during the first year on the job Information about the union and the contract; the grievance procedure; and, the effectiveness of stewards play a major role in forming and maintaining membership involvement from day one. Other key factors influencing employee attitudes about the union are: The effectiveness of the steward's INVESTIGATING GRIEVANCES WINNING PAST PRACTICE GRIEVANCES Issues One of the most powerful tools at a steward s disposal in defending members rights and working conditions at work is the concept of past practice. It s important for each steward to be familiar with the practices of the workplace and how to use the grievance system to defend them. Understanding and Defending Past Practices at Work One of the powerful tools that each steward has A UNION STEWARD’S BIGGEST MISTAKES A good union steward is many things - an organizer, a negotiator, a counselor, a peacemaker and a troublemaker. But there are certain things that a steward must avoid at all costs — and the latest UE Steward takes a look at the twelve biggest. This issue also includes a INFORMATION REQUESTS Issues To defend the members and the union contract, the union has a legal right to seek information from an employer - and the employer has a legal obligation to provide it as long as the union's request is relevant and not unreasonable. The employer is required to provide relevant information in a variety of circumstances - don't assume that a grievance has to be filed before you can askUSING THE FMLA
BIDEN ADMINISTRATION REPORT CARD: FIRST 100 DAYS April 30 marked the end of the first 100 days of the Biden administration. The phrase “first 100 days” was coined by President Franklin Delano Roosevelt in 1933, in a radio address in which he assessed his administration’s first actions to tackle the Great Depression and establish the New Deal. The purpose of this report card is not to congratulate or condemn the president, NEW MEDICARE FOR ALL BILL INTRODUCED The Medicare for All Act of 2021, H.R. 1976, was introduced into Congress on March 17 by Representatives Pramila Jayapal and Debbie Dingell. The bill was co-sponsored by more than half of the House Democratic Caucus, including 14 committee chairs and key members of the Congressional leadership. Moving this important piece of legislation will require constant pressure from USING ADA IN THE WORKPLACE Issues Here's an introduction to the Americans with Disabilities Act (ADA), covering: Disabilities Defined Under ADA Some Sample Costs of Job Accommodation Contract Language Grieving Job Accommodations JAN - the Job Accommodation Network Also visit : U.S. Government ADA homepage It can happen without warning. You, or someone you know, is permanently disabled; develops a disabling EQUAL DISTRIBUTION OF OVERTIME Here are some scenarios that are probably familiar to most UE Stewards: Harlan Parrot comes up to his steward. "I have a grievance. Jim Carey is always s----- up to the boss and getting all the overtime. I thought there was supposed to be equal overtime. What are you going to do about it?" or, Sheila approaches her steward one afternoon, "Hey, did you hear the company's WELCOMING NEW EMPLOYEES INTO THE UNION Issues Attitudes about the union are often formed during the first year on the job Information about the union and the contract; the grievance procedure; and, the effectiveness of stewards play a major role in forming and maintaining membership involvement from day one. Other key factors influencing employee attitudes about the union are: The effectiveness of the steward's INVESTIGATING GRIEVANCES WINNING PAST PRACTICE GRIEVANCES Issues One of the most powerful tools at a steward s disposal in defending members rights and working conditions at work is the concept of past practice. It s important for each steward to be familiar with the practices of the workplace and how to use the grievance system to defend them. Understanding and Defending Past Practices at Work One of the powerful tools that each steward has A UNION STEWARD’S BIGGEST MISTAKES A good union steward is many things - an organizer, a negotiator, a counselor, a peacemaker and a troublemaker. But there are certain things that a steward must avoid at all costs — and the latest UE Steward takes a look at the twelve biggest. This issue also includes a INFORMATION REQUESTS Issues To defend the members and the union contract, the union has a legal right to seek information from an employer - and the employer has a legal obligation to provide it as long as the union's request is relevant and not unreasonable. The employer is required to provide relevant information in a variety of circumstances - don't assume that a grievance has to be filed before you can askUSING THE FMLA
BIDEN ADMINISTRATION REPORT CARD: FIRST 100 DAYS April 30 marked the end of the first 100 days of the Biden administration. The phrase “first 100 days” was coined by President Franklin Delano Roosevelt in 1933, in a radio address in which he assessed his administration’s first actions to tackle the Great Depression and establish the New Deal. The purpose of this report card is not to congratulate or condemn the president, NEW MEDICARE FOR ALL BILL INTRODUCED The Medicare for All Act of 2021, H.R. 1976, was introduced into Congress on March 17 by Representatives Pramila Jayapal and Debbie Dingell. The bill was co-sponsored by more than half of the House Democratic Caucus, including 14 committee chairs and key members of the Congressional leadership. Moving this important piece of legislation will require constant pressure from USING ADA IN THE WORKPLACE Issues Here's an introduction to the Americans with Disabilities Act (ADA), covering: Disabilities Defined Under ADA Some Sample Costs of Job Accommodation Contract Language Grieving Job Accommodations JAN - the Job Accommodation Network Also visit : U.S. Government ADA homepage It can happen without warning. You, or someone you know, is permanently disabled; develops a disabling EQUAL DISTRIBUTION OF OVERTIME Here are some scenarios that are probably familiar to most UE Stewards: Harlan Parrot comes up to his steward. "I have a grievance. Jim Carey is always s----- up to the boss and getting all the overtime. I thought there was supposed to be equal overtime. What are you going to do about it?" or, Sheila approaches her steward one afternoon, "Hey, did you hear the company'sWHO WE ARE | UE
"UE" is the abbreviation for United Electrical, Radio and Machine Workers of America, a democratic national union representing some 35,000 workers in a wide variety of manufacturing, public sector and private service-sector jobs. UE is an independent union (not affiliated with the AFL-CIO) proud of its democratic structure and progressive policies.USING THE FMLA
Family and Medical Leave Act Provisions FMLA Rights at a Glance. The right to take up to 12 weeks of medical leave each year on a consecutive or intermittent basis.; The right to take up to 12 weeks of family leave each year to care for a seriously ill child, partent or spouse.; The right to a part-time work schedule when necessitated by medical problems or to care for an ill family member. USING ADA IN THE WORKPLACE Issues Here's an introduction to the Americans with Disabilities Act (ADA), covering: Disabilities Defined Under ADA Some Sample Costs of Job Accommodation Contract Language Grieving Job Accommodations JAN - the Job Accommodation Network Also visit : U.S. Government ADA homepage It can happen without warning. You, or someone you know, is permanently disabled; develops a STEP ONE OF THE GRIEVANCE PROCEDURE The first steps of the grievance procedure are probably the most important. This is where most of the investigative work is done by the union steward, the union first states and frames its case, and where the employer states their case. The first two steps of the grievance procedure are where most grievances get settled. Often times “problems” get settled by just having the NEW MEDICARE FOR ALL BILL INTRODUCED The Medicare for All Act of 2021, H.R. 1976, was introduced into Congress on March 17 by Representatives Pramila Jayapal and Debbie Dingell. The bill was co-sponsored by more than half of the House Democratic Caucus, including 14 committee chairs and key members of the Congressional leadership. Moving this important piece of legislation will require constant pressure from BIDEN ADMINISTRATION REPORT CARD: FIRST 100 DAYS April 30 marked the end of the first 100 days of the Biden administration. The phrase “first 100 days” was coined by President Franklin Delano Roosevelt in 1933, in a radio address in which he assessed his administration’s first actions to tackle the Great Depression and establish the New Deal. The purpose of this report card is not to congratulate or condemn the president, UNION HEALTH AND SAFETY PROGRAMS Every UE workplace should have a Health & Safety Committee or a Union Program for Health & Safety. Funding for OSHA has been cut severely and so no workers should rely on OSHA to make inspections. No matter what the boss says, it is the right and the duty of the union to deal with health & safety issues even if there is no specific language inthe contract.
INSUBORDINATION
Management loves power. The ability to threaten workers with punishment for being insubordinate is a tool that many managers use to enforce their power. For many union folks, the whole idea of workers being punished for being "insubordinate" to bosses is insulting and discriminatory. This is one topic where the class bias of labor law becomes clear. Management is considered better than workers#UE74TH | UE
Wednesday afternoon, August 19 at the UE Convention included discussion and approval of several amendments to the UE Constitution and a few additional resolutions, election of officers, and paying tribute to two longtime UE leaders who will be stepping down andretiring.
MEMBER TO MEMBER HARASSMENT The Executive Board of UE Local 1776 was discussing a problem. One of the members, Jason, was going to be disciplined for harassing another member, a woman. Roberto, the Chief Steward, was making the report, "After completing my investigation, it's clear that he was doing this. For the last month Jason has been coming up to her and saying somereally nasty stuff.
WELCOMING NEW EMPLOYEES INTO THE UNION Issues Attitudes about the union are often formed during the first year on the job Information about the union and the contract; the grievance procedure; and, the effectiveness of stewards play a major role in forming and maintaining membership involvement from day one. Other key factors influencing employee attitudes about the union are: The effectiveness of the steward's INVESTIGATING GRIEVANCES WINNING PAST PRACTICE GRIEVANCES Issues One of the most powerful tools at a steward s disposal in defending members rights and working conditions at work is the concept of past practice. It s important for each steward to be familiar with the practices of the workplace and how to use the grievance system to defend them. Understanding and Defending Past Practices at Work One of the powerful tools that each steward has A UNION STEWARD’S BIGGEST MISTAKES A good union steward is many things - an organizer, a negotiator, a counselor, a peacemaker and a troublemaker. But there are certain things that a steward must avoid at all costs — and the latest UE Steward takes a look at the twelve biggest. This issue also includes aUSING THE FMLA
NEW MEDICARE FOR ALL BILL INTRODUCED The Medicare for All Act of 2021, H.R. 1976, was introduced into Congress on March 17 by Representatives Pramila Jayapal and Debbie Dingell. The bill was co-sponsored by more than half of the House Democratic Caucus, including 14 committee chairs and key members of the Congressional leadership. Moving this important piece of legislation will require constant pressure from BIDEN ADMINISTRATION REPORT CARD: FIRST 100 DAYS April 30 marked the end of the first 100 days of the Biden administration. The phrase “first 100 days” was coined by President Franklin Delano Roosevelt in 1933, in a radio address in which he assessed his administration’s first actions to tackle the Great Depression and establish the New Deal. The purpose of this report card is not to congratulate or condemn the president, INFORMATION REQUESTS Issues To defend the members and the union contract, the union has a legal right to seek information from an employer - and the employer has a legal obligation to provide it as long as the union's request is relevant and not unreasonable. The employer is required to provide relevant information in a variety of circumstances - don't assume that a grievance has to be filed before you can ask USING ADA IN THE WORKPLACE Issues Here's an introduction to the Americans with Disabilities Act (ADA), covering: Disabilities Defined Under ADA Some Sample Costs of Job Accommodation Contract Language Grieving Job Accommodations JAN - the Job Accommodation Network Also visit : U.S. Government ADA homepage It can happen without warning. You, or someone you know, is permanently disabled; develops a disabling EQUAL DISTRIBUTION OF OVERTIME Here are some scenarios that are probably familiar to most UE Stewards: Harlan Parrot comes up to his steward. "I have a grievance. Jim Carey is always s----- up to the boss and getting all the overtime. I thought there was supposed to be equal overtime. What are you going to do about it?" or, Sheila approaches her steward one afternoon, "Hey, did you hear the company's WELCOMING NEW EMPLOYEES INTO THE UNION Issues Attitudes about the union are often formed during the first year on the job Information about the union and the contract; the grievance procedure; and, the effectiveness of stewards play a major role in forming and maintaining membership involvement from day one. Other key factors influencing employee attitudes about the union are: The effectiveness of the steward's INVESTIGATING GRIEVANCES WINNING PAST PRACTICE GRIEVANCES Issues One of the most powerful tools at a steward s disposal in defending members rights and working conditions at work is the concept of past practice. It s important for each steward to be familiar with the practices of the workplace and how to use the grievance system to defend them. Understanding and Defending Past Practices at Work One of the powerful tools that each steward has A UNION STEWARD’S BIGGEST MISTAKES A good union steward is many things - an organizer, a negotiator, a counselor, a peacemaker and a troublemaker. But there are certain things that a steward must avoid at all costs — and the latest UE Steward takes a look at the twelve biggest. This issue also includes aUSING THE FMLA
NEW MEDICARE FOR ALL BILL INTRODUCED The Medicare for All Act of 2021, H.R. 1976, was introduced into Congress on March 17 by Representatives Pramila Jayapal and Debbie Dingell. The bill was co-sponsored by more than half of the House Democratic Caucus, including 14 committee chairs and key members of the Congressional leadership. Moving this important piece of legislation will require constant pressure from BIDEN ADMINISTRATION REPORT CARD: FIRST 100 DAYS April 30 marked the end of the first 100 days of the Biden administration. The phrase “first 100 days” was coined by President Franklin Delano Roosevelt in 1933, in a radio address in which he assessed his administration’s first actions to tackle the Great Depression and establish the New Deal. The purpose of this report card is not to congratulate or condemn the president, INFORMATION REQUESTS Issues To defend the members and the union contract, the union has a legal right to seek information from an employer - and the employer has a legal obligation to provide it as long as the union's request is relevant and not unreasonable. The employer is required to provide relevant information in a variety of circumstances - don't assume that a grievance has to be filed before you can ask USING ADA IN THE WORKPLACE Issues Here's an introduction to the Americans with Disabilities Act (ADA), covering: Disabilities Defined Under ADA Some Sample Costs of Job Accommodation Contract Language Grieving Job Accommodations JAN - the Job Accommodation Network Also visit : U.S. Government ADA homepage It can happen without warning. You, or someone you know, is permanently disabled; develops a disabling EQUAL DISTRIBUTION OF OVERTIME Here are some scenarios that are probably familiar to most UE Stewards: Harlan Parrot comes up to his steward. "I have a grievance. Jim Carey is always s----- up to the boss and getting all the overtime. I thought there was supposed to be equal overtime. What are you going to do about it?" or, Sheila approaches her steward one afternoon, "Hey, did you hear the company's WELCOMING NEW EMPLOYEES INTO THE UNION Issues Attitudes about the union are often formed during the first year on the job Information about the union and the contract; the grievance procedure; and, the effectiveness of stewards play a major role in forming and maintaining membership involvement from day one. Other key factors influencing employee attitudes about the union are: The effectiveness of the steward'sUSING THE FMLA
Family and Medical Leave Act Provisions FMLA Rights at a Glance. The right to take up to 12 weeks of medical leave each year on a consecutive or intermittent basis.; The right to take up to 12 weeks of family leave each year to care for a seriously ill child, partent or spouse.; The right to a part-time work schedule when necessitated by medical problems or to care for an ill family member. NEW MEDICARE FOR ALL BILL INTRODUCED The Medicare for All Act of 2021, H.R. 1976, was introduced into Congress on March 17 by Representatives Pramila Jayapal and Debbie Dingell. The bill was co-sponsored by more than half of the House Democratic Caucus, including 14 committee chairs and key members of the Congressional leadership. Moving this important piece of legislation will require constant pressure from USING ADA IN THE WORKPLACE Issues Here's an introduction to the Americans with Disabilities Act (ADA), covering: Disabilities Defined Under ADA Some Sample Costs of Job Accommodation Contract Language Grieving Job Accommodations JAN - the Job Accommodation Network Also visit : U.S. Government ADA homepage It can happen without warning. You, or someone you know, is permanently disabled; develops a BIDEN ADMINISTRATION REPORT CARD: FIRST 100 DAYS April 30 marked the end of the first 100 days of the Biden administration. The phrase “first 100 days” was coined by President Franklin Delano Roosevelt in 1933, in a radio address in which he assessed his administration’s first actions to tackle the Great Depression and establish the New Deal. The purpose of this report card is not to congratulate or condemn the president, STEP ONE OF THE GRIEVANCE PROCEDURE The first steps of the grievance procedure are probably the most important. This is where most of the investigative work is done by the union steward, the union first states and frames its case, and where the employer states their case. The first two steps of the grievance procedure are where most grievances get settled. Often times “problems” get settled by just having theINSUBORDINATION
Management loves power. The ability to threaten workers with punishment for being insubordinate is a tool that many managers use to enforce their power. For many union folks, the whole idea of workers being punished for being "insubordinate" to bosses is insulting and discriminatory. This is one topic where the class bias of labor law becomes clear. Management is considered better than workers UNION HEALTH AND SAFETY PROGRAMS Every UE workplace should have a Health & Safety Committee or a Union Program for Health & Safety. Funding for OSHA has been cut severely and so no workers should rely on OSHA to make inspections. No matter what the boss says, it is the right and the duty of the union to deal with health & safety issues even if there is no specific language inthe contract.
#UE74TH | UE
Wednesday afternoon, August 19 at the UE Convention included discussion and approval of several amendments to the UE Constitution and a few additional resolutions, election of officers, and paying tribute to two longtime UE leaders who will be stepping down andretiring.
MEMBER TO MEMBER HARASSMENT The Executive Board of UE Local 1776 was discussing a problem. One of the members, Jason, was going to be disciplined for harassing another member, a woman. Roberto, the Chief Steward, was making the report, "After completing my investigation, it's clear that he was doing this. For the last month Jason has been coming up to her and saying somereally nasty stuff.
WELCOMING NEW EMPLOYEES INTO THE UNION Issues Attitudes about the union are often formed during the first year on the job Information about the union and the contract; the grievance procedure; and, the effectiveness of stewards play a major role in forming and maintaining membership involvement from day one. Other key factors influencing employee attitudes about the union are: The effectiveness of the steward's STEP ONE OF THE GRIEVANCE PROCEDURE The first steps of the grievance procedure are probably the most important. This is where most of the investigative work is done by the union steward, the union first states and frames its case, and where the employer states their case. The first two steps of the grievance procedure are where most grievances get settled. Often times “problems” get settled by just having the INVESTIGATING GRIEVANCES NEW MEDICARE FOR ALL BILL INTRODUCED The Medicare for All Act of 2021, H.R. 1976, was introduced into Congress on March 17 by Representatives Pramila Jayapal and Debbie Dingell. The bill was co-sponsored by more than half of the House Democratic Caucus, including 14 committee chairs and key members of the Congressional leadership. Moving this important piece of legislation will require constant pressure from A UNION STEWARD’S BIGGEST MISTAKES A good union steward is many things - an organizer, a negotiator, a counselor, a peacemaker and a troublemaker. But there are certain things that a steward must avoid at all costs — and the latest UE Steward takes a look at the twelve biggest. This issue also includes aUSING THE FMLA
WINNING PAST PRACTICE GRIEVANCES Issues One of the most powerful tools at a steward s disposal in defending members rights and working conditions at work is the concept of past practice. It s important for each steward to be familiar with the practices of the workplace and how to use the grievance system to defend them. Understanding and Defending Past Practices at Work One of the powerful tools that each steward has FATIGUE AND SHIFT WORK Afternoon or evening shift – Most often the hours are between 3:00 pm to midnight. Night Shift – The hours being from 11:00 pm to 6:00 am. Fixed Rotating Shift – A work schedule where the time of work is always the same (first, evening or night shift) but the days workedchanges. This
EQUAL DISTRIBUTION OF OVERTIME Here are some scenarios that are probably familiar to most UE Stewards: Harlan Parrot comes up to his steward. "I have a grievance. Jim Carey is always s----- up to the boss and getting all the overtime. I thought there was supposed to be equal overtime. What are you going to do about it?" or, Sheila approaches her steward one afternoon, "Hey, did you hear the company's MEMBER TO MEMBER HARASSMENT WELCOMING NEW EMPLOYEES INTO THE UNION Issues Attitudes about the union are often formed during the first year on the job Information about the union and the contract; the grievance procedure; and, the effectiveness of stewards play a major role in forming and maintaining membership involvement from day one. Other key factors influencing employee attitudes about the union are: The effectiveness of the steward's STEP ONE OF THE GRIEVANCE PROCEDURE The first steps of the grievance procedure are probably the most important. This is where most of the investigative work is done by the union steward, the union first states and frames its case, and where the employer states their case. The first two steps of the grievance procedure are where most grievances get settled. Often times “problems” get settled by just having the INVESTIGATING GRIEVANCES NEW MEDICARE FOR ALL BILL INTRODUCED The Medicare for All Act of 2021, H.R. 1976, was introduced into Congress on March 17 by Representatives Pramila Jayapal and Debbie Dingell. The bill was co-sponsored by more than half of the House Democratic Caucus, including 14 committee chairs and key members of the Congressional leadership. Moving this important piece of legislation will require constant pressure from A UNION STEWARD’S BIGGEST MISTAKES A good union steward is many things - an organizer, a negotiator, a counselor, a peacemaker and a troublemaker. But there are certain things that a steward must avoid at all costs — and the latest UE Steward takes a look at the twelve biggest. This issue also includes aUSING THE FMLA
WINNING PAST PRACTICE GRIEVANCES Issues One of the most powerful tools at a steward s disposal in defending members rights and working conditions at work is the concept of past practice. It s important for each steward to be familiar with the practices of the workplace and how to use the grievance system to defend them. Understanding and Defending Past Practices at Work One of the powerful tools that each steward has FATIGUE AND SHIFT WORK Afternoon or evening shift – Most often the hours are between 3:00 pm to midnight. Night Shift – The hours being from 11:00 pm to 6:00 am. Fixed Rotating Shift – A work schedule where the time of work is always the same (first, evening or night shift) but the days workedchanges. This
EQUAL DISTRIBUTION OF OVERTIME Here are some scenarios that are probably familiar to most UE Stewards: Harlan Parrot comes up to his steward. "I have a grievance. Jim Carey is always s----- up to the boss and getting all the overtime. I thought there was supposed to be equal overtime. What are you going to do about it?" or, Sheila approaches her steward one afternoon, "Hey, did you hear the company's MEMBER TO MEMBER HARASSMENTWHO WE ARE | UE
"UE" is the abbreviation for United Electrical, Radio and Machine Workers of America, a democratic national union representing some 35,000 workers in a wide variety of manufacturing, public sector and private service-sector jobs. UE is an independent union (not affiliated with the AFL-CIO) proud of its democratic structure and progressive policies. BIDEN ADMINISTRATION REPORT CARD: FIRST 100 DAYS April 30 marked the end of the first 100 days of the Biden administration. The phrase “first 100 days” was coined by President Franklin Delano Roosevelt in 1933, in a radio address in which he assessed his administration’s first actions to tackle the Great Depression and establish the New Deal. The purpose of this report card is not to congratulate or condemn the president, WINNING PAST PRACTICE GRIEVANCES Issues One of the most powerful tools at a steward s disposal in defending members rights and working conditions at work is the concept of past practice. It s important for each steward to be familiar with the practices of the workplace and how to use the grievance system to defend them. Understanding and Defending Past Practices at Work One of the powerful tools that each steward hasSTEWARD'S RIGHTS
Steward's Rights. Don’t let the boss con you! As a UE Steward, you’ve been elected to represent your members — a job that most bosses would like to keep you from doing.Here’s a brief list of some of your rights and obligations. You have the RIGHT to grieve about unfair treatment — whether you saw it happen or someone calls it toyour attention.
INSUBORDINATION
Management loves power. The ability to threaten workers with punishment for being insubordinate is a tool that many managers use to enforce their power. For many union folks, the whole idea of workers being punished for being "insubordinate" to bosses is insulting and discriminatory. This is one topic where the class bias of labor law becomes clear. Management is considered better than workersGRIEVANCE PROCEDURE
Investigating and Handling Grievances Step Two: Putting the Grievance in Writing When an employer denies a grievance after the first step, it is up to the steward to submit a written grievance. If the grievance is questionable, it is best to have the Chief Steward or Union Committee review the facts, and make the decision on whether to proceed with the grievance. MEMBER TO MEMBER HARASSMENT The Executive Board of UE Local 1776 was discussing a problem. One of the members, Jason, was going to be disciplined for harassing another member, a woman. Roberto, the Chief Steward, was making the report, "After completing my investigation, it's clear that he was doing this. For the last month Jason has been coming up to her and saying somereally nasty stuff.
EQUAL DISTRIBUTION OF OVERTIME Here are some scenarios that are probably familiar to most UE Stewards: Harlan Parrot comes up to his steward. "I have a grievance. Jim Carey is always s----- up to the boss and getting all the overtime. I thought there was supposed to be equal overtime. What are you going to do about it?" or, Sheila approaches her steward one afternoon, "Hey, did you hear the company's BARGAINING MID-CONTRACT CHANGES Bargaining Mid-Contract Changes. On this page. 1. The Local should immediately give the employer a written REQUEST TO BARGAIN. 2. File a grievance if possible. 3. The Local should give the employer a written request for any information that will be helpful to the Union during the negotiations. 4. GE PENSION AND RETIREE INSURANCE $49.1 $54.8 $59.7 . $40.7 . $42.1 $44.8 $42.1 $44.7 $48.3 . $48.3 . 2005 2006 2007 2008 2009 2010 2011 2012 2013 2014 Fair Market Value of Assets (Billions – USD) WELCOMING NEW EMPLOYEES INTO THE UNION Issues Attitudes about the union are often formed during the first year on the job Information about the union and the contract; the grievance procedure; and, the effectiveness of stewards play a major role in forming and maintaining membership involvement from day one. Other key factors influencing employee attitudes about the union are: The effectiveness of the steward's INVESTIGATING GRIEVANCES STEP ONE OF THE GRIEVANCE PROCEDURE The first steps of the grievance procedure are probably the most important. This is where most of the investigative work is done by the union steward, the union first states and frames its case, and where the employer states their case. The first two steps of the grievance procedure are where most grievances get settled. Often times “problems” get settled by just having the NEW MEDICARE FOR ALL BILL INTRODUCED The Medicare for All Act of 2021, H.R. 1976, was introduced into Congress on March 17 by Representatives Pramila Jayapal and Debbie Dingell. The bill was co-sponsored by more than half of the House Democratic Caucus, including 14 committee chairs and key members of the Congressional leadership. Moving this important piece of legislation will require constant pressure from BIDEN ADMINISTRATION REPORT CARD: FIRST 100 DAYS April 30 marked the end of the first 100 days of the Biden administration. The phrase “first 100 days” was coined by President Franklin Delano Roosevelt in 1933, in a radio address in which he assessed his administration’s first actions to tackle the Great Depression and establish the New Deal. The purpose of this report card is not to congratulate or condemn the president, WINNING PAST PRACTICE GRIEVANCES Issues One of the most powerful tools at a steward s disposal in defending members rights and working conditions at work is the concept of past practice. It s important for each steward to be familiar with the practices of the workplace and how to use the grievance system to defend them. Understanding and Defending Past Practices at Work One of the powerful tools that each steward has A UNION STEWARD’S BIGGEST MISTAKES A good union steward is many things - an organizer, a negotiator, a counselor, a peacemaker and a troublemaker. But there are certain things that a steward must avoid at all costs — and the latest UE Steward takes a look at the twelve biggest. This issue also includes a UNION HEALTH AND SAFETY PROGRAMS Every UE workplace should have a Health & Safety Committee or a Union Program for Health & Safety. Funding for OSHA has been cut severely and so no workers should rely on OSHA to make inspections. No matter what the boss says, it is the right and the duty of the union to deal with health & safety issues even if there is no specific language inthe contract.
USING ADA IN THE WORKPLACE Issues Here's an introduction to the Americans with Disabilities Act (ADA), covering: Disabilities Defined Under ADA Some Sample Costs of Job Accommodation Contract Language Grieving Job Accommodations JAN - the Job Accommodation Network Also visit : U.S. Government ADA homepage It can happen without warning. You, or someone you know, is permanently disabled; develops a disabling EQUAL DISTRIBUTION OF OVERTIME Here are some scenarios that are probably familiar to most UE Stewards: Harlan Parrot comes up to his steward. "I have a grievance. Jim Carey is always s----- up to the boss and getting all the overtime. I thought there was supposed to be equal overtime. What are you going to do about it?" or, Sheila approaches her steward one afternoon, "Hey, did you hear the company's WELCOMING NEW EMPLOYEES INTO THE UNION Issues Attitudes about the union are often formed during the first year on the job Information about the union and the contract; the grievance procedure; and, the effectiveness of stewards play a major role in forming and maintaining membership involvement from day one. Other key factors influencing employee attitudes about the union are: The effectiveness of the steward's INVESTIGATING GRIEVANCES STEP ONE OF THE GRIEVANCE PROCEDURE The first steps of the grievance procedure are probably the most important. This is where most of the investigative work is done by the union steward, the union first states and frames its case, and where the employer states their case. The first two steps of the grievance procedure are where most grievances get settled. Often times “problems” get settled by just having the NEW MEDICARE FOR ALL BILL INTRODUCED The Medicare for All Act of 2021, H.R. 1976, was introduced into Congress on March 17 by Representatives Pramila Jayapal and Debbie Dingell. The bill was co-sponsored by more than half of the House Democratic Caucus, including 14 committee chairs and key members of the Congressional leadership. Moving this important piece of legislation will require constant pressure from BIDEN ADMINISTRATION REPORT CARD: FIRST 100 DAYS April 30 marked the end of the first 100 days of the Biden administration. The phrase “first 100 days” was coined by President Franklin Delano Roosevelt in 1933, in a radio address in which he assessed his administration’s first actions to tackle the Great Depression and establish the New Deal. The purpose of this report card is not to congratulate or condemn the president, WINNING PAST PRACTICE GRIEVANCES Issues One of the most powerful tools at a steward s disposal in defending members rights and working conditions at work is the concept of past practice. It s important for each steward to be familiar with the practices of the workplace and how to use the grievance system to defend them. Understanding and Defending Past Practices at Work One of the powerful tools that each steward has A UNION STEWARD’S BIGGEST MISTAKES A good union steward is many things - an organizer, a negotiator, a counselor, a peacemaker and a troublemaker. But there are certain things that a steward must avoid at all costs — and the latest UE Steward takes a look at the twelve biggest. This issue also includes a UNION HEALTH AND SAFETY PROGRAMS Every UE workplace should have a Health & Safety Committee or a Union Program for Health & Safety. Funding for OSHA has been cut severely and so no workers should rely on OSHA to make inspections. No matter what the boss says, it is the right and the duty of the union to deal with health & safety issues even if there is no specific language inthe contract.
USING ADA IN THE WORKPLACE Issues Here's an introduction to the Americans with Disabilities Act (ADA), covering: Disabilities Defined Under ADA Some Sample Costs of Job Accommodation Contract Language Grieving Job Accommodations JAN - the Job Accommodation Network Also visit : U.S. Government ADA homepage It can happen without warning. You, or someone you know, is permanently disabled; develops a disabling EQUAL DISTRIBUTION OF OVERTIME Here are some scenarios that are probably familiar to most UE Stewards: Harlan Parrot comes up to his steward. "I have a grievance. Jim Carey is always s----- up to the boss and getting all the overtime. I thought there was supposed to be equal overtime. What are you going to do about it?" or, Sheila approaches her steward one afternoon, "Hey, did you hear the company's STEP ONE OF THE GRIEVANCE PROCEDURE The first steps of the grievance procedure are probably the most important. This is where most of the investigative work is done by the union steward, the union first states and frames its case, and where the employer states their case. The first two steps of the grievance procedure are where most grievances get settled. Often times “problems” get settled by just having the BIDEN ADMINISTRATION REPORT CARD: FIRST 100 DAYS April 30 marked the end of the first 100 days of the Biden administration. The phrase “first 100 days” was coined by President Franklin Delano Roosevelt in 1933, in a radio address in which he assessed his administration’s first actions to tackle the Great Depression and establish the New Deal. The purpose of this report card is not to congratulate or condemn the president, NEW MEDICARE FOR ALL BILL INTRODUCED The Medicare for All Act of 2021, H.R. 1976, was introduced into Congress on March 17 by Representatives Pramila Jayapal and Debbie Dingell. The bill was co-sponsored by more than half of the House Democratic Caucus, including 14 committee chairs and key members of the Congressional leadership. Moving this important piece of legislation will require constant pressure fromUSING THE FMLA
Family and Medical Leave Act Provisions FMLA Rights at a Glance. The right to take up to 12 weeks of medical leave each year on a consecutive or intermittent basis.; The right to take up to 12 weeks of family leave each year to care for a seriously ill child, partent or spouse.; The right to a part-time work schedule when necessitated by medical problems or to care for an ill family member. USING ADA IN THE WORKPLACE Issues Here's an introduction to the Americans with Disabilities Act (ADA), covering: Disabilities Defined Under ADA Some Sample Costs of Job Accommodation Contract Language Grieving Job Accommodations JAN - the Job Accommodation Network Also visit : U.S. Government ADA homepage It can happen without warning. You, or someone you know, is permanently disabled; develops a UNION HEALTH AND SAFETY PROGRAMS Every UE workplace should have a Health & Safety Committee or a Union Program for Health & Safety. Funding for OSHA has been cut severely and so no workers should rely on OSHA to make inspections. No matter what the boss says, it is the right and the duty of the union to deal with health & safety issues even if there is no specific language inthe contract.
INSUBORDINATION
Management loves power. The ability to threaten workers with punishment for being insubordinate is a tool that many managers use to enforce their power. For many union folks, the whole idea of workers being punished for being "insubordinate" to bosses is insulting and discriminatory. This is one topic where the class bias of labor lawbecomes clear.
BASIC TIPS ON RUNNING A UNION MEETING First let's look at the traditional Union meeting agenda: Call to Order – The Chairperson of the meeting "Calls the meeting to order" to start the meeting.(Note: meetings should start on time!) Roll Call of Officers – The Secretary calls off each name and keeps a record of the Union Officers present.; Reading of Minutes of Last Meeting – The Secretary reads the minutes, that is, what EQUAL DISTRIBUTION OF OVERTIME Here are some scenarios that are probably familiar to most UE Stewards: Harlan Parrot comes up to his steward. "I have a grievance. Jim Carey is always s----- up to the boss and getting all the overtime. I thought there was supposed to be equal overtime. What are you going to do about it?" or, Sheila approaches her steward one afternoon, "Hey, did you hear the company's WORKPLACE SURVEILLANCE Workers at a UE represented factory noticed a crew of outside electricians doing a lot of work in the plant. They were installing an extraordinary amount of new electric exit signs and refurbishing old ones. At first no one thought anything about it, but then someone noticed that instead of regular electric cable running into the signs there was 3/4 inch coaxial cables. WELCOMING NEW EMPLOYEES INTO THE UNION Issues Attitudes about the union are often formed during the first year on the job Information about the union and the contract; the grievance procedure; and, the effectiveness of stewards play a major role in forming and maintaining membership involvement from day one. Other key factors influencing employee attitudes about the union are: The effectiveness of the steward's INVESTIGATING GRIEVANCES STEP ONE OF THE GRIEVANCE PROCEDURE The first steps of the grievance procedure are probably the most important. This is where most of the investigative work is done by the union steward, the union first states and frames its case, and where the employer states their case. The first two steps of the grievance procedure are where most grievances get settled. Often times “problems” get settled by just having theINSUBORDINATION
Management loves power. The ability to threaten workers with punishment for being insubordinate is a tool that many managers use to enforce their power. For many union folks, the whole idea of workers being punished for being "insubordinate" to bosses is insulting and discriminatory. This is one topic where the class bias of labor law becomes clear. Management is considered better than workers PROTECTING JOBS, UNION WAGES AND BENEFITS The 'above-all-else' drive to increase profits often leads to decisions involving outsourcing, subcontracting and privatization. We're faced with it and we have to deal with it. Issues: Outsourcing, subcontracting, privatization — for workers these terms mean lower wages and lost jobs. Subcontracting has always been an issue, but now the drive to increase profits has meant subcontracting A UNION STEWARD’S BIGGEST MISTAKES A good union steward is many things - an organizer, a negotiator, a counselor, a peacemaker and a troublemaker. But there are certain things that a steward must avoid at all costs — and the latest UE Steward takes a look at the twelve biggest. This issue also includes a WINNING PAST PRACTICE GRIEVANCES Issues One of the most powerful tools at a steward s disposal in defending members rights and working conditions at work is the concept of past practice. It s important for each steward to be familiar with the practices of the workplace and how to use the grievance system to defend them. Understanding and Defending Past Practices at Work One of the powerful tools that each steward hasUSING THE FMLA
UNION HEALTH AND SAFETY PROGRAMS Every UE workplace should have a Health & Safety Committee or a Union Program for Health & Safety. Funding for OSHA has been cut severely and so no workers should rely on OSHA to make inspections. No matter what the boss says, it is the right and the duty of the union to deal with health & safety issues even if there is no specific language inthe contract.
EQUAL DISTRIBUTION OF OVERTIME Here are some scenarios that are probably familiar to most UE Stewards: Harlan Parrot comes up to his steward. "I have a grievance. Jim Carey is always s----- up to the boss and getting all the overtime. I thought there was supposed to be equal overtime. What are you going to do about it?" or, Sheila approaches her steward one afternoon, "Hey, did you hear the company's WELCOMING NEW EMPLOYEES INTO THE UNION Issues Attitudes about the union are often formed during the first year on the job Information about the union and the contract; the grievance procedure; and, the effectiveness of stewards play a major role in forming and maintaining membership involvement from day one. Other key factors influencing employee attitudes about the union are: The effectiveness of the steward's INVESTIGATING GRIEVANCES STEP ONE OF THE GRIEVANCE PROCEDURE The first steps of the grievance procedure are probably the most important. This is where most of the investigative work is done by the union steward, the union first states and frames its case, and where the employer states their case. The first two steps of the grievance procedure are where most grievances get settled. Often times “problems” get settled by just having theINSUBORDINATION
Management loves power. The ability to threaten workers with punishment for being insubordinate is a tool that many managers use to enforce their power. For many union folks, the whole idea of workers being punished for being "insubordinate" to bosses is insulting and discriminatory. This is one topic where the class bias of labor law becomes clear. Management is considered better than workers PROTECTING JOBS, UNION WAGES AND BENEFITS The 'above-all-else' drive to increase profits often leads to decisions involving outsourcing, subcontracting and privatization. We're faced with it and we have to deal with it. Issues: Outsourcing, subcontracting, privatization — for workers these terms mean lower wages and lost jobs. Subcontracting has always been an issue, but now the drive to increase profits has meant subcontracting A UNION STEWARD’S BIGGEST MISTAKES A good union steward is many things - an organizer, a negotiator, a counselor, a peacemaker and a troublemaker. But there are certain things that a steward must avoid at all costs — and the latest UE Steward takes a look at the twelve biggest. This issue also includes a WINNING PAST PRACTICE GRIEVANCES Issues One of the most powerful tools at a steward s disposal in defending members rights and working conditions at work is the concept of past practice. It s important for each steward to be familiar with the practices of the workplace and how to use the grievance system to defend them. Understanding and Defending Past Practices at Work One of the powerful tools that each steward hasUSING THE FMLA
UNION HEALTH AND SAFETY PROGRAMS Every UE workplace should have a Health & Safety Committee or a Union Program for Health & Safety. Funding for OSHA has been cut severely and so no workers should rely on OSHA to make inspections. No matter what the boss says, it is the right and the duty of the union to deal with health & safety issues even if there is no specific language inthe contract.
EQUAL DISTRIBUTION OF OVERTIME Here are some scenarios that are probably familiar to most UE Stewards: Harlan Parrot comes up to his steward. "I have a grievance. Jim Carey is always s----- up to the boss and getting all the overtime. I thought there was supposed to be equal overtime. What are you going to do about it?" or, Sheila approaches her steward one afternoon, "Hey, did you hear the company'sWHO WE ARE | UE
"UE" is the abbreviation for United Electrical, Radio and Machine Workers of America, a democratic national union representing some 35,000 workers in a wide variety of manufacturing, public sector and private service-sector jobs. UE is an independent union (not affiliated with the AFL-CIO) proud of its democratic structure and progressive policies. THE FIVE BASIC STEPS TO ORGANIZING A UNION The organizing campaign does not let up after an election victory. The real goal of the campaign, a union contract (the document the union and the employer negotiate and sign, covering everything from wages to how disputes will be handled), is still to be achieved. Workers must be mobilized to support the union’s contract demands (decided by you and your co-workers) and pressure the employer PROTECTING JOBS, UNION WAGES AND BENEFITS The 'above-all-else' drive to increase profits often leads to decisions involving outsourcing, subcontracting and privatization. We're faced with it and we have to deal with it. Issues: Outsourcing, subcontracting, privatization — for workers these terms mean lower wages and lost jobs. Subcontracting has always been an issue, but now the drive to increase profits has meant LOCAL 267 PRESERVES CONTRACT, MAKES GAINS IN FACE OF The leadership of UE Local 267, which represents service and maintenance workers at the University of Vermont, had spent months preparing for their next round of negotiations — and then the COVID-19 pandemic hit, leading to what Local 267 Vice President Charity Dugener called an “unprecedented bargaining experience.” With the employer taking advantage of the uncertainty causedSTEWARD'S RIGHTS
Steward's Rights. Don’t let the boss con you! As a UE Steward, you’ve been elected to represent your members — a job that most bosses would like to keep you from doing.Here’s a brief list of some of your rights and obligations. You have the RIGHT to grieve about unfair treatment — whether you saw it happen or someone calls it toyour attention.
USING THE FMLA
Family and Medical Leave Act Provisions FMLA Rights at a Glance. The right to take up to 12 weeks of medical leave each year on a consecutive or intermittent basis.; The right to take up to 12 weeks of family leave each year to care for a seriously ill child, partent or spouse.; The right to a part-time work schedule when necessitated by medical problems or to care for an ill family member. UNION HEALTH AND SAFETY PROGRAMS Every UE workplace should have a Health & Safety Committee or a Union Program for Health & Safety. Funding for OSHA has been cut severely and so no workers should rely on OSHA to make inspections. No matter what the boss says, it is the right and the duty of the union to deal with health & safety issues even if there is no specific language inthe contract.
NEW LOCAL 642 CONTRACT BOOSTS WAGES AT HARBORCREEK YOUTH After one of the most contentious contract negotiations in recent years, UE Local 642 members who work for Harborcreek Youth Services ratified a new three-year contract that boosts wages by 13 percent over the life of the contract, including a 7.5 percent average wage increase in the first year. Throughout the negotiations, the members wore buttons that read “Living Wages & INFORMATION REQUESTS Issues To defend the members and the union contract, the union has a legal right to seek information from an employer - and the employer has a legal obligation to provide it as long as the union's request is relevant and not unreasonable. The employer is required to provide relevant information in a variety of circumstances - don't assume that a grievance has to be filed before you can ask DUTY OF FAIR REPRESENTATION The duty of fair representation is the legal duty of a union to equally, and in good faith, represent every employee in a bargaining unit, regardless of whether the employee is a union member or not. This legal duty arises out of the exclusive representative status unions hold under the National Labor Relations Act in the privatesector and
WELCOMING NEW EMPLOYEES INTO THE UNION Issues Attitudes about the union are often formed during the first year on the job Information about the union and the contract; the grievance procedure; and, the effectiveness of stewards play a major role in forming and maintaining membership involvement from day one. Other key factors influencing employee attitudes about the union are: The effectiveness of the steward's INVESTIGATING GRIEVANCES STEP ONE OF THE GRIEVANCE PROCEDURE The first steps of the grievance procedure are probably the most important. This is where most of the investigative work is done by the union steward, the union first states and frames its case, and where the employer states their case. The first two steps of the grievance procedure are where most grievances get settled. Often times “problems” get settled by just having theINSUBORDINATION
Management loves power. The ability to threaten workers with punishment for being insubordinate is a tool that many managers use to enforce their power. For many union folks, the whole idea of workers being punished for being "insubordinate" to bosses is insulting and discriminatory. This is one topic where the class bias of labor law becomes clear. Management is considered better than workers PROTECTING JOBS, UNION WAGES AND BENEFITS The 'above-all-else' drive to increase profits often leads to decisions involving outsourcing, subcontracting and privatization. We're faced with it and we have to deal with it. Issues: Outsourcing, subcontracting, privatization — for workers these terms mean lower wages and lost jobs. Subcontracting has always been an issue, but now the drive to increase profits has meant subcontracting A UNION STEWARD’S BIGGEST MISTAKES A good union steward is many things - an organizer, a negotiator, a counselor, a peacemaker and a troublemaker. But there are certain things that a steward must avoid at all costs — and the latest UE Steward takes a look at the twelve biggest. This issue also includes a WINNING PAST PRACTICE GRIEVANCES Issues One of the most powerful tools at a steward s disposal in defending members rights and working conditions at work is the concept of past practice. It s important for each steward to be familiar with the practices of the workplace and how to use the grievance system to defend them. Understanding and Defending Past Practices at Work One of the powerful tools that each steward hasUSING THE FMLA
UNION HEALTH AND SAFETY PROGRAMS Every UE workplace should have a Health & Safety Committee or a Union Program for Health & Safety. Funding for OSHA has been cut severely and so no workers should rely on OSHA to make inspections. No matter what the boss says, it is the right and the duty of the union to deal with health & safety issues even if there is no specific language inthe contract.
EQUAL DISTRIBUTION OF OVERTIME Here are some scenarios that are probably familiar to most UE Stewards: Harlan Parrot comes up to his steward. "I have a grievance. Jim Carey is always s----- up to the boss and getting all the overtime. I thought there was supposed to be equal overtime. What are you going to do about it?" or, Sheila approaches her steward one afternoon, "Hey, did you hear the company's WELCOMING NEW EMPLOYEES INTO THE UNION Issues Attitudes about the union are often formed during the first year on the job Information about the union and the contract; the grievance procedure; and, the effectiveness of stewards play a major role in forming and maintaining membership involvement from day one. Other key factors influencing employee attitudes about the union are: The effectiveness of the steward's INVESTIGATING GRIEVANCES STEP ONE OF THE GRIEVANCE PROCEDURE The first steps of the grievance procedure are probably the most important. This is where most of the investigative work is done by the union steward, the union first states and frames its case, and where the employer states their case. The first two steps of the grievance procedure are where most grievances get settled. Often times “problems” get settled by just having theINSUBORDINATION
Management loves power. The ability to threaten workers with punishment for being insubordinate is a tool that many managers use to enforce their power. For many union folks, the whole idea of workers being punished for being "insubordinate" to bosses is insulting and discriminatory. This is one topic where the class bias of labor law becomes clear. Management is considered better than workers PROTECTING JOBS, UNION WAGES AND BENEFITS The 'above-all-else' drive to increase profits often leads to decisions involving outsourcing, subcontracting and privatization. We're faced with it and we have to deal with it. Issues: Outsourcing, subcontracting, privatization — for workers these terms mean lower wages and lost jobs. Subcontracting has always been an issue, but now the drive to increase profits has meant subcontracting A UNION STEWARD’S BIGGEST MISTAKES A good union steward is many things - an organizer, a negotiator, a counselor, a peacemaker and a troublemaker. But there are certain things that a steward must avoid at all costs — and the latest UE Steward takes a look at the twelve biggest. This issue also includes a WINNING PAST PRACTICE GRIEVANCES Issues One of the most powerful tools at a steward s disposal in defending members rights and working conditions at work is the concept of past practice. It s important for each steward to be familiar with the practices of the workplace and how to use the grievance system to defend them. Understanding and Defending Past Practices at Work One of the powerful tools that each steward hasUSING THE FMLA
UNION HEALTH AND SAFETY PROGRAMS Every UE workplace should have a Health & Safety Committee or a Union Program for Health & Safety. Funding for OSHA has been cut severely and so no workers should rely on OSHA to make inspections. No matter what the boss says, it is the right and the duty of the union to deal with health & safety issues even if there is no specific language inthe contract.
EQUAL DISTRIBUTION OF OVERTIME Here are some scenarios that are probably familiar to most UE Stewards: Harlan Parrot comes up to his steward. "I have a grievance. Jim Carey is always s----- up to the boss and getting all the overtime. I thought there was supposed to be equal overtime. What are you going to do about it?" or, Sheila approaches her steward one afternoon, "Hey, did you hear the company'sWHO WE ARE | UE
"UE" is the abbreviation for United Electrical, Radio and Machine Workers of America, a democratic national union representing some 35,000 workers in a wide variety of manufacturing, public sector and private service-sector jobs. UE is an independent union (not affiliated with the AFL-CIO) proud of its democratic structure and progressive policies. THE FIVE BASIC STEPS TO ORGANIZING A UNION The organizing campaign does not let up after an election victory. The real goal of the campaign, a union contract (the document the union and the employer negotiate and sign, covering everything from wages to how disputes will be handled), is still to be achieved. Workers must be mobilized to support the union’s contract demands (decided by you and your co-workers) and pressure the employer PROTECTING JOBS, UNION WAGES AND BENEFITS The 'above-all-else' drive to increase profits often leads to decisions involving outsourcing, subcontracting and privatization. We're faced with it and we have to deal with it. Issues: Outsourcing, subcontracting, privatization — for workers these terms mean lower wages and lost jobs. Subcontracting has always been an issue, but now the drive to increase profits has meant LOCAL 267 PRESERVES CONTRACT, MAKES GAINS IN FACE OF The leadership of UE Local 267, which represents service and maintenance workers at the University of Vermont, had spent months preparing for their next round of negotiations — and then the COVID-19 pandemic hit, leading to what Local 267 Vice President Charity Dugener called an “unprecedented bargaining experience.” With the employer taking advantage of the uncertainty causedSTEWARD'S RIGHTS
Steward's Rights. Don’t let the boss con you! As a UE Steward, you’ve been elected to represent your members — a job that most bosses would like to keep you from doing.Here’s a brief list of some of your rights and obligations. You have the RIGHT to grieve about unfair treatment — whether you saw it happen or someone calls it toyour attention.
USING THE FMLA
Family and Medical Leave Act Provisions FMLA Rights at a Glance. The right to take up to 12 weeks of medical leave each year on a consecutive or intermittent basis.; The right to take up to 12 weeks of family leave each year to care for a seriously ill child, partent or spouse.; The right to a part-time work schedule when necessitated by medical problems or to care for an ill family member. NEW LOCAL 642 CONTRACT BOOSTS WAGES AT HARBORCREEK YOUTH After one of the most contentious contract negotiations in recent years, UE Local 642 members who work for Harborcreek Youth Services ratified a new three-year contract that boosts wages by 13 percent over the life of the contract, including a 7.5 percent average wage increase in the first year. Throughout the negotiations, the members wore buttons that read “Living Wages & UNION HEALTH AND SAFETY PROGRAMS Every UE workplace should have a Health & Safety Committee or a Union Program for Health & Safety. Funding for OSHA has been cut severely and so no workers should rely on OSHA to make inspections. No matter what the boss says, it is the right and the duty of the union to deal with health & safety issues even if there is no specific language inthe contract.
INFORMATION REQUESTS Issues To defend the members and the union contract, the union has a legal right to seek information from an employer - and the employer has a legal obligation to provide it as long as the union's request is relevant and not unreasonable. The employer is required to provide relevant information in a variety of circumstances - don't assume that a grievance has to be filed before you can ask DUTY OF FAIR REPRESENTATION The duty of fair representation is the legal duty of a union to equally, and in good faith, represent every employee in a bargaining unit, regardless of whether the employee is a union member or not. This legal duty arises out of the exclusive representative status unions hold under the National Labor Relations Act in the privatesector and
WELCOMING NEW EMPLOYEES INTO THE UNION Issues Attitudes about the union are often formed during the first year on the job Information about the union and the contract; the grievance procedure; and, the effectiveness of stewards play a major role in forming and maintaining membership involvement from day one. Other key factors influencing employee attitudes about the union are: The effectiveness of the steward's INVESTIGATING GRIEVANCES STEP ONE OF THE GRIEVANCE PROCEDURE The first steps of the grievance procedure are probably the most important. This is where most of the investigative work is done by the union steward, the union first states and frames its case, and where the employer states their case. The first two steps of the grievance procedure are where most grievances get settled. Often times “problems” get settled by just having theINSUBORDINATION
Management loves power. The ability to threaten workers with punishment for being insubordinate is a tool that many managers use to enforce their power. For many union folks, the whole idea of workers being punished for being "insubordinate" to bosses is insulting and discriminatory. This is one topic where the class bias of labor law becomes clear. Management is considered better than workers PROTECTING JOBS, UNION WAGES AND BENEFITS The 'above-all-else' drive to increase profits often leads to decisions involving outsourcing, subcontracting and privatization. We're faced with it and we have to deal with it. Issues: Outsourcing, subcontracting, privatization — for workers these terms mean lower wages and lost jobs. Subcontracting has always been an issue, but now the drive to increase profits has meant subcontracting A UNION STEWARD’S BIGGEST MISTAKES A good union steward is many things - an organizer, a negotiator, a counselor, a peacemaker and a troublemaker. But there are certain things that a steward must avoid at all costs — and the latest UE Steward takes a look at the twelve biggest. This issue also includes a WINNING PAST PRACTICE GRIEVANCES Issues One of the most powerful tools at a steward s disposal in defending members rights and working conditions at work is the concept of past practice. It s important for each steward to be familiar with the practices of the workplace and how to use the grievance system to defend them. Understanding and Defending Past Practices at Work One of the powerful tools that each steward hasUSING THE FMLA
UNION HEALTH AND SAFETY PROGRAMS Every UE workplace should have a Health & Safety Committee or a Union Program for Health & Safety. Funding for OSHA has been cut severely and so no workers should rely on OSHA to make inspections. No matter what the boss says, it is the right and the duty of the union to deal with health & safety issues even if there is no specific language inthe contract.
EQUAL DISTRIBUTION OF OVERTIME Here are some scenarios that are probably familiar to most UE Stewards: Harlan Parrot comes up to his steward. "I have a grievance. Jim Carey is always s----- up to the boss and getting all the overtime. I thought there was supposed to be equal overtime. What are you going to do about it?" or, Sheila approaches her steward one afternoon, "Hey, did you hear the company's WELCOMING NEW EMPLOYEES INTO THE UNION Issues Attitudes about the union are often formed during the first year on the job Information about the union and the contract; the grievance procedure; and, the effectiveness of stewards play a major role in forming and maintaining membership involvement from day one. Other key factors influencing employee attitudes about the union are: The effectiveness of the steward's INVESTIGATING GRIEVANCES STEP ONE OF THE GRIEVANCE PROCEDURE The first steps of the grievance procedure are probably the most important. This is where most of the investigative work is done by the union steward, the union first states and frames its case, and where the employer states their case. The first two steps of the grievance procedure are where most grievances get settled. Often times “problems” get settled by just having theINSUBORDINATION
Management loves power. The ability to threaten workers with punishment for being insubordinate is a tool that many managers use to enforce their power. For many union folks, the whole idea of workers being punished for being "insubordinate" to bosses is insulting and discriminatory. This is one topic where the class bias of labor law becomes clear. Management is considered better than workers PROTECTING JOBS, UNION WAGES AND BENEFITS The 'above-all-else' drive to increase profits often leads to decisions involving outsourcing, subcontracting and privatization. We're faced with it and we have to deal with it. Issues: Outsourcing, subcontracting, privatization — for workers these terms mean lower wages and lost jobs. Subcontracting has always been an issue, but now the drive to increase profits has meant subcontracting A UNION STEWARD’S BIGGEST MISTAKES A good union steward is many things - an organizer, a negotiator, a counselor, a peacemaker and a troublemaker. But there are certain things that a steward must avoid at all costs — and the latest UE Steward takes a look at the twelve biggest. This issue also includes a WINNING PAST PRACTICE GRIEVANCES Issues One of the most powerful tools at a steward s disposal in defending members rights and working conditions at work is the concept of past practice. It s important for each steward to be familiar with the practices of the workplace and how to use the grievance system to defend them. Understanding and Defending Past Practices at Work One of the powerful tools that each steward hasUSING THE FMLA
UNION HEALTH AND SAFETY PROGRAMS Every UE workplace should have a Health & Safety Committee or a Union Program for Health & Safety. Funding for OSHA has been cut severely and so no workers should rely on OSHA to make inspections. No matter what the boss says, it is the right and the duty of the union to deal with health & safety issues even if there is no specific language inthe contract.
EQUAL DISTRIBUTION OF OVERTIME Here are some scenarios that are probably familiar to most UE Stewards: Harlan Parrot comes up to his steward. "I have a grievance. Jim Carey is always s----- up to the boss and getting all the overtime. I thought there was supposed to be equal overtime. What are you going to do about it?" or, Sheila approaches her steward one afternoon, "Hey, did you hear the company'sWHO WE ARE | UE
"UE" is the abbreviation for United Electrical, Radio and Machine Workers of America, a democratic national union representing some 35,000 workers in a wide variety of manufacturing, public sector and private service-sector jobs. UE is an independent union (not affiliated with the AFL-CIO) proud of its democratic structure and progressive policies. THE FIVE BASIC STEPS TO ORGANIZING A UNION The organizing campaign does not let up after an election victory. The real goal of the campaign, a union contract (the document the union and the employer negotiate and sign, covering everything from wages to how disputes will be handled), is still to be achieved. Workers must be mobilized to support the union’s contract demands (decided by you and your co-workers) and pressure the employer PROTECTING JOBS, UNION WAGES AND BENEFITS The 'above-all-else' drive to increase profits often leads to decisions involving outsourcing, subcontracting and privatization. We're faced with it and we have to deal with it. Issues: Outsourcing, subcontracting, privatization — for workers these terms mean lower wages and lost jobs. Subcontracting has always been an issue, but now the drive to increase profits has meantSTEWARD'S RIGHTS
Steward's Rights. Don’t let the boss con you! As a UE Steward, you’ve been elected to represent your members — a job that most bosses would like to keep you from doing.Here’s a brief list of some of your rights and obligations. You have the RIGHT to grieve about unfair treatment — whether you saw it happen or someone calls it toyour attention.
USING THE FMLA
Family and Medical Leave Act Provisions FMLA Rights at a Glance. The right to take up to 12 weeks of medical leave each year on a consecutive or intermittent basis.; The right to take up to 12 weeks of family leave each year to care for a seriously ill child, partent or spouse.; The right to a part-time work schedule when necessitated by medical problems or to care for an ill family member. UNION HEALTH AND SAFETY PROGRAMS Every UE workplace should have a Health & Safety Committee or a Union Program for Health & Safety. Funding for OSHA has been cut severely and so no workers should rely on OSHA to make inspections. No matter what the boss says, it is the right and the duty of the union to deal with health & safety issues even if there is no specific language inthe contract.
NEW LOCAL 642 CONTRACT BOOSTS WAGES AT HARBORCREEK YOUTH After one of the most contentious contract negotiations in recent years, UE Local 642 members who work for Harborcreek Youth Services ratified a new three-year contract that boosts wages by 13 percent over the life of the contract, including a 7.5 percent average wage increase in the first year. Throughout the negotiations, the members wore buttons that read “Living Wages & DUTY OF FAIR REPRESENTATION In UE we know that a big part of our job as a steward is to protect the gains we have won in our contracts, to fight to improve our wages, hours and working conditions, and to defend workers against injustice from management. We also know that sometimes we have to defend workers that we or others may not personally like, because we must defend a principle bigger than the INFORMATION REQUESTS Issues To defend the members and the union contract, the union has a legal right to seek information from an employer - and the employer has a legal obligation to provide it as long as the union's request is relevant and not unreasonable. The employer is required to provide relevant information in a variety of circumstances - don't assume that a grievance has to be filed before you can askWORKPLACE BULLIES
Issues Dealing with on-the-job harassment Preventing workplace violence and protecting our members Here are some situations that unfortunately often occur in workplaces: Sally has been employed at the Board of Education for 15 years. Her supervisor Jean, a former worker, feels threatened because Sally knows more about the schools than she does. At least once a week Jean comes over to Sally's Skip to main content Skip to navigationUE
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UE NEWS UPDATES
Local 267 Preserves Contract, Makes Gains In Face of ConcessionDemands
The leadership of UE Local 267, which represents service and maintenance workers at the University of Vermont, had spent months preparing for their next round of negotiations — and then the COVID-19 pandemic hit, leading to what Local 267 Vice President CHARITY DUGENER called an “unprecedented bargaining experience.” With the employer taking advantage of the uncertainty caused by the pandemic to demand concessions, the local pivoted to protecting, preserving and maintaining their contract.*
New Local 642 Contract Boosts Wages at Harborcreek Youth Services*
Kenyon College Student Workers Strike for Union Recognition*
UE’s Perspective Sought by International Allies View all UE NEWS Updates UE POLITICAL ACTION UPDATES Biden Administration Report Card: First 100 Days April 30 marked the end of the first 100 days of the Biden administration. The phrase “first 100 days” was coined by President Franklin Delano Roosevelt in 1933, in a radio address in which he assessed his administration’s first actions to tackle the Great Depression and establish the New Deal. The purpose of this report card is not to congratulate or condemn the president, but to celebrate those areas in which aggressive struggle by the working class has won victories and highlight the areas in which we must redouble our efforts.*
UE Endorses Sanders College for All Act*
Your Boss Doesn’t Want You to Vote (especially if you work for abig company)
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Defend the Right to Vote View all Political Action UpdatesUE NEWS FEATURES
What Is a “Jobs Guarantee,” and Why Should Labor Fight for It? “Imagine we have this Easter egg hunt for kids,” economist Fadhel Kaboub told participants in a recent webinar co-sponsored by UE. “Imagine we have 100 kids at the park where we’re organizing this party but we only have 90 eggs. We’re setting up those kids to fail.” Then he made it clear why he proposed such an absurdscenario:
“That’s what we do in the labor market.”*
UE Fought for Child Care as “Infrastructure” as Far Back as WWII*
“Wisconsin Uprising” Demonstrated Power of Mass, Peaceful Protest*
MLK Holiday Won From Struggle View all UE NEWS Features INFORMATION FOR WORKERS More than 80 years of experience. Information for stewards, officers, and workers who want to know more about their rights, workplace issues and our union. Click here to subscribe to the _UE Steward_, our monthly publication for stewards. Click here to view more resources.*
INSUBORDINATION
Management loves power. The ability to threaten workers with punishment for being insubordinate is a tool that many managers use to enforce their power. For many union folks, the whole idea of workers being punished for being "insubordinate" to bosses is insulting and discriminatory. This is one topic where the class bias of labor law becomes clear. Management is considered better than workers and workers are considered inferior to management. It is degrading and openly biased against the working class, but we have to deal with it.Read more
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THE AMERICAN RESCUE PLAN ACT We have posted a summary of the American Rescue Plan Act in the COVID-19 section of the UE website. Of particular note for UE locals, this new legislation includes funding for paid sick and family leave and for premium hazard pay for essential workers — UE locals should be in touch with their assigned staff representative about negotiating measures with their employer to ensure these benefits continue or areinstituted.
Read more
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UPDATED GUIDANCE FOR UE STEWARDS DURING THE COVID-19 PANDEMIC As the COVID-19 pandemic continues to plague our workplaces and communities, UE Stewards continue to be the first line of defense to keep our members informed and healthy. This second special edition of the UE Steward provides important updates based on what scientists report about the virus itself and on best practices developed at UElocals.
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BOOKS AND PUBLICATIONS LABOR'S UNTOLD STORY The adventure story of the battles, betrayals and victories of American working men and women. Extensively researched, yet highly readable, history of the U.S. labor movement from the Civil War through the Eisenhower Administration.More
THEM AND US UNIONISM Published in 2020, “Them and Us Unionism” draws on UE history identify five core principles of UE’s approach: aggressive struggle, rank and file control, political independence, international solidarity, and uniting all workers. Available as a 24-page bookletor on the web
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THEM AND US: STRUGGLES OF A RANK-AND-FILE UNION Written by UE’s first Director of Organization, JAMES J. MATLES, _Them and Us: Struggles of a Rank-and-File Union_ has been the most exciting history of UE available since it was released in 1974.More
More books and publications available at the UE Online Store »UE VIDEO
John Miles, UE Local 506, on how the Green New Deal can preserve and create good jobs in Erie, PA*
UE Local 150/Charlotte City Workers Union Demands Hazard Pay and RealRaise!
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UE President Carl Rosen on Labor and the Jobs GuaranteeView all UE Video
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