| Article Index |
|---|
| FAQ |
| Jury Duty |
| Infomation |
| Weingarten Rights |
| Membership Meetings |
| Bereavement |
| All Pages |
Attendance Procedure
Effective August 10th, 2009.
How do I get paid for Jury Duty?
When you receive a letter (a summons) with the date and time you need to serve you can give a photocopy of this letter to your supervisor or let them know what day you will be missing and why. In the letter you receive from the courts (the summons) there will be a number to call after 5pm the night before you are to appear for jury duty. If you call this number and they tell you that you are no longer needed, you must show up for work! If you are told by the recording that you are still to appear for jury duty, you must then call the company attendance line and tell them that you will be absent due to jury duty. Yes, even though you have already told your supervisor. Before you leave from jury duty, they will pass out $10.00 checks to everyone. Unless the company rules change, you can cash the check and keep the money for yourself, but Chrysler needs the check stub to prove you really did serve. Make sure you turn in the check stub before the end of that week's pay period or they might refuse you payment. You should keep a photocopy for your own records.
Where can I (Unit 1) find Local 1268 updates and information?
Look On The UAW 1268 Bulletin Boards For:
**Bylaw Changes
**Upcoming Elections
**Election Nominations
**Election Results
**Time/Date of Membership Meeting
Look For The Boards At These Locations:
**West Entrance B-2 **Stamping G.9 56 **Body Shop S-14
**West Cafeteria **Powerhouse **Body Shop K-35
**East Entrance C-43 **Paint Shop Cafeteria **Fascia B-53
**East Cafeteria **Trim Break Areas H-23 & J-13 Upstairs
**3400 Building **Chassis Break Area D-36
Get All Other Information:
**Union Voice Publication
**Fundraisers
**Committee Events
**All Relevant Leaflets
From Blue orTan Boxes By These Doors:
9190---B-1
Paint--W-03
Trim--B-43
Chassis--A28 ½
Body Shop--T-5 and T-49
Stamping--R-58, G-6 53 and G-6 57
If for any reason you seem to think your areas are not receiving these postings and or leaflets please contact the hall @ (815)544-2111.
What is THE WEINGARTEN RULE?
An Employee's Right to Representation
WEINGARTEN RIGHTS
An employee may be represented by the union at an investigatory interview with his or her supervisor when the employee reasonably believes that the interview may lead to a disciplinary action.
U.S. Supreme Court ruling:
The rights of employees regarding the presence of union representatives during investigatory interviews were announced by the U.S. Supreme Court in 1975 in NLRB v. J. Weingarten, Inc. Since that case involved a clerk being investigated by the Weingarten Company, these rights have become known as Weingarten Rights.
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 which 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. Investigatory interviews usually relate to subjects such as:
absenteeism
drinking
fighting
poor attitude
violation of safety rules
accidents
drugs
insubordination
sabotage
work performance
damage to state property
falsification of records
lateness
theft
violation of work procedures
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:
a. Grant the request and delay questioning until the union representative arrives and has a chance to consult privately with the employee; or
b. Deny the request and end the interview immediately; or
c. Give the employee a choice of: (1) having the interview without representation or (2) ending the interview.
RULE 3
If the supervisor denies the request for union representation and continues to ask questions, he or she commits an unfair labor practice and the employee has the right to refuse to answer. The supervisor cannot discipline the employee for such a refusal.
Rights of Stewards
Supervisors often assert that the only role of a steward at an investigatory interview is to observe the discussion, i.e., 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 conduct 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, but cannot insist that the interview be ended.
4. The steward can request that the supervisor clarify a question so the worker can understand what is being asked.
5. After a question is asked, the steward can give advice on how to answer. The steward can advise the employee not to answer questions that are abusive, misleading, badgering, or harassing.
6. When the questioning ends, the steward can provide information to the supervisor.
I’ve recently filed a grievance, what is the procedure after filing?
Step 1
The Chief Steward takes the grievance up with Supervisor or other designated representative of management in the district.
If the Chief Steward and the Supervisor or other designated rep. is unable to dispose of the grievance, the Chief Steward then refers it to the Plant Shop Committeeman for his district. The Plant Shop Committeeman then takes the grievance up with the Area Manager or other designated management representative.
Step 2
If the Plant Shop Committeeman and the Area Manager or other designated representative of management does not dispose of the grievance, then the Plant Shop Committeeman refers the written grievance to the Plant Shop Committee.
The Plant Shop Committee then delivers a written copy of the grievance to the Union Relations Supervisor and thereafter takes the grievance up with the Unions Relations Supervisor at a scheduled meeting.
Step 3
If the Plant Shop Committee and the Union Relations Supervisor are unable to dispose of the grievance, the Plant Shop Committee then refers the grievance to the proper higher officer or officers of the Local Union who may then take the grievance up with the Plant Manager, or his designated representative, after arranging a meeting. Upon request of the President of the Local Union the Regional Director of the Union for the area in which the plant is located, or a regularly designated representative of the Regional Director and one member of the Plant Shop Committee may attend the meeting.
Step 4
If the officers of the Local Union and the Plant Manager, or his designated rep., are unable to dispose of the grievance, the officers of the Local Union then refer the grievance to the Regional Representative of the Union for the Area in which the plant is located. Within ten (10) days of such meeting the Plant Manager, or his designated rep., shall forward a statement of the parties’ understanding as to the disposition, if any, of the grievance discussed. The Regional Representative shall either dispose of the grievance or if the grievance merits appeal, refer it to the International Union which, if the grievance merits appeal, shall refer the grievance to the Appeal Board.
What happens at a Membership Meeting?
Local Union 1268 Membership Meetings
This information was taken from our Local By-Laws (Article VI, page 3).
Simple Meeting Agenda:
1. Meeting called to order
2. Roll call/ Pledge of Allegiance and a moment of silence
3. Reading of the previous minutes
4. Financial report
5. New members sworn in
6. Board recommendations and communications
7. Officer and committee reports
8. Old business
9. New business
“At times we may deviate from our regular order of business to hear a speaker or special guest, then business would resume as usual. Under Board recommendations and communications, whatever decisions or money is spent out of this hall would fall under this section. The actual dollar amount comes under financial report. New business is where you would address questions or issues that are on your mind.”
Our By-Laws state that a quorum shall consist of seventy (70) members or five percent (5%) of the membership, whichever is less, based on the previous month’s per capita payment to the International Union. In Section 5a it states that the lack of a quorum shall not be considered sufficient cause to dispense with the attendance requirements of all elected and appointed Union officials, Section 5b states that when there is not a quorum, there shall be an informal meeting consisting of officer reports, committee reports, communications, and a discussion period. In Section 6 our By-Laws states that any member who attends a meeting in an intoxicated condition and/or creates a disturbance or becomes unruly, shall lose voice and his right to vote at said meeting. All questions of a parliamentary nature shall be decided by Roberts Rules of Order-Revised.
I don’t understand the Bereavement Policy, could someone explain this better?
A: Page 78 Section 81 in your CBA dated Sept. 29, 2003 (Production, Maintenance and Parts) clarifies Bereavement Pay. There is also further clarification in the Book of Letters, Memoranda and agreements on page 228 Letter # 178. The CBA states that ( a ) when death occurs in an employee’s immediate family, I.e., spouse, parent, stepparent, grandparent, or great grandparents of current spouse, child, or stepchild, grandchild, brother, sister, stepbrother, step-sister, half-brother, or half-sister, a seniority employee, on request, will be excused, and after making written application therefore, receive payment for up to three (3) normally scheduled eight (8) hour days of work or up to five (5) normally scheduled eight (8) hour days of work in the case of the death an employee’s current spouse, parent, child, or stepchild, (excluding Saturdays, Sundays and holidays, or , in the case of seven-day operations, excluding regular off days and holidays) during the period commencing with the date of death and ending with the second calendar day after the day of funeral, provided he attends the funeral.
( b ) The employee shall receive Bereavement Pay for the first three (3) full working days, or first five (5) full working day in the case of the death of an employee’s current spouse, parent, child, or stepchild, on which the employee is absent during the period established in Subsection (a).
( c ) Payment shall be made at the employee’s straight-time hourly rate on the last day worked (or, in the case of incentive employees, the employee’s average straight-time earned hourly rate, including day work earnings, in the last four (4) pay periods worked) exclusive of overtime premiums but including applicable shift and seven-day operations premium and the amount of any cost-of-living allowance then in effect. Time thus paid will not be counted as hours worked for purpose of overtime.
Letter 178 from the Letters, Memoranda and Agreements also states that: An employee who, in conjunction with an approved absence due to bereavement, requests limited additional time off for the disposition of financial, administrative or legal matters associated with the death of an immediate family member as defined in section (81) of the CBA, should be given consideration for additional time off (up to three (3) days) as unpaid personal time or unused available Paid Absence Allowance. It is further understood that the request must be in advance and the time off, itself, should not negatively impact operations. The letters also addresses that in the event an employee’s spouse of five (5) years or longer has predeceased his or her parent, and in the event of the death of a parent of that former spouse, the provisions of Section (81), Bereavement Pay, of the National Production and Maintenance Agreement will apply, provided the employee has not remarried.
Generally speaking, you must first figure out how the relation of the deceased configures in contractual language (this will give you your allotted time missed) and then figure your chosen days. You are given up to 2 days after the date of the funeral. Your days must be within the date of the death and 2 days after the funeral. Remember, in certain circumstances you should be allowed an extra day or two but this must be approved by management. Call your steward as soon as you learn of a death in your family.
Bereavement Pay
Documentation Requirements
All Bereavement requests are now being processed through the Employee Kiosks. The new requirements are as follows:
BREAVEMENT PAY REQUIREMENTS (3 Documents)
Two of the following must be provided as evidence of death of an immediate family member:
• Birth, Death, or Marriage Certificate, identifying the deceased as a member of the immediate family.
• Adoption papers, identifying the deceased as a member of the immediate family.
• Church, Obituary, or other Public Notice, identifying the deceased as a member of the immediate family member.
One of the following must be provided as proof that the employee attended the funeral:
• Written statement from the Funeral Director
• Written statement from the individual conducting the religious services in connection with the funeral.
If you have any further questions feel free to call your Benefits Representatives.
Charrise Herron-Staten- (815) 547-2468
David Ingram-(815) 547-2118
Valerie Hanserd-(815) 547-2460