Local rule 10 of our bylaws and rules reads: Members who are home ill for one or more weeks (5 working days) or hospitalized for three or more days shall receive an appropriate card from the local. In the case of the death of a spouse, a child or parent, the member shall receive flowers or a gift not to exceed $60.00. It is impossible for us to read the crystal ball; we need your help in this endeavor. You are the eyes and ears in the work place. If you know of a member who is ill or suffered a loss, please contact the local so we can respond accordingly. Click to continue »
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Local Rules Regarding Illness/Death/Flowers
Friday, July 1st, 2005THE FOURTY NINE-HOUR RULE AND OTHER OVERTIME ISSUES AND MYTHS
Saturday, January 1st, 2005By Clay Bowlby
Over the last several months Local 7804 has been engaged in defending our local agreements with Qwest Corporation management in the State of Washington. We have argued and still maintain that we have a valid agreement with the company that precludes the implementation of the forty-nine hour rule as described in the collective bargaining agreement. Click to continue »
What is FMLA?
Thursday, July 1st, 2004Answer:
The Family and Medical Leave Act (“FMLA”) provides certain employees with up to 12 workweeks of unpaid, job-protected leave a year, and requires group health benefits to be maintained during the leave as if employees continued to work instead of taking leave. This Compliance Guide summarizes the FMLA provisions and regulations, and provides answers to the most frequently asked questions. More detail on the FMLA may be found in the regulations (see Links Page on Local’s website) Click to continue »
Investigatory Interview?
Thursday, March 1st, 2001By Randy Grams
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 your supervisor asks you to attend a meeting with him, and there are people in the room you don’t recognize (ie, security), you have a right to request union representation. If an employee has a reasonable belief that discipline or other adverse consequence may result from what he says the employee has a right to request union representation. Click to continue »
“Right-to-Work” VS Union Security
Thursday, June 1st, 2000Washington is among the 29 States that have no “right-to-Work” law. These laws ban collectively bargained, union security agreements that require workers to pay for union representation. In other words, workers cannot negotiate contract provisions that insist all employees covered under that contract join the union (referred to as a “union shop.”) According to a 1977 U.S. Supreme Court decision: “A union shop arrangement has been thought to distribute fairly the cost of these (representative) activities among those who benefit, and it counteracts the incentive that employees might otherwise have to become “free riders”—to refuse to contribute to the union while obtaining benefits of union representation that necessarily accrue to all employees.” The idea is that everyone benefits from the contract and its protections, so everyone should pay their fair share of the cost of union representation. Click to continue »
Update on Protected Concerted Activities
Saturday, January 1st, 2000Because it has been over a year since CWA reached an agreement with USWest to instruct its members not to wear black armbands in customer contact areas, we wanted to provide an update on the status of the continuing dispute with USWest over protected concerted activities. Click to continue »
Informational: Americans with Disabilities Act
Tuesday, June 1st, 1999The Americans with Disabilities act was initiated to help workers who were in need of temporary or permanent restrictions in their jobs. It states there will be no discrimination in job application procedures, hiring, advancement, compensations, training, terms and conditions of employment, or firing.
Most employers can accommodate people in need of being accommodated. Click to continue »