608                                TABLE TALK                  712

2009   Issue #1                                                                                                                                                                                                   April 

  Our current contract expires September 1, 2010 - just 17 months from now. The Contract Action Team (CAT) plans to use this time to bring everyone, particularly our newer members, up to speed on the negotiation process; highlight what others in our industry are negotiating into their contracts and focus on features in our own contract. We plan to publish the Table Talk on at least a monthly basis until we get into negotiations, at which time we'll publish as often as needed to keep the membership informed of the progress being made at the bargaining table.   

The Table Talk will be posted on our bulletin boards at work and on our Locals' web site: www.usw-608.com. If you have any ideas for future issues, please feel free to send them to our e-mail address: catoffice@cableone.net.

WHAT IS COLLECTIVE BARGAINING?

  Collective bargaining consists of the process of negotiation between representatives of a union and management. Terms and conditions of employment, such as wages, hours of work, working conditions and grievance-procedures are to be agreed upon. Each side places its demands and proposals, or agenda, on the table, and the other side responds to them with counterproposals.

Once the management and union members of the negotiating team come to agreement on the terms of the contract, the union members must accept or reject the agreement by a majority vote. If the agreement is accepted, the contract is ratified and becomes a legally binding agreement remaining in effect for the specified period of time.

WEINGARTEN RIGHTS                                                                                                       These rights were passed down from the Supreme Court to protect union members.  If called into a meeting with management that could lead to your being disciplined or terminated, or affect your personal working conditions, you have the right to inform management that you want a union representative or shop steward to be present at the meeting. You can make this request before or during the meeting. Until your representative arrives, explain that you choose not to participate in their discussion.

The employer can not punish or discipline you for making this request. Refusing your right to union representation or continuing to question you violates Federal law. This is called an Unfair Labor Practice charge. These rights are covered also in our contract book under Section 16c.  It reads as follows: When an employee (including probationary employees) is to be officially reprimanded, there shall be a Shop Steward present at such meeting.