Important
This section comes up ''give employee advice on how to answer a question''. As a steward we've already had a Pre-interview consultation and are a few questions in. The employee askes to speak with me privately before answering the question. We've never been denied that before but are now suddenly being denied.
The ambiguity of the section does not specify that the employee can't seek consultation privately and does not specify that the consultation has to be done in front of the employeer.
How do we handle that?
After a very long story of sabotage, understaffing, bad practice and general craziness, I find myself learning all about my union rights and amending an IEP to include non program specific benchmark assessments. Might I add amending it by using my own research and not receiving the specific help I asked for as I had never encountered the program that was listed. Who would of thought in the middle of a horrible situation that is triggering some serious depression that I would learn some amazing lessons that protect me and help me be a better SPED teacher. Please do not use program specific language in IEPs incase the student moves and the new school does not use the same assessments or benchmarks as you AND know your rights when admin is meeting with you! rights
Some of the people I work with at my office aren't familiar with their weingarten rights and I felt I should tell you people about it too since some might not know about this. If you are facing disciplinary action you have rights. You do however need to invoke them yourself. No one is going to hold your hand and walk you though this, so you need to read about it. The NALC and APWU websites both have information on it. Protect yourselves people. Management throws each other under the bus, why would you be any different. I'm not posting links since they're to PDFs, but just search for them and they'll be pretty easy to find.
I am an employee of a large (multi-state) railroad corporation, and an officer in my local union. As a lower-level union officer, my role gives me very narrow duties, which do not usually extend to defending employees in a hearing.
If I am questioned by a manager, can I still ask for representation from my local chairman, or am I out of luck given that I am technically an officer? Hypothetically--can a local chairman, or "steward," ask for another officer to represent her in a hearing, or is the "top" officer on her own?
Ok, settle an argument for me.
My understanding is that post Janus a union such as SEIU or CWA (just to pick a couple of huge ones) still has to represent all employees regardless of their membership status. “Alito recognized that losing these fees would put a financial burden on the public sector unions, who would continue to have to represent nonmembers even without their agency fees, but stated that "we must weigh these disadvantages against the considerable windfall that unions have received." “ https://en.wikipedia.org/wiki/Janus_v._AFSCME#cite_note-nytimes_decision-15
The person I was arguing with said that post Janus if you are not a member of the union you have given up your Weingarten representation rights by not joining the union and they will not represent you in a disciplinary discussion with your agency.
https://supreme.justia.com/cases/federal/us/585/16-1466/
From my reading I believe they are completely wrong.
So who's right?
Here's Dr. Harry C. Beaver, in case you doubted. I still don't think this could possibly be the best of all time though.
Edit: No, Youtubers who like to crib from r/maliciouscompliance for material, I do not want you posting my shit to YouTube. Get your own material.
For context here, I work in a union environment, and I've been a shop steward for something like ~17 years or so. It's government, so literally everything has to have multiple levels of red tape attached to it - there are ways around some of this if you understand what's actually important to track and what isn't, but generally managers understand that keeping a tracking log of absolutely everything is a waste of time. Any healthy union environment involves active stewards, who spend time ironing out issues before they ever come to anybody's attention, talking unhappy employees out of the trees, and so on.
Enter New Manager, or NM.
NM came to us from a very different part of government, where unions weren't really a thing, and had an enormous chip on his shoulder about being the Man In Charge (which is stupid, because even veteran low-level managers have some level of understanding about the limits of their authority). He set his sights on me and decided I needed reminding about which one of us was more important.
Because I've been a steward for a comparatively long time, as well as having been elected several times to key union positions (contract bargaining, elected leadership at multiple levels, and I've written both contract language and interpretation of that language many times), I have a higher-than-average understanding of how our Collective Bargaining Agreement (CBA) works, why the language says what it says, and what was intended when it was written.
NM does not have any of this. He has a copy of the CBA, of course, and obviously made an attempt to read it, because under one of the Articles inside, he found what he obviously thought was something he could use to rein in this uppity shop steward that wasn't letting him do the things he wanted to do. I had complaints about this guy from the day he started - staff called him the Warden, and two people right before this incident decided they'd had enough of his shit and took the well-deserved retirement option they'd been putting off because they actually enjoyed the work we do.
One thing we're required to do is make a monthly authorization request for use of accrued leave or "other" time usage such as OT, comp time, etc....and, in this case, time billed to the union for Protected Union Activity. Managers don't get a say in this last
... keep reading on reddit ➡I put together some answers for questions often asked by CCA's on this sub. My answers are descriptive of the actual paperwork process that needs to be achieved with issues that CCA's may have. Many of these I DO NOT SUGGEST SOMEONE IN THEIR 90 DAYS UTILIZE, these are more for the CCA's who have learned the basics, and need to start asserting their rights and making their lives better.
When I was a CCA I was a total runner and didn't really take this sort of advice from the regulars, filling out forms and such, who has time for that amirite? What I didn't realize at the time was that these pro tricks would've made my life a ton easier. When you assert your rights management may throw a fit at first, but once they see that you aren't backing down and you are knowledgeable they will lay off of you. Learning the different forms and tools that you have will make your job so much less stressful and easier. Tap the knowledgeable regulars in your offices and have them help you find and fill out these forms, many would be glad to help you.
It is crucial that you share this info with your CCA colleagues and to WORK TOGETHER. Start a text group with them, if one of them is having issues then you all should help each other through it. If mgmt is giving any of you a hard time then you should work together to assert your rights and solve the issue.
If anybody has suggestions to make this better/corrections or if anyone has questions I didn't answer, feel free to ask below!
1. Management is telling me I need to go faster but I am doing the best I can, what do I do?
There is no street standards for completing routes in a certain amount of time. You cannot be disciplined for not finishing a route in 8 hours, which is why manglement tends to use bullying tactics when it comes to speed. Your job is to simply deliver the mail safely and accurately.
It is your job to give an assessment in the morning and fill out a form [3996] (https://www.postalemployeenetwork.com/psform3996.pdf) to estimate the overtime needed for that route. Here is a list of reasons you may need OT, note that “unfamiliar on route” is a legitimate reason. Once the mail is done, fill out this form, mgmt will give you the form back noting if its approved or denied with an approved time on the form.
Any split that you receive will count towards your OT time, so for e
... keep reading on reddit ➡Came back today after 12 hours and said I didn’t feel safe working after being on the clock for 12 hours and had 2 stupidvisors and some dude from district basically yell at me for 10 minutes about how I need to do as I’m told and how ELM doesn’t mean I can just leave at 12 hours.
They promised I’d receive a discipline up to and possibly including termination tomorrow morning when I arrive. Notified my union rep and intend on enforcing my Weingarten rights tomorrow if anyone tries to talk to me.
Bonus point? I don’t even work at this office. I don’t even work in this area. I’m helping out 3 days this week from another area lol.
How was everyone else’s ~Tuesday?~ Wednesday
Me: "So I'm still getting my legally mandated testing accommodations even with online tests, right?"
Weingarten: "No ❤️. We hope you have a great Winter break!"
Me: "Wait isn't that illegal?"
Weingarten: "Have a great Winter break!"
In summary you can hurt me very easily I'm in a very emotionally frustrated place rn.
I don't want to step on anybody's toes here, but the amount of non-dad jokes here in this subreddit really annoys me. First of all, dad jokes CAN be NSFW, it clearly says so in the sub rules. Secondly, it doesn't automatically make it a dad joke if it's from a conversation between you and your child. Most importantly, the jokes that your CHILDREN tell YOU are not dad jokes. The point of a dad joke is that it's so cheesy only a dad who's trying to be funny would make such a joke. That's it. They are stupid plays on words, lame puns and so on. There has to be a clever pun or wordplay for it to be considered a dad joke.
Again, to all the fellow dads, I apologise if I'm sounding too harsh. But I just needed to get it off my chest.
So I know there have been basic demands floating around, so I went ahead and drafted up a working list that maybe we can add to or edit around, like a good first draft. Let me know what y'all think.
- The end to at-will employment: all employment must require a written contract regardless of whether it is full-time, part-time, or seasonal. The legally-mandated term requirements should be similar to the Nordic countries'.
- Adopt justification criteria for termination from Nordic countries.
- 2-tiered boards of directors for companies with over 50 employees & mandatory incorporation for companies of that size. 1 managing board consisting of officers & upper management, and a higher assembly that's elected by owners that appoints the managing board and oversees it to ensure that management acts in interests of owners (similar to a nonprofit's board of directors).
- Codetermination of boards: Companies with 50-500 employees must have 1/3 worker representation in the higher assembly board, elected from and by the workforce (chairman is shareholder-representative). Companies with 500-50k workers should get 49.9% worker representation in the higher assemble board and 1/3rd representation on the managing board (CEO & chairman shareholder-representative, HR director/head worker-representative). Companies with over 50k employees should get 1/2 representation of both the higher assembly and managing boards, with dual chairmen & dual CEO's, one representing shareholders and the other representing the employees.
- Codetermination of local management: Companies with +20 employees must have a works council, elected by and from the workers, that has a say in management of the shop. This should be modeled after Germany's works councils, with certain powers being relinquished when a workplace is unionized.
- Reclassification of jurisdiction for companies: If a company does a majority of its business in the US, or receives a majority of revenue in the US, or have a majority of workplaces in the US, etc., then it is treated as a US-based company. This is to prevent companies from moving their HQ to some other country like Ireland in order to skirt codetermination laws and taxes.
- Legally mandating that all of the NLRB's upper management be pro-labor by forbidding lawyers and others who have engaged in anti-labor, anti-union, pro-management activities like being the head of a union busting firm, as well as forbidding appointees from engaging
This post is a copy of the one stickied to the front of the new r/UnionizeDollarGeneral. Even if you do not join, please educate yourself on your rights.
Employees covered by the National Labor Relations Act are afforded certain rights to join together to improve their wages and working conditions, with or without a union.
EMPLOYER/UNION RIGHTS AND OBLIGATIONS
The National Labor Relations Act forbids employers from interfering with, restraining, or coercing employees in the exercise of rights relating to organizing, forming, joining or assisting a labor organization for collective bargaining purposes, or from working together to improve terms and conditions of employment, or refraining from any such activity. Similarly, labor organizations may not restrain or coerce employees in the exercise of these rights.
Under the National Labor Relations Act (NLRA or the Act), employees have the right to communicate with other employees at their workplace about their wages. Wages are a vital term and condition of employment, and discussions of wages are often preliminary to organizing or other actions for mutual aid or protection.
YOUR RIGHT TO REQUEST REPRESENTATION DURING AN INVESTIGATORY INTERVIEW
Among the rights protected by Section 7 is the right of union-represented employees, upon request, to have their representative present during an interview that the employee reasonably believes could lead to discipline.
The Right to Strike. Section 7 of the Act states in part, “Employees shall have the right. . . to engage in other concerted activities for the purpose of collective bargaining or other mutual aid or protection.” Strikes are included among the concerted activities protected for employees by this section. Section 13 also concerns the right to strike.
YOUR RIGHT TO ORGANIZE THROUGH SOCIAL MEDIA
The National Labor Relations Act protects the rights
... keep reading on reddit ➡Alot of great jokes get posted here! However just because you have a joke, doesn't mean it's a dad joke.
THIS IS NOT ABOUT NSFW, THIS IS ABOUT LONG JOKES, BLONDE JOKES, SEXUAL JOKES, KNOCK KNOCK JOKES, POLITICAL JOKES, ETC BEING POSTED IN A DAD JOKE SUB
Try telling these sexual jokes that get posted here, to your kid and see how your spouse likes it.. if that goes well, Try telling one of your friends kid about your sex life being like Coca cola, first it was normal, than light and now zero , and see if the parents are OK with you telling their kid the "dad joke"
I'm not even referencing the NSFW, I'm saying Dad jokes are corny, and sometimes painful, not sexual
So check out r/jokes for all types of jokes
r/unclejokes for dirty jokes
r/3amjokes for real weird and alot of OC
r/cleandadjokes If your really sick of seeing not dad jokes in r/dadjokes
Punchline !
Edit: this is not a post about NSFW , This is about jokes, knock knock jokes, blonde jokes, political jokes etc being posted in a dad joke sub
Edit 2: don't touch the thermostat
What will be revealed? Who might she name? Jeffrey Epstein’s right-hand woman is going on trial for their alleged crimes — and those who used to know her can’t stop talking about it
By Vicky Ward | Link to article
When she walked into court on Monday morning for the penultimate pre-trial conference before she faces what will amount to the fight of her life, Ghislaine Maxwell looked just like she did 10 years ago. In fact, she looked better.
Thick black glossy hair. A black turtleneck sweater. Grey slacks. A bottle of Poland Spring in her hand. No cuffs anywhere. A smile, even, as she talked and shared a laugh with her lawyers, who were clearly fond of her. One brushed back her hair, another rubbed her back and shoulder, a gesture of sympathy.
It was a moment that caught me off guard and took me back in time. It reminded me of precisely why Maxwell had once had so many friends. Her vast number of acquaintances may not have all been people she was close with, because her lifestyle was so peripatetic — she was always traveling somewhere or other. Nonetheless, she drew people to her because she was funny, she was witty, she was extraordinarily charming… and, as I was reminded in that courtroom, also supremely confident.
Ghislaine Maxwell, as just about everyone knows, currently stands charged of helping the late sexual predator Jeffrey Epstein traffic and sexually abuse four women, three of whom were underage, as well as lying in a civil suit. (One of the more chilling sentences in the indictment reads: “Maxwell’s presence during minor victims’ interactions with Epstein, including interactions where the minor victim was undressed or that involved sex acts with Epstein, helped put the victims at ease because an adult woman was present.”) Opening arguments are scheduled for Nov. 29. She has denied all charges.
Given the horrific nature of the allegations, it’s not surprising that on Monday — unlike 10 years ago, when she was hosting dinners at her New York townhouse, proselytizing about her efforts to preserve the oceans through her philanthropy — I didn’t see a single “friend” of hers in court. (The only supporter I saw in attendance was her sister, Isabel.)
I knew Maxwell slightly because I am part of the ex-pat British community in New York, so I ran into her from time to time over the years. And I know a good number of her friends. Or former friends, I s
... keep reading on reddit ➡Do your worst!
They were cooked in Greece.
I'm surprised it hasn't decade.
Don't you know a good pun is its own reword?
This section comes up ''give employee advice on how to answer a question''. As a steward we've already had a Pre-interview consultation and are a few questions in. The employee askes to speak with me privately before answering the question. We've never been denied that before but are now suddenly being denied.
The ambiguity of the section does not specify that the employee can't seek consultation privately and does not specify that the consultation has to be done in front of the employeer.
How do we handle that?
This post is a copy of the one stickied to the front of the new r/UnionizeDollarGeneral. Even if you do not join, please educate yourself on your rights. These rights are yours as employees, no matter what company you work for.
Employees covered by the National Labor Relations Act are afforded certain rights to join together to improve their wages and working conditions, with or without a union.
EMPLOYER/UNION RIGHTS AND OBLIGATIONS
The National Labor Relations Act forbids employers from interfering with, restraining, or coercing employees in the exercise of rights relating to organizing, forming, joining or assisting a labor organization for collective bargaining purposes, or from working together to improve terms and conditions of employment, or refraining from any such activity. Similarly, labor organizations may not restrain or coerce employees in the exercise of these rights.
Under the National Labor Relations Act (NLRA or the Act), employees have the right to communicate with other employees at their workplace about their wages. Wages are a vital term and condition of employment, and discussions of wages are often preliminary to organizing or other actions for mutual aid or protection.
YOUR RIGHT TO REQUEST REPRESENTATION DURING AN INVESTIGATORY INTERVIEW
Among the rights protected by Section 7 is the right of union-represented employees, upon request, to have their representative present during an interview that the employee reasonably believes could lead to discipline.
The Right to Strike. Section 7 of the Act states in part, “Employees shall have the right. . . to engage in other concerted activities for the purpose of collective bargaining or other mutual aid or protection.” Strikes are included among the concerted activities protected for employees by this section. Section 13 also concerns the right to strike.
[YOUR RIGHT TO ORGANIZE THROUGH SOCIAL MEDIA](https://www.nlrb.gov/about-nlrb/rights-we-protect/your-rights/the-nl
... keep reading on reddit ➡
