OPEIU Local 39
November 2015Vol 3, Issue 5
Your Voice 
Your Choice 
OPEIU Local 39 Newsletter
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Happy Thanksgiving!

What are you thankful for this year? Maybe thoughts of family, friends, good health, or a good job come to mind.

If you've opened this newsletter, you may already know and appreciate the more obvious benefits of belonging to a Union. Below is the story of one member who found that belonging to a Union -- a Union she had never given any thought about -- helped her in ways she had never expected.

We are also kicking off the season! No, not the holiday season. Negotiations for the contract in our biggest bargaining unit begin soon and below is an update on the first step in a process that may last several months.
In This Issue
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You belong. That's enough.
Below is a letter from one of our Union members. Like many of us, she belonged to the Union for years and never gave it a second thought. She certainly never thought about going to meetings or voting in elections. But that's ok. Belonging is enough. When she needed the Union, we were there for her, fighting to salvage the best we could from a situation that the Company created. It's an important story.

I'm sharing my experience in the hope it will encourage you to continue supporting your local union and realize the importance of the Union and its benefit to you. You never know when you may need the Union. Here's what happened to me...

Like many of you I joined a labor union because my employer was a 'closed shop' meaning I was required to be a member of the union to work there. I didn't think much about it. The union dues were a small enough amount that didn't bother me too much. So I 'signed up' (because I had to) and my work-a-day life went on the same as it would have whether I was in a union or not -- or so I thought.

I worked at a company for eight years before moving away to get out of the hustle and bustle of the city. Four years later an opportunity presented itself to come back to the company that was now 90 miles from my home. I deliberated for months and finally accepted the position after Management made a 'deal' with me that I could work from home three days each week. Management assured me that there would be no problem with my ability to connect to the network and there wasn't. I could attend most meetings online and via conference calls. I had a place to stay with family for the two days in town so it was settled. The job offer was signed by the Vice President of the Department and clearly stated that I could work remotely three days a week as part of my job description. So I accepted the position thinking it was secure and it seemed it was.

For nearly four years the arrangement worked. My employment record was good. I worked hard and regularly received good reviews from management and peers. So I was blind-sided when I was summoned to a meeting room and my [new] manager announced that in 15 days I would be required to be in the office at least four days each week. They basically said 'sign here'. Instead of signing, I called my local union the next morning. This is when I experienced first-hand what a union does, can do, and will do when a union member needs help. For the first time in my life I was being 'bullied' into complying with the company's demands or quitting. The company wanted me to think these were my only options - to comply or quit.

OPEIU local 39 got busy immediately. The union business agent was responsive, forthright, and smart. She worked tirelessly to ensure that I would not be a casualty of a ruthless, corporate human resources department. She answered every question I asked and sometimes twice. I didn't realize it but one of the many benefits of union membership is that they have attorneys you don't have to pay for. The attorneys are working for you even when you are not aware of it. They helped me with what to do and not do, what to say and not say.

I'm grateful for the Union for being there when I needed help. The Union that I had given so little consideration to stood up to a 'bully' and 'fought' for me. My Union that I had not voted for, not attended one meeting, not given it a second thought now defended me. The Union, with so few resources, so little money, and so little appreciation, was able to stand against a company having an abundance of money, attorneys and support people. Instead of being forced to quit my job or comply with the company's demands the Union worked on my behalf. I was offered a layoff and severance package that allowed me to keep my home and provide food and clothing for my family.

Please continue to support your local union with your dues. You never know when you will need the Union to support you.

Karina Jones

The Union's investigation showed numerous contract violations and one violation of the National Labor Relations Act in how the company dealt with Karina, including improper hours/schedule change that imposed additional financial hardship to the employee and an unsubstantiated performance issue. The employer violated the National Labor Relations Act by direct dealing the member's work schedule.
 
Because of these violations the Union was able to negotiate a financial settlement for the employee at her request.
The employee left the company on good terms. The company lost a valuable employee due to their own wrongdoing.

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Tis the Season
The contract for our biggest bargaining unit expires March 31st of 2016 and the Union has already begun preparing for the negotiations. As part of that, the stewards are reaching out to members to discuss issues that need to be brought up at the table.

One issue that we know will loom large in the negotiations is outsourcing and staffing levels. There are too many jobs filled by contracted staff or outsourced instead of going to permanent hires here in Madison. Too many jobs being moved to states with lower wages, benefits, zero bargaining rights. We've been told in the past that our work is "too good" and so they move it to lesser-trained, less well compensated, non-union staff in other states, leaving our customers worse off.

We need to hear your stories and we want the discussion to start right away. As part of that, last week Task Force volunteers delivered water bottles to Union members in the Madison office. These quality water bottles, made in the USA by Union workers, have our Union logo printed on them along with the words You Can't Outsource Quality. Please use your water bottle as you normally would, bringing it to meetings, or the L.I.F.E. site, or use it in the Atrium. Welcome the conversations that it might generate and share your concerns, whether with management or, more importantly, with each other.

If you didn't get a water bottle, please click on the link to email our CUNA Mutual Group's Chief Steward, Mike Pionke, and let him know. If you have questions, comments, concerns, or stories to share -- about outsourcing, health care, or other contract issues -- please reach out to any of the Stewards, our Business Agent Debi Eveland, or leave a comment on our Facebook page.
Labor History Essay Contest for High School Students
For all of you who might know a High School student!

The Wisconsin Labor History Society announces their 2015-2016 Labor History Essay Contest. Wisconsin High School students grades 9-12 are eligible to participate.

High school students are asked to write an essay of approximately 750 words on the following theme: "Unions have been important to my family and my community because ..."

Please follow this link to the official flier for the contest.
Upcoming Membership Meetings
Unions = Gym Membership
Membership meetings are held the third Wednesday of the second month of the quarter, at 5:30 PM in the Union Office: 701 Watson Ave, Ste 102 in Madison.

 

February 17th, 2016
May 18th, 2016
August 17th, 2016
November 16, 2016 
 
This is your Union. Your participation gives us the tools we need to face the continued opposition of both companies and politicians. We strive to make the meetings relevant and to the point. Please  participate in the democracy that is your Union.
Know Your Rights!               
photopin by Weingarten Rights
The US Supreme Court has ruled that the National Labor Relations Act gives workers the right to request union representation during investigatory interviews by supervisors, security personal, and other managerial staff.  These are called Weingarten Rights.
 
An investigatory interview occurs if 1) management questions you to obtain information; and 2) you have reasonable apprehension that your answers could be used as a basis for discipline or other adverse action.
 
You must ask for union representation either before or during an investigatory interview.  Management does not have to remind you of this right.  If your request is refused and Management continues asking questions, you may refuse to answer.  Your employer is guilty of an unfair labor practice and charges may be filed.  If you are questioned in a situation where Weingarten may apply, read or present this statement:

"If this discussion could in any way lead to my being disciplined or terminated, or affect my personal working conditions, I respectfully request that my union representative, officer, or steward be present at this meeting. Until my representative arrives, I choose not to participate in this discussion." 
 
We hope that you have a happy and safe Thanksgiving. Enjoy all of those things that you are most thankful for and give a thought to the little things that you may not always notice. You may even want to share them with family and friends who have even less reason to think about the good that Unions can do.
 
In Solidarity,
 
OPEIU Local 39
 
Copyright OPEIU Local 39. Content written and/or edited by David O. Engelstad
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