I’m not sure what you’re talking about, exactly. I’ve worked union for the last 23 years (several years as an officer), and sat in on more than a few discussions about various policies, work rules, and all manner of procedures and practices, with both union officials and carrier officials present. Disciplinary hearings, on-property side agreements, etc. What union practices are you referring to?
Interesting union policy
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CleanSump
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Some of the laws that govern these things vary by state. In my state, if she's working over 32 hours a week schedule she's legally a full time employee entitled to all the things that go with.
I think you need to actually SEE the company handbook. I bet it’s based on maintaining an average of 32 hours a week over the 6 months as others have alluded to here. Get a copy and have her start looking for a new job.
Go to Costco or Walmart if working retail is her thing, they treat their employees better.
Go to Costco or Walmart if working retail is her thing, they treat their employees better.
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I can't say what the issue is. That would be against the law.
It's obvious some of you have zero experience with Unions , contracts , other than what you read on the Internet . Neither the Union nor it's officials are benefitting from the company policies . I have 40 years in the IBEW including a couple stints as a Steward and several contract negotiations . In other words , " Been there , done that ."
I work a non union job…. but have union benefits because the company didn’t want to deal with another union.
Unions in manufacturing, no unions on the service side of business.
We have separate buckets for:
Sick time - 20 days before short term disability kicks in
Vacation - more seniority = more time off
12 Company Holidays, regular government holidays
5 Personal Business - does not count as vacation, use anytime
2 Floating Holidays - does not count as vacation, use anytime
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No entity (federal, state, etc) is going to write laws for something like this. It's not the government's concern.
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I take it you are new to the Union. There doesn't appear to be any other explanation for not knowing how they work. A union can for any reason file an unfair labor practice charge with the NLRB. They don't even have to give a basis for the accusation. Just look at all the NLRB vs **** cases filed every year and in every charge you will see the same boiler plate accusations.
There will be no modifications made to my statements because I speak from experience. Twenty plus years with not one single complaint from an employee and I ended up on the wrong side of a guy sitting in an office somewhere within a corrupt Union because I rightfully fired a young relative of his. My house was broken into, my vehicle brake lines were cut, jobsites robbed and even death threats made to my face along with bankrupting my company. After two years of legal battles and never once having my day in court I was found guilty of breach of contract for a contract I never signed. If you don't know how a union works its because you refuse to see what's going on around you.
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I have experience from the employer side and you are wrong. You don't see what goes on from the BA on up. There is a lot said about the workers behind closed doors and a lot of shady illegal business happening. Granted I have worked in a few area's that have upstanding locals but it is rare. Most IBEW locals have their hand out for kickbacks the minute you enter their area. On the contract side they also charge a contractor fee just for doing business with the union.
4wd
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Unfair labor practice includes the all inclusive interfering with Union business.
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It turned out good for me, I just retired. Not so good for all the electricians though and I really feel bad for them. Many became friends over the years and I was the one signing those big checks and keeping them working. Now our area has nothing.Other than that Mrs Lincoln - how was the play?
Depends on the company. I have separate buckets but sick has no expiration so over the course of the last 10 years I've built quite the bank. If I were to leave, though, only 10% of the sick bank is paid out so in that regard I would have been better having it all as PTO.
Yes, thats a smart policy - you can bank the time then if you actually have a significant illness you have some coverage. Also an incentive to stay at that place.
The electrician I hire regularly (he is almost full time here) works for a Union and is assigned to companies. He technically works for and reports to the company, but the Union signs his check.
He gets 0 paid vacation days and 0 paid sick days.
When work is low, they limit them to 20 hours a week so the Union doesn't have to pay benefits (his words). Thankfully, I have enough work that I can allow him and 1 or 2 of his guys work when it is slow to help them out, but even I have times where I cannot help. I hire him and his guys because they are very good, not because I am a bleeding heart, so a ploy to get hours from me does not work, if that is one thought you may have. Once our punch list is done, they go home.
Their retirement system traps them into staying as well, as they will lose 100% of their retirement benefits if they leave the union and go private. For most guys, they are too far invested before they figure it out. My 401K is by far more valuable than his pension after 30 years, compared to my 25 in private industry.
Outside of training, his union provides no benefit whatsoever. Many of the union guys change companies like underwear just to keep working and making a living. That sounds like a miserable life to me.
He gets 0 paid vacation days and 0 paid sick days.
When work is low, they limit them to 20 hours a week so the Union doesn't have to pay benefits (his words). Thankfully, I have enough work that I can allow him and 1 or 2 of his guys work when it is slow to help them out, but even I have times where I cannot help. I hire him and his guys because they are very good, not because I am a bleeding heart, so a ploy to get hours from me does not work, if that is one thought you may have. Once our punch list is done, they go home.
Their retirement system traps them into staying as well, as they will lose 100% of their retirement benefits if they leave the union and go private. For most guys, they are too far invested before they figure it out. My 401K is by far more valuable than his pension after 30 years, compared to my 25 in private industry.
Outside of training, his union provides no benefit whatsoever. Many of the union guys change companies like underwear just to keep working and making a living. That sounds like a miserable life to me.
