• Welcome to the Association of Western Pulp and Paper Workers Union



     
    Organize Today

    If you work for an employer whose workers are not part of a union and you want to help to build a union in your workplace, fill out this questionnaire, and click the submit button.  We'll immediately put you in touch with a union organizer who can talk to you about unions and what it takes to organize.

    Call 1-800-542-0708

    or

    Click here!

    Organizing Resource

    Here you can educate yourself and members about organizing. This is the work center website with valuable information covering topics such as: how to form a union, what your rights are, and protection from retaliation. 

    Local Pages

    Legislature by State 

    For more information, follow this link to the Western Pulp and Paper Forest Products Safety & Health Conference 

     

    UnionActive Newswire
     
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    Updated: Dec. 09 (14:04)

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    Subjects of Bargaining

    There are three categories of subjects that are established under the National Labor Relations Act.  They are:  mandatory; permissive or voluntary; and, illegal subjects.  

    MANDATORY SUBJECTS

    Mandatory subjects are those that directly impact – wages, hours or working conditions (or terms and conditions of employment).  These are subjects over which the parties must bargain if a proposal is made by either party.  This does not mean that the parties have to reach agreement on such proposals, but rather that they have to engage in the process of bargaining in good faith over the subject.  Mandatory subjects may be bargained to impasse.  It is also legal to strike (or to lock-out) to obtain a mandatory subject of bargaining.  

    Examples of mandatory subjects are:   

    Wages     Jury duty pay   Shift premiums   Bereavement pay    Overtime    On-call pay   Premium pay    Severance pay   Longevity    Pensions   Pay for training   Health insurance   Holidays    Leave of absence   Sick days    Tuition reimbursement    Hours of work    Seniority   Work schedules   Job duties   Grievance procedure   Probationary period   Workloads    Testing of employees   Vacancies    Rest and lunch periods   Promotions    Bargaining unit work   Transfers    Subcontracting   Layoff and recall   No strike clause   Discipline and discharge  Non-discrimination   Waiver/zipper clause   Dues check off   Mandatory meetings   Mileage and stipends   In-service trainings   Evaluation procedures   Parking    Health and safety   Bonuses    Clothing and tool allowance   Incentive pay    Management rights clauses   Equity pay adjustments  Dental and vision plans   Legal services    Work rules   Bulletin boards   Meals provided by the employer     

    PERMISSIVE OR VOLUNTARY SUBJECTS 

    Permissive, voluntary or non-mandatory subjects of bargaining are subjects not directly related to the work.  That is, these subjects fall outside of wages, hours and working conditions and generally are matters that relate to the nature and direction of the business/industry or relate to the internal union affairs.  The list can be infinitely long.  The parties may agree to bargain over these but are not required to by law and can refuse to discuss them without fear of an unfair labor practice charge.  They also cannot be bargained to impasse.  Furthermore, it would also be a violation to strike over a permissive subject.  Subjects that have a minimal impact on the employment relationship most likely are permissive, but it is not always clear.  There could be considerable gray areas in determining whether a proposal is mandatory or permissive and these might have to be litigated for resolution.  

     

    Examples of permissive/voluntary subjects are:  

    Negotiation ground rules  Recognition clause defining the bargaining Supervisor’s conditions of   unit  employment   Either party’s bargaining team make-up Interest arbitration   Make-up of the employer’s board of Settlement of a ULP charge   directors or trustees Pensions for retired members  Demanding that a Union settle arbitrable Use of the Union label/flag   grievances filed under the previous Internal Union matters   contract  (how stewards and  officers are elected,  Union dues, officer  structure, Union  by-laws, etc.)   




     

    ILLEGAL SUBJECTS 

    Illegal subjects are those that cannot be legally bargained over by either party.  They are subjects that would violate a law and cannot be entered into legally into a collective bargaining agreement even if both parties agree to do so.  

    Examples of illegal subjects are:  

    Closed shop provisions, discrimination, hot cargo clauses, Discrimination - language that prohibits an employer from dealing with any employees or against a group based on race, sex, employer, usually involved in a labor disability, age, veteran’s status, dispute, religion, sexual orientation, marital status, etc. 

    Thinking about retirement?

    Lacamas Financial Group

    532 NE 3rd Ave Suite 200

    Camas, WA 98607

    chris@lacamasfinancial.com

    Phone: (360) 834-6470

    Fax: (360) 834-4079

    Toll-Free: 1-877-463-3121

    Mon-Fri: 9:00 AM - 5:00 PM

    The LPL Financial representative associated with this website may discuss and/or transact securities business only with
    residents of the following states: AK, AZ, CA, CO, FL, IA, ID, IL, MD, MI, MS, MT, ND, NE, NV, NY, OH, OK, OR, SC, TN, TX, UT, WA.

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    Important Links
    Federal Mediation Via Video
    National Labor Relation Board - ULP E-filing
    Labor Notes
    The Stand
    DOL Office of Labor-Management Standards (OLMS)
    PPRC
    U.S. Department of Labor
    U.S. DOL by State Location
    National Academy of Arbitrators - Dispute Resolution in the Workplace
    Washington State Labor Council - News
    Oregon AFL-CIO
    Idaho AFL-CIO
    Utah AFL-CIO
    California AFL-CIO
    Virginia AFL-CIO
    United States Senate
    United States House of Representatives
    Tracker Exposes Export of American Jobs
    Climate video AWPPW
    Climate video AWPPW #2
    Paper Wars - An Industry on the verge of collapse - You Tube

    An important feature of the National Labor Relations Act is the requirement that an employer furnish the union information. The obligation comes from the duty to bargain in good faith. A refusal to provide information needed to administer the collective bargaining agreement, or an unreasonable delay in responding to a union request, violates section 8(a)(5) of the act.

    The right to information arises at several stages.

    Unions can make requests to: Police the contract, Investigate a member complaint, Prepare for a grievance, Decide whether to move a grievance to a higher step, or if needed for mid-term bargaining.

    Below are requests that the union can make.  

    Accident reports - Air quality studies - Attendance records 

    Bargaining notes - Bid applications - Bills of lading 

    Bonus records - Consultants’ reports-

    Correspondence between employers and outside entities such as government agencies and workers' compensation carriers.

    Correspondence between management and supervisors

    Customer complaints - Customer lists - Disbursement records

    Disciplinary records - EEO reports - Employee evaluations

    Environmental audits - Equipment specifications - First report of injury forms

    Handwriting analysis - Health and Safety audits - Injury reports 

    Inspection reports - Insurance policies - Internal memos and policies

    Interview notes - Investigative reports - Investigatory files 

    Job assignment records - Job descriptions - Laboratory reports

    Leave requests - Manuals - Material Safety Data Sheets

    Memorandums prepared after meetings with employees - Merger agreements

    Minutes of employer meeting - OSHA logs - Payroll records

    Pension contribution records - Personnel files - Photographs

    Piece-rate records - Policy documents - Prior grievances and arbitration awards

    Sale of enterprise documents - Schedules - Security guard reports

    Seniority lists - Supervisor’s notes - Studies - Test results 

    Time cards - Time-study records - Training manuals

    Video surveillance tapes - Wage and salary records - Work rules

    Paused
    Supreme Court Will Decide on Legal Standard for 10(j) Injunctions

    When an employer commits a serious unfair labor practice (“ULP”), the General Counsel of the NLRB has the authority to petition a federal court for immediate injunctive relief—known as “10(j).

    Unemployment Insurance for Striking Workers

    Unemployment Insurance for Striking Workers (SB 5777/HB 1893) — Rather than negotiate a fair contract, some employers weaponize the economic instability of workers — especially low-income workers — to force a strike and “starve them out.

    Families condemn Koch brothers over ploy to avoid asbestos compensation

    Koch Industries bought Georgia-Pacific in 2005. The company faces over 60,000 asbestos lawsuits but has not paid out anything since 2017 when the company conducted a controversial maneuver known as the “Texas two-step”.

    WSLC April Sims 2024

    Sims on legislative agenda -  From easing environmental rule compliance costs to extending unemployment benefits to workers on strike, we’ve got an overview of the business and labor bills to watch this year.


<< December 2024 >>
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22 23 24 25 26 27 28
29 30 31
UnionActive Newswire
 
Join the Newswire!
Updated: Dec. 09 (14:04)

ALERT - Help needed at the Wang
IATSE Local B4
Alert: Shubert needs Ushers
IATSE Local B4
Children's Christmas Party!
Teamsters Local 776
Week Ending 12/07/2024
Teamsters Local 355
Week Ending 12/07/2024
Teamsters Local 992
IBEW Local 21 Mourns the Loss of Brother Ismael Zambrano
International Brotherhood of Electrical Workers, Local Union 21
 
     
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