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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
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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 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.
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Phone: (360) 834-6470
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Toll-Free: 1-877-463-3121
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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.<< December 2024 >> S M T W T F S 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 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
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