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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.
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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: Nov. 02 (20:04)
President Kamala Harris for the Next President of the United States QUEENS AREA LOCAL 1022 AMERICAN POSTAL WORKERS UNION YOUR FUTURE QUEENS AREA LOCAL 1022 AMERICAN POSTAL WORKERS UNION AEU November General Membership Meeting Association Employees Union AEU November General Membership Meeting Association Employees Union Week Ending 11/02/2024 Teamsters Local 355 Week Ending 11/02/2024 Teamsters Local 992 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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Lawmakers propose a new federal office to regulate workplace surveillance tech
March 20, 2024
A pair of House Democrats have introduced legislation that would require employers to be more transparent about their use of surveillance technologies to monitor their workers.
The bill, known as the Stop Spying Bosses Act, was introduced on March 15 by Reps. Chris Deluzio, D-Pa., and Suzanne Bonamici, D-Ore., and would “prohibit, or require disclosure of, the surveillance, monitoring and collection of certain worker data by employers.”
Within government, the Department of Labor would also establish a “privacy and technology division” to regulate workplace surveillance technologies under the proposal.
Sens. Bob Casey, D-Pa., Cory Booker, D-N.J., and Brian Schatz, D-Hawaii, previously introduced similar legislation in the Senate in February 2023.
The legislation “will increase transparency in the workplace and protect workers’ rights by preventing the abuse of workplace surveillance and requiring employers to disclose any surveillance they conduct,” Bonamici said in a statement.
The proposals require employers who collect data on their workers or job applicants to disclose that information in a timely manner “that is conspicuous, freely accessible and readily available for viewing by any such covered individual of the employer (including on the internet in a manner that is freely accessible and machine readable).”
Workplaces would also be prohibited from conducting some surveillance activities on their employees, such as performing “off-duty data collection” or any activities that could interfere with union organizing.
The legislation also creates new rules empowering workers when it comes to the use of artificial intelligence tools and automated systems to make employment decisions, such as restricting the collection of health information unrelated to job performance, data on their engagement with labor organizations and the monitoring of employee activities “related to reporting the employer or such a third party or service provider for a violation of any other law.”
“It’s time to protect employees from the use of invasive surveillance technologies that allow bosses to track their workers minute by minute and move by move,” Deluzio said in a statement. “Workers deserve far better than a workday full of endless suspicion and surveillance; they should have a workplace with respect and dignity.”
The legislation has been endorsed by several worker advocacy organizations and unions, including the Communications Workers of America and the AFL-CIO.
Deluzio and Bonamici also teamed up to introduce legislation on March 12 to safeguard job applicants from AI-based hiring discrimination. That bill would similarly crack down on the growing use of automated decision-making systems in workplaces and would establish another new division at Labor, known as the “technology and worker protection division.”
March 20, 2024
Important sections
Page 18 SEC. 3. DISCLOSURE OF CERTAIN WORKPLACE SURVEILLANCE.
Page 22 SEC. 4. PROHIBITION OF CERTAIN WORKPLACE SURVEIL9 LANCE.
Page 27 SEC. 5. ESTABLISHMENT OF PRIVACY AND TECHNOLOGY DIVISION.
Page 31 SEC. 6. REGULATIONS.
Page SEC. 7. WHISTLE BLOWER PROTECTIONS.
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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