Bob Litkenhus has been appointed Safety representative for our local. The safety committee has been appointed, Danny Harris (Pickling) Todd House(TPM) Harry Claise (CCM Maint) and Dave Brazelton (CCM) If anyone needs anything you can reach Bob at firstname.lastname@example.org
Safety does not discriminate, machinery does not care what race you are, male or female, or rank and file it will injure us all the same. Please if you see an unsafe act or witness ANYONE doing something unsafe please confront the situation. If your procedure says to do a job and their are safety or environmental concerns please question the situation. Insubordination is considered when you refuse to do a safe work task, questioning the safety of a task is not insubordination. If you ask your shift manager if something is safe to perform and you disagree with his or her decision please contact any elected official immediately. SAFETY AUDITS SAFETY AUDITS SAFETY AUDITS... IF YOU ARE ASKED AND ARE BEING TOLD YOU ARE ABOUT TO HAVE A JSHA AUDITED ON YOUR WORK PERFORMANCE PLEASE SEE THE WEINGARTEN SECTION BELOW........
WE HAVE COPIES OF WEINGARTEN CARDS AVAILABLE PLEASE USE THEM.
PLEASE READ!!!!! AFTER THE DISCIPLINE IS HANDED OUT AND INVESTIGATIONS HAVE TAKEN PLACE IS NOT THE TIME FOR YOUR UNION REPRESENTATIVE!!! WHEN THE QUESTIONS OF WHAT HAPPENED ARE BEING ASKED IS WHEN YOU NEED YOUR UNION REPRESENTATIVE!!!
Know Your Weingarten Rights:
They apply only during investigatory interviews. An investigative interview occurs when: management questions an employee the employee has a reasonable belief that discipline or other adverse consequences may result. The employee can request union representation before or at any time during the interview. An example of this type of interview is when we have an incident and you are asked to write a brief description of what happened. Yes they will say its so they can just have a clear idea what happened but it is also a form of investigative interview so remember don't hesistate to ask for your representation! When in doubt ASK!!!
If then employer denies the request for union representation and continues the meeting, the employee can refuse to answer questions. Stewards must be allowed to advise and assist the employee in presenting the facts. Remember - an employer does not have to inform an employee that he or she has a right to union representation - YOU MUST ASK FOR YOUR UNION REPRESENTATION IF FOR ANY REASON YOUR ARE DENIED REPRESENTATION CONTACT ANY STEWARD, EXECUTIVE BOARD MEMBER, OR CALL MY CELL IMMEDIATELY! IT IS NOT YOUR RESPONSIBILITY TO FIND YOUR REPRESENTATIVE ITS MANAGEMENT'S SO IF YOU ARE EVER TOLD TO FIND YOUR OWN REPRESENTATIVE WE NEED TO KNOW ABOUT THIS ASAP
DRUG TESTING FOR INCIDENTS AND VEHICLE SEARCHES ARE ALSO A FORMS OF AN INVESTIGATIONS AND YOU ARE ENTITLED TO REPRESENTATION Also asking for a written statement on a event that took place is a form of investigation as well so if you are asked to give a written statement contact your union steward or board member prior to submitting anything in writing
Fmla Triggering Events Here is the list discussed at the Union Meeting in March. The company can determine based on these events that you automatically qualify for FMLA. All paperwork will still be required
U.S. Department of Labor Wage and Hour Division (July 2015) Fact Sheet #28F: Qualifying Reasons for Leave under the Family and Medical Leave Act The Family and Medical Leave Act (FMLA) entitles eligible employees of covered employers to take unpaid, job-protected leave for specified family and medical reasons, with continuation of group health insurance coverage under the same terms and conditions as if the employee had not taken leave. See also Fact Sheet 28A: Employee Protections under the FMLA, and Fact Sheet 28M: The Military Family LeaveProvisions under the FMLA. Eligible employees are entitled to take up to 12 workweeks of FMLA leave in a 12-month period for any of the reasons listed below. SeeFact Sheet 28: The Family and Medical Leave Act - Overview. • The birth of a child and to bond with the newborn child within one year of birth. An employee's entitlement to FMLA leave for birth and bonding expires 12 months after the date of birth. Both mothers and fathers have the same right to take FMLA leave for the birth of a child. Birth and bonding leave must be taken as a continuous block of leave unless the employer agrees to allow intermittent leave (e.g., allowing a parent to return to work on a part-time schedule for 10 weeks). • The placement with the employee of a child for adoption or foster care and to bond with the newly placed child within one year of placement. FMLA leave may be taken before the actual placement or adoption of a child if an absence from work is required for the placement for adoption or foster care to proceed. For example, the employee may be entitled to FMLA leave to attend counseling sessions, appear in court, consult with his or her attorney or the birth parent’s representative, submit to a physical examination, or travel to another country to complete an adoption before the actual date of placement. FMLA leave to bond with a child after placement must be taken as a continuous block of leave unless the employer agrees to allow intermittent leave. An employee’s entitlement to FMLA leave for the placement of a child for adoption or foster care expires 12 months after the placement. • A serious health condition that makes the employee unable to perform the functions of his or her job. An employee is “unable to perform the functions of the position” where the health care provider finds that the employee • is unable to work at all, or is unable to perform any one of the essential functions of the employee's position.
An employee who must be absent from work to receive medical treatment for a serious health condition is considered to be unable to perform the essential functions of the position during the absence for treatment.
To care for the employee’s spouse, son, daughter, or parent who has a serious health condition. An employee must be needed to provide care for his or her spouse, son, daughter, or parent because of the family member’s serious health condition in order for the employee to take FMLA leave. An employee may be needed to provide care to the family member, for example • when the family member is unable to care for his or her own medical, safety or other needs, because of the serious health condition or needs help in being transported to the doctor; or • to provide psychological comfort and reassurance to the family member with a serious health condition.
Spouse: Spouse means a husband or wife as defined or recognized in the state where the individual was married and includes individuals in a same-sex marriage or common law marriage. Spouse also includes a husband or wife in a marriage that was validly entered into outside of the United States if the marriage could have been entered into in at least one state.
Parent: Parent means a biological, adoptive, step or foster father or mother, or any other individual who stood in loco parentis to the employee when the employee was a child. This term does not include parents “in law.”
Son or Daughter: Son or daughter means a biological, adopted, or foster child, a stepchild, a legal ward, or a child of a person standing in loco parentis, who is either under age 18, or age 18 or older and “incapable of self-care because of a mental or physical disability” at the time that FMLA leave is to commence.
In Loco Parentis: The FMLA regulations define in loco parentis as including those with day-to-day responsibilities to care for or financially support a child. Employees who have no biological or legal relationship with a child may, nonetheless, stand in loco parentis to the child and be entitled to FMLA leave. Similarly, an employee may take leave to care for someone who, although having no legal or biological relationship to the employee when the employee was a child, stood in loco parentis to the employee when the employee was a child, even if they have no legal or biological relationship.
Any qualifying exigency arising out of the fact that the employee’s spouse, son, daughter, or parent is a military member on covered active duty. Qualifying exigencies are situations arising from the military deployment of an employee’s spouse, son, daughter, or parent to a foreign country. Qualifying exigencies for which an employee may take FMLA leave include making alternative child care arrangements for a child of the military member when the deployment of the military member necessitates a change in the existing child care
Arbitrations and Grievances Joe Peters has been appointed as the grievance committee chair for our local. email@example.com. He will be reaching out to stewards in the near future. If anyone is interested in becoming a steward please let Joe know. We have openings on all committees including contracting out and training if anyone is interested in these committees let us know
We have a new Chaplain Committee Chair, I want to thank Jason Robertson for volunteering to fill the vacancy. The chaplains committee has done an excellent job in helping our membership during times of need. I want to thank all of them for the great work they are doing for our local. If anyone has anything going on please contact Jason Robertson or any committee member.
His email is Jhrobertson7272@gmail.com
UAWLOCAL3044.COM If there is anything you would like to see added to the website please let us know…. Let us know what you think!
You can reach the following executive board members and reps on their respective crews.
B Crew JAy Keener cpl B Crew Perry Weedman Mat Movement B Crew Tommy Sevastian Cpl D Crew Eric Adkins Skilled trade Rep D Crew Rick Ditto ext. 6665 D Crew Material Movement Joe Peters (grievance committee chair) D Crew Material Movement Bob Litkenhus ( Safety Committee Chair)
As always you can reach me via my cell at 270-314-6792 as well. No matter what the issue big or small remember we are here to help you. We appreciate the continued support and thank you for all your feedback and comments. It is our local and everyone's participation is crucial for its success. If anyone has anything they have concerns about, issues, or things they want to see happen or change please let us know!!!