Anybody ever work for a unionized company? Let me tell you, it sucks. I've been on the management side - it's hard to be a successful business.
My belief is that: "it sucks" for RTW employees in an Open-Shop are allowed the same benefits/rights
under a Collective Bargaining Agreement as those who pay Union Dues in that Open Shop.
That's me.
Now...Are you basing: "it sucks"...from the wind being knocked out of your sails because...
(Among many other items):
-You had to go through extensive training from your Company's HR/PR folks to fully comprehend that,
even though your Company is in a RTW State:
-From an employer's/management's perspective. the RTW employees probably are putting you in an
awkward position and have created extra work dealing with the new special-rules for the now special-people...
Because:
1.) No longer are/were the employees directly within anyones’ managerial jurisdiction to be treated as:
.......
At-Will Employees.......
2.) A Collective Bargaining Agreement---with its included Shop Rules...Is applicable to:
3.) All employees, whether they were dues-paying Union members or not, and are now entitled to equal
representation through the: Union-Company Grievance Procedure
[also applicable to the Company grieving the Union: Company-Union Grievance Procedure]
4.) Unless memorized...The carrying of a laminated copy of the Wagner Act upon your person
(wallet/pocket-protector) was now advisable
5.) Management was now forced to comply with posting Federal Laws governing things like the NLRA, Taft-Hartley
(and/or its exemptions), Safety&Health, many others...for RTW employees and card-carrying Union members as well...
On Company supplied bulletin boards
NOTE: This applies to any Company that has entered into a Collective Bargaining Agreement with a Union…
Open or Closed Shop.
To Wit:
Notice to Employees:
"Under Federal law, employees cannot be required to join a union or maintain membership in a union in order to retain their jobs.
Under certain conditions, the law permits a union and an employer to enter into a union-security agreement requiring employees
to pay uniform periodic dues and initiation fees. However, employees who are not Union members can object to the use of
their payments for certain purposes and can only be required to pay their share of union costs relating to collective bargaining,
contract administration, and grievance adjustment.
If you do not want to pay that portion of dues or fees used to support activities not related to collective bargaining,
contract administration, or grievance adjustment, you are entitled to an appropriate reduction in your payment.
If you believe that you have been required to pay dues or fees used in part to support activities not related to collective bargaining,
contract administration, or grievance adjustment, you may be entitled to a refund and to an appropriate reduction in future payments.
For further information concerning your rights, you may wish to contact the National Labor Relations Board (NLRB)
either at one of its Regional offices or at the following address or toll free number:
National Labor Relations Board Division of Information 1099 14th Street, N.W. Washington, DC 20570
1-866-667-6572 1-866-316-6572 (TTY)
To locate the nearest NLRB office, see NLRB's website."
-
For the record…I also believe that if a person objects for political, religious, or personal reasons,
to any Union monies being spent except for the purpose of collective bargaining,
contract administration, or grievance adjustment...
They have the right to a refund of that portion of their dues, not so spent.
-
I also believe that it's an unfair practice of how managers/management has had the explicit right,
of how their Company spends its monies, seemingly: Taken away.
Bob
