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<blockquote data-quote="turdburglar" data-source="post: 1053107" data-attributes="member: 41722"><p>Forgive me if I am wrong, but it is not the fact that my Weingarten rights are being violated. I have exercised my Weingarten rights when a supervisor attempted to discipline me for misloads, and he simply got angry, threatened my job, and left without giving me the discipline. My Weingarten rights have never been violated ("Weingarten rights" refer to the the right to have union representation during an investigatory interview by management that may result in discipline). However, my right to engage in union activity has been violated. The following comes straight from the NLRB's website, and gives a general statement of what employers are forbidden from doing in regard to union activity, and two specific rights that have been violated by UPS in my situation: <span style="font-size: 10px"></span></p><p><span style="font-size: 10px"><span style="font-family: 'arial'"></span></span></p><p><span style="font-size: 10px"><span style="font-family: 'arial'"></span></span><span style="font-family: 'arial'"><em><span style="color: #444444">The National Labor Relations Act forbids employers from interfering with, restraining, or coercing employees in the exercise of rights relating to organizing, forming, joining or assisting a labor organization for collective bargaining purposes, or from working together to improve terms and conditions of employment, or refraining from any such activity.</span></em></span></p><p><span style="font-family: 'arial'"><em><span style="color: #444444"></span><strong>Examples of employer conduct that violates the law:</strong></em></span><span style="font-size: 10px"><span style="font-family: 'arial'"><span style="color: #444444"></span></span></span></p><p><span style="font-size: 10px"><span style="font-family: 'arial'"><span style="color: #444444"></span></span></span><span style="font-family: 'arial'"><span style="color: #444444"><em>Transferring, laying off, terminating, assigning employees more difficult work tasks, or otherwise punishing employees because they engaged in union or protected concerted activity. </em></span></span></p><p><span style="font-family: 'arial'"><span style="color: #444444"><em></em></span>This rule was violated twice, once when I was moved to a far heavier load area for filing grievances (the full-time supervisor actually said to the steward that she would move me for filing grievances, since she is not too bright), and a second time when I was moved to unload so that my hours could be cut.</span><span style="font-size: 10px"><span style="font-family: 'arial'"> </span></span></p><p><span style="font-size: 10px"><span style="font-family: 'arial'"></span></span><em><span style="font-family: 'arial'"><span style="color: #444444">Threatening employees with loss of jobs or benefits if they join or vote for a union or engage in protected concerted activity. </span></span></em></p><p><em><span style="font-family: 'arial'"><span style="color: #444444"></span></span></em>This rule has been violated countless times as management continually threatened (both explicitly and implicitly) that I would lose my job if I did not stop filing grievances.</p><p></p><p>Based on these two rules alone, I have a right to file with the NLRB. Management has clearly shown that they do not intend to stop threatening me and retaliating against me for filing grievances. I am in the right because what I am doing is legal (as the contract was signed by people far above the management in my building, and by the Teamsters, and is a legally binding contract), and is technically a contractual obligation of mine as a Teamster. They are in the wrong because what they are doing is a violation of federal law. It does not get much more clear-cut than this.</p></blockquote><p></p>
[QUOTE="turdburglar, post: 1053107, member: 41722"] Forgive me if I am wrong, but it is not the fact that my Weingarten rights are being violated. I have exercised my Weingarten rights when a supervisor attempted to discipline me for misloads, and he simply got angry, threatened my job, and left without giving me the discipline. My Weingarten rights have never been violated ("Weingarten rights" refer to the the right to have union representation during an investigatory interview by management that may result in discipline). However, my right to engage in union activity has been violated. The following comes straight from the NLRB's website, and gives a general statement of what employers are forbidden from doing in regard to union activity, and two specific rights that have been violated by UPS in my situation: [SIZE=2] [FONT=arial] [/FONT][/SIZE][FONT=arial][I][COLOR=#444444]The National Labor Relations Act forbids employers from interfering with, restraining, or coercing employees in the exercise of rights relating to organizing, forming, joining or assisting a labor organization for collective bargaining purposes, or from working together to improve terms and conditions of employment, or refraining from any such activity. [/COLOR][B]Examples of employer conduct that violates the law:[/B][/I][/FONT][SIZE=2][FONT=arial][COLOR=#444444] [/COLOR][/FONT][/SIZE][FONT=arial][COLOR=#444444][I]Transferring, laying off, terminating, assigning employees more difficult work tasks, or otherwise punishing employees because they engaged in union or protected concerted activity. [/I][/COLOR]This rule was violated twice, once when I was moved to a far heavier load area for filing grievances (the full-time supervisor actually said to the steward that she would move me for filing grievances, since she is not too bright), and a second time when I was moved to unload so that my hours could be cut.[/FONT][SIZE=2][FONT=arial] [/FONT][/SIZE][I][FONT=arial][COLOR=#444444]Threatening employees with loss of jobs or benefits if they join or vote for a union or engage in protected concerted activity. [/COLOR][/FONT][/I]This rule has been violated countless times as management continually threatened (both explicitly and implicitly) that I would lose my job if I did not stop filing grievances. Based on these two rules alone, I have a right to file with the NLRB. Management has clearly shown that they do not intend to stop threatening me and retaliating against me for filing grievances. I am in the right because what I am doing is legal (as the contract was signed by people far above the management in my building, and by the Teamsters, and is a legally binding contract), and is technically a contractual obligation of mine as a Teamster. They are in the wrong because what they are doing is a violation of federal law. It does not get much more clear-cut than this. [/QUOTE]
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