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Thread: We did it!!!

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    Administrator TheCableVine's Avatar
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    Default We did it!!!

    Apparently everything that can be discussed has been discussed. This place has been so slow that I have just come to the conclusion that there is nothing left to discuss... except the discussion of the subject.
    "Change does not always equal progress."

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    Default Re: We did it!!!

    Has been awful quite,I figured USIC was just running evertbody hard. It seem a little early for the fall rush.
    UULC likes this.

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    Senior Member UULC's Avatar
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    Default Re: We did it!!!

    NO USIC1 to stir the pot.

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    Senior Member yahoo's Avatar
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    Default Re: We did it!!!

    LOL ....but he did keep things interesting for us all ..especially during political season .
    wise men talk because they have something to say and fools because they have to say something....plato

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    Premium Member daman1's Avatar
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    Default Re: We did it!!!

    That damned locator powered hamster wheel Mke described must have exhausted the supply of locators. Should have went with a more renewable energy source.

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    Default Re: We did it!!!

    Just ran into this it may get some people talking Ruling Clears Way for Unions - WSJ

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    Conservative Meanie ifinditunderground's Avatar
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    Default Re: We did it!!!

    I would hope it's because everyone is so busy. I guess we'll see what happens when the weather cools off.
    There is a fine line between "Hobby" and "Mental Illness."
    "America isn't free, in America you are free to follow the rules." -Anthony Cumia


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    Default Re: We did it!!!

    Damn hampster

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    Default Re: We did it!!!

    Huh I thought the union deal would get somebody going, maybe wing can find some more skimpy clad women's photos
    UULC and yahoo like this.

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    Administrator TheCableVine's Avatar
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    Default Re: We did it!!!

    Quote Originally Posted by orangeboots View Post
    Huh I thought the union deal would get somebody going, maybe wing can find some more skimpy clad women's photos
    When you go to the news page it only lets your read about a paragraph.
    "Change does not always equal progress."

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    Default Re: We did it!!!

    I had the same problem when I opened up the link.

    Since he wanted a conversation started about a union. I am not a union rep or anything. My company just voted in a union.

    My question is what would you want a union to put inot a contract? what as a locator do you think are the most glaring needs?

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    Senior Member ProfessionalLocator's Avatar
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    Default Re: We did it!!!

    Quote Originally Posted by paintitnow View Post
    I had the same problem when I opened up the link.

    Since he wanted a conversation started about a union. I am not a union rep or anything. My company just voted in a union.

    My question is what would you want a union to put inot a contract? what as a locator do you think are the most glaring needs?
    All oncall / callout at time and a half regardless of having 40 hours in first. So you don't work straight time just because there is a holiday that week.

    Holiday pay as 8 hours regular pay rather than a flat $50 as I have heard at some places.


    Travel time when you are required to work out of area.

    Better per diem when required to work out of area.

    paid hotel room when required to out of regular area and more than 90 minutes from home.

    Most important, right to mandatory mediation / representation when disciplinary actions or firings. Cannot arbitrarily fire you for no reason or trumped up reason. It's like having a law firm on standby. Win a grievance for this you get job back and the pay you missed for the time off work. This is majorly what union dues are for, cheap when you think about it.

    When laid off / rif for any reason, like low winter workload, the company must return you to work rather than hire and place in field new workers. (many firms lay off and then hire trainees that complete training and then work tickets at start pay.) Also when laid off for workload no due to losing a contract to be given a return date. Some jurisdictions allow collecting unemployment with no requirement to seek another job if given a return date.

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    Senior Member ProfessionalLocator's Avatar
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    Default Re: We did it!!!

    Quote Originally Posted by paintitnow View Post
    I had the same problem when I opened up the link.

    Since he wanted a conversation started about a union. I am not a union rep or anything. My company just voted in a union.

    My question is what would you want a union to put inot a contract? what as a locator do you think are the most glaring needs?
    Standby pay for oncall, but you do not initially put this in contract. When negotiating contract company comes to table with budgeted amount, get standby pay they want you to drop something else. Standby pay is required by law / mandate when you cannot reasonably use your time off hours for yourself. So if you regularly work a too many hours or you required on scene response time is such that you cannot leave your home (unless you are permitted to have company vehicle with you so you don't have to drive home and get it) So instead of trying to put in contract file grievance and win standby pay.

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    Default Re: We did it!!!

    Quote Originally Posted by paintitnow View Post
    I had the same problem when I opened up the link.

    Since he wanted a conversation started about a union. I am not a union rep or anything. My company just voted in a union.

    My question is what would you want a union to put inot a contract? what as a locator do you think are the most glaring needs?
    I am neither for or against unions, the company determines if joining a union is worth the effort and money.

    Not a contract issue but of great importance is right to have union rep present. That if brought before boss(s) for any potential disciplinary action you had the right to have union rep present. This was comparable for the right to have lawyer present during police questioning. One you demanded your union rep be present the conversation stopped until they got there

    https://www.umass.edu/usa/weingarten.htm

    In part;

    WEINGARTEN RIGHTS
    Weingarten rights guarantee an employee the right to Union representation during an investigatory interview. These rights, established by the Supreme Court, in 1975 in the case of J'. Weingarten Inc,, must be claimed by the employee. The supervisor has no obligation to inform an employee that s/he is entitled to Union representation.

    What is an Investigatory Interview?

    An investigatory interview is one in which a Supervisor questions an employee to obtain information which could be used as a basis for discipline or asks an employee to defend his/her conduct. If an employee has a reasonable belief that discipline or discharge may result from what s/he says, the employee has the right to request Union representation.

    Examples of such an interview are:

    •The interview is part of the employer's disciplinary procedure or is a component of the employer's procedure for determining whether discipline will be imposed.


    •The purpose of the interview is to investigate an employee's performance where discipline, demotion or other adverse consequences to the employee's job status or working conditions are a possible result.


    •The purpose of the interview is to elicit facts from the employee to support disciplinary action that is probable or that is being considered, or to obtain admissions of misconduct or other evidence to support a disciplinary decision already made.


    •The employee is required to explain his/her conduct, or defend it during the interview, or is compelled to answer questions or give evidence.
    It is an obligation of the Union to educate bargaining unit employees about their Weingarten rights BEFORE an occasion to use them arises. An employee must state to the employer that he/she wants a Union representative present; the employer has no obligation to ask: the employee if she/he wants a representative.
    Weingarten Rules

    When an investigatory interview occurs, the following rules apply:

    Rule 1 - The employee must make a clear request for Union representation before or during the interview. The employee can't be punished for making this request.

    Rule 2 - After the employee makes the request, the supervisor has 3 options. S/he must either:


    •Grant the request and delay the interview until the Union representative arrives and has a chance to consult privately with the employee: or


    •Deny the request and end the interview immediately; or


    •Give the employee a Choice of: 1)having the interview without representation or 2) ending the interview


    Rule 3 - If the supervisor denies the request and continues to ask questions, this is an unfair labor practice and the employee has a right to refuse to answer. The employee cannot be disciplined for such refusal but is required to sit there until the supervisor terminates the interview. Leaving before this happens may constitute punishable insubordination.
    Union Representative's Rights Under Weingarten

    You are not required to merely be 'silent witness'. You have the right to:

    •be informed by the supervisor of the subject matter of the interview


    •take the employee aside for a private conference before questioning begins


    •speak during the interview


    •request that the supervisor clarify a question so that what is being asked is understood


    •give employee advice on how to answer a question

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