• General Membership Meetings
    Our union meetings are held every third Thursday of the month at the union hall, 6000 Erdman Ave. Baltimore, MD 21205. Start time is 5 p.m. Please be present and on time. (And bring a coworker.)

    Today in Labor History
    Feb. 18, 1834: 
    One of the first American labor newspapers, The Man, was published in New York City. It cost one cent and according to The History of American Journalism, “died an early death”. Another labor paper, the N.Y. Daily Sentinel, had been launched four years earlier.
    ~ Union Communications Services


      Teamster News Headlines  
     
    YRC Negotiations Continue on National Items
    Veterans To Be Honored In Tucson By Local 104
    NY Times: XPO Logistics Will Close Warehouse Where Some Pregnant Workers Miscarried
    Teamsters Stand With Immigrants Because Immigrant Rights are Worker Rights
    Teamsters JC 16 Statement on Amazon Cancelling HQ2 Plans
    Teamsters Local 916 Celebrates Black History Month
    Teamsters Remember James R. Hoffa
    XPO, Verizon to Close Facility in Memphis, Workers Claim Retaliation
    Drivers at Sysco Near Miami Vote to Join Teamsters Local 769
    Teamsters Mourn the Passing of Ben Leal
     
         
  • Fair Treatment
    Updated On: Mar 03, 2015

    Your Right to Fair Treatment

    Your Teamsters collective bargaining agreement provides you with the right to fair treatment at work. Without your union contract, you would be employed “at will” which means that the employer could issue discipline or terminate your employment for any non-discriminatory reason, or for no reason.

    The “just cause” provision in your contract protects you against unreasonable discipline. The basic elements of just cause have been reduced to seven tests. A "no" answer to one or more of the questions below means that just cause either was not satisfied or at least was seriously weakened.

    1. Notice: "Did the Employer give to the employee forewarning or foreknowledge of the possible consequences of the employee's disciplinary conduct?"

    2. Reasonable rule or order: "Was the Employer's rule or managerial order reasonably related to (a) the orderly, efficient, and safe operation of the Employer's business, and (b) the performance that the Employer might properly expect of the Employee?"

    3. Investigation: "Did the Employer, before administering the discipline to an employee, make an effort to discover whether the employee did in fact violate or disobey a rule or order of management?"

    4. Fair investigation: "Was the Employer's investigation conducted fairly and objectively?"

    5. Proof: "At the investigation, did the 'judge' obtain substantial evidence or proof that the employee was guilty as charged?"

    6. Equal treatment: "Has the Employer applied its rules, orders and penalties even-handedly and without discrimination to all employees?"

    7. Penalty: "Was the degree of discipline administered by the Employer in a particular case reasonably related to (a) the seriousness of the employee's proven offense, and (b) the record of the employee in his service with the Employer?"


  • Teamsters Local 888

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