• Today in Labor History
    Oct. 17, 1950: "Salt of the Earth" strike begins by the mostly Mexican-American members of Mine, Mill and Smelter Workers Union Local 890 in Bayard, N.M. Strikers' wives walked picket lines for seven months when their husbands were enjoined during the 14-month strike against the New Jersey Zinc Co.
     ~ Union Communications Services


      Teamster News Headlines  
     
    Hurricane Maria's Aftermath: Monday, October 16
    Teamster Leaders in U.S., Canada Laud Their Respective NAFTA Negotiators
    Hurricane Maria's Aftermath: Friday, October 13
    Hall to Cardinal Health Shareholders: Vote FOR Independent Board Leadership, Accountability in Opioid Crisis
    Teamsters Push to Strip Cardinal Health CEO of Chairman's Role
    Supplemental Committees Meet to Exchange Contract Proposals with UPS
    Hurricane Maria's Aftermath: Thursday, October 12
    Teamsters, Labor Allies Propose a Pro-Worker Path Forward for NAFTA
    Local 727 Applauds Repeal of Job-Killing Beverage Tax
    Public Service Teamsters - Join Discussion About Public Employee Unionism
     
         
  • 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

    Copyright © 2017.
    All Rights Reserved.

    Powered By UnionActive

    56106 hits since Mar 02, 2015


  • Top of Page image