• June 17, 2024
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    KNOW YOUR RIGHTS

    IF YOU ARE CALLED INTO A MEETING BY ANY COMPANY MANAGER OR CORPORATE SECURITY, REMEMBER TO ASK THEM.....IF THIS DISCUSSION COULD IN ANY WAY LEAD TO MY BEING DISCIPLINED, TERMINATED OR AFFECT MY PERSONAL WORKING CONDITIONS, I RESPECTFULLY REQUEST THAT MY UNION REPRESENTATIVE, OFFICER OR STEWARD BE PRESENT AT THE MEETING. WITHOUT REPRESENTATION I CHOOSE NOT TO ANSWER ANY QUESTIONS.

    WHY WE WEAR RED

                                                                           



     

    2024 Membership Meetings

    The next General Membership Meeting will be held on Tuesday 5/21/2024 @ 5pm at the Teamsters Local 317, 566 Spencer St, Syracuse, NY 13204. Looking forward to seeing everyone there. 

    CWA Social Media Policy Guidelines

    CWA strongly supports the use of social media sites to discuss and advocate for the important issues facing members and working families today. While these sites offer many advantages, they also can cause serious legal problems if they are not properly used and can lead to complicated legal proceedings as well as potential disciplinary action against employee users. We have developed these guidelines for CWA members to consult when using social media to help avoid legal or other problems.

    Click For Guidelines

    Workers Compensation Information

    Workers Compensation Legal Counsel:

    https://smithsovik.com

    https://foalaw.com

  • A reminder to all our members...
    Updated On: Mar 66, 2024

    KNOW YOUR WEINGARTEN RIGHTS

    In 1975, the United States Supreme Court upheld a National Labor Relations Board decision that employees have a right to union representation at investigatory interviews.

    These rights have become known as the Weingarten Rights.

    During an investigatory interview, the Supreme Court ruled that the following rules apply:

    Rule 1: The employee must make a clear request for union representation before or during the interview. The employee cannot be punished for making this request.

    Rule 2: After the employee makes the request, the employer must choose from among three options:

    • Grant the request and delay questioning until the union representative arrives and (prior to the interview continuing) the representative has a chance to consult privately with the employee.
    • Deny the request and end the interview immediately; or
    • Give the employee a clear choice between having the interview without representation or ending the interview.

    Rule 3: If the employer denies the request for union representation, and continues to ask questions, it commits an unfair labor PRACTICE, and the employee has a right to refuse to answer. The employer may not discipline the employee for such a refusal.

    A typical statement to invoke your Weingarten Rights is:

           "If this discussion could in any way lead to me being disciplined, terminated, or affect my personal working conditions, I respectfully request that my union representative, officer or steward be present at the meeting. Without representation, I choose not to participate."

    During the interview:

    • The Supervisor must inform the Steward of the subject matter of the interview; the type of misconduct being investigated.
    • The Steward must be allowed to have a private meeting with the employee before questioning begins.
    • The Steward can speak during the interview but cannot insist that the interview be ended.
    • The Steward can object to a confusing question during an interview and can request that the question be clarified so that the employee clearly understands what is being asked.
    • The Steward can advise the employee not to answer questions that are abusive, misleading, badgering, or harassing.
    • When questioning ends, the Steward can provide information to justify the employee's conduct.

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