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December 14, 2017

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On This Day in 1995

Some 33,000 striking members of the Machinists end a 69-day walkout at Boeing after winning pay and benefit increases and protections against subcontracting some of their work overseas.
- Union Communication Services


Labor Headlines

US labour news headlines from LabourStart

Organize!
Jun 16, 2014

HOW THE PROCESS WORKS

Step 1: The Authorization Card

Signing an authorization card enables the Local Union to file a petition for an election at the National Labor Relations Board. All cards are kept confidential and management does not get to see them.

Step 2: The Election

The National Labor Relations Board sends a representative to hold a secret ballot election. You will be allowed to vote during work hours. Neither the Company nor the Union will know how you voted. We will need 51% to win the election.

Step 3: The Contract

After winning the election, a meeting is scheduled for all employees who will be covered by the contract. At the meeting your input will be needed as to what you want in your contract. During this meeting you will also elect a group of people that you work with who will be part of the committee that will help the Union negotiate the contract. After the committee and the Union have meetings with the Company to negotiate the best contract they can, another meeting will be scheduled so you and your co-workers can vote on the contract.

Important note: Dues will not be paid until you and your co-workers accept a contract that you vote on. Dues are not retroactive.


Jun 16, 2014

Most employers try to talk workers out of organizing. Why? Because employers know that, with a union, workers gain the power to make themselves heard. And employers must listen.

That is exactly what having a union is all about — having the power to stand up for ourselves, our families, our future. Having a union means having a strong, collective voice to stand up to our employer to gain decent working conditions, pay, benefits, dignity and respect on the job.

In fact, the only way to gain a voice on our job and gain real, positive changes in the workplace, is to get them in writing in a legally binding Teamster contract.

It makes sense. When we stand alone we are powerless. Our employer holds all the cards and he calls all the shots. By standing together, workers gain a seat at the table to demand a fair deal.

The Teamsters Union is made up of more than 1.4 million working men and women just like you. We are truck drivers, nurses, police officers, school employees, food workers, airline employees, manufacturing workers, production workers, linen workers, and much more.

We believe that talk is cheap, and false company promises cannot protect our families. We understand that the only way working people can truly protect their jobs and their families is by standing together and negotiating a legally binding union contract.

Had enough of broken promises? Tired of lousy pay and working conditions?

Do you want respect on the job and security for your family?

Read more about the Teamsters here, here and here.

You'll be glad you did.

Teamsters Local 355

1030 S Dukeland St.
Baltimore, MD 21223
410-566-5700


Jun 16, 2014

   Unions like Teamsters 355 play a great role in balancing the scales for working people. It is a documented and statistical fact that Corporate America has benefited mightly from our struggling economy, while income inequities continue to grow for working Americans.

   That's why more and more workers are joining unions. The Labor Movement has fought hard to secure many benefits that are now enjoyed by American workers (union and non-union alike). They include, but are not limited to:

  • The 40-hour work week
  • The 8-hour work day
  • Higher wages
  • Employer-paid health insurance
  • Retirement plans, including 401(k) 
  • Sick leave
  • Paid vacations and holidays
  • Grievance procedures
  • Safety and health protections

   There are just some things you can't put a price tag on: Dignity, respect, a voice on the job, better working conditions, and better lives for working families.

Teamsters Local 355

1030 S Dukeland St.
Baltimore, MD 21223
410-566-5700


Jun 16, 2014
In the State of Maryland, employees not covered by a union contract can be terminated for any reason, or for no reason at all.

However, employees covered by a union contract can only be terminated for "just cause" – simple words, but they mean a lot. It means that an employer can not arbitrarily terminate an employee.

In your union contract you will find information about the grievance and arbitration procedures that spell out what needs to be done when an employee believes they are being disciplined unfairly by an employer.


Jun 16, 2014

It is your right under U.S. labor law to join and support a union at your workplace.

Your rights to organize are set forth in Section 7 of the National Labor Relations Act (NLRA): "Employees shall have the right to self-organization; to form, join, or assist labor organizations; to bargain collectively through representatives of their own choosing; and to engage in other concerted activities for the purpose of collective bargaining or other mutual aid or protection ..."

It's the Law!

To protect workers from the illegal tactics many employers use to stop workers from organizing, the National Labor Relations Act gives workers:

  • The right to join or help organize a union without being harassed or punished by our employer.
  • The right to have meetings at lunchtime or break time in non-work areas on company property without being harassed or punished by the employer.
  • The right to talk about the union, distribute union materials, or ask our co-workers to join the union on non-work time (including lunch and breaks) in non-work areas (break rooms, locker rooms, etc).
  • The right to go to union meetings and wear union shirts, hats and buttons – in most cases – without interference from our boss or supervisors.
  • The right to hold demonstrations and rallies about the union or about work problems.

When we support the union or engage in any of these activities, federal law protects us from harassment by our employer. This means our employer may NOT:

  • Fire, discipline, lay off, or cut our hours for supporting the union.
  • Spy, or pretend to spy, on our union activities.
  • Threaten or question us about the union.
  • Deny us the right to particpate in forming a union.
  • Pressure us not to join a union.

Click here for a complete list of what employers and supervisors cannot legally do.

Organizing is our right. Let's secure our future with a union contract.

For more information on the federal law that protects your right to form a union, call the National Labor Relations Board at 410-962-2822, or write to:

National Labor Relations Board
Bank of America Center, Tower II
100 S. Charles Street
Baltimore, MD 21201

Teamsters Local 355

1030 S. Dukeland St.
Baltimore, MD 21223
410-466-5700


Jun 16, 2014

As you work to form your union, the employer will use many tactics in its effort to get you to not support the union. That is typical anti-worker, anti-union corporate behavior. They will want to scare and intimidate you. The following is a list of what they CANNOT do:

1. They can NOT ask employees what they think about the union or a union representative.

2. The can NOT threaten employees with reprisal for participation in union activities.

3. They can NOT lay off, discharge, or discipline any employee for union activity.

4. They can NOT grant employees wage increases, special concessions, or benefits in order to keep the union out.

5. They can NOT bar employees in support of the union from soliciting employees' memberships on or off the company property during non-working time.

6. They can NOT ask employees about union matters, meetings, etc. (Some employees, of their own accord, walk up and tell of such matters, but to ask questions to obtain additional information is illegal.)

7. They can NOT attend any union meetings, park across the street from a union meeting place, or engage in any undercover activity which would indicate that the employees are being kept under surveillance to determine who is and who is not participating in the union program.

8. They can NOT ask employees how they intend to vote.

9. They can NOT tell employees that the company will fire or punish them if they engage in union activity.

10.They can NOT promise to increase benefits to employees if they reject the union.

11. They can NOT give financial support or other assistance to employees or groups of employees who favor or oppose a union.

12. They can NOT announce that the company will not deal with the union.

13. They can NOT threaten to close, in fact close, or move a plant in order to avoid dealing with a union.

14. They can NOT ask employees whether or not they belong to a union, or have signed up for union representation.

15. They can NOT ask an employee, during the hiring interview, about their affiliation with a labor organization or how they feel about unions.

16. They can NOT act in any way that might show preference to a non-union employee.

17. They can NOT make distinctions between union and non-union employees when assigning overtime work or desirable work.

18. They can NOT purposely team up non-union employees and keep them from those supporting the union.

19. They can NOT transfer workers on the basis of union affiliation or activities.

20. They can NOT choose employees to be laid off in order to weaken the union's strength or discourage membership in the union.

21. They can NOT discriminate against union people when disciplining employees.

22. They can NOT by nature of work assignments, create conditions intended to get rid of an employee because of his union activity.

23. They can NOT fail to grant a scheduled benefit or wage increase because of union activity.

24. They can NOT deviate from company policy for the purpose of getting rid of a union supporter.

25. They can NOT take action that adversely affects an employee's job or pay rate because of union activity.

26. They can NOT threaten workers or coerce them in an attempt to influence their vote.

27. They can NOT threaten a union member through a third party.

28. They can NOT promise employees a reward or a future benefit if they decide "non-union."

29. They can NOT tell employees overtime work (and premium pay) will be discontinued if the company is unionized.

30. They can NOT say unionization will force the company to lay off employees.

31. They can NOT say unionization will do away with vacations or other benefits and privileges presently in effect.

32. They can NOT promise employees promotions, raises, or other benefits if they get out of the union or refrain from joining the union.

33. They can NOT start a petition or circular against the union.

34. They can NOT urge employees to try to induce others to oppose the union or keep out of it.

35. They can NOT visit the homes of employees to urge them to reject the union.

Any of the above constitutes a violation of the National Labor Relations Act. Therefore, YOU as a worker and a supporter of a free trade union movement should report these acts to a union representative immediately by calling Teamster Local 355 at 410-566-5700. Ask to speak with someone in the Organizing Department.

Teamsters Local 355

1030 S. Dukeland St.
Baltimore, MD 21223
410-566-5700




Page Last Updated: Jun 16, 2014 (16:53:36)

General Membership Meetings
Baltimore: Jan. 7, 2018 @ 10 a.m.
Salisbury: Jan. 14, 2018 @ 10 a.m.

The Salisbury meeting will be held
at the Hampton Inn Salisbury,
121 East Naylor Mill Road, Salisbury, Md. 21801









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