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November 18, 2017
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  Current Campaigns  
  • The IBT and your Atlanta Committee members, Geoff Maloney and Chris Rogers have been negotiating with Company management since 2010; almost as long as the IBT have been negotiating for the Express Jet CRJ members. 

    The Company has now given us their final, closeout proposal on wages. Neither the International Brotherhood of Teamsters Airline Division, the Business Agents of Local 210 and Local 19, nor your rank-and-file committee members are recommending this be ratified. A detailed letter from your ExpressJet CRJ Negotiating Committee can be found here. A copy of the company’s last, best and final offer can be found here.

    Ballots were mailed on Tuesday, June 20, 2017.  Each member will receive voting instructions and credentials required for voting.  Voting will close on Monday, July 10, and will be counted the same day. 

  • The ‘Let’s Get America Working!’ campaign seeks to restore a dynamic and prosperous middle class to drive economic growth by helping to advance policy decisions that create and maintain good middle-income jobs, guarantee retirement security, expand access to the American Dream, and ensure that the benefits of the ongoing economic recovery are felt by the many, not just the few.

  • We Are eXPOsing XPO’s Global Greed

    XPO Logistics is a top ten global logistics and transportation company with annual revenue of $15 billion and 89,000 employees, another 10,000 workers classified as independent contractors, and thousands more working for firms that subcontract with XPO. We are the REAL workers at XPO Logistics worldwide exposing the truth about the company’s global greed, illegal wage theft, unsafe conditions, and abhorrent and vicious anti-worker, anti-union tactics. 

    This greed includes mistreating former Con-way Freight workers in the United States who are being kept in the dark about terminal closures and layoffs, and the company’s illegal refusal to bargain contracts and denying their workers’ federally protected right to organize. It also includes port, rail and last-mile drivers around the country and in Southern California fighting wage theft in excess of $200 million because they are misclassified as independent contractors and denied the right to form their union. This greed has caused numerous lawsuits and strikes.  Greed also means an unsafe workplace and mistreating its warehouse employees.

    XPO’s greed extends to Europe beginning with breaking its promise to not layoff any workers for at least 18 months. French workers and the unions have been fighting back against XPO’s disrespect, lies and attempts to slash jobs. Similar struggles are taking place in Great Britain, Spain, Belgium, the Netherlands, and across Europe.

    Join the worldwide struggle now! Get involved with this campaign by joining the Facebook group “XPO Exposed.”

    Together, we can eXPOse the company’s global greed and win fairness, respect and dignity for tens of thousands of XPO employees around the world!

  • This webpage provides information on the Teamsters Union’s legislative advocacy at both the federal and state level as well as our field activity to support those policy positions and to get strong labor candidates elected to office.  Among other resources, you will find our federal legislative scorecard, formal statements of policy position and communications to Capitol Hill,  a weekly update on federal legislative happenings, an overview of bills we are tracking at the state level, and quick links to take action on priority issues.

  • Negotiations for the National Master Automobile Transporters Agreement (NMATA) recently concluded and a tentative agreement has been reached. On Thursday, Feb. 16, 2017 representatives from carhaul local unions met in Detroit to endorse the National Agreement and the Central-Southern Supplement, paving the way for members to vote. The Eastern and Western Supplements were approved in 2016, and will not be re-voted. However, all carhaul members will get to exercise their right to vote on the National Agreement and General Monetary Changes.

    Ballots will be mailed out on or about March 10 and are tentatively scheduled to be counted on March 30.

    The tentative agreement is from September 1, 2015, until May 31, 2021.

  • Workers’ pensions are being endangered by both Congress and those charged with overseeing them. The Teamsters and our members are standing united to say “No!” to cuts and “Yes!” to greater retirement security!

  • The Teamsters Union represents more than 250,000 members at UPS and UPS Freight. UPS remains an active member of the American Legislative Exchange Council (ALEC) despite the organization’s anti-worker and anti-union agenda that seeks to undermine and weaken worker protections.

  • This web page provides information on the ongoing effort to renegotiate the North American Free Trade Agreement (NAFTA). Since 1994, NAFTA has devastated working families, putting corporate profits ahead of people.  What’s worse is that NAFTA has become the blueprint for all other trade agreements, from the way that it was negotiated in secret, to the bad provisions that have made their way into every agreement that has been signed since then.  Now, NAFTA is being renegotiated and we demand that it be reframed to work for workers instead of corporate interests.

  • Workers across the country at FedEx Freight and Con-way Freight are standing shoulder to shoulder to form their unions with the Teamsters to win a more secure future. Momentum is building with a first wave of victories with many more to come.

    There is growing worker resentment toward the companies after years of being treated unfairly. While the companies have suddenly made improvements since workers began to organize, workers know that without a legally binding contract the company can take these things away at any time.

    The unfulfilled promises that have been made to drivers and dockworkers over the past decade are coming back to haunt management.

    But now workers are taking action and standing up for themselves by forming their union. It's a different era now. It's Teamster Time! LIKE our Facebook page, here.

  • Teamsters are been standing together to protect good jobs at Sysco and US Foods. Our solidarity on many fronts helped to defeat the mega-merger of the two companies, which would have put thousands of jobs at risk. But challenges remain as both companies refine their plans. Join our campaign to ensure these foodservice giants honor their agreements with 11,500 Teamsters and help us bring more Sysco and US Foods workers into the Teamster family. LIKE our Facebook page, here.

     

     
Whistleblower Protection

Whistleblower Protections for Rail Workers

Individuals working for railroad carriers are protected from retaliation for reporting potential safety or security violations to their employers or to the government

What Is Protected Activity ?

If your employer is covered under the Federal Railroad Safety Act (FRSA), it may not discharge you or in any other manner retaliate against you because you provided information to, caused information to be provided to, or assisted in an investigation by a federal regulatory or law enforcement agency, a member or committee of Congress, or your company about an alleged violation of federal laws and regulations related to railroad safety and security, or about gross fraud, waste or abuse of funds intended for railroad safety or security. Your employer may not discharge or in any other manner retaliate against you because you filed, caused to be filed, participated in, or assisted in a proceeding under one of these laws or regulations. In addition, you are protected from retaliation for reporting hazardous safety or security conditions, reporting a work-related injury or illness, refusing to work under certain conditions, or refusing to authorize the use of any safety- or security- related equipment, track or structures. You may also be covered if you were perceived as having engaged in the activities described above.

In addition, you are also protected from retaliation (including being brought up on charges in a disciplinary proceeding) or threatened retaliation for requesting medical or first-aid treatment, or for following orders or a treatment plan of a treating physician.

Adverse Actions

Your employer may be found to have violated FRSA if your protected activity was a contributing factor in its decision to take adverse action against you. Such actions may include:

  • Firing or laying off
  • Blacklisting
  • Demoting
  • Denying overtime or promotion
  • Disciplining
  • Denying benefits
  • Failing to hire or rehire
  • Intimidation
  • Making threats
  • Reassignment affecting promotion prospects
  • Reducing pay or hours
  • Disciplining an employee for requesting medical or first-aid treatment
  • Disciplining an employee for following orders or a treatment plan of a treating physician
  • Forcing an employee to work against medical advice
Time Limits on Whistleblower Protection

180 Days (Rule of Thumb: Figure 6 months and count back 5 days from the last day). Example; dismissed March 3rd, go to September 3rd, subtract 5 days, so the safe date is August 29th.

Note: The time begins to run the day the event happens: example

Date of Dismissal (date you get the dismissal letter, but to be safe, use the date on the dismissal letter itself).

Date disqualified from job (if verbally ordered off property, may date from that day).

Do not wait until your on-property discipline appeal process is through, you are not required to exhaust your contract remedies before filing for §20109 protections. Delays in filing for §20109 protections will render your claimproceedurally barred for filing later than the 180 day time limit.

_____________________________________________________________________________________

For Big Railroads, A Carload of Whistleblower Complaints.
Nouveau Carpetbaggers openly blatant in ignoring the provisions of [federal law] | FairWarning.org

Railroad companies are 7 of the top 10 leading targets of retaliation complaints for cases involving workers who reveal hazards or engage in protected activities, such as reporting injuries.

Under the 22 federal whistleblower laws administered by the Occupational Safety and Health Administration, American workers who disclose hazards or engage in other “protected activity” are shielded against retaliation by their employers. The protected activities vary by industry, but include reporting injuries, disclosing the misuse of public funds and refusing to perform dangerous tasks that would violate safety rules. OSHA protection covers, among many others, truck drivers, public transit employees, nuclear plant operators and, since 2007, railroad workers. Yet despite the broad safeguards for railroaders – or perhaps partly because of them – complaints of illegal retaliation abound in the industry.

From October 2007 through June 2015, OSHA figures show, railroad workers filed more than 2,000 retaliation complaints, although the pace has slowed lately. Among the top 10 targets of complaints over the nearly eight-year period, seven were railroads, led by the two largest U.S. railroads, BNSF (409 complaints) and Union Pacific (360).

OSHA investigators and Labor Department administrative law judges repeatedly have upheld complaints against the railroads, more than half of which involve illegal retaliation against workers who report personal injuries.Read More... source article (3.8mb)

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Union Pacific Railroad retaliates against another injured worker
OSHA finds retaliation by railroad, orders worker to be paid $100K

OSHA.gov

SAN FRANCISCO – An investigation by the U.S. Department of Labor's Occupational Safety and Health Administration has determined that management of the Union Pacific Railroad added insult to injury when it blamed a worker in Roseville who was hurt on-the-job and then retaliated against him for reporting his injury in February 2011.

Investigators established that Union Pacific violated the Federal Railroad Safety Act when the company retaliated against the employee for reporting to his supervisors that he was hurt while lifting materials and equipment. As a result, OSHA has ordered the railroad to pay the worker $100,000 in punitive and compensatory damages.

This case follows a pattern of behavior by Union Pacific toward its injured employees. OSHA recently reported that the railroad has faced more than 200 whistleblower complaints nationwide since 2001.

"Union Pacific has repeatedly retaliated against workers who report on-the-job injuries," said Barbara Goto, acting OSHA regional administrator in San Francisco. "That flies in the face of the protections that the FRSA affords."

After being hurt, the employee in Roseville reported his injury. Although evidence at an investigatory hearing proved otherwise, Union Pacific charged the employee with causing his own injury by not using proper ergonomic and safety techniques. The company suspended him without pay for five days.

In November 2012, Union Pacific apparently changed course. The company expunged the employee's record and paid him for the day he attended the investigation hearing and the five days of his suspension. Since the company voluntarily corrected the retaliation, OSHA assessed $50,000 in punitive damages.

Any of the parties in this case can file an appeal with the department's Office of Administrative Law Judges.

Union Pacific is the principal operating company of Union Pacific Corp, which functions in 23 states across the western two-thirds of the United States. It has 47,000 employees and operates 8,000 locomotives over 32,000 route miles.

OSHA enforces the whistleblower provisions of the FRSA and 21 other statutes protecting employees who report violations of various airline, commercial motor carrier, consumer product, environmental, financial reform, food safety, health care reform, nuclear, pipeline, worker safety, public transportation agency, railroad, maritime and securities laws.

Employers are prohibited from retaliating against employees who raise various protected concerns or provide protected information to the employer or to the government. Employees who believe that they have been retaliated against for engaging in protected conduct may file a complaint with the secretary of labor to request an investigation by OSHA's Whistleblower Protection Program. Detailed information on employee whistleblower rights, including fact sheets, is available at http://www.whistleblowers.gov.

Under the Occupational Safety and Health Act of 1970, employers are responsible for providing safe and healthful workplaces for their employees. OSHA's role is to ensure these conditions for America's working men and women by setting and enforcing standards, and providing training, education and assistance. For more information, visit http://www.osha.gov.



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