Very Important Meeting

Tuesday July 22
6pm - 7pm
Community Room
2nd floor Farmer's Market

Please come to the meeting this Tuesday.

Now that we have handed in our petition for recognition we have a number of very important next steps to take before we can begin bargaining...

We are already discussing our bargaining unit. We also have bargaining surveys to complete and distribute. We need to get our next flyer/newsletter out.

Everyone is welcome, come and get involved in Your Union.

Our Delegation

Important Meeting Tomorrow Night!

Today, as planned, we did our Delegation to David, presenting him with the petition of 93 staff signatures. We requested recognition and the outcome was that he is going to get back with us on a time when we can meet to determine the bargaining unit. In other words - recognition can/could happen when the unit is determined.

SO - IF YOU WANT TO BE INVOLVED WITH THE COMMITTEE IN DETERMINING THE BARGAINING UNIT PLEASE COME TO TOMORROW'S MEETING:

Farmer's Market Community Room
Tuesday, July 15th
6pm

Also at tomorrow's meeting, we need to discuss and determine who will be on the bargaining committee - we have to start working on a bargaining survey, etc.

FYI: The delegation today consisted of
Arthur Ureche
Mary Jerrido
Joel Shiffman
Cherise Davis
Gregg Mitchell
Ann Farriday
Bill Ryan
Lynda Whittaker
Tery Lopez
Chris Temple
Beth Paolozzi
Seamus Hurley
Laura Watson

In solidarity,
Laura

We Are the Union Majority

The workers have spoken. The majority of Guild staff want to be union. In the coming days we must reach out to all those who have yet to sign the petition for recognition. Every signature will make the union stronger once we enter negotiations with management.

Unfortunately, some of us may be feeling added pressure to refrain from union talk and activity at the Guild, especially in the presence of management or coworkers who oppose unionizing. We have taken pains to ensure our activity does not interfere with Guild business and we must continue to be sensitive and respectful of our colleagues who may disagree with us. However, we must not be afraid to engage in protected activity. The following submission should help allay our fears.

- - - - - - - - -- - - - - --- - - -- - -- - -- - - - - - - - - - - - - ------ - - - -

A summary of the NLRB position on solicitation and non-solicitation policies:

An employer may adopt a policy prohibiting solicitation and distribution of literature during working time and in work areas so long as the rule is (a) unambiguous with regard to the definitions of work time and work areas, (b) promulgated in advance of organizing activities, (c) not applied for the first time to known union adherent, and (d) uniformly applied to union and nonunion solicitations. The NLRB is currently considering the scope of the application of Non-solicitation policies to an employer’s e-mail system.

http://www.paemploymentlawblog.com/2007/10/articles/unions-1/national-labor-relations-act-nlra-five-things-every-hr-generalist-should-know/

http://www.nlrb.gov/shared_files/Board%20Decisions/254/254-172.pdf

http://www.ll.georgetown.edu/Federal/judicial/dc/opinions/01opinions/01-1433a.pdf

REMINDER

STAFF UNION MEETING
Tuesday, July 8th

Usual time, usual place...
6pm - 7:30pm
Farmer's Market Community Room, 2nd Floor
If you can't bring a co-worker, then sign them up instead!

401 Qué?

A few folks seem to have fallen under the false impression that once we unionize we will lose certain benefits such as the employer "match" contributions to our Guild 401(k) plans. In the 401(k) handbook it does mention "union employees" as not being eligible for the employer matching. Some of us may be fixated upon this ambiguous standard, seeing it as an indication that we will be forced to sacrifice the "match" when we become members of the staff union. The question we SHOULD be asking is where in the 401(k) booklet is continuing eligibility for the program guaranteed for Guild staff? ANYWHERE? The solution to that is what we've all been saying for a while now, "Let's get it in writing!" Anyway, here is one lawyer's personal opinion on this.
- - - - - - - - - - - - -- - - - - - - -- - - - - - -- - - - - -- - - - - - -- - - - - -- - - - - --

The 401(k) handbook implies that if we were unionized employees that we would not be eligible for the plan -- this is NOT TRUE. If we have a union, the plan document will be changed to reflect who is eligible (unionized and non-unionized employees).

Whether or not to offer a 401(k) plan for its employees is a decision of the WGAW management. The Guild can decide to terminate the plan, to eliminate or reduce the employer "match". However -- THE MONEY THAT IS IN THE PLAN IS YOURS. Neither the plan nor the Guild can take away contributions made by employees themselves or, after an employee vests in the plan, any employer "matched" contributions (so if you've been at the Guild 5+ years, it's all yours.)

This is a red herring. The 401(k) plan is not in danger.

-- Anonymous, Esq.
- - - - - - - - - - - - - - - - - - - - - - - - - - - - -

Here it is...

If you haven't seen it already, here is the hottest new accessory available after you give your support to the staff unionization effort. Please be sure to wear it at all times to get the word out and encourage more people to sign. ADVERTISING, PEOPLE!!!

United we stand,
Together we wear these freakin awesome buttons!

Laura