Stewards ............................................... Chief Stewards
Matt Adkins [17th]......................................... Jerry Wagner [17th]
Kathy Wheeler [17th ....................................... Paul Jones [17th]
Kim Terrell [17th ......................................... Ron Carr [17th]
Norman Shephard [Gladstone ................................ Steve Givens [17th]
Troy Thompson [Gladstone] ................................. Tom Byard [Gladstone]
Jeffery Johnson[Gladstone] ................................ John Hawn[Gladstone]
Darrell Strahl [Gladstone] ................................ John Jett [Gladstone]
Tracy Vidoloff [Gladstone] ................................ Bill Campbell [Gladstone]
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Stewards
Sec.1. Stewards shall be appointed where needed by the business Manager. They shall work under the direction of the Business Manager and shall be subject to his/her authority. The business Manager may remove any steward, as such, at any time.
Sec. 2. Duties of Stewards shall be:
(a) To have a copy of the IBEW Constitution, these bylaws, and the working agreement with them at all times.
(b) To see that the Union membership is encouraged and all workers at their respective shop or jobs have paid-up dues receipts or valid working cards of the Local Union.
(c) To report any encroachment upon the jurisdiction of the Local Union.
(d) To report to the Business Manager any violation of the bylaws or agreements.
To perform such other duties as may be assigned to them by the Business Manager.
Sec. 3. Stewards shall in no case cause a stoppage of work. In case of any trouble on a job or at a shop, Stewards shall immediately notify the Business Manager.
Sec. 4. Stewards must also attend the membership meeting and the Shop Steward’s meeting unless excused by the Business Manager for such reasons as illness in the immediate family. The Recording Secretary shall be notified of those unexcused by the Business Manager.
IBEW Steward Training Outline
Your Job as a Steward
1. Get to know workers, supervisors, and union officials
(A) Make yourself a personnel diagram
2. Treat people with respect and dignity
(A) Greet people by name so that they’ll come to you
(B) Always talk to supervisors first to validate the merit
of a grievance or to determine the facts in a situation.
3. Eliminate sources of irritation
(A) Identify sources
(B) Police and enforce the contract
(C) Understand the workers point of view
(D) Evaluate worker’s complaints (to see if it is grievable)
(E) Report justified complaints
(F) Cooperate with supervision
(i)Think often “How can we win”
(ii)What does the contract say? Is this a bitch or is it a violation
of the contract and therefore grievable?
4. Some members may have anti-union points of view.
(A) The “Boss” point of view is in the media
(B) The Union point of view is hostage to the one who owns
the printing press. [The Union does not own the Company]
5. Don’t point out to workers if their complaint is trivial
(A) The steward is the one who has to say, “I’m sorry but you don’t
have a valid complaint.”
(B) Use other stewards as a second opinion of your evaluations
(C) Have to complainer search the contract instead of just B.S.
(D) Don’t run to supervisors or other Company officials with
every complaint; don’t cry, “WOLF!” too much.
(E) Give the Company their one shot to fix what’s broken.
(F) As last resort have the grievant show you their complaint in the contract.
6. Before Step 1 kicks in handle the disagreement as a verbal opportunity
with supervision to get the situation fixed.
(A) Go back to supervision and to production to start the paper process.
This is the warning shot over the bow for a situation
to be fixed before it gets out of the department.
(B) Follow up on the grievance. Let the supervisor know when he’s out of the
process. Keep the grievant informed of progress or lack of it.
(C) Demand that a steward be present at all questioning sessions…watch out
for “private conferences”
7. All parties are interested in safety
8. Keep workers and officers informed on the progress of the grievance
(A) The Company does not have the right that once a grievance is filed to
question or intimidate the complaint.
9. AVOID FAVORITISM
The Roles of A Steward
1. Leader
(A) Fight for what’s right – when representing a non-member, don’t get
“tunnel vision”. The Company shouldn’t be allowed to trample on anybody’s
rights.
(B) Lead by example and be consistent.
2. Coordinator
(A) Take complaints to the proper place – don’t file a grievance on
everything. It weakens your credibility
3. Organizer
(A) Get all workers in the local Union
(B) Get members involved – too many members just pay their dues and sit
back and complain.
(C) Be the motivator that asks members to do more
4. Educator
(A) Attendance at union meetings is a must
(B) Tell the rank & file something interesting that happened at last
month’s meeting
National Labor Relations Act of 1935
1. Guarantees workers the right to collective bargaining through membership
in a union
(A) The Labor Board only protects those who are in “protected concerted”
activity. No seniority exists without a union contract.
(B) It was created to stop unfair practices
2. Amended twice, 1947 Taft-Hartley Act and 1959 Landrun-Griffin Act
(A) The use of secondary boycotting is prohibited ie. If you’re striking
Arvin, it’s illegal to boycott Ford
(B) Keep copies of all Company stuff that directly impacts you
(C) Section 7 defines “protected activity”
(D) Section 8 defines “Unfair Labor Practices”
(E) Section 9 provides for the right of “exclusive representation”
(i) We need to be aware of the “common law” created by arbitrators
(F) Companies can fire you for being sick too much
(i) The Union can’t cut special deals with the Company
(ii) A group can get their right to present a grievance on their own.
(iii) The Company must offer the Union to be present at the adjust of such
a grievance. [In such an event, file an unfair labor practice through the
current International Rep. With the NLRB]
(iv) No such adjustment can be made beyond the binding contract.
Weingarten Rights
[Rights Gained that are contrary to the NLRA]
1. The grievant has the right to have a Union representative present at
all disciplines.
(A) The Investigatory Interview
(i) No rep is necessary if the sole purpose of the interview is not
disciplinary. Get a rep if you get asked, “Why did you do something.”
(A) If there is a reasonable belief that discipline could result from the
interview.
(B) Make a clear request for a Union rep; not a specific person.
(i) Take action immediately
(ii) CYA with a friendly witness
(iii) Arbitrators usually feel that the Company has no reason to lie.
(iv) If called in before the Company, it is better to remain silent than to
talk and have it misconstrued as having waived your Weingarten Rights.
(A) Company options:
(i) The Company may try to talk you out of the complaint
(ii) “I’ll get you a rep.
(iii) “Go back to work and I’ll try to dig up something”
1. STEWARD’S RIGHTS
(A) Be informed of the subject matter of the interview.
(i) If you have no advice, advise the person not to answer.
(ii) Pump the Company for information
(A) Steward’s are entitled to a private pre-interview consultation
(i) Demand this right. If the answer is “no”, advise the person not to answer
any questions.
(ii) Request clarification of any question
(iii) Give advice on how to respond
(iv) Provide additional information
Definition of a Grievance
1. A grievance is a violation of worker’s rights, contract provisions,
the law, past practices, Company rules, and/or neglect of management
responsibilities.
Purpose of a Grievance
1. To settle contract disputes that arise between negotiations periods.
2. To establish an orderly manner to settle disputes
(A) Assure the workers have a mechanism in place for settling grievances.
(B) Presentation of grievances in a unified manner.
1. Investigating Grievances
(A) Investigate the complaint
(B) Keep accurate notes
(C) Get written signed statements
(D) Check pertinent records
(E) Get all the facts [Fill out a facts sheet for yourself and the Union
hall archives]
(F) Investigate while it’s fresh
Writing Grievances
1. Not too much detail – don’t try to write a book.
2. Don’t restrict the Union position.
(A) EXAMPLE: “The Company is in violation of the current Agreement
including but not limited to: Article_______
Section _______.”
1. Cover yourself when stating specifics, “On or about such and such a date…”
2. Use one sentence for the desired settlement.
3. Don’t get personal!
4. Get the agreement of the grievant.
5. Try for an informal settlement first, then whip the grievance out.
6. Ask for help if needed; talk with other stewards
Resources
1. Other Stewards
2. Officers
3. Other members
4. Company records – must be “reasonably related” to the grievance and not
present the Company with “undue burden” to produce them.
5. Grievance file – a steward should keep one
6. IBEW Steward’s Guide
7. Your personal notes of past grievances – “past practices establish a
pattern of being consistent”
8. Data speaks louder than opinions
Presenting Grievances
1. Be brief and concise – know the limits of the supervisor and the Company.
2. Don’t say too much
3. Don’t be difficult
4. Don’t get upset when management disagrees
5. Don’t get sidetracked – stick to the focus of the grievance
6. Don’t trade one grievance for another
7. Don’t allow stalling
8. Use the Company’s arguments to strengthen your case whenever possible.
[Their own inconsistencies and past practices work best.]
9. Don’t say things that could jeopardize your case.
10. Be a good listener
11. Don’t interrupt
12. Tell management how a settlement can help the Company
13. Ask for a recess if necessary; you may not be offered one.
14. When you win, don’t rub it in.
15. Keep the grievant informed on the status.
16. Follow through if the grievance is denied. Let answers reflect,
“This grievance is withdrawn without prejudice or precedent, but the Union
reserves the right to file on all similar situations.”
17. Report settlements – good P.R.
18. SAVE ALL RECORDS
19. You have to properly & fairly present a grievance
(A) Don’t be arbitrary
(B) Don’t be discriminatory
(C) Don’t exercise bad faith – “I’m not gong to file your grievance because
I know you’re a chronic abuser of the system.”
20. Keep you cool when confronted with: “I pay my union dues for XXXX years
and I want to know what you’re going to do about it…blah…blah…blah.”
(A) Correct response: “I pay my union dues just like you and I’m going to use
what’s in the contract or has been a past practice to try to convince the
Company to see tings in your favor.”
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