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Recent NLRB questions
I'm a union member in goods standing. After bringing a
I'm a union member in goods standing. After bringing a complaint of a violation of contact against a contractor and recieving a reward for the violation per contact I was laid off with a reduction of workforce layoff. The job is just now maning up and I believe my layoff was a direct response to my reporting to my local of the violation.JA: Because employment law varies from place to place, can you tell me what state this is in?Customer: MichiganJA: Have you talked to a lawyer yet?Customer: No I have not and my union is not aware of my looking for adviceJA: Anything else you think the lawyer should know?Customer: There were two of us involved
I am currently in a union where I work. The union president
I am currently in a union where I work. The union president has locked all it's members out of contract negotiations, which it is against union bylaws, he had failed to hold quarterly union meetings, he had not held a mandatory elections for several positions when they become vacant including the vice presidents position. When attempts are made to contact the president they go ignored. Two members approached him on their time and he refused to even speak with them. I guess my question is, is there anything we can do legally? One member contacted the NLRB they basically advised him to vote him out, but we can't do that if elections are not held. Union bylaws call for elections for every 2 years.
The union trustees created a sham membership contract while
The union trustees created a sham membership contract while an existing agreement was in place. The second CBA was identical and created a year later without knowledge of the Managment trustees violating the the Pension fund rules and trust agreement. The second removing the defined benefit pension plan and replaced it with a 401k plan. This was done with a phones recognition letter with authorization cards signed by the union presidents family members. The cost to the multi employer fund has a cost of roughly 2-3 million dollars. What can we as members do. I reported this as when I becameAware of it as I was the Vice President and a trustee of the pension fund.
I am a member in good standing of a Union in Houston TX, and
I am a member in good standing of a Union in Houston TX, and I am not receiving work calls that are due me according to my seniority and qualifications, while people that are not evan on the seniority roster are. Is there anything I can do about this, and is there a branch of Gov. that handles this? Thank you
Allen M., Esq.
JAG officer and former adjunct prof.
Juris Doctor, Cum Laude
I am a supervisor company. a former employee filed a
i am a supervisor for a company. a former employee filed a complaint against us naming myself in numerous allegations. i have answered the allegations at the local nlrb office. i do not feel comfortable being involved any longer. am i allowed to decline participation in any further involvement.
I WORK RI DOC (ACI). I STARTED IN 1987 AND WAS ASSAULTED BY
I WORK FOR THE RI DOC (ACI). I STARTED IN 1987 AND WAS ASSAULTED BY AN INMATE WHICH CAUSED ME TO BE OUT OF WORK FOR ABOUT 6 MONTHS. HUMAN RESOURCES AT THE DOC ARE TELLING ME THEY CAN NOT HELP ME RECOVER THAT TIME IN SERVICE. I HAVE FOLLOWED CHAIN OF COMMAND TO NO AVAIL.
Attorney At Law
Doctor of Law w/ highest honors
Would I be able to file a civil right's suit on an employer
Would I be able to file a civil right's suit on an employer for unlawful termination. The NLRB is involved and found my employer to be negligent. The union told me I would only get back enough money to make me whole again. this would include lost wages, medical bills, etc. I want to know if I can recover for pain and suffering. It was a devastating event that turned my world upside down. I had previously been diagnosed with PTSD, and this brought back a flood of anguish to me. I had worked or this employer for over 35 years. I testified at a NLRB hearing in Oakland. The hearing was to justify making Hospice a bargaining unit like the rest of the hospital. The employer stated I violated a HIPAA law. My attorney with the Union and the employers attorney discussed out in the hallway. The union attorney stated if we withdrew our petition to join the union, nothing would happen to me. However, if we didn't withdraw, I would be terminated. The employer followed through and had me fired. It has since been proved I did not violate any HIPAA laws. The NLRB and my employer were to appear in court, but it was postponed while the NLRB heard similar incidents with the employer..
I am currently seeking advice pertaining to a recent
Hello,I am currently seeking advice pertaining to a recent separation agreement/grievences with my former employer Ankeny Schools. I was a special education teacher for three years, in which the last 1 1/2 years of my employment experienced and taught in a harassing and hostile work environment which included sexual harassment from my administrator, unfair and disparaging treatment, and was instructed to defer from policy and practices. I reported my complaints to my union reps, superintendent, and school board. I was given little support and it was becoming clear the district was covering their mishaps time over time. I placed on evaluation 4 prior to the end of last school year after I was given a contract (which was probationary as it was my first 3 years of teaching, where the school could have withheld and said I was not a good fit at that time), then quickly an action plan for minor infractions my last few months of work. In the past I received outstanding evaluations, as it became clear to me the state of the district I requested to resign with my Union rep. She advised me to hang on for a few more days, which was followed by another meeting with admin. and H.R. determining an intensive assistance plan was needed after they presented false information about my data collection in question. My union reps were present when data points were disputed and justified in my favor, it was determined a second review of data was needed the following day which we would all be present to go over more data points, I was later uninvited. After the meeting I told my union I wanted to resign immediately, and I would be calling in sick the following day. The following day, the union would not allow me to resign until the next data review, even though I stated I no longer wanted to work for them because of their egregious behaviors, and my many complaints I had voiced over the year. They nonetheless, the following day the Union negotiated a separation agreement allowing me to resign, because they claimed the School had enough evidence to terminate me. The negotiated settlement was to be signed in 24 hours and 10 minutes, which included a minor monetary award of my sick time I had accrued and money I had earned. The details were provided by H.R. 1 hour before it was due, and the separation agreement stated I would receive remainder of my contract, however only received 1/2 that. Prior, to a fact finding interview with Workforce for unemployment, in which my employer agreed not to contest, I sought and independent lawyer, as my union would not provide despite my many requests. My initial concern with my new attorney was to file a complaint with the EEOC or Civil Rights for my former bosses behavior, I was worried because there was a clause that said I was negating further claims in my Separation Agreement. He agreed I could do so, and said he would take the case on contingency. Since then he wrote a demand letter, requesting 225,000 in damages with a 10 day deadline. He is now stating that the attorney needs more time and wants to give them an additional two weeks. I am beginning to worry that with the statue of limitations 300 days we are going to miss the time in which most behaviors occurred. I am also getting skeptical that my lawyer is having conversations with the schools representative, and attempting to buy time, or assist in dragging their feet as some sort of tactic. Could this be possible, what are my options, do you have any suggestions/thoughts? I am beginning to get really frustrated as it is not the money, however the justice that my experiences have been validated, especially given the kiddos involved, and for the first time my enthusiasm and dedication to the population have served has been taken from me, along with my own family.Thanks in advance.Jen
I am a union member part of the afl-cio and currently haveView more employment law questions
Good afternoon. I am a union member part of the afl-cio and currently have an elected position on the eboard of my local union. I am currently getting ready to run for Business Agent in June. My Business Manager is also financial secretary and is telling me I am not allowed to have a current phone list of all union members and the BA now are have access to them now. I believe they are trying to keep me out of office. Also the way the elections are held only the BM and 2 retired members and the election company are allowed in the room to count the votes. They tell me and other people interested in running for office they are not allowed in the room. I believe this is not a fair playing field for anyone running for a paid position. My question to you are they correct or am I being lied to. A lot has happened in the past and all I want is what is fair for the membership and anyone seeking to get into office. Thank you.