UFCW Homeland Shop Steward Seminar. Fall 2016

Transcription

1 UFCW Homeland Shop Steward Seminar Fall 2016

2 Homeland Steward Training Agenda * Introductions 1000am * Welcome from President Burris 1015am * Understanding the Union: Health and Welfare 1115am * Lunch 1215pm * Role/Rights of the Shop Steward in UFCW 100pm * Growing the Union: Signing Up New Hires 130pm * Protecting the Union: ESOP 245pm * Debrief and Closing 330pm

3 Goals * Understand contract negotiations * Increase Health and Welfare Knowledge * Develop 1:1 Signup Skills * Learn about ESOP

4 How Health and Welfare Works * The Claims Cycle * Frequently Asked Questions * Emergency Rooms vs. Urgent Care

5 Understanding the Union: ER or Urgent Care? * Members must be responsible when using Healthcare * Your copay for visiting an urgent care center or a convenience care center is $25. * What if I have an Emergency? * Health and Welfare Plan Board of Trustees want members to receive the most appropriate care for their situation. Sometimes that means going to a hospital Emergency Room; however, consider this: * the average hospital Emergency Room claim is more than ten times more costly than an urgent care center claim.

6 Understanding the Union: Need help deciding where to go? * National Employee Benefits Administrators (NEBA): * determine your eligibility; * find an in-network provider; * 8:00 a.m. 5:00 p.m., EST; * Toll Free: (800) * United HealthCare: * Medical - * Dental * Vision

7 Understanding the Union: In-Network Urgent Care Locations

8 Role of the Shop Steward

9 Stewards Play Role Across Union

10 Steward as Organizer * Welcome new employees! (Homeland 4.10) * Ask non-members to join our union * Steward Incentive Program monthly gift cards for top signers * Find ways to involve more members in the activities of our union: * solving workplace problems, * supporting negotiations, * or participating in political action.

11 Steward as Educator * Most effective form of communication = one-on-one workplace conversations. * Listen and learn. * Teach workers about the union and your contract (Homeland 4.10). * Challenge members to take initiative. * Stay informed about union activities.

12 Steward as Problem-Solver * Mobilizing workers to solve problems as a group. * Holding informal discussions with management, the steward, and affected workers. * Using the grievance procedure to address violations of the contract * (Homeland 4.05).

13 Steward as Leader * Build unity: find common ground. * Be an active participant in union decisions and actions. * Attend union meetings. * Be a role model for other workers. * Make sure everyone is involved in our union.

14 Steward s Legal Rights * Protected by our contract and by labor law under the National Labor Relations Act (Homeland 4.04). * Equality rule - When you approach management as a steward, you do so as an equal. * No retaliation or discrimination - labor law and your contract prohibit management from disciplining or intimidating you because of your activity as a steward (HL 22.01). * Equal standard rule - It is also illegal and a violation of the contract for management to hold you to a higher standard than other workers or to harass you with extra supervision or stricter rules * (HL 22.01).

15 Weingarten Rights * Workers called to an investigatory interview/meeting with management, which they reasonably believe may lead to discipline, are entitled to union representation. * But, the worker must request union representation before or during the interview in order to exercise this right * If management denies a request for representation and proceeds with the interview, a worker has the right to refuse to answer questions.

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18 Practice #1 * How would you introduce yourself to a new hire as the shop steward? * What would you say to help them understand who you are and your role at the store? * Debrief as a group.

19 Growing the Union Signing Up New Members * Most critical role = welcoming new employees into our union. * One on One Communication is key why? * Most people who are asked to become a part of the union by a steward join! * Talking one-on-one provides an opportunity to get feedback, answer questions, and hear what s on people s minds. * Building co-worker relationships strengthens our union, grows solidarity and our collective power!

20 Talking to New Members * Step 1: Introduction who YOU are and what YOU represent. * Step 2: Get their attention I m here to tell you about our union contract, your benefits, and why being a part of the union is important. * Step 3: Ask open-ended questions and listen Where have you worked before?

21 Talking to New Members * Step 4: Connect with the person s concerns So insurance is important to you, well let me tell you what our contract has * Step 5: Share your own story and educate I ve been a part of the union for X years and its helped me to Y * Step 6: Give specific examples of victories Having a union allows us to have seniority rights when it comes to schedules

22 Talking to New Members * Step 7: Move the person to action. I need you to sign up for the union because we need to stay strong together and defend this contract * Step 8: Don t forget ABC. We also ask members to donate to our union political fund to support candidates and causes that benefit working men and women. * Step 9: Put the membership application in front of them and a pen and wait for them to fill it out. * If the answer is no, find out why, and return to the issues mentioned earlier. * Make sure to keep the conversation positive. * NOTE: Anyone can also sign up by texting 1000 to

23 Practice #2 Signing Up New Members * Pair up and practice signing up a new member. * Role play: One person is the steward and the other is the new worker. * Situation: You are sitting down in the break room to sign the new worker up to join the union. (5 minutes) * Debrief as a group. * Repeat with new partners if time allows.

24 ESOP stands for Employee Stock Ownership Plan. ESOP s are a form of retirement. All owners non-union and union are partners in the ownership of HAC. We are literally in this together.

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38 Protecting the Union: What is a grievance? A grievance may be defined as a contract violation or a violation of laws, company policies, or past practices.

39 Protecting the Union: Grievance Procedure Step 1: Any employee, the Company or the Union may present a grievance. However, grievances not presented in writing within fifteen (15) days after the event giving rise to such grievance shall be waived by the aggrieved party.

40 Protecting the Union: Grievance Procedure Step 2: The Shop Steward/Union Rep shall present this grievance to the Store Manager supervising the individual concerned. If no agreement is reached within three (3) days, then; the grievance then should be presented in writing within seven (7) working days to the authorized Company or Union officials by the grieving

41 Protecting the Union: Grievance Procedure Step 3: If the grievance remains unsettled after seven (7) days, then; Step 4: The same shall be referred to the Business Representative of the Union and the highest authorized Company official who shall attempt to reach a satisfactory adjustment. If no satisfactory adjustment is reached within five (5) days, either party may submit the dispute to arbitration.

42 Protecting the Union: Investigating Grievances The 5 Ws * WHO? Identify the names of the worker or group of workers, the immediate supervisor, and any other persons involved in the complaint (witnesses, co-workers, etc.). * WHAT? What exactly happened? What actions (or inactions) gave rise to the problem? Be specific! * WHERE? If an incident was involved, determine the precise location, department, and job site of the incident. * WHEN? Determine the time and the date of the incident. If it s an ongoing problem, try to research when it started and when workers first learned of it. * WHY? Why is this incident a grievance? What section of the contract has been violated? Are past practice, management rules, or state or federal law being violated?

43 Investigating Grievances: Collecting Evidence Have the member write a statement, and provide any documents that back up their claim: * paystubs * schedules * statements from witnesses * notes from former employers * pictures * Getting a Good Close sheets * stocking guides * ELMS or ring tender reports * copies of any corrective advices notices * plane tickets or cruise ship contracts * doctor s notes * ExpressHR screenshots, or more. * NOTE: Homeland is obligated by CBA to hand over evidence pertaining to grievances (4.02)

44 Practice #4: Investigating Grievances * Pair Up Role Play: Steward and Grievant * Situation: Grievant was fired for an alleged altercation with the comanager. Be creative with the details! * Practice filling out grievance fact sheet. Practice asking for statements and other evidence to support the grievance. * Debrief as a group.

45 Accountability * What is your expectation of UFCW? * Return calls, texts, s promptly * Keep commitments we make * Help you help your members * Communicate in monthly check-ins

46 Accountability * What is our expectation of stewards? * Participate in signing up new members * Answer questions effectively * Assist in investigating grievances * Communicate member concerns * Follow through on tasks and projects

47 Goals for Shop Stewards * Grow the Union take ownership over signing up new hires. * Understand the Union be fluent in Health and Welfare and the ESOP. * Protect the Union participate in investigating grievances. * What are your goals? * Fill out training debrief surveys! * Questions?