Know Your Rights

USW LOCAL 983 · MEMBER RESOURCE

Know your rights. Know what to do next.

This page gives Local 983 members a practical starting point for common workplace-rights questions. Some rights come from federal or state law. Others come from the Local 983 collective bargaining agreement, memoranda of understanding, bylaws or established procedures. The signed agreement controls contractual rights and deadlines. When in doubt, contact your Local 983 representative promptly.

FIND YOUR REPRESENTATIVE

WEINGARTEN RIGHTS

If a meeting could lead to discipline, ask for representation

A union-represented employee may request a union representative during an investigatory interview when the employee reasonably believes the interview could lead to discipline. Management does not have to remind you of this right—you must clearly request representation.

What to do

1. Ask the purpose of the meeting and whether your answers could lead to discipline.
2. Clearly request a union representative.
3. Do not waive the request by continuing to answer investigatory questions before your representative arrives.
4. Stay calm and respectful. Contact Local 983 as soon as possible.

A simple request: “If this discussion could in any way lead to discipline or affect my working conditions, I request union representation. Until my representative is present, I choose not to answer investigatory questions.”

After a valid request, management may grant the request and wait for a representative, end the interview, or offer the employee the choice of proceeding without representation or ending the interview. A representative may advise the employee, clarify facts and help the employee present relevant information.

FIND YOUR REPRESENTATIVE   NLRB: WEINGARTEN RIGHTS

FEDERAL LABOR LAW

Protected concerted activity and union activity

Section 7 of the National Labor Relations Act generally protects covered employees when they act together to improve wages, hours and working conditions, or when one employee acts on the authority of coworkers. Examples can include raising group concerns about safety, scheduling or pay. The law also generally protects employees from discrimination or retaliation because of protected union activity.

Protection depends on the facts and can be lost in some circumstances. Contact your representative promptly if you believe protected activity led to threats, discipline or different treatment.

• NLRB: Concerted Activity
• NLRB: Section 7 and Employer Interference
• NLRB: Union-Activity Discrimination

WORKPLACE SAFETY

You have the right to raise safety concerns

Workers generally have the right to receive workplace safety information and training, review applicable injury and illness information, report hazards and injuries, and file an OSHA complaint without retaliation. Follow established emergency and workplace reporting procedures, document the concern when safe to do so, and notify Local 983 representation.

LOCAL 983 SAFETY & HEALTH   OSHA: WORKER RIGHTS

LEAVE, EQUALITY AND PAY

Other important workplace resources

FMLA and leave

Eligible employees may have job-protected leave rights under the Family and Medical Leave Act. Local 983’s current page also explains the Clearwater Paper Augusta reporting process. FMLA, disability benefits and company attendance or call-in procedures are separate requirements.

LOCAL 983 FMLA & LEAVE INFORMATION   U.S. DEPARTMENT OF LABOR: FMLA

Discrimination and harassment

Federal law prohibits employment discrimination and unlawful harassment based on protected characteristics. Filing deadlines can be short, and an internal grievance or complaint may not extend an agency deadline. Contact your representative and the appropriate agency promptly.

EEOC: HARASSMENT   EEOC: FILE A CHARGE

Wages and overtime

Federal wage-and-hour law establishes minimum-wage, overtime, recordkeeping and other protections for covered workers. The Local 983 agreement may provide additional pay rules, premiums or procedures. Review both the law and the executed agreement before drawing a conclusion.

U.S. DEPARTMENT OF LABOR: WAGE AND HOUR DIVISION

LAW AND CONTRACT

Know which source controls

Rights established by law

Federal and state laws set minimum workplace protections and agency processes. Official NLRB, OSHA, Department of Labor and EEOC resources are linked on this page.

Rights established by the Local 983 agreement

The Local 983 CBA and related memoranda may govern matters such as just-cause standards, grievance steps and time limits, seniority, overtime distribution, scheduling, job bidding and other working conditions. General educational material does not replace the agreement.

OPEN THE LOCAL 983 UNION CONTRACT

ACT PROMPTLY

Protect the facts and the deadline

Contractual and agency deadlines can be short. Write down the date, time, location, people present, questions asked, exact statements made and available witnesses or documents. Preserve relevant records, avoid posting sensitive details publicly, and contact a Local 983 representative promptly.

This page provides general educational information, not legal advice. It does not change the Local 983 CBA, employer policies or legal filing requirements.