United Steelworkers Local 307 is committed to unite this Local Union, regardless of race, creed, color, sex, nationality or sexual orientation for all working men and women who are members of the United Steelworkers.

The committee shall implement our Union’s commitment to the protection and extension of Civil and Human Rights, and Liberties of the members of the Local. The committee may assist in investigations or other duties assigned by the Local President. Communications from the International can be found at the bottom of the page.

This committee is made up of the following people and their work area in the plant:

• Jeff Skinner - EM REO : Committee Chairman
• Tim High - EM maintenance
• Michael Bird - Time study office @ Union Hall
• Mark Peterson - RT NG tire builder
• Harold Ratner - Mix maintenance
• Phil Rogers - EM Final Finish
• Lynn Halderman - EM Tire Builder

If there is an issue in the plant that you feel needs the Local Union's attention please contact a member of the committee for action. If you do not wish to speak to them personally you can email them at [email protected].

International Communications Links:

Combat Anti-Asian Racism - May 19th, 2023

Membership meetings will be held today, September 10th. The 3rd shift meeting will start at 730 am, 1st shift meeting will start at 330 pm and the 2nd shift meeting will start at 1130 pm. Please plan to attend. You are the Union.

A union is a democratic organization of people working together to change or preserve aspects of their workplace through collective action and collective bargaining.

WHAT DIFFERENCE WOULD A UNION MAKE?

Having a union means that you can collectively meet and negotiate with management over any issues that affects you and your job, including wages, benefits, and working conditions. A union contract is a legally binding document where these agreements are put in writing. Having a union gives you a stronger voice in working with management to make the company stronger, more prosperous, and better place to work.

WHO RUNS THE UNION?

You do. The union is a democracy at every level. You elect your negotiating committee and leadership for the local, district, and international union.

AREN’T THERE ALREADY LAWS THAT PROTECT US?

Laws governing employment, safety, discrimination and overtime all exist because millions of union members fought for them. A union grievance process ensures that everyone is treated fairly and equally, without favoritism and discrimination. A union contract, with the aid of union resources and staff, ensures that these laws and rules are enforced.

WHAT SORTS OF BENEFITS AND PROTECTIONS CAN WE ACHIEVE THROUGH COLLECTIVE BARGAINING?

Winning a contract through collective bargaining means having a legally enforceable document that guarantees your conditions of employment. Those benefits cannot be changed unilaterally by the employer without negotiating with your union.

Here are some examples of the kinds of things Steelworkers have won:

-  Wage increases
-  Enhanced dental, vision, and health insurance (including lower co-pays for services and prescriptions)
-  Improved family benefits, such as dependent health coverage, child-care subsidies and paid maternity leave
-  Vacation and sick leave
-  Improved workplace health and safety
-  Protections against discriminatory practices sexual harassment and assault
-  Improved disability access and resources for people of color
-  A fair and transparent grievance procedure that has independent enforcement through arbitration

UNLESS WORKERS HAVE A UNION CONTRACT, THEY ARE AT THE MERCY OF COMPANY POLICIES.

Most employment handbooks clearly state that policies are “guidelines only and not a contract of employment” or that the terms of the handbook are subject to change without notice.

Even under a company’s “open-door” policy, there is nothing to really make anyone believe that the policy is meaningful.

It’s not surprising then that workers without a union are often subject to arbitrariness and unfairness on the job.

Workers without a contract are considered “employees at will.” That means they can be fired at any time and without reason, the only exceptions are termination for discrimination, whistle-blowing or union organizing.

IF YOU JOIN A UNION AND HAVE A CONTRACT:

-  Discipline, up to and including discharge, is subject to a grievance procedure and binding arbitration, depending on the terms of your contract.
-  Contract negotiations require both sides — labor and management — to listen, and reach reasonable compromises acceptable to both sides.
-  Wages, benefits and working conditions are negotiated. If you are not satisfied, you can work for changes during contract negotiations.
-  Neither labor nor management can make unilateral changes to a signed contract. If modifications are necessary during the life of a contract, both sides must agree.
-  Hiring and promotion is covered by contract. Seniority and other factors can be written into the agreement.

IF YOUR WORKPLACE IS NON-UNION:

-  You are an “employee at will.” Your employer can discipline or fire you at any time for any reason; you have no recourse.
-  “Open door” policy means the employer will listen to you… and then do whatever he or she wants.
-  Employer determines wages, benefits and other terms and conditions of work. If you’re not satisfied, your only option is to get another job.
-  Wages, benefits and other terms and conditions can be changed by the employer at any time.
-  Hiring and promotion is up to the discretion of the employer.

THE FACTS

Union employees make an average of 30% more than non-union workers.

92% of union workers have job-related health coverage versus 68% of non-union workers.

Union workers are more likely to have guaranteed pensions than non-union employees.

YOUR RIGHTS:

-  Help form or JOIN A UNION
-  BARGAIN over wages, benefits and working conditions with your employer
-  TALK ABOUT THE UNION at work as you would talk about any other subject
-  DISTRIBUTE UNION LITERATURE in non-work areas, on non-work time (breaks)
-  WEAR UNION BUTTONS and insignia at work

IT IS ILLEGAL FOR YOUR EMPLOYER TO: 

-  THREATEN or coerce you in any way
-  RETALIATE against you in any way for union activities
-  CLOSE THE FACILITY or threaten, directly or indirectly, to close the facility simply because a union is organized
-  LAY OFF EMPLOYEES or threaten, directly or indirectly, to lay off employees simply because a union is organized
-  THREATEN, directly or indirectly, that you will lose wages, benefits, or working conditions by choosing a union
-  PROMISE increases in pay or benefits during a campaign if employees vote against the union
-  SPY on your union activities
-  ASK YOU about your union activities or attitudes.

We are the United Steelworkers, North America’s largest industrial union.

We proudly represent 1.2 million members and retirees in the United States, Canada and the Caribbean, who work in nearly every industry there is.

We slurry and smelt aluminum. We mine for iron ore and create cement. We make glass and metals of many kinds. We produce paper and paper products. And we craft energy-saving wind turbines that help save our Earth.

We’re nurses and nurses’ aides. We make Harley Davidson motorcycles and Carrier air conditioners. We’re rubber workers who make your tires; metal workers who make the materials that go into buildings, homes, automobiles, planes and roads.

We serve you at banks and teach at universities. You’ll find us in oil refineries and grocery stores. At utility companies and in chemical plants. We work in the public sector and in the forests. We drive taxi cabs and work in airports. We’re security guards and electricians. We’re miners and pharmaceutical workers. We work in all these places and so many more.

We are leaders in our communities, in our work places, in our governments and more. We have a presence in the United Kingdom, Ireland, England, Scotland, Mexico and many other places around the world.

We believe in better. We stand up and fight back for better. We work for working families around the world.

District 8

District 8 of the USW covers the geographical areas of Kentucky, West Virginia, Virginia and Maryland.

In those states, we represent workers in steel producing, steel fabricating, gas/natural gas refineries, aluminum, paper and rubber.

In Kentucky, our members make the iconic Louisville Slugger, Bulleit Bourbon, Kellogg’s Pop Tarts and are healthcare workers at Appalachian Regional. 

Have you heard of Fiestaware? Steelworkers in West Virginia produce the timeless dinnerware. We represent health care workers at several facilities in the state, the workers at Mylan Pharmaceutical and at HighMark BC/BS. The workers at the Mardi Gras Casino are also proud Steelworkers, as well as those who work for the cities of Fairmont, Princeton and Ravenswood.

In Virginia, we represent the workers at the Naval Shipyard in Newport News, where naval ships and submarines are built. This local union is the largest in the USW. Our members in Virginia also work at the Goodyear and...

Regular Order of Business

Nominations to the Local 1944-Telus Bargaining Committee’s British Columbia Clerical/Traffic position, one (1) to be elected.

Nominations to the Unit’s Local Union Delegated Meeting Delegate position, one (1) to be elected.

The Unit is also entitled to one (1) alternate, to be elected in case any elected Delegates are unable to attend LUDM. Alternates will be the runners up from the LUDM Delegate election, in order of vote count, so please nominate enough members for the Delegate election so that a full complement of Delegates and alternates will be elected.

Please note that Elections to all of these positions will take place by electronic ballot on November 20, 2020.

If you would like to join this meeting by Zoom web conferencing, please contact the office @ [email protected] to receive instructions.

Regular Order of Business

Nominations to the Local 1944-Telus Bargaining Committee’s Alberta Plant position, one (1) to be elected.

Nominations to the Local 1944-Telus Bargaining Committee’s Alberta Clerical/Traffic position, one (1) to be elected.

Nominations to the Unit’s Local Union Delegated Meeting Delegate position, one (1) to be elected.

The Unit is also entitled to one (1) alternate, to be elected in case any elected Delegates are unable to attend LUDM. Alternates will be the runners up from the LUDM Delegate election, in order of vote count, so please nominate enough members for the Delegate election so that a full complement of Delegates and alternates will be elected.

 Please note that Elections to all of these positions will take place by electronic ballot on November 20, 2020.

 If you would like to join this meeting by Zoom web conferencing, please contact the office @ [email protected] to receive instructions.

Read the entire EPI Report, here.

Introduction

Under the Trump administration, the National Labor Relations Board (NLRB) has systematically rolled back workers’ rights to form unions and engage in collective bargaining with their employers, to the detriment of workers, their communities, and the economy. The Trump board has issued a series of significant decisions weakening worker protections under the National Labor Relations Act (NLRA/Act). Further, the board has engaged in an unprecedented number of rulemakings aimed at overturning existing worker protections. Finally, the Trump NLRB general counsel (GC) has advanced policies that leave fewer workers protected by the NLRA and has advocated for changes in the law that roll back workers’ rights.

The Trump board and GC have elevated corporate interests above those of working men and women and have routinely betrayed the statute they are responsible for administering and enforcing. This paper highlights the most egregious actions of the Trump board and GC and evaluates the impact on working people. It is critical that Congress hold the Trump NLRB accountable and that policymakers prioritize legislative reforms that will restore the original promise of our nation’s labor law—to encourage and promote the formation of unions and the practice of collective bargaining.

To read the report, click the link:  https://www.epi.org/publication/unprecedented-the-trump-nlrbs-attack-on-workers-rights/

Regular Order of Business

Nominations to the Local 1944-Telus Bargaining Committee’s Alberta Plant position, one (1) to be elected.

Nominations to the Unit’s Local Union Delegated Meeting Delegate position, one (1) to be elected.

The Unit is also entitled to one (1) alternate, to be elected in case any elected Delegates are unable to attend LUDM. Alternates will be the runners up from the LUDM Delegate election, in order of vote count, so please nominate enough members for the Delegate election so that a full complement of Delegates and alternates will be elected.

Please note that Elections to all of these positions will take place by electronic ballot on November 20, 2020.

If you would like to join this meeting by Zoom web conferencing, please contact the office @ [email protected] to receive instructions

Regular Order of Business

Nominations to the Local 1944-Telus Bargaining Committee’s Alberta Plant position, one (1) to be elected.

Nominations to the Unit’s Local Union Delegated Meeting Delegate position, one (1) to be elected.

The Unit is also entitled to one (1) alternate, to be elected in case any elected Delegates are unable to attend LUDM. Alternates will be the runners up from the LUDM Delegate election, in order of vote count, so please nominate enough members for the Delegate election so that a full complement of Delegates and alternates will be elected.

Please note that Elections to all of these positions will take place by electronic ballot on November 20, 2020.

If you would like to join this meeting by Zoom web conferencing, please contact the office @ [email protected] to receive instructions.