The world we are all waking up to each day is new and foreign to anything any of us have ever experienced. Many questioned the reality of what they were being told but it has become all too real in a very short period of time. It is amazing to see the strength and compassion displayed by our brothers and sisters in Local 206 and throughout our labor movement.
Since the onset of COVID-19 here locally, we have seen the members of Local 206 faced with many challenges. Some working tirelessly for extended hours that under normal circumstance are not allowed and for days on end. Some are faced with the uncertainty of being laid off or if they will be able to provide for their families and have health insurance should they become ill. While still others we represent are on the front line, meeting the needs of the general public and risking the possibility of being exposed. They are doing their jobs every day, not just for the paycheck, but because it is the right thing to do.
Local 206 has been working to insure that employers are doing everything they can to provide you with a safe work environment; coordinating with others to make connections between employers to meet the evolving needs of our members and provide relief to those who are inundated with work by partnering with those who are experiencing loss of work.
Thank you for being the people I have always known you to be, for having each other's backs and representing yourselves as you have. I couldn't be more proud of what I'm seeing and the America we represent through you and your efforts on everyone's behalf.
A grievance is a violation by the company of the contract, the law, employer rules or policies, fair treatment or past practice. Before you file a grievance, check your contract to find out about your specific grievance procedure. Talk with your shop steward or Union Representative for help.
Don't delay! We may lose the right to file and pursue a grievance if it is not filed according to the contractual time limits. (Note: Grievances cannot be filed online).
Limit statements on the grievance form to basic facts.
Think of the six Ws — who, what, when, where, why, and witnesses.
Do not include arguments, evidence, and justifications at the time.
Do include all provisions of the contract you believe have been violated.
State the specific remedies being requested: i.e. pay claim, remove discipline, etc.
Sign and date your grievance after reviewing the prepared grievance for accuracy, especially dates.
Turn your grievance form into the union office in a timely manner.
Union members have the right to union representation during any conversation with a supervisor or manager that could lead to discipline.
These rights have been upheld by the Supreme Court and they are known as Weingarten Rights. This means that you have the right to Union Representation when management is conducting any kind of investigation, be it into your numbers or an accident.
If management calls you into the office or talks to you about your job performance, an accident, or anything that could lead to discipline, ask for your shop steward.
Your steward has the right to know what the meeting is about and to meet with you to talk before the meeting starts.
You also have a right to take a break during the meeting and talk to your steward privately. Just say you want to go in the hallway and “caucus” with your steward.
Use a caucus to ask questions, to fill your shop steward in on important facts and to get on the same page.
Dues are due and payable on the first day of each month. If dues are not received in the Local Union office by the close of business on the last business day of each month due, a $5.00 late charge will be assessed for each month that it is late. (If your employer does not deduct your dues, you may either mail them or pay them in person at the Local 206 office.)
Dues that are three months in arrears will constitute cause for suspension from the Local Union, and will necessitate the payment of a $125.00 reinitiation fee in addition to all delinquent dues.
If you pay by mail or in person, please remember: your dues must be received in the Local 206 office by the close of business on the last business day of the month.
Upon leaving the craft please obtain a withdrawal card immediately. Dues must be paid through the month in which you last worked to receive a withdrawal card at no charge. If you do not take a withdrawal card, you will be suspended when your dues are three months delinquent.
When you have a withdrawal card and you return to work, you deposit your withdrawal card and begin paying dues from the month in which you begin working again.
UPS Legal (covers most simple, uncontested legal actions) (800) 222-3025
UPS Harassment Hotline (800) UPS-1508
UPS 401K Voluntary program (800) 537-0189
UPS Part-Timers / Western Region 177 Healthcare (855) 215-2039
IBT GCC Division President, George Tedeschi (202) 624-6800
Northwest Administrators (for Graphics Communications Teamsters) (800) 531-1489