• << December 2018 >>
    S M T W T F S
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    The events listed on the calendar are accurate at the time of posting. Dates and times of events are subject to change.  Any questions concerning the date and time of an event should be directed to the Local Union Hall during normal business hours.

     

    A MESSAGE FROM PRESIDENT ED THOMPSON

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    • Teamsters understand the value in union membership. Higher pay, better benefits, and a greater voice in the workplace are standards set by union members that won’t be given up without a fight, even after the Supreme Court’s decision in the “Janus v. AFSCME” case.

      While it is true that this ruling may create temporary roadblocks, public employees throughout the United States need to remain unified. We cannot allow the progress working people have made in union to be slowed down because of lawsuits that disregard the value of public employees.

      The Janus decision came about because anti-employee forces spent millions of dollars on lobbying and court challenges for over 40 years. Attacks from these outside groups, backed by secret donors, seek to eliminate the freedom of public employees to negotiate with their employer over the value of their work.

      Many Teamster members around the country have held conversations with their co-workers about the impact of the Supreme Court decision to reinforce the value of remaining unified. Whether at the worksite or at the ballot box, members are fighting back against these attacks.

      Public sector Teamsters have made it their career to serve their country and community, and any attempt to take away their freedom to join together is an attack on those who are the foundation of America.

      Our middle class was built by everyday working people, standing together in union. The Teamsters honor that history by continuing the fight to give working people the promise of the American dream.

      That won’t end with the Janus decision. The Teamsters will continue to organize, mobilize, and do whatever is necessary to achieve prosperity through collective action.

    • This Web page provides the latest updates for the national contract, riders and supplements that cover about 3,500 Teamsters at DHL Express.

    • We Are eXPOsing XPO’s Global Greed

      XPO Logistics is a top ten global logistics and transportation company with annual revenue of $15 billion and 89,000 employees, another 10,000 workers classified as independent contractors, and thousands more working for firms that subcontract with XPO. We are the REAL workers at XPO Logistics worldwide exposing the truth about the company’s global greed, illegal wage theft, unsafe conditions, and abhorrent and vicious anti-worker, anti-union tactics. 

      This greed includes mistreating former Con-way Freight workers in the United States who are being kept in the dark about terminal closures and layoffs, and the company’s illegal refusal to bargain contracts and denying their workers’ federally protected right to organize. It also includes port, rail and last-mile drivers around the country and in Southern California fighting wage theft in excess of $200 million because they are misclassified as independent contractors and denied the right to form their union. This greed has caused numerous lawsuits and strikes.  Greed also means an unsafe workplace and mistreating its warehouse employees.

      XPO’s greed extends to Europe beginning with breaking its promise to not layoff any workers for at least 18 months. French workers and the unions have been fighting back against XPO’s disrespect, lies and attempts to slash jobs. Similar struggles are taking place in Great Britain, Spain, Belgium, the Netherlands, and across Europe.

      Join the worldwide struggle now! Get involved with this campaign by joining the Facebook group “XPO Exposed.”

      Together, we can eXPOse the company’s global greed and win fairness, respect and dignity for tens of thousands of XPO employees around the world!

    • This page provides the latest contract information to the 7,500 Teamsters—drivers, dockworkers and office staff—employed by ABF Freight System, Inc.

    • The Teamsters Military Assistance Program (TMAP) assists Active Duty Service members that are transitioning, Veterans and Military spouses with job opportunities with responsible employers.

    • Workers’ pensions are being endangered by both Congress and those charged with overseeing them. The Teamsters and our members are standing united to say “No!” to cuts and “Yes!” to greater retirement security!

    • The ‘Let’s Get America Working!’ campaign seeks to restore a dynamic and prosperous middle class to drive economic growth by helping to advance policy decisions that create and maintain good middle-income jobs, guarantee retirement security, expand access to the American Dream, and ensure that the benefits of the ongoing economic recovery are felt by the many, not just the few.

    • This webpage provides information on the Teamsters Union’s legislative advocacy at both the federal and state level as well as our field activity to support those policy positions and to get strong labor candidates elected to office.  Among other resources, you will find our federal legislative scorecard, formal statements of policy position and communications to Capitol Hill,  a weekly update on federal legislative happenings, an overview of bills we are tracking at the state level, and quick links to take action on priority issues.

    • This web page provides information on the ongoing effort to renegotiate the North American Free Trade Agreement (NAFTA). Since 1994, NAFTA has devastated working families, putting corporate profits ahead of people.  What’s worse is that NAFTA has become the blueprint for all other trade agreements, from the way that it was negotiated in secret, to the bad provisions that have made their way into every agreement that has been signed since then.  Now, NAFTA is being renegotiated and we demand that it be reframed to work for workers instead of corporate interests.

    • The Teamsters have stood in solidarity with worker struggles in other countries since our founding. With economic globalization, our ability to organize increasingly depends on our ability to build alliances with workers on a global scale.
      More than ever, Teamsters are organizing and bargaining with multi-national companies. A key objective of our Global Strategies Campaign is to build strong alliances with unions around the globe who organize and bargain with common employers. Our focus is on workers in the emerging global supply chains – the infrastructure of globalization.
      Globalization creates new opportunities for international worker solidarity. We seek common cause with workers around the world to build social justice for all workers and the communities in which they live.

  • Weingarten Rights
    Updated On: Sep 26, 2018

    In 1975, in NLRB v. J. Weingarten, Inc, the U.S. Supreme Court announced the rights of employees in the presence of Union representatives during investigatory interviews.

    THE WEINGARTEN RULE

    An employee's right to representation

    WEINGARTEN RIGHTS

    An employee may be represented by the union at an investigatory interview with his or her supervisor when the employee reasonably believes that the interview may lead to a disciplinary action.

    U.S. Supreme Court ruling:

    The rights of employees to the presence of union representatives during investigatory

    interviews was announced by the U.S. Supreme Court in 1975 in NLRB v.J.Weingarten,

    Inc. Since that case involved a clerk being investigated by the Weingarten Company, these rights have become known as Weingarten Rights.

    What is an investigatory interview?

    Employees have Weingarten rights only during investigatory interviews. An investigatory

    interview occurs when a supervisor questions an employee to obtain information which

    could be used as a basis for discipline or asks an employee to defend his or her conduct. If an employee has a reasonable belief that discipline or other adverse consequences may result from what he or she says, the employee has a right to request union representation.

     Investigatory interviews usually relate to subjects such as:

    absenteeism

    drinking

    fighting

    poor attitude

    violation of safety rules

    accidents

    drugs

    insubordination

    sabotage

    work performance

    damage to state property

    falsification of records

    lateness

    theft

    violation of work procedures

    Weingarten rules:

    Under the Supreme Court's Weingarten decision, when an investigatory interview occurs, the following rules apply:

    RULE 1

    The employee must make a clear request for union representation before or during 

    interview. The employee cannot be punished for making this request.

    RULE 2

    After the employee makes the request, the employer must choose from among three

    options. The employer must:

    Grant the request and delay questioning until the union representative arrives and has a

    chance to consult privately with the employee; or

    Deny the request and end the interview immediately; or

    Give the employee a choice of: (1) having the interview without representation or (2)

    ending the interview.

    RULE 3

    If the supervisor denies the request for union representation and continues to ask questions, he or she commits an unfair labor practice and the employee has the right to refuse to answer. The supervisor cannot discipline the employee for such a refusal.

    Rights of union representatives

    Supervisors often assert that the only role of a Union representative at an investigatory

    interview is to observe the discussion, i.e., to be a silent witness. The Supreme Court,

    however, clearly acknowledged a union representative's right to assist and counsel workers during the interview. Decided cases establish the following procedures:

    When the union representative arrives, the supervisor must inform the representative of the subject matter of the interview; i.e., the type of conduct for which discipline is being

    considered (theft, lateness, drugs, etc.).

    The union representative must be allowed to take the worker aside for a private pre interview conference before questioning begins.

    The union representative must be allowed to speak during the interview. The union

    representative , however, does not have the right to bargain over the purpose of the

    interview.

    The union representative can request that the supervisor clarify a question so the worker can understand what is being asked.

    After a question is asked, the union representative can give advice on how to answer.

    When the questioning ends, the union representative can provide information to the

    supervisor.

    It must be emphasized that if the Weingarten rights are complied with, union representatives have no right to tell workers not to answer questions or to give false answers.


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