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Union Member's Bill of Rights
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- AFL-CIO National Boycott List -
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Our National Agreement with KP expires September 30th, 2013 and our Union is beginning preparations for the upcoming bargain for a new contract. Our Union held the first of several, "Town Hall Meetings" on January 4th, 2012. Issues regarding the upcoming negotiations were discussed and Members were encouraged to attend. Additionally, the Coalition of KP Unions has created a survey in which Union Members may rate the importance of various bargaining issues. In order to have your voice heard, I suggest attending one of the union's town hall meetings and/or sending an email to the Union office with your comments in regards to new contract questions, concerns and/or suggestions.
Supplemental Information:
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The National Labor College (NLC) is one of a kind, the only college in the United States with an exclusive mission to serve the educational needs of the labor movement. Now is a good time to enroll, scholarships are available through Union Plus, OPEIU and OPEIU, Local 30. You may even qualify for Free Application for Federal Student Aid (FAFSA) and/or tuition reimbursement from your employer (check your Union contract). |
While reading this article on Yahoo news, I thought this may be a good opportunity to remind Kaiser Workers about the 1.25% matching 401(k) contribution they're missing out on, if they're not contributing at least 2% into their 401(k). If this is you, call KP's investment service company, Vanguard, now. Example: A KP Worker, earning $50,000 per year, who is not making a 2% minimum contribution into his/her KP 401(k) account, is losing out, every year, on a free $625 that KP would deposit into his/her 401(k) account! |
Hi Everyone,
I just completed my first course at the National Labor College. I really enjoyed the class, Introduction to Labor Studies, and am looking forward to next semester's 'Film and Globalization' class! You're welcome to check out my final research paper |
My letter to the Citizen's Review Board on Police Practices (cc: San Diego Chief of Police, Occupy San Diego & local media) |
This is the story of the struggle of America's most important office, clerical and professional white collar Union. It is still one of the country's youngest Unions, having received it's charter from the American Federation of Labor in 1945. It has grown, since it's inception to over 100,000 Members strong, larger in size than two-thirds of the national's labor organizations. To reach this point, it had to fight to overcome the hesitancy of white collar workers to join Labor Unions, the opposition of determined employers, and even the mixed reactions within the ranks of organized labor itself.
Although this book was first published more than 35 years ago and sometimes reads as though it was written by an attorney (because it was written by an attorney), it's still a worthwhile read with plenty to teach. It's an adventure through the conception, inception and journey of the Members of our Union. And you'll come to admire and appreciate some of our Union's early visionaries such as Harry Beech, George Firth, Mollie Levitas and Howard Coughlin.
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First things first; document, document, document. We all know how good Management is at documenting when they're working to give us a "corrective action", right? Well, we need to do the same thing here; We need to document WHO (the violator, the violated, and witnesses [this includes people whom may have heard or seen something]), WHAT (describe the perceived violation[s]), and WHEN (dates and [if possible] times). Now that you have all these things, where do we go with it? Well, despite discrimination and harassment articles being included within our contract (i.e. Article 2, Section 3 - Courtesy and Article 11 - Discrimination and Article 28 - Safety, etc.), our Union does not handle such matters within the grievance procedure (as explained on the actual grievance form itself, "Issues pertaining to...discrimination, harassment [sexual and otherwise] are addressed by human resources.") Therefore, it is recommended that you contact KP Human Resources (1-877-457-4772). If your concerns still haven't been adequately addressed, you may choose to contact the U.S. Equal Employment Opportunity Commission. Legal assistance may also be obtained through the Union Plus legal assistance center. |
OPEIU, Local 30 Elections just wrapped up; the incumbents were elected to all three San Diego Executive Board positions. Congratulations Carmen Corral, Jan Nikodym, and Michael Ramsey. Candidates were:
Carmen Corral, Truck Driver Senior, KP
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For those of you who are returning guests to the site, you're familiar with our advocating on the behalf of some of our brothers and sisters within other Labor Unions, and this article is no exception; Revenues for NFL teams are at an all-time high. So are television ratings. Sponsorship deals, too. But the elite club of NFL owners has already made a series of moves in preparation of locking out players and fans for the 2011 season. The millionaire � and in some cases billionaire � owners who lord over their teams are demanding extensive givebacks from the players who suit up and put their bodies through exceptional physical demands year round. This isn�t merely about football players who in many cases are paid healthy sums of money for that physical punishment. It�s also about the working stiffs who collect the tickets, maintain the stadiums, work in offices, manufacture and distribute the merchandise and other direct jobs that professional football provides.
And let�s not forget about the millions of indirect jobs at bars, restaurants, parking lots and other places that would be adversely affected by a lockout. It�s estimated that a lockout would cost the average NFL city $160 million through lost jobs and revenue. (more...)
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Our Local Agreement (Article 6, Section 5, Paragraphs 619 - 623) and our National Agreement (Section 1, K, 4 and Exhibit 1.K.4) both limit Kaiser Permanent's ability to outsource and/or subcontract our jobs. However, this hasn't stopped KP from doing it. As Members, we need to be more vigilant in enforcing our Union contract and report abuse of Management's outsourcing of Union-Member work. |
