Back to Tidbits   Local 12 Weekly Update The names identified are Local 12 Representatives who volunteer to represent you, Local 12 Bargaining Unit employees, in these issues. They are the foundation of this Union! Want to get involved? Please contact the Union Office, 476-4334.   Security Computer Password Violation: NEVER give someone your password to check your e-mail. To do so is a security violation that could have serious consequences. If you are going to be out of the office, and you want to have your e-mail checked, forward your e-mail using the “Out of Office Assistant” option before you leave. To do this, go to the tools dropdown in Outlook and click on “Out of Office Assistant.” At the bottom of the resulting pop up screen is an “Add Rule” tab. Click that and another screen will pop up for, among other things, forwarding your e-mail. For example, anything that is e-mailed to me with “official notification” in the subject field is forwarded to Elaine Wrightson when my “Out of Office” is turned on. I did this by putting the words “official notification” in the subject field and by checking the forward box and adding Elaine’s name after clicking the “To” tab. From The Contract Union/Management Collaboration: Local 12 and management have been moving toward a more collaborative relationship. Despite the expected differences at the bargaining table, issues can usually be worked out in an agreeable manner by building on common ground. Our last contract was bargained with this philosophy, and there will be a change in the way we do business. Clarifying discussions will be replaced with regular meetings between management and area reps so that issues are discussed before the union is notified. Article 22, § 2204. DIVISION/DEPARTMENT MEETINGS. Each Shipyard Department shall establish monthly meetings with designated UNION representatives for that Department. The Purpose of these meetings is to establish a collaborative effort between the UNION and the EMPLOYER to benefit the employees. These meetings are to discuss issues and changes upcoming within the department with the intent of providing clear and open communication of change to the UNION. The UNION shall also come prepared to discuss concerns and issues relative to the bargaining unit. For larger Divisions within each Shipyard Department, regular meetings are encouraged with UNION representatives from within each organizational group. Safety Safety Award Presented: On March 3, Local 12 did something unprecedented, and presented Captain Orzalli with a safety award for his efforts in championing the Shipyard's Voluntary Protection Program (VPP). VPP is a culture employee's live at home as well as at work, and this element of the program supersedes any resulting financial dividend. NSPS 5 Days left to Comment: If you haven’t sent your comments yet, here is the NSPS website: www.cpms.osd.mil/nsps. Other You Need To Ask:  It is your right, not management’s responsibility, to ask for and receive union representation. Some managers have recognized the Union will likely end up getting involved in an employee issue anyway, and they do suggest an employee contact us before they have that discussion that may involve discipline or an investigation toward that end. But some managers do not give the employee that suggestion, and when the employee is confronted face-on with an action, sometimes he/she forgets there are skilled people ready to represent his/her best interest. I can imagine. Blood drains from my face once my management tells me behind that closed door that I have a problem. I’m thinking I want to please these people who are not happy with me. I don’t want any more trouble. I’m not thinking about the Union, and if I am, I don’t want to make things any messier than they already are. I just want the whole thing to go quietly away. Well, it won’t. What’s happened has happened, and people are going to know about it anyway. Or worse, they’re going to speculate and assume things were worse than they actually were because I didn’t take my opportunity to battle the issue and/or minimize the consequences. If an employee decides to self represent, he/she should first ask, “When was the last time I read a discipline instruction? When’s the last time I was involved in getting the minimum on a progressive discipline issue? Am I even aware of what progressive discipline is? And further more, is this issue something that I should be disciplined for to start with? Are my rights being violated in some way? What are my rights?” As Chief Rep, I urge you to ask for your Union the second you think you may have trouble. We have reps that are trained and experienced to handle all kinds of employee advocacy issues, and they are assigned depending on the issue and the training and experience level required. The Federal Service Labor-Management Relations Statute Chapter 71 of Title 5 of the U.S. Code § 7114. Representation rights and duties (a)(2) An exclusive representative of an appropriate unit in an agency shall be given the opportunity to be represented at – (A) any formal discussion between one or more representatives of the agency and one or more employees in the unit or their representatives concerning any grievance or any personnel policy or practices or other general condition of employment; or (B) any examination of an employee in the unit by a representative of the agency in connection with an investigation if – (i) the employee reasonably believes that the examination may result in disciplinary action against the employee; and (ii) the employee requests representation. Local 12 Office Staff : Bob Steinmetz, President 479-2463 Elaine Wrightson, Office Manager 476-4334 Katy McKinney, Chief Rep 476-4862 Want to be a rep? Contact Katy Have a safety issue? Contact Safety VP, Don Iosty Back to Tidbits