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AFGE LOCAL 520 ANNUAL MEETING

AFGE LOCAL 520 ANNUAL MEETING. WELCOME. AGENDA. Union Meeting Organization Structure Master Agreement Grievance Review of 2011 Vision for 2012 Veterans and Claims Processing Discussions. UNION MEETING. roll call reading of a summary of the minutes of the previous meeting

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AFGE LOCAL 520 ANNUAL MEETING

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  1. AFGE LOCAL 520 ANNUAL MEETING WELCOME

  2. AGENDA • Union Meeting • Organization Structure • Master Agreement • Grievance • Review of 2011 • Vision for 2012 • Veterans and Claims Processing • Discussions

  3. UNION MEETING • roll call • reading of a summary of the minutes of the previous meeting • report of financial conditions by the local Treasurer • reports of committees • unfinished business • Local Supplement Agreement • new business • Proposed Budget • Bylaws Revision • comments for the good of the local • adjournment

  4. AFGE STRUCTURE

  5. MASTER AGREEMENT PREAMBLE The Department and the Union agree that a constructive and cooperative working relationship between labor and management is essential to achieving the Department's mission and to ensuring a quality work environment for all employees. The parties recognize that this relationship must be built on a solid foundation of trust, mutual respect, and a share responsibility for organizational success. Therefore, the parties agree to work together using partnership principles, Labor-Management Forums, and the Master Agreement to identify problems and craft solutions, enhance productivity, and deliver the best quality of service to the nation's veterans.

  6. Duty of Fair Representation The statutory fight of exclusive representation mandates fair representation of all members of a bargaining unit. This obligation emanates from Section 5 of Chapter 150E. This section also provides for the processing of grievances by individual employees without interference from the Union, provided that the union has the opportunity to be present at any adjustment, and that such adjustment is not inconsistent with the provisions of the Agreement. The duty requires that the Union represent the interests of all employees fairly and impartially. The Union may refuse to file or process a grievance for any number of reasons so long as they are valid; it may not arbitrarily refuse to process a meritorious grievance or decline to proceed to arbitration because of hostility to the grievant or irrelevant and invidious considerations. Thus, while no employee has a right to have his grievance processed or taken to arbitration if the Union determines, in its discretion, that it lacks merit, still the union may not refuse to process or go to arbitration on a meritorious claim simply because the grievant is widely disliked (or is a non-member). The right to speak for all employees in the bargaining unit carries with it the corresponding duty to protect them as well. Fair representation applies to negotiations, the decision to process or not process a grievance and the way in which a grievance is in fact processed, through arbitration.

  7. RIGHT TO UNION REPRESENTATION • ARTICLE 17 EMPLOYEE RIGHTS • ARTICLE 22 INVESTIGATION

  8. GRIEVANCE PROCESS • STEP 1 • STEP 2 • STEP 3 • ARBITRATION – COST CASH

  9. RIGHTS & RESPONSIBILITIES • KNOW YOUR RIGHTS • DO YOUR RESPONSIBILITIES

  10. THE END

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