Coleman Fish Hatchery Employees to get AWS Schedule

Tuesday, June 03, 2008

Recently, Chief Steward Ralph Winstead was able to win the establishment of Alternate Work Schedules for Fish Culturalists at CNFH between Memorial Day and Labor Day.  The new schedule, allowing employees to get one additional day off every other week by adding an extra half hour to the regular workday during those summer months, will be a very welcome change for employees who have long asked for some form of alternate work schedule only to have those requests rebuffed as impractical.  We want to congratulate Mr. Winstead on his efforts to improve the working conditions at CNFH and on his success in establishing 9/80 schedules for the first time for the affected employees.

Proper Composition of Bargaining Units

Section 3507 of the California Government Code, part of what is widely known as the Meyers-Milias-Brown Act, describes a set of rules and regulations including those surrounding determining the proper job classes to include in distinct bargaining units.  Section 3507.1 directs readers to local rules typically contained within Employer-Employee Relations Resolutions, however recognition must be awarded if a majority of employees desire representation.  In addition, certain employee groups are entitled to be represented separately from other employee classifications.  Examples of this include:  Professional Employees (Section 3507.3); Management and Confidential Employees (Section 3507.5); and Law Enforcement Employees (Section 3508).  For disputes on bargaining unit determinations, the Act allows issues to be submitted to the Division of Conciliation of the Department of Industrial Relations, who attempt to mediate and if necessary make recommendations that resolve the dispute(s).

Teens Face Risks from Summer Jobs

Steve Clark reports on the issue of summer jobs and the inherent risks those can pose to teen workers.  He notes that most teens find themselves in need of summer work to offset future costs of higher education, not to mention earning a few dollars to spend on leisure activities.  With increased fuel costs, the pressure on teens to make a contribution - especially once reaching driving age can be staggering. 
But with an inexperienced worker (and our teens are very much inexperienced) when it comes to bosses, workplace safety, and other issues that more experienced adult workers take for granted first time work poses significant challenges if a teen worker is not provided with proper guidance and support.  As inexperienced workers, some may even feel reluctant to stand up to pressures from supervisors to do things that they do not fully understand and are risky.
OSHA and state regulators restrict the employment opportunities of young people. Although state rules vary somewhat, in general, teens under 14 can babysit, deliver newspapers or work as actors or performers. After 14, they can work in an office, a grocery store, a retail store, a restaurant, a movie theater or an amusement park. At 16, they can work anywhere that is not hazardous; this excludes mining, logging, meatpacking, roofing, excavation and demolition as well as work with saws, explosives, radioactive materials and most power-driven machines. After 18, despite their relative inexperience as workers, teens are considered adults and can work anywhere they can find a job.
For guidance in helping your teen understand and adjust to a new summer job, turn to OSHA’s Youth 2 Work website, a very useful tool highlighting construction, farm work, restaurants, lifeguarding, driving and landscaping. A subsection, YouthRules!, supplies additional information for teens, parents, educators and employers. The site urges parents to investigate and discuss possible hazards with their teens and, if necessary, support them in reporting dangers to their managers. The National Young Worker Safety Resource Center and Young Worker Safety and Health (NIOSH) are two additional, good online resources. Many states also have websites that address teen worker safety.
[source:  Laborer’s Health and Safety Fund of North America, Lifelines - online]

Paid Sick Days Bill Passes Assembly

Friday, May 30, 2008

SACRAMENTO - On Wednesday, the Assembly approved the groundbreaking bill that would allow all California workers to earn paid sick days. The bill, AB 2716 sponsored by Assemblywoman Fiona Ma (D-San Francisco), now heads to the Senate. If signed into law, AB 2716 would make California the first state in the nation to guarantee paid sick days for all workers.
Currently, 40 percent of California workers have zero paid sick days, and are forced to make the impossible choice between going to work sick or staying home and risk losing wages or even their job. Visit http://www.PaidSickDaysCA.org to learn more.

Notice to All Participants of the LIUNA National (Industrial) Pension Fund

This notice is important for any covered employee and/or participant who is approaching age 62, or older. When you are going to retire and want to commence receiving your pension benefits, be sure to contact the Pension Fund’s Administrative office promptly to discuss how to apply for benefits.

Under the Rules of this Pension Plan, no benefits are payable until you have retired from covered service unless you have attained the Pension Plan’s “Required Beginning Date” which means the first day of the calendar month first following the date on which you have attained age 70 1/2 years.

As a general rule the Pension Plan will not pay benefits for any months before you apply.  The Plan requires that you notify the Fund Office if you have stopped - or will soon stop - working in the kind of work covered by the Pension Plan, if you want to received benefits.

Also, if you have retired and are over age 62, your monthly pension benefit may be subject to suspension for any month during which you are employed in “Disqualifying Employment”.  For the exact terms of “Disqualifying Employment,” you should refer to Article VII, Section 7.07 of the Pension Plan’s Rules and Regulations.

Unless you notify the Pension Fund’s Administrative Office, they will take it for granted that you have not retired and are still working so that pension benefits are not yet payable to you.  If you retire but delay filing, you may lose benefits for any months of delay.

A complete description of the Pension Plan’s Rules on payment and suspension of benefits are available to you upon request.  These Rules are subject to Department of Labor Regulations (2530.203.3, Title 29, Code of Federal Regulations).

If you have any questions about this notice or the way it applies to you, address your question immediately to the Pension Fund’s Administrative Office.  Your questions will be reviewed and answered promptly.

You may contact the Pension Fund at:  1 (800) 544-7422
905 - 16th Street, N. W., Washington, D.C.  20006-1765

UPEC Career Opening

Thursday, May 29, 2008

REDDING HQ - Business Manager Chris Darker is looking at adding an additional Labor Rep. to the local. The local has grown to 4,200 represented employees and the local jurisdiction now extends to Pacific Grove, California. “We are looking for an energetic person for an entry level position”, said Darker. Additional information on the career opening for a Labor Relations Representative I can be found at ReddingJobs.com or contact the union office for details.