The Laborers’ International Union of North America is one of the most progressive and strongest unions in the country. LIUNA began in 1903 with 8,000 members! Today, LIUNA is over 500,000 strong and growing. We are the eighth largest labor organization in America, representing a skilled and diverse workforce. We fight for more opportunity for workers and employers, and for better wages, good benefits and safe jobsites.
While most people can identify the Laborers’ Union in the construction field, they don’t realize that the Laborers’ represent a very diversified work force. Throughout the states of Illinois, Missouri and beyond, Laborers' Local 773 provides Union security to protect the welfare of over 3,000 members in the public and private sectors.
It is the objective of Laborers' Local 773 to aid and protect all workers united under the International union promoting and establishing appropriate wages, fringe benefits, training, hours of employment, and working conditions for all union workers.
In addition, it is our goal to organize the unorganized and to take action to conserve and promote the welfare of members and potential members.
If you are a current member we want your help and support to accomplish our goal. If you are not a member and would like to become a part of this great organization, please contact us using our online form or call us at 1-877-993-5773. |
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What Does a Steward do?
1. Problem solve. Get all the facts. After listening to members describe the problem, investigate and get all the facts. Remember the 5 W’s: Who is involved? What exactly happened? When does the problem occur? Why does the problem occur? Many work place problems are solved through informal meetings between the steward and management. Lay out the problem clearly and offer solutions.
2. Communicate and educate. Make sure the members know about the issues, the union’s proposed solution and management’s position. Ask for their ideas and concerns.
3. Welcome new members. Orient them on the Union
4. File a grievance.
5. Mobilize members for workplace actions. Examples of possible actions include petitions, one-minute moments of silence, ect.
6. File a complaint with a government agency such as the Occupational safety and Health Administration or the Equal Employment Opportunity Commission. Your Local Union Business Manager can help you decide whether you have grounds for such a complaint.
7. Keep the Field Representative Informed. Remember, Stewards serve as the eyes, ears and on the front line for the local union and the Business Manager is responsible for all stewards and their activities.
Get all the Facts-The Five W’s
1. Who is involved?
2. What exactly happened?
3. When does the problem occur? (Be specific; date, shift, week)
4. Where does the problem occur? (In the parking lot, in one work group, on one shift)
5. Why does the problem occur?
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Dealing with Discipline
What is Just Cause?
A key question which you must consider and investigate when handling discipline cases is: “Did management have the right for imposing the discipline?” The “just cause” standard is written into most union contracts, or is read into them by arbitrators. Some contracts may use “cause,” “proper cause,” “reasonable and sufficient cause,”ect. These would all likely be considered equivalent to “just cause.”
What is Past Practice?
Past practice is a consistent and frequent pattern of conduct which confers a benefit to the employee over several years. An example of past practice is a wash-up period not mentioned in the contract where employees have been allowed for years to stop 10 minutes before quitting time to wash up.
What is Progressive Discipline?
It should be argued that the employer must use a system of progressive discipline, under which the employee is warned and given suspensions before being hit with the ultimate penalty of discharge.
A common pattern in progressive discipline is:
Oral Warning
Written Warning
Suspension
Discharge
What is Equal Treatment?
All employees must be judged by the same standards and the rule must apply equally to all.
Discipline must be exercised in a consistent manner; all employees who engage in the same type of misconduct must be treated essentially the same unless a reasonable basis exists for variation (such as degrees of fault, past record)
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