Section 7131, point a), status provides that a worker representing an exclusive representative in the negotiation of a collective agreement under this chapter may, for this purpose, give consent to the authorities. during the period when the worker is normally in mandatory status. Section 7131 (a) is based on its wording, which applies only to the official time used by workers representing a union in the negotiation of a collective agreement. The award was not based on a section 7131 application, period (a), but the award was based on its interpretation of the language “otherwise in mandatory status” of Article 4, paragraph 4.05, which concerns the use of official time for representation activities other than negotiations under the agreement negotiated between the parties. The Arbitrator found that this provision applied to part-time and non-full-time Union representatives. The arbitration decision therefore concerns the arbitrator`s interpretation of the parties` agreement in matters outside of section 7131, period (a). Since Section 7131, point (a) concerns the official time of negotiation of a collective agreement and the agreement between the parties relates to the official time for other representational activities, the allocation is not at odds with Section 7131, point a). If the union could only teach its members one thing, it should be “vine rights” – the right of unionized workers to have a steward or someone else in the union if the person is in a situation where he or she can be disciplined. The Public Service Reform Act 1978 provides that a worker who requests it has the right to represent unions in a management investigation, if the worker interviewed reasonably believes that the investigation can lead to discipline. The Master Labor Agreement (MLA) between AFMC and the American Federation of Government Employees also provides for this right to Article 5, Section 5.03. This right is commonly referred to as a worker`s “vine law” after the Supreme Court ruled in 1975 that a company should take the name that gave private sector workers the same right.
The provisions of the Public Service Reform Act and the EMC, which grant similar rights to workers, are based on this decision; Therefore, the nickname “Weingarten Rechts”. Many workers collapse when questioned by their superiors or a member of management. They are heated and begin to explain and make excuses and often give ammunition to the employer to do what he wants. They often become like the suspects we see on COP shows on television: they “focus on things that may never have happened, or say things in a way that makes the problem worse rather than out. With a few exceptions, workers across North America have the right to have a steward or other union representative when they are in a situation with management – a conversation, a discussion, an interrogation – that could lead to disciplinary action. But contrary to Miranda`s rights, the police are supposed to tell suspects (“You have the right to remain silent. Anything you say can be used against you… employers do not have to inform their employees of their vine rights. Workers have to go after them. And the only way they know they have that right is to have chances if their union tells them.
If you are called to a meeting with management, read the following or give this information to management when the meeting begins. If this discussion could, in one way or another, lead me to be disciplined or terminated or interfere with my personal working conditions, I respectfully request that my union representative, officer or steward attend this meeting. Until my representation arrives, I choose not to participate in this discussion. The rules of the vineyard are the main outlines of the use of the vineyard: subsequently, in accordance with Article 6 of the agreement of the parties, the Agency filed a complaint in which it claimed that the representative of the Union had improperly taken advantage of the official period to negotiate an agreement of n