Teamsters

North America's Strongest Union

Teamsters Weekly Updates, Ending August 9, 2018

Hoffa: Mo. Voters Side With Unions Against Corporate Effort to Impoverish Workers: The following is a statement from Teamsters General President Jim Hoffa about Missouri voters defeating Proposition A on the statewide ballot yesterday, which ensures workers will be able to continue to come together to negotiate contracts that pay more, bring better benefits and protect their safety on the job.

UPS Teamsters - Join The Contract Update Teleforum Call August 11: UPS Teamsters - Join the contract update teleforum call on August 11 (Saturday) at 5:00 pm (Eastern).  The call-in number is (866) 767-0669.  To view the flier, click here.

Safety and Health Improvements in UPS National Tentative Agreement: UPS CONTRACT UPDATE
Click Here for the PDF of the flier

Tentative UPS Agreement Strengthens Protections against Harassment, Excessive Overtime: The tentative National UPS Agreement increases protections for UPS Teamsters against harassment and excessive, forced overtime.

Teamsters Statement on Proposed OSHA Rule Tracking Workplace Injuries and Illnesses: The International Brotherhood of Teamsters is opposed to OSHA’s attempt to repeal some of the requirements contained in its May 2016 final rule, “Improve Tracking of Workplace Injuries and

BLET Members Ratify Cedar River Shortline Contract: By a unanimous vote, members of the Brotherhood of Locomotive Engineers and Trainmen ratified a new collective bargaining agreement with the Cedar River Railroad, a Canadian National subsidiary, on July 30, 2018.

Teamsters Authorize Strike at Republic Services in Atlanta: Sanitation workers employed by Republic Services [NYSE: RSG] voted yesterday to authorize a strike to protest the company’s violations of federal labor law.

Under Pressure from Investors, Cardinal Health Agrees to Bolster Opioid Distribution Oversight: On Saturday, July 28 Teamsters Local 984 hosted a back-to-school BBQ for its drivers and monitors at Durham School Services in Memphis, Tennessee. Over 50 member of Local 984 attended the event.

JANUS VS AFSCME: WHAT DOES IT MEANS FOR ME?:As many of you have heard by now, on June 27th the Supreme Court in a 5-4 decision overturned more than four decades of precedent by making fair share fees for Public-Sector workers unconstitutional in the Janus v. AFSCME case. From day one, this case was backed and funded by billionaire corporate extremists like the Koch Brothers to divide working people and pad the pockets of the wealthiest among us at the expense of the workers who create their profits.

Teamsters Local 984 Hosts Back to School BBQ: A Mississippi poultry supplier will pay $3.75 million to Hispanic workers, ending an eight-year legal fight. The Clarion Ledger reports Koch Foods of Mississippi LLC agreed to settle a lawsuit filed by 11 workers at its Morton plant, as well as one filed by the U.S. Equal Employment Opportunity Commission. The lawsuits asserted Koch Foods subjected Hispanic and female employees to a hostile work environment and disparate treatment, and retaliated against complainants.
 

NEWS ARTICLES

Hoffa: Mo. Voters Side With Unions Against Corporate Effort to Impoverish Workers In Rejecting Proposition A, State Electorate Proves It Won’t Be Fooled by RTW Ruse

(WASHINGTON) – The following is a statement from Teamsters General President Jim Hoffa about Missouri voters defeating Proposition A on the statewide ballot yesterday, which ensures workers will be able to continue to come together to negotiate contracts that pay more, bring better benefits and protect their safety on the job.

“The people of Missouri on Tuesday showed big business and its legislative cronies that they won’t be forced to endure a policy pushed by corporate interests that would result in greater company profits but fewer dollars in the pockets of hardworking people in the Show Me state.

“For years, Democrats and Republicans joined together in the Legislature to hold off the passage of so-called right to work in Jefferson City. So even after the GOP-controlled state government jammed RTW through last year, the Teamsters were confident such a stance was not the will of hardworking Missourians.

“Yesterday’s vote proves it, as less than a third of voters supported the anti-worker policy. That is a resounding defeat, and one that big business should take heed of as it continues its efforts to tamp down on collective bargaining elsewhere. Workers are getting wise to the efforts of big business to continue to line their own pockets at the expense of their employees. We cannot allow the powerful to force its own will on the public.”

Founded in 1903, the International Brotherhood of Teamsters represents 1.4 million hardworking men and women throughout the United States, Canada and Puerto Rico. Visit www.teamster.org for more information. Follow us on Twitter @Teamsters and “like” us on Facebook at www.facebook.com/teamsters.

UPS Teamsters - Join The Contract Update Teleforum Call August 11
UPS Teamsters - Join the contract update teleforum call on August 11 (Saturday) at 5:00 pm (Eastern).  The call-in number is (866) 767-0669. To view the flier, click here.

Safety and Health Improvements In UPS National Tentative Agreement

Under Article 14, Compensation Claims (On-the- Job Injuries/Medical Attention/Schedule)
Language has been added directing the company to make a reasonable effort to resolve on-the-job injury claims within 10 business days, and prohibiting retaliation against any employee who files a claim.

Language has been added prohibiting the company from interfering with any employee seeking medical attention.

In Section 2, language has been added for all non-feeder drivers allowing workers to request a work hardening schedule in which the employee can work their guaranteed hours for up to five days.

Under Article 16, Leave of Absence
In Section 7, the following language has been added: “When an employee is injured off the job, the Company shall use its best efforts to provide the employee with all necessary documents and reasonable assistance in order to assist with the processing of the employees’ disability claim.”

Under Article 18, Safety and Health Equipment, Accidents and Reports
In Section 1, the following language has been added: “The employer shall ensure conveyors passing overhead shall be guarded so as to prevent the material transported from falling and causing injury to employees below.”

In Section 2, the following has been added: “In cases where the electronic Driver Vehicle Inspection Report (eDVIR)) and/or the electronic Car Condition Report (eCCR) system has been installed, drivers can view previous reports from any Feeder Data Terminal (FDT).”

In Section 3, the following has been added:
“Any pictures and/or video used from an accident for the purpose of educating the workforce shall exclude the identity of employee(s) involved in the accident. Such pictures and/or video shall only be used for accident prevention, and not to embarrass or denigrate any employee.”

In Section 6, regarding ventilation, language has been added to include temporary facilities, and it allows all employees (not just clerical) in this section to raise concerns with management.

In Section 8.1, the following has been added:
“If permitted by state and/or federal law, headsets, Bluetooth ear pieces, and earphones that are used in moving vehicles shall only cover one ear.”

In Section 9, the following has been added: “Any safety concerns regarding tires shall be referred to the local Safety and Health Committee for review.”

In Section 14, the following has been added:
“All new package cars shall be equipped with step tread plates on both the driver and passenger sides.”

In Section 15, the following has been added:
“All new step van package cars will be manufactured with a minimum of 44,000 BTU heaters. In extreme cold climates concerns over in cab conditions may be brought before the local Safety and Health Committee for review and resolution.”

In Section 21, language was added to improve the training and process involved with the handling of hazardous materials.

In new Section 24, the following has been added: “The Employee shall monitor conditions in and around all work areas including but not limited to sort aisles and areas where vehicles are loaded or unloaded to ensure that temporary impediments created by placed or fallen packages are minimized. The Employer shall not permit packages, materials, or equipment to be placed permanently or temporarily within the 28in wide exit access in front of an exit door or at the top or bottom of a stairway that is part of an exit access point.”

In new Section 26, the following has been added: “In facilities where video surveillance is maintained, the Employer shall post a sign identifying the presence of video surveillance where employees enter the facility.”

Under Article 20, Examination and Identification Fees
In Section 4, regarding disqualified driver—alternative work, this language has been added:

“The employee shall receive the appropriate rate of pay for the job performed based on his/her seniority.”

Under Article 35, Employee’s Bail, License, Substance and Alcohol Testing
In Sections 3.3 and 3.4, the list of substances has been revised and language has been added to protect employees’ rights, including the following: “On an initial drug test, the laboratory must report a result below the cutoff concentration as negative. If the result is at or above the cutoff concentration, the laboratory must conduct a confirmation test. On a confirmation drug test, the laboratory must report a result below the cutoff concentration as negative and a result at or above the cutoff concentration as confirmed positive.”

Under Article 44, Over 70-Pound Service Package Handling
In Section 1, smalls bags over 70 pounds discovered in the small sort will be split into two bags, and other language improvements are included to protect workers in the handling of over 70-pound packages. Also, over 70-pound language now includes Automotive Mechanics. Click Here for the PDF of the flier

Tentative UPS Agreement Strengthens Protections Against Harassment, Excessive Overtime

Article 37, Section 1 (a): Harassment is an issue that encompasses many forms. Supervisors use telematics; poor staffing levels; retaliation for filing grievances, accident reports and on-the-job injury reports; retaliation for eight-hour requests and invoking rights pertaining to 9.5 language; OJS rides and various other tactics. It is the company’s responsibility to hire and maintain a sufficient work force to service its customers without unreasonably burdening its employees. Manage- ment has consistently failed to fulfil its obligation, instead shifting the responsibility for ensuring service commit- ments are met to its already highly productive employees.

The tentative National UPS Agreement increases protections for UPS Teamsters against harassment and excessive, forced overtime.

Under Article 37, Section 1 (a), there is stronger grievance enforcement for harassment with a sitting arbitrator and monetary penalties of up to three (3) times the employee’s daily guarantee.

The sitting arbitrator will prevent UPS from delaying a deadlocked grievance while going through regular arbitration, eliminating a very lengthy process.

Actual language: “Grievances not resolved by the Local or Area grievance procedure shall be forwarded to the National Article 37 Grievance Committee. Such Committee shall be com- prised of an equal number of Union and Employer representa- tives and a sitting arbitrator who shall decide the merits and penalty of each case in the event of a deadlock by the Commit- tee. Cases will be presented and decided in accordance with Article 8 and the National Grievance Committee Rules of Proce- dure…The Article 37 Committee shall be empowered to provide a monetary penalty for each proven violation of this Section up to a maximum penalty of three (3) times the employee’s daily guarantee depending on the severity of the offense.”

Monetary penalty was the number one-member proposal on this issue. The arbitrator makes that penalty achievable.

Any manager deemed by the Committee to have committed two or more violations within a two-year period shall be required to appear in person before the committee for any subsequent grievances. Failure to appear, absent a legitimate excuse, shall result in a negative inference. That means the committee must assume that the manager’s testimony, or evidence the manager would produce, would not support the company’s claim that no violation occurred. It has the effect of requiring the committee to accept the grievant’s account as true.

Excessive, Forced Overtime

Article 37, Section 1 (c): New procedure makes it easier to get on or off the overtime (9.5) list. The union will control the process.

Two five (5) month periods for getting on the list through the union, in addition to getting on or off the list at any time (except during the November 15-January 15 peak period) in between with one week’s notice to UPS.

In buildings that utilize 22.4 combination drivers, all regular package car drivers will be eligible for 9.5 protection regardless of seniority or route assignment.

The language on repeated violations is stronger in the tentative agreement; the current “three violations in five months” has been changed to four times in a calendar year, and that will now trigger a review by higher-level representatives of the union and company than the current process.

Actual language: “The Union shall circulate and collect the names of package drivers who wish to be covered by the provisions of this Section twice each year. These lists shall be provided to the Company by January 5 and June 5 of each year…The “opt-in” lists provided by the Union shall become effective on January 15th and June 15th. A driver may add or delete his/her name from the list at any time, with one week’s notice to the Employer.”

To see the PDF of the flier, click here. To view the entire proposed national agreement, go to: ibt.io/agreement. Visit www.UPSrising.org to see all the UPS Rising news. Text “UPS” to 86466 to receive text message alerts (message and data rates apply). View the Harassment/Overtime Flier here

Teamsters Statement on Proposed OSHA Rule Tracking Workplace Injuries and Illnesses Rule Would Hamper Ability of Workers, Public to Access Workplace Incident Information

(WASHINGTON) – The International Brotherhood of Teamsters is opposed to OSHA’s attempt to repeal some of the requirements contained in its May 2016 final rule, “Improve Tracking of Workplace Injuries and Illnesses.”

The July 30 Notice of Proposed Rulemaking (NPRM) eliminates the requirement to electronically submit information from OSHA Form 300 (Log of Work-Related Injuries and Illnesses) and OSHA Form 301 (Injury and Illness Incident Report) for establishments with 250 or more employees that are currently required to maintain injury and illness records. This attempt is touted by

OSHA as one aimed at protecting the privacy interests of employees.

The Teamsters Union has been actively engaged with OSHA, lending the union’s expertise on behalf of its 1.4 million members. During the rulemaking process, OSHA and the union discussed the importance of requiring large employers to make worker injury records publicly available.

We believe that the final rule achieved the goals of maintaining safety and health protections for workers and protecting their privacy. The new rule would significantly hamper the ability of workers and the public to access injury information. It would also enable bad actor companies with dangerous health and safety practices to more easily keep full workplace injury and illness data from public view. Companies with a history of workplace incidents and deaths, like XPO Logistics, would greatly benefit from a repeal of OSHA’s injury and illness tracking rule.

Founded in 1903, the International Brotherhood of Teamsters represents 1.4 million hardworking men and women throughout the United States, Canada and Puerto Rico. Visit www.teamster.org for more information. Follow us on Twitter @Teamsters and “like” us on Facebook at www.facebook.com/teamsters.

BLET Members Ratify Cedar River Shortline Contract

INDEPENDENCE, Ohio, August 6 — By a unanimous vote, members of the Brotherhood of Locomotive Engineers and Trainmen ratified a new collective bargaining agreement with the Cedar River Railroad, a Canadian National subsidiary, on July 30, 2018.

The contract governs six hard working locomotive engineers and runs through December 31, 2019. It provides retroactive pay dating to January 1, 2015, and also includes a 3% general wage increase effective January 1, 2019. The total compounded pay increase over the life of the agreement (2015-2019) is 13.14%.

The contract provides the same health and welfare plan as BLET members covered by the National Agreement, with monthly payments frozen at $228.89. There are no work rule changes in the contract.

BLET National President thanked the Cedar River membership for participating in the ratification process. He also thanked National Vice President Marcus J. Ruef, new General Chairman W.D.

(Billy) Evans, and recently-retired General Chairman Clay Craddock for bringing this round of contract negotiations to a successful conclusion.

“I thank our Cedar River members for participating in the ratification process,” President Pierce said. “I also thank our negotiating team for a job well done.”

Headquartered in Waterloo, Iowa, the Cedar River Railroad has connections with the Union Pacific Railroad, Iowa, Chicago & Eastern Railroad, and the Chicago Central and Pacific Railroad. To view the original release, click here.

Teamsters Authorize Strike at Republic Services in Atlanta Sanitation Workers Could Go On Unfair Labor Practice Strike

(ATLANTA) – Sanitation workers employed by Republic Services [NYSE: RSG] voted yesterday to authorize a strike to protest the company’s violations of federal labor law.

The 120 drivers, helpers and mechanics who are members of Teamsters Local 728 in Atlanta may exercise their legal right to strike in protest of Republic’s violations of federal labor laws that protect workers’ rights. Republic broke federal law when it took work away from its full-time mechanics and outsourced it to subcontractors.

"I voted to authorize a strike because this giant corporation thinks it can get away with breaking the law and intimidating us. When we do the work that earns the company billions, and it tries to bully us by subcontracting our work, it’s time for us to stand together and fight back," said Marcus Redding, a mechanic in Atlanta.

If workers decide to go on strike, it will not be the first time at a Republic/Allied Waste facility in Georgia. In 2013, workers at the company’s hauling yard in McDonough went on strike to protest

Republic’s violations of federal labor laws.

Over the last several years, Republic/Allied Waste has forced multiple lockouts and strikes across the United States, disrupting trash collection for hundreds of thousands of people and putting communities at risk.

“In America, the rich rig the game, and Republic Services is one of the greediest corporations I’ve encountered,” said Randy Brown, President of Teamsters Local 728. “Republic doesn’t want any of its workers to have a voice on the job. In my opinion, Republic is breaking the law to bully its workers into accepting whatever piece of crap contract the company throws at them.”

Brown continued, “These workers put their lives on the line every day to protect the public health, in the 5th-most dangerous job in America. While Republic counts its billions — including the $190 million it just got in its corporate tax cut — it won’t even give its Atlanta employees affordable health care coverage.”

“Republic earned net profits of more than $1.2 billion in 2017, and its primary shareholder is Microsoft founder Bill Gates, the second-richest person in the world. The greed of the 1% is staggering,” said Ron Herrera, Director of the Teamsters Solid Waste, Recycling and Related Industries Division.

Herrera continued, “Bill Gates is worth $90 billion. The hard work of Republic’s frontline employees brings the company more than $10 billion in revenues each year. Yet the company refuses to pay its workers a fair return on their work. And now it’s breaking the law and violating some of the few protections workers in this country have.”

"I voted to authorize a strike because Republic has a long history of violating workers’ rights," said Dave Thomas, a driver in Atlanta. “Whether it’s abusing our brothers who are mechanics, or helpers, or other drivers, it’s all part of a larger pattern. When we stick together, we send a message to corporate management that we will not allow them to intimidate us.”

Republic/Allied Waste’s total revenues were more than $10 billion in 2017. Microsoft Chairman Bill Gates is the primary shareholder of Republic stock. Gates owns approximately 30 percent of the total worth of the company. Michael Larsen, Gates’ investment manager, sits on Republic’s board of directors.

Under Pressure From Investors, Cardinal Health Agrees to Bolster Opioid Distribution Oversight
Published by STAT

For the second time this year, a major pharmaceutical wholesaler has reached agreement with a coalition of institutional investors to bolster oversight of opioid distribution and board accountability.

In this instance, the Cardinal Health (CAH) board agreed to create a committee to monitor the risks of distributing the addictive painkillers and provide investors with reports of two investigations into allegations of failed oversight. In addition, the wholesaler agreed to post detailed information about its policies and efforts on its website.

As a result, the investor coalition, which also reached an agreement earlier this year with McKesson (MCK), withdrew a shareholder resolution that called for the Cardinal Health board to take these steps.

“Cardinal Health’s comprehensive response … provides an excellent model for the level of board oversight we believe is necessary to mitigate the high risks associated with these medicines,” said Donna Meyer of Mercy Investment Services, the asset manager for the Sisters of Mercy, in a statement.

Sisters of Mercy is part of the coalition that was led by the Interfaith Center on Corporate Responsibility, which has about 300 members that include faith-based communities, socially responsible asset managers, unions, and pension funds.

At issue is the extent to which the wholesalers exacerbated the opioid crisis.

The biggest distributors — a group that also includes AmerisourceBergen (ABC) — have been accused in countless lawsuits filed by city, county, and state governments of worsening the crisis by failing to properly oversee and monitor opioid distribution.

Cardinal Health, for instance, reached a $20 million deal with West Virginia early last year for failing to prevent the diversion of opioid painkillers and, in late 2016, struck a $44 million agreement with the Department of Justice for failing to report large amounts of suspicious orders.

Meanwhile, some coalition members are part of a related group called Investors for Opioid Accountability, which has pressured the wholesalers to ramp up oversight of opioid distribution and change executive compensation to reflect fines and legal costs associated with infractions.

In fact, some IOA members — notably, the International Brotherhood of Teamsters — are still pushing a shareholder resolution that would require the company to claw back executive compensation when there is misconduct stemming from opioid distribution.

Keenly aware of the negative publicity caused by the lawsuits and shareholder resolutions, the wholesalers are providing grants and donations to many communities to generate goodwill, an effort that one critic told Bloomberg News is “blood money.

As for AmerisourceBergen, it remains unclear whether any agreement can be reached. Meyer told us that “we haven’t seen any progress and they don’t seem to want to discuss it.” We asked the wholesaler for comment and will update you accordingly.

The ICCR coalition, by the way, has also sponsored shareholder resolutions seeking to compel drug makers to compile reports about the risks created by high prices and examine how pricing strategies propel executive compensation. The recent efforts failed, but did garner notable support among shareholders at Biogen (BIIB), AbbVie (ABBV), Amgen (AMGN), Bristol-Myers Squibb (BMY), and Eli Lilly (LLY).

JANUS VS AFSCME: WHAT DOES IT MEANS FOR ME?

As many of you have heard by now, on June 27th the Supreme Court in a 5-4 decision overturned more than four decades of precedent by making fair share fees for Public-Sector workers unconstitutional in the Janus v. AFSCME case. From day one, this case was backed and funded by billionaire corporate extremists like the Koch Brothers to divide working people and pad the pockets of the wealthiest among us at the expense of the workers who create their profits.

So what exactly does this decision mean for Public Sector Unions?

Simply put, this case forces all Public-Sector Unions in California and across America into Right-to-Work.

What is Right-to-Work?

“Right-to-Work” for less, as it is more commonly known in the Labor Movement, is an attempt by wealthy CEOs and corporations to forward their own agenda at the expense of working people by making the collecting of fair share fees, or dues, unconstitutional. This allows for some people to benefit from Union contracts, services, and representational activities without paying anything. Over time this sort of structure weakens Unions, disrupts solidarity and works against working people across the bargaining table when fighting for higher wages, benefits and better working conditions.

Proponents of this legislation claim that it prevents workers from being “forced” to join a Union, but this is already the case. “Right-to-Work for less” legislation is really meant to strip Unions of their ability to support pro-worker candidates and legislation in favor of corporate interests.

Many states that have already gone “Right-to-Work” have seen serious consequences such as:

  • Higher poverty rates

  • Fewer Workers with health insurance

  • Workers pay more out of pocket for insurance costs

  • Higher infant mortality rates

  • Less investment in education

  • Higher workplace fatalities

  • Lower wages & more

The truth is Unions are more relevant today than ever before. Unions need more bargaining power, not less, to adequately protect and fight for worker’s rights. Fewer dues paying Members in our Local would weaken our ability to lobby for pro-worker legislation, such as our Film & TV Tax Incentive, and reduce the services we provide to our Sisters & Brothers in the Entertainment Industry.

How does the Janus Decision currently impact Teamsters Local 399 Members? Our Industry is Private Sector, so for now, no changes will immediately take place for our Membership from the Janus decision. However, the attacks against working people will continue. As we have mentioned before, we are still tracking a National Right-to-Work bill that has been circulating in Congress and currently has 123 Republican co-sponsors (Up to now 128 since this article was published). A National Right-to-Work bill would take on both Public and Private Sector Unions. Despite living in the labor friendly state of California, a National Right-to-Work bill would affect the entire Entertainment Industry and our Members who are part of it. The purpose of sharing this information is not to scare our Membership, but to instead prepare you for what is on the horizon and discuss the ways in which we can stand in Solidarity to fight back.

Across California, Union families, our friends, neighbors, elected leaders and allies are standing up to send a clear message that no Janus Court Decision can extinguish the necessity of working people standing together to make the American Dream possible for everyone. Because we know that when working people stand together, amazing victories are achieved. We need our Members to stand with working people today to not only condemn the Janus decision, as well as other attacks on working people on the horizon, but to amplify the need for strong unions to fight back against an economy that’s rigged for the advantage of the wealthy and powerful.

What are some ways to stand with Working People?

1. Issue a statement condemning the Janus decision and supporting the work Unions do to build strong communities in California. Join us on social media to support Unions using the hashtag #UnionStrong.

  • Follow our Teamsters Local 399 social media pages: Facebook, Twitter & Instagram for updates regarding how working people are standing together to organize, fight back and win for all working people and families. Also, if you are not receiving email or text message updates from us, make sure to sign up here: www.ht399.org/our-members/get-connected/

2. Continue to urge elected officials to talk about the value Unions provide to working people and families across California and our Nation.

3. We encourage all of our Members to take a stand for working families by contributing to D.R.I.V.E. (Democrat, Republican, Independent, Voter Education). Your contribution will support grassroots action by Teamster families to stand up to Big Business interests and your membership to D.R.I.V.E. will help elect political candidates who care about working people.

How You Can Support D.R.I.V.E.

  • Make a one time or recurring donation to D.R.I.V.E. – If you didn’t get a chance to sign-up at our April General Membership Meeting, contact the Union Hall at (818)-985-7374 to get a D.R.I.V.E. contribution form or simply mail your payment to:Teamsters Local 399 Department of Political & Legislative Action 25 Louisiana Avenue, N.W., Washington, D.C. 20001
  • Make an Online Contribution or have your Family Members and Friends support the partner fund TEAM: https://teamster.org/teamfund/contribute

  • Sign up to receive “Action Alerts” from D.R.I.V.E. “Action Alerts” will provide you with simple ways to get involved in the ongoing efforts of D.R.I.V.E. Sign up at: teamster.org/content/drive

  • Members working under our Commercial and Universal Tours Agreements that are interested in making direct contributions through payroll deductions, please email office@ht399.org for a copy of the form to be completed.

4. Make sure you are Registered to VOTE!
Make your voice heard – VOTE! Exercise your power and make your voice heard by making sure you are registered to vote. The best way to support working families is to elect Candidates that support middle-class workers and families across the Nation. We need our Elected Officials to work for all and support the efforts of Unions that are fighting for good wages, fair working conditions, health and retirement benefits and more for all workers.
If you are a Resident of California and you want to register to vote simply head to: registertovote.ca.gov.
5. Sign a Teamsters Local 399 Solidarity Card (Coming Soon!)

We will be organizing an internal Solidarity Drive to show that no matter what attacks come at Teamsters Local 399 Members in the coming months, we choose Union and will stand together in the fight for higher wages, great benefits and better working conditions. Stay tuned for more information.

If you have any further questions about the Janus Decision or “Right-to-Work” legislation please contact the Union Hall and ask to speak to your Business Agent: 818-985-7374 or email office@ht399.org

Teamsters Local 984 Hosts Back to School BBQ

On Saturday, July 28 Teamsters Local 984 hosted a back-to-school BBQ for its drivers and monitors at Durham School Services in Memphis, Tennessee. Over 50 member of Local 984 attended the event.

“The event is a good opportunity for drivers and monitors to get ready for the school year, build relationships with their coworkers, learn more about the union and have fun with one another,” said Local 984 Business Agent Corry Hayes.

Wanda Albertson is a driver with 25 years of service. In addition to being a steward, she is President of the Local 984 Women’s Caucus. Albertson noted that the BBQ was a great opportunity to demonstrate Teamster unity and educate drivers about what it means to be in the union.

“We have to give back to one another; let each other know together we stand and divided we fall,” Albertson said. “We’re going in strong for 2018-19 school year and starting it off on the right foot, with a positive mind and positive attitude. It also gives drivers and monitors chance to ask business agents, elected officers and stewards questions they might have. Anything we can do to support one another.”

Denise Tinsdall is also a driver for Durham School Services. She’s been a Teamster for 25 years, and most recently she became a steward at her yard.

“This event is a good opportunity for people to build relationships with one another and foster a sense of camaraderie,” Tinsdall said. “We have fun – not just with this; the Teamsters do a lot.

The local has Christmas parties, they give out scholarships for kids. They’re very helpful and they’re always involved in the community.”
 

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