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What is a grievance?
Your wages, hours and working conditions are your Union’s most important responsibilities. These conditions are carefully written into each contract signed by employers. When you feel there is a contract violation, you may “grieve” the situation.
When is it time to file a grievance?
Time limits to file a grievance vary, so please review your contract.
If you are discharged without good cause, come to or call the Union office immediately and talk with your Union Rep. If your dismissal was not justified under the contract terms, you may file a grievance. The matter will be investigated and every effort made to have you reinstated.
If you are not correctly paid, report the facts to the Union immediately. The complain will be investigated and if due, timely collections made on your behalf.
Important message for e-mail users
Due to the unstable and unsecured nature of the web, which are outside the control of Local 1439, No grievance's or other concerns which require immediate attention of any kind sent through the E-Mail system to UFCW Local 1439 will be accepted regardless of any reason. Grievance's must be filed through your individual Union Rep by calling the Union office at 1-800-359-1439 Thank you.
Dealing with Security Interviews
You have rights: At your request, you are entitled to have a Union Representative with you during ay security interview. Should such a meeting be requested of you that you think is unfair, ask for representation FIRST before the scheduled time. Remember ths is your right, but YOU must request it. If it happens to you, maintain your composure and call your Union Rep as soon as possible. Here is an example of how to respond: “I refuse to submit to this interrogation because I fear that I will suffer severe discipline or termination of my employment. I demand my right to have Union Representative present on my behalf before this proceeding continues, and if my demand is not acknowledged, then I refuse to participate in this process.”
Representation During a Management Investigation that May Lead to Discipline
As a union member, you have certain legal rights to on-the-spot representation in any situation involving actual or potential disciplinary action. It's something every Steward and every member should know.
A member is asked to report to the manager's office. The manager fires off a question. The member asks: "Could this meeting lead to discipline?" The manager says, "Maybe." The member responds, "I want to see my Steward before I answer!"
This is called your Weingarten Rights. Why? Because of a 1975 U.S. Supreme Court ruling that all employees working under a union contract have the right to ask for union representation when a supervisor or boss asks for information that could be used as the basis for discipline.
Your employer is not required to ask if you want a Union Representative, Steward, or coworker present at any investigative or disciplinary meetings. You must tell your employer that you wish to have a Union Representative, Steward, or coworker present at the meeting and that you do not wish to continue until you have representation. Here your employer has three choices:
Stop the meeting;
Summon a Steward, Union Representative, or coworker and continue the investigation;
Or stop the meeting until a Union Representative can arrive and participate. Don't be surprised if you are not allowed to work until such time. Your Union Representative will assist you in getting paid for missed time.
Your Rights Under FMLA
The right to take up to 12 weeks of medical leave each year on a consecutive or intermittent basis.
The right to take up to 12 weeks of family leave each year to care for a seriously ill child, parent, or spouse.
The right to a part-time work schedule when necessitated by medical problems or to care for an ill family member.
The right to decline a light-duty job for the first 12 weeks of an injury or illness. (If on an L&I claim, you must accept light duty or risk losing Workers Compensation benefits.) Most importantly, the FMLA prohibits employers from penalizing employees who miss work for qualified reasons. FMLA absences cannot be used as points under an attendance policy, as a reason for denying a pay increase or promotion, or in any other negative manner.
The right to return to your job after FMLA leave.
Criteria That You Must Meet to Gain all Union Rights
Work for a private employer (including non-profit organizations) who has at least 50 employees within a 75-mile radius or work for a public employer including federal, state, city, and local agencies and schools.
Have worked for this employer for at least 12 months or 52 weeks (does not have to be consecutive).
Have worked at least 1,250 hours in the previous 12 months.
Unpaid FMLA Leave
You may take up to 12 workweeks of unpaid FMLA leave in each 12-month period for the following reasons:
Medical leave - A serious health condition that makes you unable to perform your job.
Family leave - Need to care for a seriously ill child, spouse, or parent.
Childbirth and Newborn Care leave - Childbirth or need to care for a newborn child up to age one.
Adoption and Foster Placement leave - Placement of a child with you for adoption or foster care.
This is a brief overview of FMLA. Local 1439 helps enforce this important law and has protected many members' jobs using FMLA. Contact your Steward or Union Representative if you have any questions.
Click here for more information on FMLA: http://www.usdoj.gov/crt/ada/adahom1.htm
Safe Working Conditions
All employees are entitled to and must demand safe working conditions. The State and the Union can work together to ensure this.
The Union has the right to inspect a worksite at anytime to ensure safe working conditions. Should you feel an unsafe condition exists, call your Steward or Union Representative to discuss the situation. We will work with the employer to remedy the situation or take appropriate legal action if necessary.
Sexual Harassment
Sexual harassment is illegal. Here are the appropriate steps you must take to prevent or stop it:
Tell the harasser "No!" Be firm and specific.
Let him/her know that you don't like it and want it to stop immediately. Do it in person and with a witness, if possible.
Keep a record describing each incident, including dates, times and exact quotes, if possible.
Talk with coworkers. Others may have also been harassed. Lodging a complaint or grievance as a group may provide more ammunition for forceful, disciplinary action against the harasser. Don't gossip - act in unison and responsibly.
Remember to inform your Steward or Union Representative - they will help you.
You don't need to do this alone. Keep in touch with your Steward or Union Representative to help you address these situation.
Union Representatives
Each worksite represented by Local 1439 is assigned a Union Representative trained in contract enforcement and membership representation. Union Representatives work with Stewards at each worksite to organize members, distribute Union material, handle grievances, and enforce the contract.
Union Representatives and Stewards at each worksite are available to answer members' questions, help correct problems at work, update members about Union activities and programs, represent members during disciplinary meetings with management, and ensure that members receive the rights and benefits guaranteed in the Local 1439 contract.
Your Benefits
The benefits of belonging to a union are varied and many. The first and most basic responsibility of a union is to negotiate a labor agreement between your employer and the union which covers wages, hours, and working conditions. Your employer must abide by the minimum terms of your contract.
Some of the highlights of a contract are seniority clauses (which provide more hours and better shifts for senior employees), holiday pay, vacation pay, funeral leave, jury duty pay, in most cases a health and welfare plan and pension plan that is employer paid. And last, and most importantly, a contract gives you the right to file a grievance when you feel you have been treated unjustly at work.
The union is involved in many more areas related to your job to insure that you work experience is a long and happy one.
What are the benefits of membership?
U.S. government figures show that union workers earn, on average, 30% more in wages and benefits than non-union workers.
By joining the Union, you have rights non-union employees do not. Union members have a real, collective voice and bargaining power that individuals do not. With the Union you have the protections of a legally binding contract, negotiated and voted on by you and your coworkers. As a member, you gain the right to sit across the table from management as an equal and bargain over your wages, benefits, scheduling, seniority rights, and much more.
You can have a Union Representative present if you are called into a disciplinary meeting by management and an independent grievance procedure to make sure you are not disciplined unfairly. Non-union workers are left to fend for themselves without advocacy or protection. Most non-union employees have to accept whatever conditions management offers with no discussion or employee input.
Scholarships Offered by Local 1439
Local 1439 offers scholarships for members, spouses and children of members to attend trade schools, community colleges, and four-year colleges or universities. Each year Local 1439 awards up to six scholarships.
Scholarships Offered by the UFCW International Union
Our International Union offers four-year scholarships to high school seniors only. Interested? Contact the UFCW International in Washington DC at 202-223-3111.
Union Plus
Check out all the local discounts and deals that your Union Membership qualifies you for!
New Members
As a new member of Local 1439, we invite you to attend a new hire meeting in your area. We will be discussing advantages of being a union member, benefits available to you and your family, your rights as a union member and also answer any questions you may have. You will also receive a month’s free dues for attending a new hire meeting.
Dues
How do I pay my Union dues?
Local 1439 members pay dues in two ways, through direct dues billing or payroll dues deduction. Members who do not have dues deducted from their paycheck will receive a dues billing on a quarterly basis. Members may mail their dues payments to the Spokane office at:
UFCW Local 1439
N. 1719 Atlantic Street
Spokane WA 99205
How are the dues spent?
UFCW Local 1439 has a large, trained staff, including Elected Officers, Union Representatives, Negotiators, a Benefits Coordinator, Attorney and a Membership Desk to assist our membership every day. We have lobbyists on the national and local level whose job is to ensure workers' voices our heard in government.
Withdrawal Cards are Vital:
Never leave employment without getting a withdrawal card. This allows you to reinstate your membership at any UFCW Local union in the United States or Canada without paying the initiation fee again. Please contact us with your last day of work, name, member number or social security number, store and your current address and we will process your withdrawal card request.
Terms to Know
Time Card Violations: Not entering proper starting and quitting times and/or having time cards approved.
Failure to Record: Not ringing merchandise immediately and/or failure to put money in the till.
Grazing: Eating a product that is not paid for yet or not having a sales resources
Underringing: ringing merchandise at a lower price that the one marked.
Drugs or Alcohol: Consumption of alcohol or other controlled substances while on company property.
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