Can I be fired for trying to organize a union?
Supervisors and managers cannot spy on you (or make it appear that they are doing so), coercively question you, threaten you or bribe you regarding your union activity or the union activities of your co-workers. You can’t be fired, disciplined, demoted, or penalized in any way for engaging in these activities.
When do union officials engage in objectionable conduct?
When faced with objectionable conduct by union officials, employers should keep in mind that union officials are entitled to some leeway to engage in conduct that would normally attract discipline to permit them to discharge their responsibilities effectively in the context of an adversarial collective bargaining system.
What happens when an employee becomes a union official?
When an employee becomes a union official, this changes her status significantly and places her in the situation of having to discharge two very different and contradictory roles. On the one hand, she must continue to abide by the rules and policies that govern the workplace in her capacity as employee.
How to engage Union in employee engagement survey?
Involve union officials in the survey and resulting change processes. The same government agency went on to win union officials’ full support by offering them input in the development process of the employee engagement survey.
Can a union official be subject to employer discipline?
The question to be asked in each situation is whether the conduct has crossed the bounds of lawful union activity because immunity does not extend to conduct that falls outside the normal scope or range of union responsibilities.
When faced with objectionable conduct by union officials, employers should keep in mind that union officials are entitled to some leeway to engage in conduct that would normally attract discipline to permit them to discharge their responsibilities effectively in the context of an adversarial collective bargaining system.
Can a federal employee be bullied by a union?
As an employee, I should not have to tolerate this, and it interferes with my work. Agency LR staff says the union has the right to act the way it does. I want the union to show me respect like I show them. I want their behavior to stop and the agency to stop allowing it. Please advise. Here’s the FELTG response.
What did Union officer say to district manager?
A union officer interrupted an office birthday celebration and called the event a “blatant and ridiculous display of management’s power.” She later complained about the dress code, called a district manager “ridiculous,” and shouted when talking about her supervisor.
The question to be asked in each situation is whether the conduct has crossed the bounds of lawful union activity because immunity does not extend to conduct that falls outside the normal scope or range of union responsibilities.