May 2011

SEIU Response to no Raises

April 18, 2011

Kevin O’Leary

14 South Main St.

Suite 2-C

Hanover, NH 03755

RE: SEIU 560

Dear Attorney O’Leary:

I am in possession of your letter dated April 14, 2011. Thank you for the same. Your response is duly noted and it is a dark day for the “Dartmouth Family”. In February of 2010 representatives from the College and the Union met to commence reaching an agreement during what I believe was termed the worse economic situation face by Dartmouth since the “Great Depression” and an unprecedented diminishment of value to the Endowment fund. The College let it be known that we were all facing hard times and that there was a plan for trying to rejuvenate the college. It was a time that we all had to make sacrifices to Save the Dartmouth Family.

Local 560 responded and agreed to attempt to save the “Dartmouth Family”, as we were all in this together. Local 560 agreed, for the first time, to reduce wages, health care benefits, retirement and other concessions temporarily. The College agreed to maintain “free single coverage” and not to initiate layoffs. However, we still do not have a signed contract and the “free single coverage” is not free. While the College has not initiated any additional layoffs it continues to subcontract out unit work. We were also to find out that representations made concerning the Hanover Inn were not as portrayed by the College.

While the economy has turned around, the endowment fund has rebounded, and the College is showing record “profits” the College would deny and treat disparately less than 10% of their employees because they tried to save the “Dartmouth Family”. We still believe in the Dartmouth Family and the Dartmouth Experience, but disavow any attempt to make our family dysfunctional through misrepresentation and manipulation of the facts for the benefit of corporate and /or institutional greed.

While I am sure that the College can conjure up a self serving rationalization for it actions please be advised that it is now seen as just that, a rationalization. The SEIU 560 hopes to someday reinvigorate the harmonious relationship that was the Dartmouth Experience and Family, but does not believe that all share in that goal. This is a turning point in the relationship and one that will only bring disharmony. Regretfully, this is the path chosen by the College for us all.

Sincerely,

Earl Sweet

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Stewards Job Checklist

 

 

 

Steward’s Job Checklist

 

____ I take a leadership role in the union and in my work area.

____ I talk about the union with my co-workers.

____ I listen to my co-workers concerns. I solve their problems if I can.

____ I read the things sent to me by the Union, and I discuss them with my co-workers.

____ I treat all employees fairly.

____ I greet new hires, introduce myself as their union steward, and tell them about the union. I ask them to join the union.

____ I talk to every non-member about joining the union.

____ I watch time limits very carefully when handling grievances.

____ I try to settle grievances informally, or at the lowest possible level.

____ I involve my co-workers in solving workplace problems.

____ I tell my co-workers about union accomplishments.

____ I ask union members their opinions about union matters.

____ I encourage union members to attend meetings.

____ I set an example by attending meetings myself.

____ I keep the bulletin board interesting and up-to-date.

____ I study the collective bargaining agreement.

____ I try to gain and nurture the respect of my co-workers.

____ I demonstrate to management that I am their equal.

____ When I have a question or a problem, I consult other stewards, my chapter president, and/or my field representative.

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What is a Union Steward?

A union steward is an employee just like you. They have a job to do every day, and they answer to the same management that you do. The key difference, is that a union steward has the training, the tools, and the protections to help you and other employees solve problems at work!
he job of a union steward involves:

  • Representation
  • Communication
  • Education

If you think you have a problem, then perhaps your steward can help you. He/she has been trained by the union and has special legal protections to enable them to stand up to management that isn’t being reasonable.

A term you may be familiar with is “filing a grievance.” A grievance is an allegation that management has violated the terms of the contract. Not every problem is a violation of the contract, so make sure to consult your steward to find out if your problem can be solved by filing a grievance. Also, not every problem requires a grievance. Talk to your steward, he/she can help you.

 Download a Problem Fact Sheet for stewards.

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What is the Employee Free Choice Act?

The Employee Free Choice Act (H.R. 800, S. 1041), supported by a bipartisan coalition in Congress, would enable working people to bargain for better wages, benefits and working conditions by restoring workers’ freedom to choose for themselves whether to join a union. It would:

  • Establish stronger penalties for violation of employee rights when workers seek to form a union and during first-contract negotiations.
  • Provide mediation and arbitration for first-contract disputes. 
  • Allow employees to form unions by signing cards authorizing union representation.

Learn more about the Employee Free Choice Act here
You can also watch a video of President Obama speaking about this Act.

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Monthly Meeting Thurs. Dec. 8th 4:15PM


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SEIU Scholarships Program

Did you know about the SEIU Scholarship Program? If you have been a member of SEIU for 3 years as of 9/1/2010, click here for more information about scholarships.  Also you are encouraged to talk with Earl about this.

Application deadline is March 1, 2010.  Please don’t wait until the last minute to apply!  It usually takes some time to prepare the application and gather required documentation.

Also, NH residents are eligible for a variety of scholarships administered by the New Hampshire Charitable Foundation.  For more information about those scholarships, click here.

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Local 560 Executive Officers 2010 & 2012

President

Vice President

Secretary/Treasurer

Recording Secretary

Chief Steward

Sgt. at Arms

Sgt. at Arms

Trustee

Trustee

Trustee

Executive Board

Executive Board

Executive Board

Earl Sweet   ~currently working 20 Plus years.

Chris Peck

Susan Russell

Teddy Willey

Tom Chapman

Ann Marie Whipple

Lesia Vorachak

Mike Blake

Matt Perry

David Follensbee

Peter Marsh

Rick Hoisington

Dennis Cremo

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Weingarten Rights

If you are ever called into an interview meeting with your supervisor or manager so they can investigate a situation which might result in discipline, you have specific representational rights. These rights are summarized below:

      • You have the right to have a Union steward present.
      • If you want a steward there, you must ask for him or her.
      • If you do not know why your manager wants to meet with you, ask him/her if it is a meeting that could result in a discipline.
      • If your manager refuses to allow you to bring a steward, repeat your request in front of a witness. Do not refuse to attend the meeting, but do not answer any questions either. Take notes. Once the meeting is over call your steward at once.
      • You have the right to speak privately with your steward before the meeting and during the meeting.
      • Your steward has the right to play an active role in the meeting. She or he is not just witness.

These rights are called “Weingarten Rights” based on a 1975 Supreme Court decision (NLRB vs. J. Weingarten). As with all rights, if we do not use them we lose them.

This statement could save your job:

“If this discussion could in any way lead to my being disciplined or terminated I respectfully request that my steward be present at the meeting. Without representation present, I choose not to respond to any questions or statements.”

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Local 560 Stewards 2010-2012

Byrne Hall Shift 1Byrne Hall Shift 2

Courtyard Cafe Shift 1
Courtyard Cafe Shift 2
DCAD
DOSS Shift 1
DOSS Shift 2
DOSS Shift 2
Electrical Shop
Electronics
Equip. Maintenance
FOM Custodial Shift 1
FOM Custodial Shift 2
FOM Custodial Shift 3
Grounds Shop
Hanover Inn Shift 1
Hanover Inn Shift 2
Hinman Mail Room
Labor Shop
Mechanical Shop
Medical School
ORL Custodians
Paint Shop
Rental Housing
Ski Way
Thayer Dining Shift 1
Trouble Shooters
Central Stores
Carpenter Shop
53 Commons Shift 1
53 Commons Shift 2

Dennis CremoEric Mar

Tony Menard

Timothy Beauchene
Vacant
Bill Bean
Shane Harlow
Ted Willey
Dave Lavesque
Johnathon Parker
John Hendrick
Allen Burroughs
Vacant
Shawn Murray
Matt Smith
William B Shippen
Timothy Gilbert
John Nadeau

Seth Nelson

David Follensbee
Lance Ilsley
Karl Emde

Wayne Claflin
Matt Perry
Jody Downing
Vacant -If interested please see Earl or Chris

Vacant
Mike Blake
Chris Knowlton
Kevin Collier
Lillis Dimond
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SEIU 560 Response to No Raises

April 18, 2011

 


Kevin O’Leary

14 South Main St.

Suite 2-C

Hanover, NH 03755

RE:  SEIU 560

Dear Attorney O’Leary:

I am in possession of your letter dated April 14, 2011. Thank you for the same.  Your response is duly noted and it is a dark day for the “Dartmouth Family”.  In February of 2010 representatives from the College and the Union met to commence reaching  an agreement during what I believe was termed the worse economic situation face by Dartmouth since the “Great Depression” and an unprecedented diminishment of value to the Endowment fund.  The College let it be known that we were all facing hard times and that there was a plan for trying to rejuvenate the college.  It was a time that we all had to make sacrifices to Save the Dartmouth Family.

Local 560 responded and agreed to attempt to save the “Dartmouth Family”, as we were all in this together.  Local 560 agreed, for the first time, to reduce wages, health care benefits, retirement and other concessions temporarily.  The College agreed to maintain “free single coverage” and not to initiate layoffs.  However, we still do not have a signed contract and the “free single coverage” is not free.  While the College has not initiated any additional layoffs it continues to subcontract out unit work.  We were also to find out that representations made concerning the Hanover Inn were not as portrayed by the College.

While the economy has turned around, the endowment fund has rebounded, and the College is showing record “profits” the College would deny and treat disparately less than 10% of their employees because they tried to save the “Dartmouth Family”.   We still believe in the Dartmouth Family and the Dartmouth Experience, but disavow any attempt to make our family dysfunctional through misrepresentation and manipulation of the facts for the benefit of corporate and /or institutional greed.

While I am sure that the College can conjure up a self serving rationalization for it actions please be advised that it is now seen as just that, a rationalization.  The SEIU 560 hopes to someday reinvigorate the harmonious relationship that was the Dartmouth Experience and Family, but does not believe that all share in that goal.  This is a turning point in the relationship and one that will only bring disharmony.  Regretfully, this is the path chosen by the College for us all.

Sincerely,

Earl Sweet

President

JSK/jsk

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