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.
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:
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.”