HOW UNIONS CAN BOOST MEMBERSHIP AND OFFICIAL TIME

Now that FSIP has announced that it is going to reduce unions’ official time allotment if the unions do not increase their activity on behalf of employees, unions need to step up their representational activities. The best way to do that is to make sure all the unit employees not only know their rights, but also know that the union can help them enforce those rights. (As we have said before, sadly the American education system spends more time on the War of the Roses than the employment rights that will shape the next 50 years of a person’s life. That is a gap that unions have to fill.) We suggest that unions send all unit employees, not just members, an e-mail each week that contains a short story about a different right they have. It is OK to post the story on your web site, but that is not as good as pushing the story into their e-mail box.) Below you will find over 50 stories we have chosen from the nearly 900 FEDSMILL postings that were written for the typical employee. Pick one a week and push the information out to everyone in the unit along with perhaps a short message that your union is ready to help employees who might be experiencing a similar problem. Unions need to advertise just as much as any other business, and if they do so they should see a jump in membership as well. (Union leaders have our permission to copy these and any other story.)

GETTING MORE THAN 12 WEEKS OF FMLA LEAVE

“FMLA-PLUS” LEAVE” WHAT IS IT?

NURSING MOTHER GETS $666.00 IN BACK PAY TO EXPRESS MILK 

CREATIVE SOLUTION FOR HIGHER GRADED DUTY GRIEVANCE

EEOC REAFFIRMS RIGHT TO ACCOMMODATION REASSIGNMENTS

WHEN IS OBESITY A DISABILITY?

MEDICAL PRIVACY QUIZ

ZIP IT! – WHEN MANAGERS VIOLATE YOUR PRIVACY

TEST YOURSELF- FMLA, DISABILITIES, AND LIGHT DUTY

APPRAISALS BASED ON MERE SAMPLES OF WORK

IRS TORMENTS DIABETIC EMPLOYEE

WHEN EMPLOYEES HAVE SEIZURES

ASPERGER’S SYNDROME, THE INABILITY TO INTERACT WITH OTHERS & ADA 

FORCING AGENCIES TO RESTRUCTURE JOBS

CAN THE UNION  GET THIS EMPLOYEE COMPENSATED?

GENERALIZED ANXIETY AS A DISABILITY

LIGHT DUTY DENIALS CAN BE CONSTRUCTIVE SUSPENSIONS

CANCER VICTIMS’ RIGHTS IN THE WORKPLACE

RELIGIOUS ACCOMMODATION, OVERTIME, AND SATURDAYS OFF FOR PROBATIONER

CHALLENGING PROMOTION NONSELECTION DECISIONS

THE “HEBREW SLAVE” COMMENT

CHALLENGING AN UNWANTED REASSIGNMENT DECISION

I DON’T GET NO ADVANCE SICK LEAVE RESPECT

CHURCH LADY SMITES DOD

WERE THESE NON-SELECTED EMPLOYEES ADEQUATELY COUNSELED BY MANAGEMENT?

CAPE COD LAWYER RESCUES DISABLED CBP OFFICERS

LESBIAN RUMOR COSTS HOMELAND SECURITY $100,000.

WHAT IS THAT SMELL?

WHAT IS “ASSOCIATIONAL” DISCRIMINATION?

SPOTTING DISCRIMINATION VIOLATIONS & GRIEVANCES

HOW UNIONS GET UNIT MEMBERS PROMOTED

AGENCY CAN BE ORDERED TO PAY EMPLOYEE INCOME TAXES

THE EMPLOYEE AS BOUNTY HUNTER

IS “PROOF OF NEED” REQUIRED FOR INTERMITTENT FMLA LEAVE DAYS? 

FMLA OFTEN REQUIRES PERFORMANCE STANDARD ADJUSTMENTS

FMLA LEAVE TO COVER VACATIONS

TEST YOURSELF: HOURS OF WORK 

MSPB EXPANDS ACCUSED EMPLOYEE’S RIGHT TO INFORMATION

EEOC UPHOLDS LANGUAGE DISCRIMINATION VIOLATION

348,814 REASONS TO JOIN YOUR UNION

WHAT UNION REPS CAN DO THAT EMPLOYEES CAN’T

WHAT SHOULD THIS EMPLOYEE’S PENALTY BE?

AN OPEN LETTER FROM UNION REPRESENTATIVES

GETTING MORE WORK?  THE UNION CAN HELP

HOW TO CHALLENGE VAGUE PERFORMANCE STANDARDS

WHEN CAN EMPLOYEE “LEADS” EVALUATE CO-WORKERS?

HOW TO VOID CRITICAL ELEMENT RATINGS

HOW TO STOP PERFORMANCE STANDARD CHANGES

TEST YOUR KNOWLEDGE OF PROHIBITED PERSONNEL PRACTICES

WHEN IS AN EMPLOYEE “PLAINLY SUPERIOR” TO THE SELECTEE IN A PROMOTION ACTION?

$300,000 FOR A DENIED REASSIGNMENT

DENIALS OF LATERAL REASSIGNMENTS CAN BE EEO ADVERSE ACTIONS

TEST YOURSELF: EEO RETALIATION

WHO IS RESPONSIBLE FOR THIS BEHAVIOR TOWARD THE LEARNING DISABLED?

WHEN EMPLOYEES MAKE MANAGERS SAD

WHEN AN ORDER TO TELEWORK VIOLATES LAW

HOW TO PROTECT YOUR OWN GLADYS

USERRA VICTORIES

 

About AdminUN

FEDSMILL staff has over 40 years of federal sector labor relations experience on the union as well as management side of the table and even some time as a neutral.
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