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Welcome to LagunaBrown.com. We are exclusively devoted to our members interests without prejudice, judgment or political agenda. No other site will offer better resources to preserve the quality of life that you enjoy. We ask you search each and every link to get a better understanding of all aspects surrounding your career. Please feel free to email any suggestions improving our methodology, as this site was made for members by members. We are all far from perfect but thrive to achieve while helping others along the way.
"One measure of your success will be the degree to which you build up others who work with you. While building up others, you will build up yourself."
James E. Casey - U.P.S. Founder
News
10-10-11
Secret Ballots are in the mail so be sure to vote in confidence for your General President.
8-13-11
What Have American Unions Ever Done For Us?
8-4-11
The fight for your contract starts now! Our contract ends July 31, 2013 and there are many factors involved in gearing up for contract talks. With the 2011 IBT election ( ballots being counted in November for international officers ) and Christmas soon after, it will be easy to forget about our part in protecting our future. We at LagunaBrown.com urge members to start preparing and conditioning for the worst. By creating personal savings or funding options available August of 2013, we can financially secure our right to strike if called upon by the International Brotherhood of Teamsters.
Click here for a savings calculator
to estimate your needs and
here to research highest yield saving accounts
that are FDIC insured. If you save 40.00 a week and there is no strike use that money for a vacation or renovation! It is truly a win win situation and will help strengthen our Teamster power!
7
-13-11
Supervisor working grievances have been resolved and paid in Irvine Center. Please verify with steward for correct hours.
4-28-11
We thank all members of local 952 for their participation in the "National Day of Action" on Thursday April 28th at UPS in Laguna and Anaheim. Drivers wore stickers to protest the unfair harassment and production standards UPS is trying to impose upon our bargaining unit members. This day was also National Workers Memorial Day and a strong showing of Teamster unity!
QUICK LINKS
StewardsLaguna.pdf
WeingartenRights.pdf
UPS_Contract_2008__2013.pdf
Methods Part -
1,
2,
3,
4.
UPSMPNFORM.pdf
8hrrequestnew copy.pdf
OJSchecklist.pdf
Ballot_tally-3.pdf
P-TLogbook.pdf
Services
Page 7
Services for Employee's
Please take the time to view services available to you and your family. Just click on the Icons to the right and find information regarding benefits to help you obtain a work life balance.
Kincare
Kin Care
What is "Kin Care" Leave?
"Kin Care" is the term being used to describe the new California requirement that employees be allowed to use up to half of their accrued sick leave benefits to care for a sick family member. This new requirement became reality when the State Legislature passed A.B. 109 and Governor Gray Davis signed it into law in August. The new requirements become effective on January 1, 2000.
What Employers are Covered?
All California employers are covered if they offer sick leave to their workers. The new law does not require employers to initiate a sick leave benefit program. Only those employers who already have a sick leave program are affected. The number of employees in an organization does not matter under this new requirement. Nothing in the new law prevents an employer from changing or terminating an existing sick leave benefit plan.
What is Sick Leave?
The new law defines sick leave as accrued increments of compensated leave meant for an employee's illness or injury, doctor appointments or other medical needs.
What Must Employers Allow Under the New Law?
Employees must be allowed to take up to half of their accrued sick leave in any year for the care of a sick family member. Specifically, the law says it can be used to care for a child, parent or spouse. "Child" is defined to mean a biological, adopted or foster child, stepchild, legal ward, or a child an employee has accepted the duties and responsibilities of raising. This would cover a grandparent who is raising a grandchild. The child is not required to be a minor inorder to receive coverage. "Parent" means a biological, foster or adoptive parent, a stepparent or a legal guardian. Mothers-in-law, fathers-in-law and grandparents are not considered parents for purposes of this law. "Spouse" means the person to whom an employee is legally married.
What is NOT Required?
The following things are NOT required by this new legislation.
Employers that DO NOT currently have a sick leave program are not required to create one.
Employers are NOT PREVENTED from changing or terminating their sick leave policy as a result of this legislation.
Employers are NOT required to allow sick leave to be "carried over" from one year to the next if it is not all used in the current year.
Employers are NOT required to pay for sick leave in lieu of an employee's taking the time off.
Can Employers Require Doctor's Certification?
If it is the employer's normal policy requires employees to provide a physician's certification for sickness absence, it is alright under the new law to require employees to provide a physician's certification that the family member in question was actually ill.
Are There Any Penalties for Not Complying?
Yes there are. Any employee who is denied the use of accrued sick leave for kin care, or discriminated against in any way for using sick leave for kin care, can file a claim with the
California Labor Commissioner
, or file a civil lawsuit against the employer. Remedies include reinstatement, back pay, other damages and attorney's fees.
FMLA
About the Family and Medical Leave Act
The Family and Medical Leave Act (FMLA) is a federal law that became effective on August 5, 1993. It was established to assist employees in balancing their work and family life. It was intended and designed to give workers assurance that they will not lose their jobs in order to meet their personal and family obligations or to tend to vital needs at home. It requires employers, both private and public, to provide 12 weeks of unpaid leave, continue health care benefits and provide job protection. FMLA applies to employers with 50 or more employees that have been on payroll for 20 or more weeks in a calendar year.
An employee can be eligible for FMLA if he or she has:
worked for an employer a minimum of one year;
worked a minimum of 1,250 hours during the 12 months prior to the start of the FMLA leave; and is employed at a location where at least 50 employees are working within a 75-mile radius.
An employer may grant leave for:
The birth and care of a newborn child; the placement with the employee of a child for adoption or foster care and to care for the newly placed child; to care for an immediate family member (spouse, child or parent, but not a parent-in-law) with a serious health condition; and when the employee is unable to work because of a serious health condition.
When an employee requests leave, it is the employer"s responsibility to designate the leave as FMLA leave. This may be done via a letter to the employee. Leave may not be counted toward 12 weeks if the employer fails to designate the leave as FMLA.
* If caring for family member who passes away F.M.L.A. befefits will stop on that day. F.M.L.A is for caring for someone who is sick and does not cover time spent in bereavement or wrapping up the affairs of someone who dies
F.M.L.A. Benefits are on a "calender year" basis and need to be re-submitted by January 1st of each year to continue benefits
Blue Cross
You want to do what's best for you and your family. Understanding health insurance will help you decode the maze of health insurance options available today. From HMOs and PPOs to Medicare and drug coverage, learn the facts so you can make more informed choices about your health care coverage and your future. Log in to find everthing you need to know about your medical benefits. Just
click on the Blue Cross or Blue Shield
to get started!
Legal
Did you know that you have free access to legal services through your union?
Not everyone utilizes the benefits the Western Conference of Teamsters provides to its members. Did you know that you have free access to legal services through your union?
Your Teamsters Union affords you coverage with access to free legal services for advice and consultation, DUI defense, Bankruptcy, Traffic Violations, Estate planning, Family Law, Personal injury cases, and Loan Modifications and much more......
Here are some referrals..... let us know how they do.
Law Offices of Patricia Grace Family and Domestic Matters (714) 536-2090
Western Conference of Teamsters Legal Services Trust Fund
*Call to find a Lawyer near you
(800) 222-3024 - Within California (800) 222 3025 - Outside of California
FSPA
Family-School Partnership Act
The
Family-School Partnership Act
is a California law that allows parents, grandparents, and guardians to take time off from work to participate in their children's school or child care activities. The law (Labor Code Section 230.8) first took effect in 1995. Its provisions were expanded in 1997 to add licensed child day care facilities to the kindergarten-through-grade-twelve levels included in the original legislation. For more information visit the
California Department Of Education
Hub
Part-Timers
SCROLL BAR
Probationary Period A new part-time employee shall attain seniority when he/she has worked seventy (70) days within a six (6) consecutive month period. Prior to attaining seniority, as defined in this Section, the employee shall be considered a probationary employee and may be discharged without such discharge being subject to the grievance procedure. However the Employer shall not discharge or otherwise discipline a probationary employee for the purposes of evading the terms of this provision or to discriminate against Union members. Upon completion of the probationary period , the employee shall be given a seniority date as of his/her first day worked within such six (6) month period. Medical BenefitsIn accordance with National Master Agreement Article 34, Section 2(b) employees hired on or after August 1, 2008, shall become eligible for this coverage after twelve (12) months of active employment and spousal or dependant coverage will be made available to these part-time employees eighteen (18) months after their initial date of employment.Weingarten rightsIf an employee has a reasonable belief that discipline or other adverse consequences may result from what he or she says, the employee has the right to request union representation. Management is not required to inform the employee of his/her Weingarten rights; it is the employees responsibility to know and request.When the employee makes the request for a union representative to be present management has three options:(I) it can stop questioning until the representative arrives.(2) it can call off the interview or,(3) it can tell the employee that it will call off the interview unless the employee voluntarily gives up his/her rights to a union representative (an option the emplovee should always refuse.)Working as Directed As a rule of thumb always "work now and grieve later". This is important even when the contract is being violated. Preform the duties requested and when permitted see your shop steward about the grievance procedure. Failure to work as directed can lead to termination unless your saftey or the saftey of others are legitimately at risk. The 7 Deadly Sins (1) Proven dishonesty; (2) Drinking of alcoholic beverages while on duty; (3) Recklessness resulting in a serious accident while on duty; (4) The carrying of unauthorized passengers; (5) Unprovoked assault on an employee or a supervisory employee while on duty; (6) Selling, transporting or use of illegal narcotics while in the employment of the Employer; (7) Willful, wanton or malicious damage to the Employers property, shall be dischargeable offenses without the necessity of a warning letter being in effect. National Master Agreement and Southwest Sort RiderThe N.M.A. and S.S.R. are contracts good through July 31, 2013 containing information regarding Pay, Befefits, and Laws to protect your standard of living. Click on the links to read a PDF version or talk to your steward about getting a copy from the Local.Stewards and MembersIt is important to know your stewards and have a good relationship with them. They often work in specific areas and rely on the members eyes and ears to enforce the contract. In many cases he/she will handle grievances without you needing to file and can tell you about your rights or benefits.. Grievance Procedure(a) STEP 1 - Any dispute, alleged contractual violation or grievance shall be discussed with the employees immediate supervisor, or with the aggrieved employee, the Union Steward and/or the appropriate Union representative and the employees immediate supervisor, within five (5) working days of the known occurrence giving rise to the dispute, alleged contractual violation or grievance.STEP 2 - If the issue is not resolved within one (1) working day of the completion of the discussion in STEP 1 above a grievance shall be filed by the aggrieved employee, in writing on the appropriate form designated by the Local Union, within five (5) working days of completion of thediscussion in STEP 1 above, with a copy of the grievance provided to the Local Union and either a copy of the grievance or the Local Unions written notification of the grievance provided to the Company.STEP 3 - Within ten (10) working days of the Company receipt of a copy of the grievance, or the Local Unions written notification of the grievance to the Company, the appropriate management representative(s), the Union Steward and/or the appropriate Union Representative(s)and the grievant shall meet to discuss all pertinent facts, disputes, issues, concerns and claims regarding the grievance. The Employer shall, upon written request, provide the Local Union or the steward designated by the Local Union, with documents/information that is reasonablyrelated (based on NLRA standards) to the pending grievance. The parties shall make a good faith effort to resolve the grievance.If terminated always file a grievance for "Unjust Termination".Rest BreaksThe Southwest Sort Rider gives part-time employees the right to a ten-minute rest break during their 3.5 hour shift and an additional five minute break after their fourth hour and fifth hour on the job (Section 11 Rest Breaks). If you think you may not be getting paid for breaks print and fold the "Part-time Log Book" form in the "quick links" section on our Home page. After a week present it to you steward for review.
