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Washington Post - Guild NewsJuly 16, 2001 Voice at Work and Merit PayWhat to Do When the Boss Calls You InNeed a Steward?Grow Your Union!Voice at Work and Merit PayThe right under federal law for unionized workers to bargain collectively for wages, hours, and conditions of employment creates a powerful voice at work. The Guild's right to bargain over virtually every aspect of the workplace (and many issues that follow you home at night, as well as into retirement, such as health and pension benefits and work place safety) is not in question. Federal labor law is clear that the company may not unilaterally change wages, implement new work rules, modify benefits, or amend conditions of employment without notice to the union and without bargaining, upon request of the union. The Post responds to its unionized workforce, however, by attempting to retain the right to act unilaterally in key areas, without any notice to the Guild. It demands, as well, the right to award merit pay to whomever it likes when it likes, without sharing (or even developing, we expect) merit pay guidelines or standards. As a result, top minimums across the job classifications are appallingly low-12th in the country as of October 2000 for reporters (New York Times ranks highest) and 14th in the country for classified phone sales, for example. A unilaterally determined merit pay "system" merely serves to pit employees against one another. The Post aggressively bargains to keep minimum salaries low, driving a further wedge between employees (and keeps wages down even in the most profitable times). One result of such a business strategy is the perception of pay inequity and possibly discrimination-employees don't even know how to compete for extra bucks. While many employees are proud to be employed at the Post, a family owned newspaper with a national reputation, it's hard to be proud of the message the Post sends in its pay practices. The right of Post employees to collectively bargain for fair, non-discriminatory wages, as well as working conditions, creates a more positive, productive work environment and work force, and allows the employer to understand the collective perspective of its workforce. A pay system that fairly compensates employees and provides clear standards by which all employees can vie for merit removes rancor and suspicion: is the Post rewarding only its favorites? Only the "stars"? Is the Post discriminating against women or minorities? Who can tell? So long as the Post insists on a system of unilaterally determined rewards, a sense of fair play among its workforce cannot be achieved. The Guild favors a pay system with a strong top minimum structure, strong general increases, and regular pay movement throughout an employee's career. "Merit" pay systems, if they are present at all, must be accompanied by clear standards and guidelines under which merit pay is awarded as well as a system of checks and balances for employees denied merit pay. Anything less opens the door to discriminatory pay practices. Let's give all employees a level playing field, and make the Post a workplace of which we all can be proud. --
Lori Calderone
Protecting Worker's RightsWhat to Do When the Boss Calls You InSupervisors and managers have every right to communicate with their employees, but when it comes to questioning which could result in discipline, the employee has rights as well. Under the 1975 U.S. Supreme Court ruling NLRB vs. Weingarten, an employee who has a reasonable belief that a supervisor's question could result in discipline has the right to request union representation. This right applies only in investigatory interviews, not in regular or routine discussions about work performance or job assignments. Nor does it apply if you are called in to be handed notice that discipline has been imposed. That's not an investigation, that's a done deal! If you are in a meeting with a supervisor during which you are being asked for information, or pressed to discuss an event or incident which you believe could result in discipline, you must make a clear request for union representation. You cannot be retaliated against or punished for making this request. After you have made the request, the supervisor must either
If the employer denies the request for union representation and continues to ask questions, it commits an unfair labor practice, a violation of federal law. Immediately inform a steward after such a meeting. The supervisor cannot choose your steward for you. The steward, upon arrival, must be informed of the subject matter of the interview (for example, the type of misconduct being investigated). The steward is allowed to speak during the interview, and can request clarification of a question and advise the employee on how to answer. The steward can provide additional information to the supervisor after the questioning ends. The presence of a steward in an investigatory interview provides representation to the employee, a witness to the discussion, and a protection against intimidating actions to which some supervisors may be prone.
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Need a Steward?Interested in Steward Training?Call:Darlene
Meyer 202-334-7007
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For the Strongest Voice at Work, Grow Your Union!The Guild is offering a 1-hour training session, led by an expert from the AFL-CIO, designed to help union members educate their co-workers on the importance of joining the union, and recruit new members. Training will include role-playing, sharpening listening skills, and group discussion, and will take place in the Guild office in the Akridge Building adjoining the Post: 1100 15th St., Suite 350. You have your choice of Tuesday, July 24, 12:30-1:30 p.m. or Wednesday July 25, 12:30-1:30 p.m. Lunch will be provided. RSVP to Calvin Zon, 785-3650, ext. 17. (Members who recruit a new member will receive two free movie tickets. Or, you can offer the tickets to the new member!)
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Washington-Baltimore
Newspaper Guild, Local 32035 TNG-CWA, AFL-CIO/ 1100 15th St., NW,
Suite 350 Washington, DC 20005/ 202-785-3650 /Fax: 202-7859 Copyright © 2001 Washington-Baltimore Newspaper Guild |
