Common Concerns for UTA Meetings

Common Concerns raised in the First Few Weeks

As a standard strategy there will be a lot of misinformation generated by any employer during the organizing campaign.  The less familiar you are with Unions in general, the easier it is to keep people fearful.  Here are the five most asked questions of this campaign:  

1. Retirement - The pension that UTA Supervisors pay into now, if you meet the vesting requirements, is your pension.  The only threat to that pension is the Utah State Legislature.  Those funds exist independently of this organizing campaign.  When it comes time to discuss retirement and the contract, the goal moving forward will be set completely by the UTA Supervisors.  If the group wants to remain in, and contribute to, the current pension, then that is what will be proposed in negotiations.  If the group wants to try a different direction, or multiple directions, then that will form the base of our proposals.  Local 222 is not raiding the existing pension’s funds, and if you are vested, then those funds paid to date are yours.
2. Relations with Management - Several comments have been made about how the relationship will change between the Supervisors and those in charge.  Doors may remain open, you are told, but you will not be able to settle any issues without the union.  Or worse, it is against the law for those in charge to deal with Supervisors directly.  Or that all communication between workers and managers must go through shop stewards.  At best, this is a misunderstanding of Direct Dealing laws.  More likely it is an intentional misrepresentation of Direct Dealing.  If a union worker has an issue that needs to be “dealt” with, and they take it “directly” to their boss, this is NOT Direct Dealing.  It is, in fact, what virtually all Teamster contracts require as the first step in resolving any disagreement or issue.  If you have to speak to your employer, you go and speak to them. The Direct Dealing that is outlawed in collective bargaining is an employer trying to make changes to the labor agreement by circumventing the union and negotiating contractual issues with the employees, directly.
3. Do we have direct control over how Local 222 spends the dues money? The fact is you have total control over whether or not you even pay dues.  In Utah, through Right-to-Work laws, you are legally entitled to enjoy all the contractual benefits and protections without ever paying a single penny in dues.  Even if you require active representation, you do not have to pay dues, nor any fees, to the Local.  You get it all for free.  For those who chose to pay dues, any purchase or sale of the Local’s assets over $5,000, needs to be approved by the Executive Board, the elected officers of the Local.  Any purchase or sale of assets over $10,000 needs to be approved directly by the membership.  Every monthly financial report must be reviewed and approved by both the Executive Board and the members in the General Membership meetings.  
4. First contracts can take over a year to negotiate - Yes, this is true.  First contracts require starting from nothing more than the current practices and moving forward.  Two of the last three units to organize saw their first contract ratified between 12 and a18 months.  The third is still in negotiation and has just passed the 12 month mark with negotiations scheduled through October, 2016.  It is important to get contracts done right, not done right now.
5. Dues, Fees, and Assessments - For this group, since strikes are outlawed, the dues rate is 2.25X Hourly Rate per month.  Assessments in Local 222 are $1/month.  Fees, namely initiation fees, are $50 for a full time employee, $25 for part time employees.  For newly organized units, the initiation fees are waived.  Lapsed membership can generate fees.

If you have other questions, anonymously post them below.

Britt Miller

Business Agent and Organizer

801.972.1898 ext 17

Britt@TeamstersLocal222.org