To ALL TNMP
Employees:

 

 

 

Whether you are a
supporter of workers gaining representation rights or not, there is a level of
professionalism you should expect from the IBEW as well as TNMP.  You should
expect  all parties to conduct themselves with honor, integrity and respect.
That means respect for ALL workers personal beliefs, decisions and respect for
the Law.

 

 

 

The law states, “It
is a violation of Section 8(a)(1) for an employer to interfere with, restrain or
coerce employees in the exercise of rights guaranteed by section 7.”  Examples
of such illegal conduct are:

 

 

 

  • Threatening employees
    with loss of jobs or benefits if they should join a union.
  • Questioning employees
    about their union activities or membership in such circumstances as will tend to
    restrain or coerce the employees
  • Announce the Company
    will not negotiate with the union
  • Make anti-union
    statements or act in a way that might show preference to a non-union
    employee.

 

 

 

I have attached a
list of 35 Things your employer cannot do when workers try to organize a union
and an excerpt from a case in which a Supervisor chose to ignore the law.  I
hope all Managers, Supervisors or anyone in Management will honor the law,
respect your rights and let the employees make a free choice.

 

 

 

IF YOU FEEL YOU
RIGHTS HAVE BEEN VIOLATED or  HAVE QUESTIONS ABOUT YOUR
RIGHTS
:   Please Contact
the following NLRB Agent:

 

 

Meike
Ziegler

 

National Labor
Relations Board

 

819 Taylor Street,
Room 8A24

 

Fort Worth, TX
76102

 

(817)
978-4174

 

meike.ziegler@nlrb.gov

 

 

 

 

 

Sincerely,

 

 

Craig
Parkman

 

International
Lead Organizer

 

IBEW
– Region 4

 

(210)
557-1546

Thirty-five
things your company cannot do when you try to organize a union

  1. 1. Attend any
    union meeting, park across the street from the hall, or engage in any
    undercover activity which would indicate that the employees are being kept
    under surveillance to determine who is and who is not participating in the
    union program.

  1. 2. Tell
    employees that the company will fire or punish them if they engage in union
    activity.

  1. 3. Lay off,
    discharge, or discipline any employee for union activity.

  1. 4. Grant
    employees wage increases, special concessions, or benefits in order to keep the
    union out.

  1. 5. Bar
    employees in support of the union from soliciting employees’ memberships on or
    off the company property during non-working hours.

  1. 6. Ask
    employees about union matters, meetings, etc. (Some employees may, of their own
    accord, walk up and tell of such matters. It is not an unfair practice to
    listen, but to ask questions to obtain additional information is illegal.)

  1. 7. Ask
    employees what they think about the union or a union representative.

  1. 8. Ask
    employees how they intend to vote.

  1. 9. Threaten
    employees with reprisal for participating in union activities For example,
    threaten to move the plant or close the business, curtail operations or refuse
    employee’s benefits.

10. Promise to increase benefits to employees if
they reject the union.

11. Give
financial support or other assistance to a union.

12. Announce
that the company will not deal with the union.

13. Threaten to
close, in fact close, or move a plant in order to avoid dealing with a union.

14. Ask
employees whether or not they belong to a union, or have signed up for union
representation.

15. Ask an
employee during the hiring interview about their affiliation with a labor
organization or how they feel about unions.

16. Make
anti-union statements or act in a way that might show preference for a nonunion
employee.

17. Make
distinctions between union and nonunion employees when assigning overtime work
or desirable work.

18. Purposely
team up nonunion employees and keep them apart from those supporting the union.

19. Transfer
workers on the basis of union affiliation or activities.

20. Choose
employees to be laid off in order to weaken the union’s strength or discourage
membership in the union.

21. Discriminate
against union people when disciplining employees.

22. By nature of
work assignments, create conditions intended to get rid of an employee because
of his union activity.

23. Fail to
grant a scheduled benefit or wage increase because of union activity.

24. Deactivate
from company policy for the purpose of getting rid of a union supporter.

25. Take action
that adversely affects an employee’s job or pay rate because of union activity.

26. Threaten
workers or coerce them in an attempt to influence their vote.

27. Threaten a
union member through a third party.

28. Promise
employees a reward or a future benefit if they decide “no union.”

29. Tell
employees overtime work (and premium pay) will be discontinued if the plant is
unionized.

30. Say
unionization will force the company to lay off employees.

31. Say
unionization will do away with vacations or other benefits and privileges
presently in effect.

32. Promise
employees promotions, raises or other benefits if they get out of the union or
refrain from joining the union.

33. Start a
petition or circular against the union or encourage or take part in its
circulation if started by employees.

34. Urge
employees to try to induce others to oppose the union or keep out of it.

35. Visit the
homes of employees to urge them to reject the union.

Employers do all of the above every day during
election campaigns and get away with it. Laws are only effective if they are
enforced so it is up to us to make sure the companies obey the law during an
election campaign.

If you think your employer is doing any of
these things, write down the details (who, exactly what did they say, who else
saw it) and let your Organizing Committee or Union Representative know about
it.

 

 

 

March
1, 2013

 

Dear
Sisters and Brothers:

 

We
have scheduled Steward Training, on the following date, at the Local Union
Hall.

 

Saturday,
April 6, 2013

This
class shall begin at 9:00 A.M., will conclude sometime after lunch, and will be
conducted by the Locals Attorneys (Williams, Kherkher, Hart & Boundus) and
the Locals Staff, also our Attorneys will provide an overview of Texas workers
compensation law. Coffee, cokes, donuts and lunch will be served.

 

Attendance is mandatory for
all Stewards who have not previously attended. Failure to attend shall be cause
for your removal as a Steward for IBEW Local #66.
If you have previously
attended and wish to attend again, you may do so on a first reserved / first
served basis, but we must give preference to those who have not previously
attended. Class size is limited, so reserve your spot early.

 

You
must call the Hall and reserve your place, giving us your work, cell and home
telephone numbers. Also, if you have
not previously attended, let us know if this date conflicts with your normal
work schedule so that arrangements may be made for your excused absence from
work.
Please do this as soon as possible, as we need time to contact
your respective Company Management.

 

Please
mark your calendars for Saturday, April 6, 2013 and plan to attend this
important training.

 

We
thank you for your time and dedication to the Brotherhood!

 

Fraternally,

 

 

Greg
Lucero, Business Manager

 

 

CHARLIE
NELSON     RICK CHILDERS     BRUCE BETTILYON     EDDIE RIDDLE

Business
Rep.                Business Rep.              Business Rep.                  Business Rep.

 

IBEW 66 SCHOLARSHIP
FUND

2013 GOLF TOURNAMENT

IBEW LOCAL 66 INVITES
YOU TO OUR ANNUAL TOURNAMENT BENEFITING

IBEW 66 SCHOLARSHIP
FUND

MAY 6, 2013

RIVER TERRACE GOLF COURSE

16777 WALLISVILLE RD. BETWEEN SAM
HOUSTON TOLL AND SHELDON RD.

FLORIDA SCRAMBLE

1PM SHOTGUN START

$100 / PLAYER

$100 HOLE SPONSOR

CONTACT INFO: 713-943-0716 /
281-794-2663

MAIL: 4345 Allen Genoa Pasadena, Tx.
77504

Fax: 713-943-0162

EMAIL: mosteit66@aol.com

TEAM:

1)

2)

3)

4)

Hole Sponsorship: (Name to appear on
sign) _________________________


2013 Code Update classes will be held at Local 716′s Union Hall on the following dates:

January 12 2013

January 26, 2013

February 9, 2013

February 23, 2013

March 23, 2013

April 13, 2013

May 4, 2013

Classes will begin promptly at 8:00am please arrive early to get registered, these classes will be free to all IBEW members.  We encourage you to make a generous donation to 716′s sick and injured fund as appreciation.  A current dues receipt or a letter from Local 66 will be required to enter the class.

Oct 052012

We are preparing the Agreement for signature. Once it is signed, it will go to the printer who will format it to our book. They will provide us with a draft which will also be proofed and any corrections made. Once that is finalized, they will print it. Once the Agreement is signed we will get 8 1/2 x 11 copies out to the Stewards.

I guess most of you have heard by now that we lost NRG-08-07, Vacation. Due to this decision, Vacation is capped at 240 hours. So the restrictions in place for 31 – 35 year employees will remain. 35 + year employees will not be allowed to purchase additional Vacation.

The Union has settled the following grievances associated with negotiations:

Illness in the Family

MS-2011-01, Ricky Butler;   WAP-M-10-08, Ricky Gutierrez;   LMS-10-M-07, Raymond Green;   LMS-10-M-09, Scott Spencer;   LMS-10-M-10, Debbie Carter; LMS-11-OP-02, Earnest Colbert;   LMS-11-OP-03, Scott Newberry;   LMS-11-M-03, Raymond Green;   LMS-11-M-04, Darren LaBay;   LMS-11-M-14, Phillip King;   LMS-11-M-16, Josh Haritos; and WAP-12-M-11, Boyd Blazek.

Funeral Leave

NRG-10-16, Donnie Pridoha;   NRG-12-05, Ricky Linder;   WAP-12-OP-02, Robert Mendoza.

Work on Scheduled Vacation

LMS-09-M-01, Brem & Miller;   LMS-09-M-02, Toland & Simms;   LMS-10-M-12, Daniels & Mayo.

Payment should be on the 10/12/12 payroll checks. If you do not find it there, call me! We have 6 others that we are still working on. We also settled an Article 4, Section 1, contracting work grievance recently. WAP-M-11-13 was settled with proper payment to the 3 lowest mechanics on the overtime list.

We are awaiting arbitration decisions on the following cases:

NRG-11-13, Kenny Jones – Termination;   NRG-11-10, Chad Hill, Firm & Final Warning; and LMS-12-M-05. We have 4 more scheduled before the end of the year and we have 19 scheduled through June 13, 2013.

Be safe and watch out for each other!

Fraternally,

Charlie

The man who probably pays no taxes on millions of dollars thinks your grandma is
a freeloader.

Mitt Romney gave us a creepy and frightening glimpse
behind the closed doors of the 1% sneering at the handicapped, the elderly, the
underemployed, American military members, the temporarily unemployed, students
and retired people.  He says it is not his job to care about these 150 million
Americans.

After hours of speculation about what Mitt Romney could have
possibly meant by his rant against everyone who couldn’t borrow money from their
parents to start a business, Romney attempted to dismiss his vicious behind
closed doors statement as saying it was “not elegant” and “off the cuff.” That’s
a fancy way of admitting he was telling the raw truth as he saw it.

Mitt
Romney’s view of America is not severely conservative.  It is severely hateful.
How can a man claim to love America when he hates 47% of Americans.

With a few words, Mitt Romney made it very clear that he has disdain
and resentment for much of America.  He has also proven to us that a Romney
presidency would be disastrous for most Americans, except for extremists and his
beloved 1%.  He should resign as the Republican nominee.

The man who probably pays no taxes on millions of dollars thinks your grandma is
a freeloader.

Mitt Romney gave us a creepy and frightening glimpse
behind the closed doors of the 1% sneering at the handicapped, the elderly, the
underemployed, American military members, the temporarily unemployed, students
and retired people.  He says it is not his job to care about these 150 million
Americans.

After hours of speculation about what Mitt Romney could have
possibly meant by his rant against everyone who couldn’t borrow money from their
parents to start a business, Romney attempted to dismiss his vicious behind
closed doors statement as saying it was “not elegant” and “off the cuff.” That’s
a fancy way of admitting he was telling the raw truth as he saw it.

Mitt
Romney’s view of America is not severely conservative.  It is severely hateful.
How can a man claim to love America when he hates 47% of Americans.

With a few words, Mitt Romney made it very clear that he has disdain
and resentment for much of America.  He has also proven to us that a Romney
presidency would be disastrous for most Americans, except for extremists and his
beloved 1%.  He should resign as the Republican nominee.

The votes were counted last night and the Agreement was ratified by an almost 9 to 1 margin. We will begin to put the Agreement together so that it can be signed.

I personally want to thank the Negotiation Committee (Ricky Butler, Mechanic, Maintenance Services; Kenneth Carroll, electrician, WAP; Donny Mayo, HEO, LMS; Hugo Kraft, Mechanic, WAP and Chuck Thomas, Operator, WAP) for their hard work and committment. You all went above and beyond, giving up your personal time and forgoing overtime on all those Fridays. I personally thank each one of you for all that you did.

I will be taking 2 weeks of vacation starting next week to go visit my grandchildren. If you have issues please get with your Stewards.

Thanks all for the hard work and solidarity!

Fraternally,

Charlie

The Union and Company have meet July 16 through 20 and have reached a tentative agreement on our contract. It must now go to the Master Committee for approval to roll out for a vote. The Master Committee meeting is scheduled for next Tuesday, July 24th @ 7:00 P.M. at the hall. All Stewards are encouraged to attend. If the Master Committee approves the tentative agreement, roll out meetings will be scheduled for the weeks of July 30th and August 6th with a ratification vote on Tuesday, August 14th.

Since my last update we have reached tentative agreements on Absence in the Family, Skills Enhancement, Art. 1, sec. 5, Art. 12, sec. 1(g), Art. 14 and Art. 15, LTD, Travel for Conferences/Training.

The economic package includes:

GWI – 2.25% upon ratification; 3% - 9/17/2012; 3% – 9/17/2013 and 3% on 9/17/2014

AIP – 2.5% – 2012; 3% – 2013; 3% – 2014 and 4% – 2015 full year

Sign Bonus for opener, 2010 and 2011 AIP of $4,250.00

Also included are betterments in Shift Differential, Safety Shoes, Head Operator, Per Diem and 401k.

Fraternally,

Charlie

 

 

 

 

 

IBEW 66 – Members & Family Night


Wednesday, August 8

th 7:05pm


Minute Maid Park
Sunday, August 12

th 1:05pm


Minute Maid Park
IBEW Special Pricing
All-You-Can-Eat Mezzanine – $25.00
*Includes hot dogs, nachos, popcorn, peanuts, soda and water.
Offer not valid at MMP Box Office and this offer cannot be combined with any other ticket offer. Tickets are subject to availability. All sales are final, no refunds or exchanges.

 

*Contact Greg Lucero to order your tickets today! He can be reached at : 713-943-0716 or lineman66@aol.com


 

The first 100 tickets will get an additional $5 off thanks to the IBEW!!! Get your tickets today!


* The International Brotherhood of Electrical Workers and the Houston Astros would like to welcome you and your family out to ballpark for our 2012 Union Nights! IBEW will be sitting together for both games. * We will be sitting on the Mezzanine Level for $25 which will include All-You-Can-Eat hot dogs, nachos, popcorn, peanuts, soda & water! * Following the

 

Sunday game children ages 5-14 will be able to run the bases & the first 10,000 fans will receive a Retro Umbrella, get here early! * Fans are allowed to bring 1 unopened water bottle & food in a clear, one-gallon bag. 1 per guest.


An additional $5 off per ticket for the first 100 tickets thanks to the IBEW!

© 2012 IBEW Local 66 Suffusion theme by Sayontan Sinha