1. CWA DISTRICT 7 CONFERENCE VANCOUVER WA. MAY 2011 SAFETY

2. CWA TRIANGLE

3. LOCAL UNION SAFETY COMMITTEES WHY WHERE WHO WHEN HOW

4. WHY COMPANY DOWNSIZING UNDERSTAFFING MANDATORY OVERTIME PRODUCTION CROSS TRAINING MULTI-TASKING

5. WHERE IN THE LOCAL IN THE CITY IN THE STATE IN THE DISTRICT IN THE WORK PLACE

6. WHO LOCAL OFFICER LOCAL STEWARD LOCAL MEMBER

7. WHEN START TODAY WITH THE INFORMATION FROM TODAY’S PRESENTATION

8. HOW TAKE THE INFORMATION BACK TO YOUR MEMBERS AND THE LOCAL PARTICIPATE IN THE DISCUSSION SEND YOUR SAFETY COMMITTEE MEMBERS TO THE TRAINING PRESENTED

9. ACCIDENT REPRESENTATION

10. WHEN DOES REPRENSATION START

11. INVESTIGATION INVESTIGATION STARTS RIGHT AFTER THE ACCIDENT WHEN THE EMPLOYEE REPORTS THE ACCIDENT THIS IS WHEN REPRESENTATION BEGINS

12. WEINGARTEN WHEN THE EMPLOYEE REPORTS THE ACCIDENT THE COMPANY WILL ASK THE EMPLOYEE QUESTIONS TO WHAT HAPPENED THE INVESTIGATION HAS BEEN STARTED BY THE COMPANY

13. INVESTIGATORY MEETINGS UNION STEWARD’S RIGHTS AND RESPONSIBILITIES

14. WHAT IS AN INVESTIGATORY INTERVIEW? An investigatory interview occurs when a supervisor questions an employee to obtain information which could be used as the basis for discipline or when the employee is asked to defend his or her conduct The rights of employees to have a union steward present during investigatory interviews was decided by the U.S. Supreme Court in 1975 in the NLRB vs. J. Weingarten, Inc.

15. Employee Rights and Obligations Under this decision, when an employee has a reasonable belief that discipline or other adverse consequences could result from what he or she says, the following rules apply:

16. Rule 1. The employee must make a clear request for union representation before or during the interview. The employee cannot be punished for this request.

17. Rule 2. After the employee makes the request, the employer must either: Grant the request and delay questioning until the union representative arrives and has a chance to consult privately with the employee. or, Deny the request and end the interview immediately

18. . Give the employee a choice of either (1) having the interview without representation or (2) ending the interview. Rule 3. If the employer denies the request for union representation and continues to ask questions, it commits an unfair labor practice and the employee has a right to refuse to answer.

19. THREE DUTIES FOR THE STEWARD MEET WITH MANAGER MEET WITH MEMBER REPRESENTS MEMBER IN MEETING

20. MEET WITH MANAGER ESTIGATING WHO WHEN WHERE THE COMPANY ONLY HAS THE OBLIGATION TO TELL YOU WHAT THE INVESTIGATION IS ABOUT BUT TRY TO GET ALL THE INFORMATION THAT YOU CAN.

21. 1. WHAT IS BEING INVESTIGATED. ( USUALLY THE MEMBER HAS SOME IDEA OF WHAT THE INVESTIGATION IS ABOUT) 2. TELL YOU EVERYTHING. (If you do not know the truth you will not be able to help them.) 3. THEY WILL BE ASKING QUESTIONS AND THEY ALREADY KNOW THE ANWERS TO THE QUESTIONS MEET WITH AND TELL THE MEMBER

22. TELL THE MEMBER 1.DO NOT LIE, TELL THE TRUTH 2. LISTEN TO THE QUESTIONS AND THINK ABOUT THE QUESTIONS BEFORE ANSWERING 3. ANSWER THE QUESTION AND JUST THE QUESTION. 4. IF YOU DO NOT REMEMBER YOU DO NOT REMEMBER

23. STEWARDS DUTY 1. THE STEWARD CAN DISCUSS THE QUESTION WITH THE PERSON BEING INTERVIEWED AND CAN HELP THEM ANSWER. 2.WHEN THE INVESTIGATOR ASKS A COMPLICATED QUESTION OR A TRICK QUESTION THE STEWARD SHOULD ASK FOR CLARIFICATION OF THE QUESTION 3.WHEN THE INVESTIGATOR ASKS THE SAME QUESTION THAT HAS BEEN ANSWERED BE SURE TO DISCUSS WITH MEMBER (ASKED AND ANSWERED)

24. END OF MEETING STEWARD MAY ADD INFORMATION FOR CLARIFICATION STEWARD SHOULD TAKE NOTES OF MEETING IF MEMBER IS SUSPENDED ASK WHY, HOW LONG

25. COMPANY INVESTIGATION RESULTS BLAME THE EMPLOYEE

26. UNION INVESTIGATION TRAIN THE SAFETY COMMITTEE TO DO INVESTIGATIONS BY SENDING SAFETY MEMBERS TO THE TONY MAZZOCCHI INCIDENT INVESTIGATION TRAINING

27. UNION INVESTIGATION ERGONOMICS ERGONOMICS TRAINING PROVIDED BY CWA COMPUTER WORKPLACE ERGONOMICS AWARENESS TRAINING PROGRAM AIRLINES RESERVATIONS CENTERS WORKPLACE ERGONOMICS AWARENESS TRAINING PROGRAM

28. OSHA OCCUPATIONAL SAFETY AND HEALTH ADMINISTRATION

29. HISTORY OSHA STANDS FOR OCCUPATIONAL SAFETY AND HEALTH ADMINISTRATION, AN AGENCY OF THE U.S. DEPARTMENT OF LABOR OSHA’S RESPONSIBILITY IS WORKER SAFETY AND HEALTH PROTECTION ON DECEMBER 29, 1970, PRESIDENT NIXON SIGNED THE OSH ACT THE ACT CREATED OSHA, THE AGENCY THAT CAME INTO BEING ON APRIL 28, 1971

30. OSHA DEVELOP JOB SAFETY AND HEALTH STANDARDS AND ENFORCES THEM THROUGH WORKSITE INSPECTIONS MAINTAINS A REPORTING AND RECORDKEEPING SYSTEM TO TRACK JOB RELATED INJURIES AND ILLNESSES PROVIDE TRAINING PROGRAMS TO INCREASE KNOWLEDGE ABOUT OCCUPATIONAL SAFETY AND HEALTH

31. WHAT ARE YOUR RIGHTS SAFE AND HEALTHFUL WORKPLACE KNOW ABOUT HAZARDOUS CHEMICALS INFORMATION ABOUT INJURIES AND ILLNESSES IN YHOUR WORKPLACE COMPLAIN OR REQUEST HAZARD CORRECTION FROM EMPLOYER TRAINING HAZARD EXPOSURE AND MEDICAL RECORDS FILE A COMPLAINT WITH OSHA

32. CONTINUED PARTICIPATE IN AN OSHA INSPECTION BE FREE FROM RETALIATION FOR EXERCISING SAFETY AND HEALTH RIGHTS

33. SECTION 5(a)(1) “EACH EMPLOYER SHALL FURNISH TO EACH OF HIS EMPLOYEES EMPLOYMENT AND A PLACE OF EMPLOYMNT WHICH ARE FREE FROM RECOGNIZED HAZARDS THAT ARE CAUSING OR ARE LIKELY TO CAUSE DEATH OR SERIOUS PHYSICAL HARM TO HIS EMPLOYEES.”

34. RESPONSIBILITY EMPLOYER’S ARE RESPOSIBLE TO PROVIDE A SAFE AND HEALTHY WORKPLACE THE UNION’S DUTY IS TO ENSURE THE COMPANY IS PROVIDING A SAFE AND HEALTHY WORKPLACE