Michigan State Utility Workers Council 4815 Lansing Road Charlotte, MI  48813 (517) 645-4555

DIRECTIONS TO THE STATE COUNCIL OFFICE

The Company issued the following policy in 1978 to deal with after hours calls and threats of violence. The Company said they were working on a revision to this policy but they have not yet released it. We certainly hope that if the Company comes out with any revision that they make it stronger and not weaken it if they are truly concerned about safety.

Use the following procedures in good faith for your protection and do not compromise your safety. You should also protest and grieve unnecessary after hours calls for turn-ons and/or turn-offs or other unnecessary work that could have been performed during the because assigning unnecessary work of this type of work late at night may endanger your safety.

The National Safety Council has issued an advisory for employers which support withdrawing from any unsafe situation and calling for assistance and/or police escort. Do not compromise your safety, be aware of your environment and insist on your right to a safe workplace.

DATE: MARCH 31, 1978

PURPOSE

The purpose of this bulletin is to outline precautionary measures which should
be exercised by Meter Services personnel during "after-hours operations" or
whenever a threat is conveyed to personnel in this department. This letter
shall be reviewed at least annually with all affected personnel and documentation
maintained as to dates and time an employee attended such meetings.

THREAT PROCEDURES

All threats of a serious nature to Company personnel or Company property shall
be reported immediately to the departmental supervision and Region Management.
General Office Property Protection section and the General Supervisor of Region
Electric Metering shall be notified via a copy of the Property Protection Incident
and Investigation Report (Form 1195). In addition, it may be appropriate to tele-
phone serious incidents to General Office on the same day.

AFTER-HOURS OPERATION

1. It is suggested that the employee taking the customer's call inform the
customer to turn on the porch light, if possible, and to meet the meterman
at the front entrance for all calls scheduled after hours. The Region
Appliance and Meter Superintendent shall establish the effective time for
actuating after-hours procedures.

2. It is also recommended that the dispatcher verify after-hours, same day
calls, via return telephone calls to the customer, preferably at the time
the order is being dispatched and as specified by the Region Appliance arid
Meter Superintendent.

3. If the dispatcher is unable to contact the customer via telephone due to a
wrong number or an unlisted telephone number and information is unavailable
by use of the telephone directory, classified directory and/or directory
assistance, the specifics of the effort made to contact the customer shall
be noted on the order. The order shall then be left with all details for
follow-up by a field supervisor the next day.

4. Metermen should be especially alert in high incident areas and notify the
dispatcher of any unusual circumstances. When it is requested by the meter-
man for follow-up by the dispatcher, he shall notify the operator at the
time he is leaving the vehicle. If the meterman has not reported back in a
reasonable length of time (approximately 15 minutes) the dispatcher will
attempt to call the meterman by radio and, if possible, by selective signaling
device. If no response is received within three minutes, the dispatcher shall
attempt to contact the customer by telephone and if unsuccessful, send an
on-duty supervisor to investigate. If there is no on-duty supervisor, the
local police department should be requested to investigate.

PRECAUTIONARY MEASURES

THREAT INCIDENTS

The following are recommended steps to be considered in avoiding threat incidents
to Meter Services field personnel.

1. Upon arrival at the customer's premises if you sense apparent abnormalities
in the area, ie, groups of people, vandalism, abandoned homes, etc, proceed
cautiously (it may be wise to verify the address with the dispatcher).

2. If a possible threatening situation should occur, return to your vehicle.
Always leave the premises immediately when requested to do so without remarks
or rebuttal. Notify the dispatcher immediately as you leave the area.

3. When collecting money for turnon for nonpay, perform the money transaction
outside the building whenever possible

4. Exercise good judgment and caution in high-incident areas.

5. Exercising good customer relations practices will serve as a means of
preventing an upset customer and consequently a threat.

WHEN A THREAT INCIDENT OCCURS

Whenever a threat is conveyed to any Meter Services personnel, the "reasonable
man" concept will dictate how the employee should react. The employee should
make every effort to withdraw from the scene and contact the dispatcher and
apprise him of the situation. He shall then proceed to the service center
and make a complete report of all details, ie, witnesses, weapons, time of
threat and other pertinent information. Also, Remark Code 116, Threat of
Violence, is to be entered into the Customer Records System, to alert other
Company personnel who may be required to visit the premises.

Note: All threats shall be reported to a departmental supervisor immediately.

GENERAL INFORMATION REGARDING THREATS

Threats are legally classified as follows:

1. Misdemeanor - Threat, assault and battery (90 days or $100 fine; maximum,
up to one year).

2. Felony - Assault with a deadly weapon, destruction of utilities' property
(more than one year).

When an employee is confronted with a threat incident, he may want to press
charges. The Company does not normally recommend an employee to press charges;
however, if he or she elects to do so, the Company will furnish all necessary
aid for any litigation arising from the threat incident. The Company cannot
act as a complainant unless there is damage to Company property or interference
of normal business activity.

Notice of Alleged Occupational Safety and Health Hazards - Instruction/Handling

For the General Public:

The Department of Consumer and Industry Services has developed this NOTICE in order to promptly and efficiently investigate the nature and extent of those conditions which you feel are creating a hazard to safety or health or otherwise violate Michigan's Occupational Safety and Health Standards. This NOTICE is not intended to constitute the exclusive means by which a complaint may be filed.

Section 28(1) of Michigan's Occupational Safety and Health Act (Act 154, P.A. 1974) describes the procedures by which complaints may be filed and the actions which will be taken by the Department. An employee or employee representative who believes that a violation of a safety or health standard exists that threatens physical harm to an employee, or that an imminent danger exists, may request an inspection by giving written notice of the condition to the department. The notice shall be reduced to writing, shall set forth with reasonable detail the grounds for the request, and shall be signed by the employee or employee representative giving the notice. A copy of the complaint shall be provided to the employer or his agent not later than at the time of the inspection. Upon the request of the person giving the notice, his or her name and the names of employees referred to therein shall not appear in the copy or on the record which is published, released, or made available. If the department determines that there are no reasonable grounds to believe that an inspection should be conducted, it shall notify, in writing, the complainant of its determination.

Sections 65(1) and (2) make it unlawful for an employer to discharge or in any manner discriminate against an employee for filing a complaint with the Department or exercising any other rights provided by the act. Any employee who believes that they may have been discharged or otherwise discriminated against by a person in violation of this section may file a complaint with the department alleging the discrimination within 30 days after the violation occurs.

INSTRUCTIONS:

Complete the "Notice of Alleged Safety or Health Hazards" form as accurately as possible. Describe each hazard you think exists in as much detail as you can. If the hazards described in your complaint are not all in the same area, please identify where each hazard can be found at the worksite. If there is any particular evidence that supports your suspicion that a hazard exists (for instance, a recent accident or physical symptoms of employees at your site) include the information in your description. If you need more space than is provided on the form, continue on another sheet and attach.

If your complaint issues are mostly safety related, return the completed form to:

If your complaint issues are mostly health related, return the completed form to:

MI DEPARTMENT OF CONSUMER & INDUSTRY SERVICES
BUREAU OF SAFETY AND REGULATION
OCCUPATIONAL HEALTH DIVISION
7150 Harris Drive
P O BOX 30649
LANSING MI 48909-8149
TELEPHONE: (517) 322-1608

NOTE: It is unlawful to make any false statement representation or certification in any document filed pursuant to the Michigan Occupational Safety and Health Act of 1974, as amended. Violations can be punished by a fine of not more than $10,000, or by imprisonment of not more than six months, or by both (Section 35(7)).

All Gerogine class members are hereby notified that the Gerogine class was decertified (ended) and there is no settlement. Any tolling or suspension of the statute of limitation against the CCR defendants ended as of August 5, 1997. Therefore, any former Georgine class member who has a claim for an asbestos-related condition must file that claim in court within the time allowed under state law.

In January 1993, a proposed class action settlement known as Georgine v. Amchem Products, Inc. was filed in the United States District Court in Philadelphia. (The Georgine class action as formerly known as the Carlough class action.) The class actin involved the proposed settlement of personal injury asbestos claims against the companies that are members of the Center for Claims Resolution (CCR).

The U.S. Supreme Court held that this classaction could not go forward, and the class action was decertified (ended) on August 5, 1997. Accordingly, any tolling or suspension of the statute of limitations for claims against the CCR companies ended on August 5, 1997. Any asbestos personal injury claim against a CCR company must be filed in court in a timely fashion under state law.

All class members should direct any further questions about this notice to their own counsel, or to one of the following class counsel, who were appointed by the U.S. District Court as counsel for the Georgine class:

EMPLOYERS WILL say almost anything to keep you from joining or forming a union. And with good reason: if you have a union, you have a voice in the decisions that affect you, your job and your family.

Your employer will try to tell you that unions cause everything from bad weather to economic destruction.

But the truth is that labor unions are a vital part of any democracy and that union membership is as American as apple pie, the only way many working people can exercise any control.

THE TRUTH ABOUT CONTRACTS
Your employer will tell you "the union can't guarantee you anything" and that you may well lose wages and benefits with the union.

The truth is that with a union, you have a right to negotiate a contract that is legal and binding and indeed does guarantee you the wages and benefits you deserve.

And the proof is indisputable - unionized workers in our country enjoy superior benefits and wages 20-30% higher than non-unionized workers.

WHO RUNS THE UNION?
Your employer will try to convince you that "the union" is some group of outsiders, trying to come in and "disturb the family atmosphere" and dictate what goes on in the workplace.

The truth is that you and your co-workers are the union - you elect your own officers and decide what you want your union to do by a democratic process.

Can you imagine your employer taking a vote on anything?

WHAT ABOUT UNION DUES?
Most likely, your employer will try to persuade you not to go union by telling tall tales about the union dues you'll be required to pay.

It takes money to run any organization. The Company doesn't want you to pay dues because they know that with your organization, you can have better wages and benefits and an equal voice on the job. Many union members refer to dues as "job insurance."

AND WHAT ABOUT STRIKES?
Probably the scariest thing you'll hear about unions is that they are always going out on strike and that you may be forced to go on strike.

The truth is that 99% of all union contracts are settled without any sort of work stoppage at all. And you and your co-workers, because you control your union, are the only ones who can vote to strike or not to strike.

SO WHAT CAN A UNION REALLY DO?
The job of your union is to negotiate on your behalf for better wages and benefits through a legal and binding contract, then to enforce that contract and to represent you when you encounter day-to-day problems with your employer. By joining together in a union, you and your co-workers have the collective strength to make sure you get decent contracts and fair treatment on the job.

Your right to join or form a union is guaranteed by federal law under the National Labor Relations Act.

Unions are built on the ideals that have made our country great. . .

. . .including the right to stand up and speak out to improve our lives and gain a rightful share of the American dream.

IT IS UNLAWFUL FOR YOUR EMPLOYER, SUPERVISOR OR FOREMAN TO INTERFERE WITH, RESTRAIN OR COERCE EMPLOYEES SEEKING TO ORGANIZE OR JOIN A UNION.

1. Attend any union meetings, park across the street from the union hall to see which employees enter 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.

 

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

 

3. Lay off or discharge any employee for union activity.

 

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

 

5. Bar employee union representatives from soliciting employee memberships during non-working hours.

 

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

 

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

 

8. Ask employees how they intend to vote.

 

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

 

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

 

11. Give financial support or other assistance to a union or to employees, regardless of whether or not they are supporting or opposing the union.

 

12. Announce that the Company will not deal with a union.

 

13. Ask employees whether or not they belong to a union or have signed up for a union.

 

14. Ask an employee, during the hiring interview, about their affiliation with a labor organization.

 

15. Make anti-union statements or actions that might show preference for a non-union employee.

 

16. Make distinctions between union and non-union employees when assigning overtime work or desirable work.

 

17. Purposely team up non-union employees and keep them apart from those supporting a labor organization.

 

18. Transfer workers on the basis of union affiliations or activity.

 

19. Choose employees to be laid off on the basis of weakening the union's strength or discouraging membership in it.

 

20. Discriminate against union people when disciplining employees.

 

21. By the nature of the work assignment, create conditions intended to get rid of an employee because of their union activity.

 

22. Discipline union employees for a particular action and permit non-union employees to go unpunished for the same action.

 

23. Deviate from Company policy for the purpose of getting rid of a union supporter.

 

24. Take actions that adversely affect an employee's job or any pay rate because of union activity.

 

25. Become involved in arguments that may lead to a physical encounter with an employee over the union question.

 

26. Threaten a union member through a third party.

 

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

 

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 plant is unionized.

 

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

 

31. Say unionization will take away 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 it.

 

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.

Any of the above acts constitutes a violation of Federal Law 101, as amended. Therefore, you as an Employee and a supporter of Free Trade Union Movement should report these acts, if committed, to your Union Committee and representative immediately.

UTILITY WORKERS UNION OF AMERICA
AFL-CIO

About Legal Rights...

Dues, Fees & Contracts...

Strikes and the Union...

What rights do we have under the law to help form a union?

You have the right under Federal Law:

* To self-organization
* To form, join or assist labor organizations
* To bargain collectively through representatives of your own choosing
* To act together for the purposes of collective bargaining or other mutual aid or protection

How does the government protect my rights?

The National Labor Relations Board, an agency of the Federal Government, applies rules under federal law which are intended to keep employee's rights to organize into a union fair and honest. If an employer acts in such a way as to interfere with your right to help organize a union, charges can be filed against the company with the NLRB. Where appropriate, the NLRB provides remedies, such as reinstatement for employees fired for exercising their rights including back pay.

What steps will we follow to obtain our contract and become union members?

First - A majority of employees must sign cards authorizing the union to represent you in collective bargaining with your employer. Second - A petition can be filed with the NLRB requesting that secret ballot elections be held to certify that a majority of eligible workers want the union. Third - If a majority of employees vote in favor (YES) of the union, the NLRB will certify the union as the official bargaining representative and the employer must meet and bargain "in good faith" on the proposals that employees want in the contract.

What are examples of employer conduct that interferes with the rights of employees?

* Threatening loss of jobs or benefits by an employer or a union
* Misstating important facts by a union or an employer where the other party does not have a chance to reply
* Promising or granting promotions, pay raises, or other benefits to influence an employee's vote by a party capable of carrying out such promises
* An employer firing employees to discourage or encourage union activity

Is there a quicker way for us to gain the union as our bargaining representative?

Yes, if the company would agree to a "voluntary recognition", where the union and the company agree for an impartial third party to verify the union's claim that they have a majority of the employees signed on authorization cards. This is done through a "card check", in which only the impartial third party, who is not a company representative, sees the signed authorization cards.

Is it true that the union is run by "outsiders"?

YOU are the union; YOU elect your own Local and National officers. YOU run your own Local Union affairs. EVERY UWUA Local is autonomous. YOU elect your own negotiating committee; the National Union will provide you with skilled negotiators to assist you; YOU make the decisions on your own union contract; YOU choose your own stewards; YOU decide important policies and actions of your own union by a majority vote; YOU are the final vote of authority and decision in YOUR union. YOU are the union's real "Boss". ARE YOU AN OUTSIDER?

Will we have to pay an initiation fee?

No. The UWUA will waive the initiation fee for ALL the employees on the payroll at the time the contract is accepted. This is done because of the extra effort you have unselfishly given in your struggle to win your NLRB election and negotiate your union contract. Only new employees will have to pay an initiation fee. Because. . . they will be deriving the same benefits that you have worked so hard to achieve.

How much are union dues?

Until a contract is approved by a majority vote, you do not pay one single cent! At the time that you vote on the contract, you will not only know what your dues will be, but also what improvements in wages and benefits have been negotiated on your behalf. Then you decide if those increases in wages and benefits are worth the amount of Union dues. The point to remember is no one pays a penny until you are working under the improvements and benefits of a Union contract. Dues are set by YOUR local union, not by the National UWUA.

What happens to the dues money paid to the Local Union?

A small part of the dues money goes to the National Union for staff, offices, research and publications. Some of this money also goes to a defense fund. The remainder is used by YOUR Local Union for office space and equipment, postage, legal fees, office supplies, printing costs, arbitration fees, legal fees, transportation, etc. . . THE MEMBERS HAVE TO APPROVE EVERY DOLLAR SPENT!

What about fees or assessments?

As stated in the National Constitution, Article VI, Section 5: Local Unions may establish monthly dues in any amount sufficient to adequately and efficiently operate their Local Union. No Local Union shall levy an assessment on its members without prior approval of the National Executive Committee.

You mention the National Constitution. If we wish, may we see a copy of it?

Yes, you may see a copy of it. Ask your Union Representative and we'll be glad to go over it with you.

When we win union certification, will the employer have to negotiate with us?

YES! Federal Law says that the employer must negotiate "in good faith."

What is the union contract?

A union contract is a document that is binding by law, negotiated with the employer, and provides for wage benefits, hours and general working conditions.

Who draws up our contract?

YOU DO! All the employees in the bargaining unit should contribute to the proposals. Some of the issues that have been expressed to us as being problem areas and/or areas that need improvements are (1) wages; (2) an effective grievance procedure; (3) job security; (4) scheduling; (5) shift differential; (6) weekend premium; (7) seniority rights; (8) layoff and recall protection.

Is there any limit to what we can ask for regarding wages or benefits?

No. Keep in mind, however, that what you ask for should be reasonable and justified.

Who will do the negotiating?

1. The employer and his labor relations representative.
2. An advisory committee elected by you along with your Local Union and National Union representatives.

Do we have to accept what has been negotiated?

NO! When negotiations progress to the point where the committee feels that the best agreement has been reached, a report is made to the membership. If the membership approves the results of the negotiations, the committee is then authorized to sign the agreement. If the membership rejects the results of the negotiations, it then votes upon a course of action to secure a satisfactory agreement. The National Union is a party to all collective bargaining contracts.

Can the union ever force us out on strike?

Definitely not! The only way a strike can occur is if you vote to go out on strike. Article IX, Section 1 of the National Constitution states that "No strike shall be called by any Local Union until the National Office is notified and the National President has given his sanction. Local Union Officers, before requesting strike approval from the National President, are required to have membership approval of such strike action." The National President will immediately attempt to settle the dispute between the Company and the Local Union.

What happens if some union or another Local Union goes out on strike?

Absolutely nothing! The employees at your facility would continue to work as normal. They would not have to go on strike in support of another union. But. . . as fellow trade unionists, we would hope that ALL union members would support a fellow union's strike by not crossing their picket lines.

What are the frequency of strikes?

Of all contracts negotiated nationwide each year, involving tens of thousands of people, only about 2% are involved in strike work stoppages. UWUA is proud of the fine contracts we have achieved through peaceful collective bargaining.

Chartered in August 1945, the Utility Workers Union of America is an AFL-CIO affiliated National Union with over 200 Locals nationwide.

We are a union of people working together to improve our job security, our standard of living, our working conditions, and our society in general.

The UWUA is men and women, young people just starting their career, and older people preparing for retirement. But whoever we are, wherever we came from, whatever our political view - we get together in cooperation and harmony in the UWUA.

Give just a moment of thought to the long history of the trade union movement in this country and compare the days of the past with the here and now. Then look to the future. The big employers aren't getting any smaller, the rate of change isn't slowing, but it is opening up new kinds of jobs.

Think about the opportunity to join a union - about collective bargaining, about industrial democracy and peace, prosperity and security, and individual dignity on the job.

It's something to think about.

UWUA
Have it your way!

Your Legal Rights
Protection from Employer Action
Enforcing Your Rights
What the National Labor Relations Act says

You have the legal right under Section 7 of the National Labor Relations Act to join or support a union and to:

1. Attend meetings and discuss joining a union.

2. Read, distribute, and discuss union literature (as long as you do this in non-work areas during non-work times, such as during breaks or lunch hours.)

3. Wear union buttons, T-shirts, stickers, hats, or other items on the job.

4. Sign a card asking your employer to recognize and bargain with the union.

5. Sign petitions or file grievances related to wages, hours, working conditions, and other job issues.

6. Ask other employees to support the union, to sign union cards or petitions, or to file grievances.

Secret Ballot Elections

To establish a union in a workplace, a majority of employees must express support for the union.

In most situations, the employees prove majority support through a secret-ballot election conducted by the National Labor Relations Board.

"Good Faith" Bargaining

After the union's election victory is officially certified by the National Labor Relations Board, your employer is legally required to negotiate in "good faith" with the union on a written contract covering wages, hours, and other working conditions.

Under Section 8 of the National Labor Relations Act, your employer cannot legally punish or discriminate against any worker because of union activity.

For example, your employer cannot legally do the following:

Threaten to or actually fire, lay off, discipline, harass, transfer, or reassign employees because they support the union.

Favor employees who don't support the union over those who do in promotions, job assignments, wages, hours, enforcement of rules, or any other working condition.

Promise employees a pay increase, promotion, benefit, or special favor if they oppose the union.

Some employers try to prevent the workers from joining a union.

The best way to encourage your employer to recognize your union and negotiate a fair contract is to build a strong organization where you work.

If your employer violates the law, the union can help you file "unfair labor practice" charges with the National Labor Relations Board.

The Labor Board has the power - backed up by the federal courts - to order an employer to stop interfering with employee rights, to provide back pay, and to reverse any action taken against workers for union activity.

You can help protect your legal rights by:

Keeping written notes of any incidents in which company officials or supervisors threaten, harass, or punish workers because of union activity.

Immediately reporting any such incidents to your organizing committee and the union staff.

Your notes don't have to be worded a certain way, but you should include what was said or done, who was involved, where and when it happened, and the names of any witnesses.

Section 7: "Employees shall have the right to self-organization, to form, join, or assist labor organizations, to bargain collectively through representation of their own choosing, and to engage in other concerted activities for the purpose of collective bargaining . . ."

Section 8(a): "It shall be an unfair labor practice for an employer. . . to interfere with, restrain, or coerce employees in the exercise of the rights guaranteed in Section 7 . . .

UTILITY WORKERS UNION OF AMERICA
815 16th Street, N.W.
Washington, D.C. 20006
(202) 974-8200