The UGSOA International Union who claims to represent 9475 security guards throughout the country continues to have its problems. The latest problem was brought upon by 100 + members of UGSOA Local 38 in Portland Oregon. These members had voted 52 - 14 in favor of STOPPING THE PAYMENT OF DUES to UGSOA.
Tom Kelly a Wackenhut security officer who had voted in favor of STOPPING THE PAYMENT OF DUES to UGSOA had stated " UGSOA is a Real Joke" All UGSOA does is take our hard earned money each month without providing any service and/or accountability to its members."We are sick and tired of UGSOA's crap" and now justice was served.
Many UGSOA members we have spoke to have their own horror stories. No return phone calls, failure to process greivances and mounting Failure to represent charges filed by its members with the NLRB against UGSOA, Violations of its own constitution by refusing to have REAL Executive Board Meetings, terminated security officers who are still waiting to have their arbitration cases heard, some waiting years without no response from the UGSOA. Taxation without Representation, understaffing and a lack of leadership and/or direction by UGSOA representatives. Threats and Removal of UGSOA Local officers and Presidents who openly have opposed UGSOA President Jim Vissar and his throne. UGSOA locals being put under trusteeship with the UGSOA International depleting the members bank accounts and funds just to name a few problems we were told by UGSOA members and EX- members. UGSOA Local 38 is just one of several UGSOA Locals who have filed an election to either STOP the PAYMENT of DUES to UGSOA or have filed a decertification election to dump UGSOA. .
Not Happy With UGSOA STOP The PAYMENT of DUES to UGSOA
EYE ON UGSOA
Self Proclaimed? UGSOA President Desiree Sullivan
N.R.W.F. A non-profit organization providing free legal aid nationwide to thousands of employees whose human and civil rights have been violated by compulsory unionism abuses
UGSOA PRESIDENT PLACES ANOTHER UGSOA LOCAL UNDER TRUSTEESHIP
" UGSOA is a Real Joke"
All UGSOA does is take our hard earned money each month without providing any service and/or accountability
to its members.
Tom Kelly a Wackenhut security officer
UGSOA Members Need to Fight Back
Against UGSOA and the Dictatorship of Self Proclaimed? UGSOA President Desiree Sullivan & Tammy Bowie!
Why Pay UGSOA Dues to Sinking Organizing Who
DOESN'T Service it's Members?
STOP THE DUES TO UGSOA
Here's How
WHAT IS A DEAUTHORIZATION ELECTION?
You (or someone you know) may work under a contract that requires employees to “join” the union or pay dues or fees to the union as a condition of employment. This is frequently referred to as a “union security clause,” but it is really a forced unionism clause that hands union officials the power to get workers fired for not paying dues to a union that they do not support.
Under the National Labor Relations Act, employees can call for a special election to get rid of the “union security clause,” and thereby rid their workplace of forced unionism. This is called a Deauthorization Election, because employees "deauthorize" the forced-unionism clause and remove it from the contract. (NOTE: Deauthorization elections only occur under the NLRA and have no application whatsoever to the Railway Labor Act (a law that affects airline and railroad employees) and most laws governing state and local public employees and public school employees.
A deauthorization election has only one purpose and effect: to remove the forced-unionism clause from the contract. The remainder of the contract, including all wages and benefits, remains in effect and the union continues to serve as the exclusive bargaining representative, whether or not the employees pay any dues or fees.
NLRB Petition Form - You Can Type Right on The Form All of The Information
Even after a successful deauthorization, every employee remains fully covered by the contract, whether or not he or she remains a union member or pays any dues.
A deauthorization election should be distinguished from a "Decertification" election, in which employees vote to remove the union as their collective bargaining representative. While decertification elections can normally be held only near the expiration of the contract (or every three years, whichever comes first), deauthorization elections can be held at any time during the life of the contract.
Most employees prefer a workplace where membership and the payment of dues is voluntary, as it forces the union hierarchy to be more accountable to the rank-and-file workers. Instead of relying on threats, intimidation, and even firings to gain financial support, union officials have to sell the benefits of union membership.
Under the National Labor Relations Act, employees have the right to call for this deauthorization election at any time. If 30% or more of the employees in the bargaining unit sign a Deauthorization Petition, the National Labor Relations Board will conduct a secret ballot election to determine if a majority of the employees wish to throw out the forced-unionism clause and give employees freedom in the decision whether to join or pay dues to the union. If the petitioning employees win that election, then employees cannot be compelled to pay any dues or fees to the union, and their bargaining unit becomes an “open shop.”
HOW TO GET STARTED: First, employees should assess the strength of support for deauthorization within their overall bargaining unit. Then 30% or more of the employees in a bargaining unit need to sign a
Please Note: Once the Election is set the NLRB requires the petitioning employees to garner the votes of a Majority of those employees Eligible to vote, NOT just a majority of those employees who show up to vote on election day!
In order to proceed, employees should begin collecting signatures on a petition, which reads something like the following: Deauthorization Election Signature Blanks Form
Once the required Signatures are obtained you must now File your petition with the National Labor Relations Board ( NLRB ) on the Form Below:
NLRB Petition Form - You Can Type Right on The Form All of The Information
___________________________________________________________
Decertification Election
WHAT IS A DECERTIFICATION ELECTION?
You (or someone you know) may be employed in a workplace where a union has the right to “represent,” and collectively bargain for, all employees. This is frequently referred to as “exclusive representation,” but it is really the government-granted monopoly bargaining privilege that gives union officials the power to make contracts that workers may not like while barring employees from negotiating their own terms of employment. Except in Right to Work states, these contracts almost always include a provision which mandates that employees be fired for not paying dues to a union they do not wish to support.
Though it is generally an uphill battle, the National Labor Relations Act (NLRA) allows employees to call for a special election to get rid of the union UGSOA as their “exclusive representative.”
This is called a Decertification Election, because employees revoke the union’s "certification" to be the “exclusive bargaining representative.” In effect, the union UGSOA is voted out of the workplace.
A decertification election has only one purpose and effect: to remove the union UGSOA as the “exclusive bargaining representative” of the employees.
The National Labor Relations Board maintains many rules governing when employees can file for a decertification election.
For unions already in place with a negotiated contract, the NLRB’s general rule is that decertification elections can only be held near the expiration of the contract (or every three years, whichever comes first).
This is called the “contract bar” rule. If you miss that window period, you will have to wait for the next one. For “new” unions which just became the exclusive bargaining representative and do not yet have a collective bargaining agreement, the general NLRB rule is that the union and employer must bargain in good faith for approximately a year before the NLRB will hold a decertification election.
Most employees prefer a workplace where they are free to discuss their terms and conditions of employment directly with the employer, without intervention by a third-party. They also prefer a workplace in which union membership and the payment of dues is voluntary, as this forces the union hierarchy to be more accountable to the rank-and-file workers. Instead of relying on threats, intimidation, and even firings to gain financial support, union officials have to sell the benefits of union membership to the individual employees.
Under the National Labor Relations Act, if 30% or more of the employees in a bargaining unit sign a Decertification Petition, the National Labor Relations Board will conduct a secret ballot election to determine if a majority of the employees wish to decertify the union UGSOA and stop it from any further “exclusive representation.”
If the petitioning employees win that election, then the company becomes nonunion and all employees are free to bargain on their own, and negotiate their own terms and conditions of employment. Moreover, if 50% or more of the employees in a bargaining unit sign a petition that they no longer want to be represented by the union, the employer can withdraw recognition without an election if it wishes to do so.
The petition must be an employee effort. Employer assistance is unlawful and, if there is any, the union will nullify the effort by filing an unfair labor practice charge.
HOW TO GET STARTED: First, employees should assess the strength of support for decertification within their specific bargaining unit. Then 30% or more of the employees in a bargaining unit need to sign a Decertification Petition,
The petitioning employees will need the votes of a majority of those employees who show up to vote on election day.
In order to proceed, employees should collect signatures on a petition which reads something like the following: Decertification Election Petition Blanks
Once employees have collected the appropriate number if signatures, they also need to fill out a separate NLRB “Petition” cover sheet :
You Can Type Right on The Form All of The Information
If you are employed in one of the 22 states that has a Right to Work law, you are probably protected by the state's Right to Work law and cannot be required to join or pay dues or fees to a union. (There are a small number of exceptions to the basic rule that individuals who work in Right to Work states cannot be required to pay to join or pay dues or fees to a union. Employees of airlines and railroads, and employees working on property subject to exclusive federal jurisdiction, cannot be required to join a union, but may be required to pay union fees.
The following states have a Right to Work law:
Alabama, Arizona, Arkansas, Florida, Georgia, Idaho, Iowa, Kansas, Louisiana, Mississippi, Nebraska, Nevada, North Carolina, North Dakota, Oklahoma, South Carolina, South Dakota, Tennessee, Texas, Utah, Virginia and Wyoming.
Under federal labor law and the state's Right to Work law, you have the right to resign from membership in a union at any time.
If you resign from membership, you may not be able to participate in union elections or meetings, vote in collective bargaining ratification elections, or participate in other "internal" union activities. If you resign, you cannot be disciplined by the union for any post-resignation conduct.
If you resign from UGSOA membership, you are still fully covered by the collective bargaining agreement that was negotiated between your employer and the UGSOA, and the union remains obligated to represent you.
Any benefits that are provided to you by your employer pursuant to the collective bargaining agreement (e.g., wages, seniority, vacations, pension, health insurance) will not be affected by your resignation. (If the union offers some "members-only" benefits, you might be excluded from receiving those.)
If you choose to resign and stop paying dues, and are on automatic "dues check off," you should notify both the union - UGSOA and your employer in writing that you are resigning and revoking your authorization for automatic dues check off.
While you may resign from union membership at anytime, you may be limited to a specific "window period" before you are able to end the automatic dues deductions.
If that is what you are told, ask the union for a copy of the actual dues deduction card that you signed, and contact the NLRB for help in identifying when you you can revoke your withdrawal
UGSOA Senior Vice President ? Tammy Bowie
