UFCW Local 663

No. Any time you work a shift Monday – Saturday, regardless of length of shift, the employer is obligated to make a Health and Welfare contribution on your behalf.

Yes. As long as you’re receiving the proper grocery rate of pay and the employer is still making Health and Welfare and Pension contributions, you can perform any duties with the exception of a journeyman/apprentice meat cutter’s duties.

The Family and Medical Leave Act (FMLA) provides certain employees with up to 12 weeks of unpaid, job-protected leave per year. It also requires that their group health benefits be maintained during the leave. FMLA is designed to help employees balance their work and family responsibilities by allowing them to take reasonable unpaid leave for certain family and medical reasons. It also seeks to accommodate the legitimate interests of employers and promote equal employment opportunity for men and women. FMLA applies to all public agencies, all public and private elementary and secondary schools, and companies with 50 or more employees. These employers must provide an eligible employee with up to 12 weeks of unpaid leave each year for any of the following reasons: for the birth and care of the newborn child of an employee; for placement with the employee of a child for adoption or foster care; to care for an immediate family member (spouse, child, or parent) with a serious health condition; or to take medical leave when the employee is unable to work because of a serious health condition.\ Employees are eligible for leave if they have worked for their employer at least 12 months, at least 1,250 hours over the past 12 months, and work at a location where the company employs 50 or more employees within 75 miles. Whether an employee has worked the minimum 1,250 hours of service is determined according to FLSA principles for determining compensable hours or work. Time taken off work due to pregnancy complications can be counted against the 12 weeks of family and medical leave. A final rule effective on January 16, 2009, updates the FMLA regulations to implement new military family leave entitlements enacted under the National Defense Authorization Act for FY 2008. (Taken from Department of Labor website)

In 1975, the U.S. Supreme Court ruled, in the Weingarten decision, that an employee is entitled to have a union representative present during any interview which may result in his or her discipline. It is up to you to insist on union representation. If you fail to do so, you may waive your rights. If you are called into a meeting with any management representative and have reason to believe that disciplinary action may result, read them your Weingarten rights: “If this discussion could in any way lead to my being disciplined or terminated, I respectfully request that my union representative or steward be present at this meeting. Without representation, I choose not to answer any questions.” Do the following: Ask your supervisor if you might be disciplined as a result of the interview. If he/she says “No,” ask for a written statement to that effect. If he/she gives you such a statement, you must participate in the interview. If not, read him/her your Weingarten rights, remain for the meeting, take notes, and afterwards immediately contact your union representative. If he/she says you might be disciplined but will not allow you to have a union representative present, read him your Weingarten rights, stay in the room, take notes, and do not respond to any questions. Afterwards, contact your union representative immediately. If the supervisor allows your union representative to be present, you should participate in the interview.

First Monday of each month. Visit the Meetings page for more information.

Wilson-McShane Corporation, our Health & Welfare office at 952-851-5797 or 1-800-535-6373.

When workers come together and form a union, their employer is obligated under federal law to negotiate wages, hours and conditions of employment with representatives that the workers collectively designate. The provisions of state law consider most workers "employees at will." This means that except under very special circumstances, an employer can discharge its workers with or without a reason and at any time. Employers can also set wage rates, benefit levels and work rules without any worker input or involvement. In other words, management can do or change just about anything it wants, whenever it chooses.

The first step is to reach out to a trained union organizer at UFCW Local 663. You will be contacted by a union organizer if you fill out this form. We will be happy to talk with you about the specific problems that you are experiencing and what can be done to correct them. These conversations are strictly confidential and you are under no obligation of any kind to our union. A trained organizer will contact you after you fill out this form. Every workplace is unique, and so are you and your coworkers. If a group of workers decide come together and become part of the union, we will develop a program that is especially tailored to fit the needs of those particular workers. In order for workers to gain union representation, a majority must authorize the union to represent them. This is accomplished by signing cards or a petition that clearly states that purpose. The petition or authorization cards are kept confidential.

No. It takes the work of employees who are dedicated to helping their co-workers, as well as the active involvement of as many employees as possible. During the weeks before an election, it is very possible that the company will spend thousands of dollars to present an anti-union campaign compiled by paid consultants. Mandatory meetings with management may be held. You will be forced to watch films showing the horrors of organized labor strikes and violence. You will be told that unions are corrupt and that you don’t need a third party interfering with your relationship with management. They will beg for a second chance, but it is important that workers stay focused on their issues and why you decided to organize to begin with. The union isn’t a third party … You are the union!

To put it simply, the United States Government itself guarantees you the right to help organize, join and support a union of your choice. This includes such activities as signing union cards, encouraging others to sign union cards and attending union meetings. It also includes such activities as wearing union buttons, passing out union literature, and talking to other workers as long as it doesn’t interfere with work (production). It also means that employers are breaking the law if they question workers: (1) to try and find out how the workers feel; (2) to identify who has signed cards of who are union supporters; (3) to discover which ones are attending meetings, or if they engage in any other interference with your right to freely choose a union. It also means employers cannot promise raises, promotions or other benefits in an attempt to influence workers. They cannot take away or threaten to take away any of your benefits because of union activity. It also means you cannot be penalized in any way because of your union activity or support. You cannot have your overtime cut, be transferred to a less desirable job, be suspended or discharged. If an employer does any of these things because of your union activity or support, the law says you must be reinstated to your former job without loss of seniority, and the employer must pay you for all the lost wages plus interest. We service and negotiate thousands of separate contracts for our members in various industries including retail food, drug and mercantile stores, food processing plants, plastics manufacturing and health care. We have the strength, know-how and capabilities to help you gain a written contract, too. It is your legal right. Yes! It's the law! You have the right to have a union.

A union is a democratic organization of a majority of workers in a facility. The basic idea of a union is that by joining with fellow employees to form a union, workers have a greater ability to improve conditions at the worksite. In other words, “In unity, there is strength.”

You run your own union. You elect your negotiating committee and prepare your own list of improvements for a union contract. You elect your own officers. The union is not an “outsider.” The union is you!

Union membership is established by the members. However, membership is not paid until the majority of workers vote to accept a contract they helped to negotiate. All initiation fees are waived for members of newly organized facilities.

Union Membership is used to run the union and keep it strong. The value of your union membership means stronger contract negotiations, grievance arbitrations and more organizing campaigns to protect your rights at work. Union membership costs are divided between the International Union and the workers’ own local union, which has its own treasury.

No one can force you to go out on strike. In fact, strikes are actually very rare. The chances that you’ll go out on strike over any given contract are about 1%-2%. There can only be a strike at your place of employment if a majority of the workers vote to go on strike. The only reason that strikes come to mind is that the companies stress the fact that they could happen in order to scare employees and the media loves them, when in reality over 97% of all union contracts are negotiated without a strike.

It is illegal for you to be fired, punished or harassed for attending union meetings or for supporting the union. The law protects your rights as workers to improve your working conditions.

Yes! The law requires the company to bargain “in good faith” with the committee which the employees elect

It is illegal for an employer to threaten to close or close a facility to avoid a union. Companies use this common scare tactic to avoid successful organizing campaigns. The worst possible disservice that a union could do to its membership is to drive the company they work for out of business. Local 663 provides "Where We Work" guides to promote our Union facilities and the products we help produce.

Studies have been done that have demonstrated that less than 1% of local unions had corruption problems. Compare this with an investigation into corporate corruption by Fortune magazine that found that corporate corruption ran at 11%.