 |
- Guide for new members
- Introduction
- Negotiated wages and benefits
- Problems on the job
- House rules and discipline
- Membership services
- Union Plus benefits
- Strength and democracy
- Your dues at work
- Your responsibilities
- Contact the ILWU
- Labor education classes
- ILWU Labor Institute
- Steward and leadership classes
- UH Center for Labor Education and Research class
schedule
Labor education resources
- Books and Videotapes
- Posters & Handouts
- If you are sexually harassed . . .
- Your rights in an investigatory interview
- Union rights card
- Unions 101 (English)
- Unions 101 (Espaņol)
- ILWU History
- The Plantation System
- The Big Five
- Living Standards
- The Formation of Local 142
- The Great 1946 Sugar Strike
- 1949—Dockworkers Fight for Parity
- Six Decades of Militant Unionism
- ILWU Leaders
- Harry Bridges
- Jack Hall
- Harry Kamoku
A Guide
for New Members
COMPANY HOUSE RULES AND DISCIPLINE
The company may have House Rules, Standards of Conduct, Dress Codes and work policies that
are separate from the union contract. These are the company’s rules—however, the
union may get involved if you are disciplined as a result of any of these rules or if
these rules are unfairly applied, unreasonable, or unrelated to the business objectives of
the company.
If you are given an oral or written warning or are disciplined by management, you should
contact your union representative immediately. You have a right to ask for a union
representative, if you are called into a meeting with management and you believe the
meeting may result in disciplinary action.
The company may not discipline or discharge any employee, except for just and proper
cause. Just and proper cause involves the following principles:
• The company must give the employee forewarning or foreknowledge of the possible or
probable disciplinary action as the result of the employee’s conduct.
• The company’s rule must be reasonable related to the orderly efficient and
safe operation of the employer’s business, and the performance that the company might
properly expect of the employee.
• Before administering discipline to an employee, the company must make an effort to
discover whether the employee did in fact violate or disobey a rule or order of
management.
• The company’s investigation must be conducted fairly and objectively.
• When the company conducts its investigation it must obtain substantial evidence or
proof that the employee was guilty as charged.
• The company must apply its rules, order and penalties evenhandedly and without
discrimination to all employees.
• In determining the degree of discipline the company must show that the penalty is
reasonably related to the seriousness of the employee’s proven offense and shall
consider the employee’s record of service and length of employment with the company.
The union will work on your behalf to investigate if the company acted properly in taking
disciplinary action against you. If you are disciplined, there is a time limit in which to
contact the union and have the union file a grievance. Because of this time limit, do not
delay. Contact a union representative as soon as you can.