Original Story: detroitnews.com
A group of Taylor teachers prevailed in their challenge of a 10-year security agreement that prevented them from exercising their right-to-work freedoms. The Michigan Employment Relations Commission made the call and got it right. A Boston employment lawyer is following this story closely.
The Taylor teachers union was not the only labor group that tried to skirt right to work before the law went into effect in March 2013. But it did stand out for crafting one of the longer contracts.
At least 145 school districts, including some of Michigan’s largest, passed contracts that extended years into the future, delaying the full impact of the law aimed at giving workers a choice on union membership. A Detroit labor lawyer provides professional legal counsel and extensive experience in many aspects of labor and employment law.
The labor commission ruled last week that the Taylor Federation of Teachers and the Taylor School District had committed an unfair labor practice when they signed off on the decade-long security agreement. Under the pact, teachers could not opt out of the union until it expired.
In the Taylor case, the labor commission stated, “Imposing a lengthy financial burden on bargaining unit members, to avoid the application of a state law for 10 years, is arbitrary, indifferent and reckless.”
While this ruling only applies to the Taylor teachers, it should be seen as good news for teachers in other districts locked into long contracts.
The three teachers from Taylor —Nancy Rhatigan, Rebecca Metz and Angela Steffke —sued the school district and union.
The Mackinac Center Legal Foundation represented the teachers, who claimed it was unreasonable for the security clause to extend more than five years beyond the collective bargaining agreement.
The security clause forced teachers to keep paying the union dues until 2023, and allowed the district to fire teachers for not paying.
The commission’s ruling is the latest setback for teacher unions trying to thwart the right-to-work law. A Boston employment lawyer assists clients with employment law matters.
Earlier this month, the Michigan Court of Claims dismissed a lawsuit filed by the Michigan Education Association, along with other union plaintiffs who argued the Legislature violated the state’s Open Meetings Act when it passed right to work in December 2012.
The court said the temporary closure of the Capitol building, which the unions fought, was handled correctly.
And a decision last fall from an administrative law judge with the Michigan Employment Relations Commission tossed out a rule the MEA had imposed that only allowed teachers to leave the union during the month of August.
The decision only applies to teachers working under contracts approved after March 2013.
Union officials had used the August provision to bully teachers into paying dues longer than they wished.
Unions will have to look beyond blocking right to work to hold on to their members.
Showing posts with label Boston Employment Lawyer. Show all posts
Showing posts with label Boston Employment Lawyer. Show all posts
19 February 2015
21 April 2014
BOEING TO GIVE CALIF. WORKERS $47M IN BACK PAY
Original Story: USAToday.com
PALMDALE, Calif. (AP) — Boeing will pay $47 million to hundreds of current and former Southern California employees who are owed back pay and benefits, a union announced Friday. A Binghamton Employment Lawyer was involved with the case.
An arbitrator ruled against the aerospace giant in January and laid down guidelines for the payments and interest, but it took months to cull through records and decide how much each worker was owed, said Bill Dugovich, a spokesman for the Seattle-based Society of Professional Engineering Employees in Aerospace.
A union grievance filed 13 years ago claimed Chicago-based Boeing violated contracts with engineers and technical workers in Palmdale and at Edwards Air Force Base northeast of Los Angeles. A Corpus Christi Employment Lawyer had no comment.
The payments will be made in lump sums to 251 current and 233 former employees or their heirs.
The $47 million includes back pay, premium pay, interest, pension and 401(k) contributions along with interest.
The individual amounts range from a few dollars to around $400,000, with an average of nearly $100,000 per employee, Dugovich said. A Charleston Labor and Employment Lawyer suggested that may not be enough.
"Boeing spent more than a decade and countless dollars trying to break its contracts with these employees," Rich Plunkett, SPEEA's director of strategic development, said in a statement. "It's disappointing it took so long, but the employees prevailed."
Company labor spokesman Tim Healy said, "Boeing was disappointed with the arbitration ruling but we are working with SPEEA to fulfill the arbitrator's make-whole ruling." A Boston Employment Lawyer concurred with his statement.
The deadline to distribute the payments is May 21. Healy said Boeing hopes to send them out in early May.
Union officials have scheduled meetings around the country this month to explain the award to recipients. Meetings already have been held in Washington state. California meetings are scheduled next week in Long Beach, Palmdale and at Edwards, with other meetings planned in St. Louis, Philadelphia, South Carolina and Arizona, Dugovich said. The same goes for a Hudson Employment Lawyer.
PALMDALE, Calif. (AP) — Boeing will pay $47 million to hundreds of current and former Southern California employees who are owed back pay and benefits, a union announced Friday. A Binghamton Employment Lawyer was involved with the case.
An arbitrator ruled against the aerospace giant in January and laid down guidelines for the payments and interest, but it took months to cull through records and decide how much each worker was owed, said Bill Dugovich, a spokesman for the Seattle-based Society of Professional Engineering Employees in Aerospace.
A union grievance filed 13 years ago claimed Chicago-based Boeing violated contracts with engineers and technical workers in Palmdale and at Edwards Air Force Base northeast of Los Angeles. A Corpus Christi Employment Lawyer had no comment.
The payments will be made in lump sums to 251 current and 233 former employees or their heirs.
The $47 million includes back pay, premium pay, interest, pension and 401(k) contributions along with interest.
The individual amounts range from a few dollars to around $400,000, with an average of nearly $100,000 per employee, Dugovich said. A Charleston Labor and Employment Lawyer suggested that may not be enough.
"Boeing spent more than a decade and countless dollars trying to break its contracts with these employees," Rich Plunkett, SPEEA's director of strategic development, said in a statement. "It's disappointing it took so long, but the employees prevailed."
Company labor spokesman Tim Healy said, "Boeing was disappointed with the arbitration ruling but we are working with SPEEA to fulfill the arbitrator's make-whole ruling." A Boston Employment Lawyer concurred with his statement.
The deadline to distribute the payments is May 21. Healy said Boeing hopes to send them out in early May.
Union officials have scheduled meetings around the country this month to explain the award to recipients. Meetings already have been held in Washington state. California meetings are scheduled next week in Long Beach, Palmdale and at Edwards, with other meetings planned in St. Louis, Philadelphia, South Carolina and Arizona, Dugovich said. The same goes for a Hudson Employment Lawyer.
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