FROM THE MONTANA AFL-CIO
Pass the WAGE Act For Workers' Rights
Josh Coleman was an all-star employee at T-Mobile. But when he became involved with TU—the union of T-Mobile workers—his company started treating him differently. A corporate vice president showed up at Coleman’s workplace while he was wearing a union t-shirt and took away his prize trip for being a top performer. Coleman was then fired without cause. T-Mobile eventually settled with Coleman but their message to other workers was clear—take collective action at your own risk.
How are companies like T-Mobile able to be so shameless in their anti-worker activity? Because the penalties for interfering with workers’ rights are ridiculously weak. There are no financial penalties for employers who break the law, and there are no monetary damages for workers who are illegally fired or retaliated against for exercising their rights. As a result, employers view the meager penalties associated with suppressing collective action as the mere cost of doing business. That is why the labor movement strongly supports the Workplace Action for a Growing Economy (WAGE) Act, much needed labor law reform legislation recently introduced by Sen. Patty Murray (D-Wash.) and Rep. Bobby Scott (D-Va.).
Labor law has been frozen for 60 years. Democrats are trying to crack it open.
A new attempt by Democrats to boost worker bargaining power has a lot of failure behind it.
The American workplace has changed a whole lot over the past half century. But the major law that governs how workers and employees interact — the National Labor Relations Act — has been essentially frozen since 1947, when the law was reformed to constrain worker power.
According to many scholars, that’s one of the major reasons behind the steady decline in union density that characterized the second half of the last century. There have been many attempts to tilt the law back in the favor of workers, to no avail.
Democrats Want To Make Labor Organizing Akin To A Civil Right
WASHINGTON -- If you get fired for trying to organize a union in the U.S., federal labor law does a pretty weak job of protecting you. Even if your employer is found to have broken the law, the most you can win under the current system is back pay and reinstatement -- that is, the right to go back to work under a boss who already illegally retaliated against you.
Labor unions have sought for years to strengthen those protections, and on Wednesday Democrats in Washington took up the latest version of the cause. Lawmakers proposed a bill, crafted with the input of the AFL-CIO union federation, that would make workplace organizing akin to a civil right.
New Pro-Union Bill To Serve As Litmus Test for 2016 Presidential Candidates
Days after the Republican presidential candidate Scott Walker announced his plan to get rid of the National Labor Relations Board, Democratic lawmakers are rolling out a plan to strengthen the government agency. The bill, introduced on Wednesday, will also serve as a litmus test to Democrats vying for union endorsements in the 2016 presidential election.
The Wage Act, which stands for Workplace Action for Growing Economy Act, is being sponsored by Washington senator Patty Murray and Virginia congressman Bobby Scott.
“Too often, as workers are underpaid, overworked, and treated unfairly on the job, some companies are doing everything they can to prevent them from having a voice in the workplace,” Murray said in a statement. “The Wage Act would strengthen protections for all workers and it would finally crack down on employers who break the law when workers exercise their basic right to collective action.”
Gianforte Gives Entrepreneurial Pep Talk On Campus, Attracts Student Protest
While students and Democrats protested outside, Bozeman’s Greg Gianforte spoke to over a hundred attendees at Montana State University on Thursday about why they should become entrepreneurs.
Congratulations to Local Lodge #11 for being the 2015 recipient of the Charles W. Jones Award. What a great honor! The link below is the press release which is displayed on the MOST website and has been distributed to local (East Helena/Colstrip) media and to the construction trades media.
REMEMBER - After being released from a job in our jurisdiction, call the hall to be released from the BDS.
Annual Drug Testing
The MOST Board of Trustees have amended the Drug Policy to include annual testing. The new policy will take effect on August 31, 2015. Anyone eligible for referral on the MBDS who does not comply with the new policy by the date will move to the ineligible list until a negative drug screen has been completed and received by the MOST office.
Please note that from this date forward any applicant that wishes to update their MOST drug screen can contact the MOST office directly for their chain of custody. MOST is also sending renewal cards to anyone who hasn't tested from February 1, 2013 to present so they know they need to test.
Contact MOST at 1-800-395-1089 if you have any questions or concerns.
Did you work at a Department of Energy site?
If so, you may be eligible for a FREE MEDICAL EXAM.
The Building Trades National Medical Screening Program (BTMed) provides a free medical screening for former construction/subcontractor workers who worked on a Department of Energy (DOE/AEC) site. This program is coordinated by CPWR - The Center for Construction Research and Training and is supported by the Building and Construction Trades Department, AFL-CIO with support from state and local BCTC.
Call 1-800-866-9663 or go to the BTMed Program website by clicking here
EFFECTIVE February 1, 2015
The National Joint Rules and Standards Committee amended the Uniform Referral Standards and Joint Referral Rules to become effective February 1, 2015.
Some highlights of the amendments:
-Amendments to limit the number of locals available for selection at any one time to 12.
-Amendments to remove the ability of individuals serving referral suspensions from being dispatched.
-New Articles to restrict certain individuals working in their Local Lodge of domicile from remaining on that Local’s Out-of-Work List.
-An amendment to enhance the mandate for posting and removing penalties to the MBDS and clarify intent.
Also, please be advised of the following:
- If you do not meet the requirements of a Qualified Construction Boilermaker as defined in Article 6.1.1 of the U.R.S. & J.R.R., you will not qualify for registration on either the Primary or Secondary Referral Lists after January 1, 2016.
-Non-Permanent Grandfathered, Qualified Construction Boilermaker Applicants on the Primary List have until January 1, 2016 to meet the requirements of Article 5.1.2 or you will be moved to the Secondary List.
-Non-Permanent Grandfathered, Qualified Construction Boilermaker Applicants on the Secondary List have until January 1, 2016 to meet the requirements of Article 5.2.1 or you will be moved to the Boilermaker Intern / Other-Craft Pool.
Article 2.3 Posting:
The Local Joint Referral Rules Committee shall require the posting of these exclusive referral procedures and rules at the appropriate registration facility and the actual places of hire at the employers’ jobsites. Upon request, the Local shall make available copies of these Referral Rules to applicants qualified for referral.
To assist you in meeting the referral requirements:
You may be eligible to complete the OSHA 10 online if you meet one of the following requirements:
- You have never completed a MOST OSHA 10 class, or;
- You are within 6 months of your expiration date (5 years), or;
- It is a jobsite requirement.
If you need the Subpart R training (Rigging Modules) or the Subpart L training (Scaffold), you can
- Log on to your BDS page
- Click on MOST Programs at the bottom of the page
- Go to the MOST Training tab at the top of the page
- Click on Training Schedule to find class dates and locations.
Effective June 1, 2015: Any applicant who obtains employment with an NTD employer without resort to an out of work list or pool, shall notify the office of the NTD of such employement within two business days of actual initial performance of work. Failure to provide such notice could result in a 21 day supsension. Contact the hall for more information.
Please call Local 11 if you have questions.
WHAT IS A BOILERMAKER?
Anyone who works in the boiler construction or repair trade.
A member of the International Brotherhood of Boilermakers, Iron Ship Builders, Blacksmiths, Forgers and Helpers.
NATURE OF WORK
Boilermakers and boilermaker mechanics make, install, and repair boilers, vats, and other large vessels that hold liquids and gases. Boilers supply steam to drive huge turbines in electric power plants and to provide heat and power inbuildings, factories, and ships. Tanks and vats are used to process and store chemicals, oil, beer, and hundreds of other products. Boilermaker mechanics maintain and repair boilers and similar vessels. They inspect tubes, fittings, valves, controls, and auxiliary machinery and clean or supervise the cleaning of boilers using scrapers, wire brushes, and cleaning solvents. They repair or replace defective parts, using hand and power tools, gas torches, and welding equipment, and may operate metalworking machinery to repair or make parts. They also dismantle leaky boilers, patch weak spots with metal stock, replace defective sections, and strengthen joints. Boilermakers regularly maintain and update components, such as burners and boiler tubes, to increase efficiency.
Boilermakers often use potentially dangerous equipment, such as acetylenetorches and power grinders, handle heavy parts, and work on ladders or on top of large vessels. The work is physically demanding and may be done in cramped quarters inside boilers, vats, or tanks that are often damp and poorly ventilated. In some instances, work may be done at high elevations for an extended period. To reduce the chance of injuries, boilermakers may wear hardhats, harnesses, protective clothing, safety glasses, shoes, and respirators. Boilermakers may experience extended periods of overtime when equipment is shut down for maintenance. Overtime work may also be necessary to meet construction or production deadlines. At other times there may be periods of unemployment between jobs.
TRAINING, OTHER QUALIFICATIONS, AND ADVANCEMENT
Apprenticeship programs usually consist of 4 years of on-the-job-training, supplemented by a minimum of 144 hours of classroom instruction each year in subjects such as set-up and assembly rigging, welding of all types, blueprint reading, and layout. Those with welding training or a welding certification will have priority in applying for apprenticeship programs. Experienced boilermakers often attend apprenticeship classes or seminars to learn about new equipment, procedures, and technology. When an apprenticeship becomes available, the local union publicizes the opportunity by notifying local vocational schools andhigh school vocational programs.