Membership

Local 229

Member-Specific Information

Withdrawal Cards

Members not working at the craft for a complete calendar month for reasons other than sickness or injury may request, and be issued, an Honorable Withdrawal Card in accordance with Article XVIII of the International Constitution. Members off work for a complete calendar month because of sickness or injury should contact the Union office regarding the issuance of a withdrawal card.

Please note that any member who is not required to request a withdrawal card in accordance with the International Constitution but who requests and is issued a withdrawal card must be advised that the issuance of that withdrawal card may result in a break in their twenty-four month continuous good standing requirement for eligibility to:

• Hold local union office
• Be a Delegate/Alternate Delegate to the next International Convention
• Be a candidate to run for International Office
• Nominate/vote in the election of Union officers; the election of Delegates/Alternates; or, in the election of International Union officers
• Any other continuous good standing requirements of Local Union No. 229 as stated in the Local Union By-Laws

THE COST FOR A WITHDRAWAL CARD IS $0.50 AND YOU MUST BE IN GOOD STANDING TO OBTAIN ONE, FAILURE TO OBTAIN A WITHDRAWAL CARD CAN RESULT IN SUSPENSION FROM THE UNION, A DISCONTINUING OF SCHEDULING FOR WORK PURPOSES AND A RE-INITIATION FEE OF $50.00 AND ALL BACK DUES MAY BE REQUIRED TO CLEAR ARREARS.

ALSO, THE LOCAL UNION MUST BE NOTIFIED WHEN YOU RETURN TO WORK SO THAT YOUR WITHDRAWAL CARD CAM BE DEPOSITED.

Purpose of Union Dues

Dues provide the resources to stand up for good jobs and benefits, decent working conditions and a better future for our families. That’s why union members in private industry earn 38 percent more on average than nonunion workers. They also receive 54 percent more in benefits. None of this would be possible without the strength that comes from our Teamster dues.

REPRESENTING YOU THE MEMBER IN NEGOTIATIONS FOR CONTRACTS, ARBITRATIONS AND UNJUST TERMINATIONS are a few along with those 

Most of your dues, 78 percent, stay with your local union in order to fund activities that give workers more power at the bargaining table, in the statehouse and in the community. Some of these activities include:

• Organizing expenses
• Office equipment and regular administration expenses
• Attorneys to assist in negotiations, grievances and arbitration
• Training
• Research into companies and industries to gather information for negotiations and organizing
• Accountants to analyze the company’s books

Members receive information about how dues money is spent by their local at regular monthly membership meetings, and local unions also file annual reports with the U.S. Department of Labor. The International Union publishes its annual audited financial statement in Teamster magazine, which is sent to every member.Most of your dues, 78 percent, stay with your local union in order to fund activities that give workers more power at the bargaining table, in the statehouse and in the community. Some of these activities include:

Grievance Procedure

The grievance procedure is a negotiated article within your contract that enables the union to enforce the terms of the contract and protect the rights of workers. If management violates the contract, the grievance procedure allows the member to follow a process that can provide relief or justice.

Teamster contracts may define a grievance in several ways: It could be “a dispute between the union and management over the application and/or interpretation of the agreement,” or “any dispute or difference arising between an employee and management or between the union and management.” Each grievance procedure has specific steps with time limits that must be followed. The steps in a grievance procedure vary, but a typical one may include:

• Step One: The steward and the grievant meet with the supervisor within 10 days of the occurrence to resolve the grievance. Management has five days to respond.
• Step Two: If there is no settlement at Step One, a union representative, the grievant and a management representative will meet to try to resolve the grievance.
• Step Three: If still unresolved, the grievance will be heard by an arbitrator or panel who will render a decision.