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The History of Labor Day United We Continue to Stand and Fight For Workers Rights

05 Monday Sep 2016

Posted by Unions For Security Guards - Security Guard Unions in Labor Day September 5 2016

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40 Hour Work Week, 8 Hour Work Day, Brinks, Central Labor Union in New York, Child Labor Laws, Fair Labor Standards Act of 1938, February 21 1887, Federal Holiday Labor Day, guard-nonguard union, industrial security industry, Labor Day, Labor Day celebration, Labor Day first Monday in September, Labor Day history, Labor Day holiday by legislative enactment, Labor Day Parade, Labor Day recognizes fight for fair wages hours better working conditions, Labor Law, labor organizations, Labor Union, Labor Union History, Labor Unions, Law Enforcement Officers Security Unions LEOSU, Law Enforcement Officers Security Unions LEOSU-DC, LEOSU, LEOSU Organizing Director Steve Maritas, LEOSU-DC Organizing Director Steve Maritas, National Labor Relations Act, New York City Labor Day Parade, NLRB certification of a union representing security guards, nonguard employees, Peter J. McGuire general secretary of the Brotherhood of Carpenters and Joiners, Raise Workers Wages, Section 7 of the Act, Section 9(b)(3) NLRA, Security Guard Unions, Security Guard Unions New York, Security Officer Unions, social and economic achievements of American workers, The Birth of Security Guard Unions, THE GUARDS TRILOGY: THE NLRB LOWERS THE GUARD ON EMPLOYEE RIGHTS, The History of Labor Day, The Rise and Fall of the 40 Hour Work Week, trade and labor organizations, Tuesday September 5 1882, Union, Union Organizing, unionized guards, Unions, Unions for Security Guards, University of Chicago Labor Law Case, Wages still at the heart of Labor Day Protests, Wells Fargo Armored Service Corporation, Workers Right to Join a Union, Workers Rights, Workers Rights to Join a Security Union, workingmen's holiday

LEOSU, LABOR DAY, 2016

Labor Day: What it Means
Labor Day, the first Monday in September, is a creation of the labor movement and is dedicated to the social and economic achievements of American workers. It constitutes a yearly national tribute to the contributions workers have made to the strength, prosperity, and well-being of our country.

Labor Day Legislation
Through the years the nation gave increasing emphasis to Labor Day. The first governmental recognition came through municipal ordinances passed during 1885 and 1886. From these, a movement developed to secure state legislation. The first state bill was introduced into the New York legislature, but the first to become law was passed by Oregon on February 21, 1887. During the year four more states — Colorado, Massachusetts, New Jersey, and New York — created the Labor Day holiday by legislative enactment. By the end of the decade Connecticut, Nebraska, and Pennsylvania had followed suit. By 1894, 23 other states had adopted the holiday in honor of workers, and on June 28 of that year, Congress passed an act making the first Monday in September of each year a legal holiday in the District of Columbia and the territories.

More than 100 years after the first Labor Day observance, there is still some doubt as to who first proposed the holiday for workers.

Some records show that Peter J. McGuire, general secretary of the Brotherhood of Carpenters and Joiners and a cofounder of the American Federation of Labor, was first in suggesting a day to honor those “who from rude nature have delved and carved all the grandeur we behold.”

But Peter McGuire’s place in Labor Day history has not gone unchallenged. Many believe that Matthew Maguire, a machinist, not Peter McGuire, founded the holiday. Recent research seems to support the contention that Matthew Maguire, later the secretary of Local 344 of the International Association of Machinists in Paterson, N.J., proposed the holiday in 1882 while serving as secretary of the Central Labor Union in New York. What is clear is that the Central Labor Union adopted a Labor Day proposal and appointed a committee to plan a demonstration and picnic.

The First Labor Day

The first Labor Day holiday was celebrated on Tuesday, September 5, 1882, in New York City, in accordance with the plans of the Central Labor Union. The Central Labor Union held its second Labor Day holiday just a year later, on September 5, 1883.

In 1884 the first Monday in September was selected as the holiday, as originally proposed, and the Central Labor Union urged similar organizations in other cities to follow the example of New York and celebrate a “workingmen’s holiday” on that date. The idea spread with the growth of labor organizations, and in 1885 Labor Day was celebrated in many industrial centers of the country.

Enjoy Your Day Off For Labor Day (Unless You’re A Low-Wage Worker)

The working poor are still the least likely to get paid holidays off.

 

The form that the observance and celebration of Labor Day should take was outlined in the first proposal of the holiday — a street parade to exhibit to the public “the strength and esprit de corps of the trade and labor organizations” of the community, followed by a festival for the recreation and amusement of the workers and their families. This became the pattern for the celebrations of Labor Day. Speeches by prominent men and women were introduced later, as more emphasis was placed upon the economic and civic significance of the holiday. Still later, by a resolution of the American Federation of Labor convention of 1909, the Sunday preceding Labor Day was adopted as Labor Sunday and dedicated to the spiritual and educational aspects of the labor movement.

The character of the Labor Day celebration has undergone a change in recent years, especially in large industrial centers where mass displays and huge parades have proved a problem. This change, however, is more a shift in emphasis and medium of expression. Labor Day addresses by leading union officials, industrialists, educators, clerics and government officials are given wide coverage in newspapers, radio, and television.

The vital force of labor added materially to the highest standard of living and the greatest production the world has ever known and has brought us closer to the realization of our traditional ideals of economic and political democracy. It is appropriate, therefore, that the nation pay tribute on Labor Day to the creator of so much of the nation’s strength, freedom, and leadership — the American worker.

 

LEOSU, Steve Maritas, SPFPA, LEOSU, Security Union

Looking to Join a Law Enforcement Union? Contact LEOSU Organizing Director Steve Maritas Today!

THE BIRTH OF SECURITY GUARD UNIONS

THE GUARDS TRILOGY: THE NLRB LOWERS THE GUARD ON EMPLOYEE RIGHTS

Private security guards have demonstrated a growing interest in union representation’ in an attempt to address the problem of low pay scales in the industrial security industry. Employers have often argued against guards’ unionization because of the possible incompatibility of the guards’ employment responsibilities with their union loyalties during strike situations. Although the National Labor Relations Act (NLRA or Act) authorizes security guards to unionize legally, the Act contains some restrictions to avoid possible conflicts of loyalty. Recently, in a trilogy of cases, the National Labor Relations Board (NLRB or Board) has limited guards’ rights to choose freely and maintain their bargaining representatives. These restrictions on guards’ rights places employees’ rights, provided for in the NLRA, in a secondary position to the employer’s right to be free from employee conflicts of loyalties, also provided for in the Act. The NLRA grants guards the right to unionize free from employer interference. Section 7 of the Act guarantees guards the right to choose freely a union representative who is authorized to bargain with the employer. The union representative election procedures are set forth in section 9 of the NLRA.’ The procedure includes a secret ballot election of guards within a collective bargaining unit as well as NLRB certification of the guards’ union after the election process.”

Congress responded to employers’ concern about the potential problem of unionized guards’ divided loyalties between the employers and the unions when it drafted the Taft-Hartley Act of 1947. Section 9(b)(3) of the NLRA is Congress’ response to the problem of guards’ potential conflict of loyalties. Section 9(b)(3) has two parts. The first prohibits the NLRB from placing guard and nonguard employees together in a collective bargaining unit. The second prohibits the NLRB from certifying a guard union as the guards’ bargaining representative if the union also represents nonguards or is affiliated with a nonguard union. In the past, the Board generally recognized guards’ rights under section 7 of the NLRA to bargain through the representative of their choice, even if section 9(b)(3) barred NLRB certification of a union representing security guards. Recently, in a trilogy of decisions, however, a divided Board reversed its policy of permitting the use of guard-nonguard unions as the guards’ bargaining agent. In Wells Fargo Armored Service Corporation, the NLRB held that an employer’s withdrawal of voluntary recognition from a noncertified guardnonguard union during an economic strike did not violate the Act. Shortly thereafter in University of Chicago, the Board ruled that section 9(b)(3) prevented the NLRB from allowing a union whose membership includes nonguards as well as guards to take part in a Board-conducted representative election for a bargaining unit of security guards.  In Brink’s, Inc. the Board announced that it cannot consider a unit clarification petition that a guard-nonguard union files because unions that the NLRB cannot certify under section 9(b)(3) should not use the NLRB’s processes to clarify the scope of their unit’s composition.

READ MORE ABOUT THE GUARDS TRILOGY: THE NLRB LOWERS THE GUARD ON EMPLOYEE RIGHTS

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Employees Rights to Join a Security Guard Union

09 Sunday Aug 2015

Posted by Unions For Security Guards - Security Guard Unions in Employees Right to Join a Security Guard Union

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Employees Right to Join a Union

THE LAW SAYS YOU HAVE A RIGHT TO JOIN A LAW ENFORCEMENT OFFICERS SECURITY UNION

The Law: The National Labor Relations Act forbids employers from interfering with, restraining, or coercing employees in the exercise of rights relating to organizing, forming, joining or assisting a labor organization for collective bargaining purposes, or from working together to improve terms and conditions of employment, or refraining from any such activity. Similarly, labor organizations may not restrain or coerce employees in the exercise of these rights.
 

Examples of employer conduct that violates the law:

Threatening employees with loss of jobs or benefits if they join or vote for a union or engage in protected concerted activity.

Threatening to close the plant if employees select a union to represent them.
Questioning employees about their union sympathies or activities in circumstances that tend to interfere with, restrain or coerce employees in the exercise of their rights under the Act.

Promising benefits to employees to discourage their union support.
Transferring, laying off, terminating, assigning employees more difficult work tasks, or otherwise punishing employees because they engaged in union or protected concerted activity.

Transferring, laying off, terminating, assigning employees more difficult work tasks, or otherwise punishing employees because they filed unfair labor practice charges or participated in an investigation conducted by NLRB.

Rights of Employees

Sec. 7. [§ 157.] Employees shall have the right to self-organization, to form, join, or assist labor organizations, to bargain collectively through representatives of their own choosing, and to engage in other concerted activities for the purpose of collective bargaining or other mutual aid or protection, and shall also have the right to refrain from any or all of such activities except to the extent that such right may be affected by an agreement requiring membership in a labor organization as a condition of employment as authorized in section 8(a)(3) [section 158(a)(3) of this title].

What rules govern collective bargaining for a contract?

After employees choose a union as a bargaining representative, the employer and union are required to meet at reasonable times to bargain in good faith about wages, hours, vacation time, insurance, safety practices and other mandatory subjects. Some managerial decisions such as subcontracting, relocation, and other operational changes may not be mandatory subjects of bargaining, but the employer must bargain about the decision’s effects on unit employees.

It is an unfair labor practice for either party to refuse to bargain collectively with the other, but parties are not compelled to reach agreement or make concessions.

IT’S ALWAYS wise to take full advantage of YOUR LEGAL RIGHTS.

WITH A UNION, the employer must bargain and pay the wages negotiated.

WITH A UNION, your rights on the job are spelled out and must be respected.

WITH A UNION, you can stop abuses on the job.  The union can prevent unjust and unfair treatment by giving you representation on the job and the right to file grievances if you are treated unfairly.

WITH A UNION, you can negotiate for better holiday pay, vacations, health and welfare benefits, and job conditions.

WITH A UNION, you have greater security on your job.  Company management cannot fire you without good reason and they must respect your length of service if there are layoffs.

WHAT ARE YOUR RIGHTS?

It is unlawful for your employer or supervisor to interfere with, restrain or coerce employees seeking to organize or join a union.

What employers and supervisors can NOT do:

1)         They CANNOT tell employees that the Employer will fire or punish them if they engage in union activity.

2)         They CANNOT lay off or discharge any employee for union activity

3)         They CANNOT grant employees wage increases or special concessions in order to keep the union out.

4)         They CANNOT bar employee union representatives from talking with members during non-working hours.

5)         They CANNOT ask employees about confidential union matters, meetings, etc.

6)         They CANNOT ask employees about the union or about union representatives.

7)         They CANNOT ask employees how they intend to vote.

8)         They CANNOT ask employees whether or not they belong to a union or have signed up for a union.

9)         They CANNOT by the nature of the work assignment, create conditions intended to get rid of an employee  because of his or her union activity.

10)       They CANNOT threaten workers or coerce them in an attempt to influence their vote.

11)       They CANNOT tell employees that existing benefits will be discontinued if the institution is unionized. )

12)       They CANNOT say unionization will force the employer to lay off workers.

13)       They CANNOT say unionization will take away vacations or other benefits and privileges presently in effect.

14)       They CANNOT promise employees promotions, raise or other benefits if they get out of the union or refrain from joining it.

Any of the above acts constitutes a violation of the National Labor Relations Act.

 

 

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Join or Form a Security Police Union in Your State

Join or Form a Security Police Union in Your State

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  • Join or Form a Security Police Union in Connecticut
  • Join or Form a Security Police Union in Delaware
  • Join or Form a Security Police Union in District of Columbia
  • Join or Form a Special Police SPO Union in District of Columbia
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  • Join or Form a Security Police Union in Illinois
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  • Join or Form a Security Police Union in Maryland
  • Join or Form a Security Police Union in Massachusetts
  • Join or Form a Security Police Union in Michigan
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  • Join or Form a Security Police Union in Mississippi
  • Join or Form a Security Police Union in Missouri
  • Join or Form a Security Police Union in Montana
  • Join or Form a Security Police Union in Nebraska
  • Join or Form a Security Police Union in Nevada
  • Join or Form a Security Police Union in New Hampshire
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  • Join or Form a Security Police Union in New Mexico
  • Join or Form a Security Police Union in New York
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  • Join or Form a Security Police Union in Ohio
  • Join or Form a Security Police Union in Oklahoma
  • Join or Form a Security Police Union in Oregon
  • Join or Form a Security Police Union in Pennsylvania
  • Join or Form a Security Police Union in Rhode Island
  • Join or Form a Security Police Union in South Carolina
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  • Join or Form a Security Police Union in Tennessee
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  • Join or Form a Security Police Union in Utah
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  • Join or Form a Security Police Union in Washington DC
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Join or Form a Federal Contract Guard Union in Your State

Join or Form a Federal Contract Guard Union in Your State

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  • Join or Form a Federal Contract Guard Union in Alabama
  • Join or Form a Federal Contract Guard Union in Alaska
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  • Join or Form a Federal Contract Guard Union in California
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  • Join or Form a Federal Contract Guard Union in Connecticut
  • Join or Form a Federal Contract Guard Union in Delaware
  • Join or Form a Federal Contract Guard Union in District of Columbia
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  • Join or Form a Federal Contract Guard Union in Massachusetts
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  • Join or Form a Federal Contract Guard Union in Missouri
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  • Join or Form a Federal Contract Guard Union in Nevada
  • Join or Form a Federal Contract Guard Union in New Hampshire
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  • Join or Form a Federal Contract Guard Union in New Mexico
  • Join or Form a Federal Contract Guard Union in New York
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  • Join or Form a Federal Contract Guard Union in Oklahoma
  • Join or Form a Federal Contract Guard Union in Oregon
  • Join or Form a Federal Contract Guard Union in Pennsylvania
  • Join or Form a Federal Contract Guard Union in Rhode Island
  • Join or Form a Federal Contract Guard Union in South Carolina
  • Join or Form a Federal Contract Guard Union in South Dakota
  • Join or Form a Federal Contract Guard Union in Tennessee
  • Join or Form a Federal Contract Guard Union in Texas
  • Join or Form a Federal Contract Guard Union in Utah
  • Join or Form a Federal Contract Guard Union in Vermont
  • Join or Form a Federal Contract Guard Union in Virginia
  • Join or Form a Federal Contract Guard Union in Washington
  • Join or Form a Federal Contract Guard Union in Washington DC
  • Join or Form a Federal Contract Guard Union in West Virginia
  • Join or Form a Federal Contract Guard Union in Wisconsin
  • Join or Form a Federal Contract Guard Union in Wyoming
Join or Form a Security Officer Union in Your State

Join or Form a Security Officer Union in Your State

  • Join a Security Officer Union in Your State
  • Join a Security Officer Union in Alabama
  • Join a Security Officer Union in Alaska
  • Join a Security Officer Union in Arizona
  • Join a Security Officer Union in Arkansas
  • Join a Security Officer Union in California
  • Join a Security Officer Union in Colorado
  • Join a Security Officer Union in Connecticut
  • Join a Security Officer Union in Delaware
  • Join a Security Officer Union in District of Columbia
  • Join a Security Officer Union in Florida
  • Join a Security Officer Union in Georgia
  • Join a Security Officer Union in Hawaii
  • Join a Security Officer Union in Idaho
  • Join a Security Officer Union in Illinois
  • Join a Security Officer Union in Indiana
  • Join a Security Officer Union in Iowa
  • Join a Security Officer Union in Kansas
  • Join a Security Officer Union in Kentucky
  • Join a Security Officer Union in Louisiana
  • Join a Security Officer Union in Maine
  • Join a Security Officer Union in Maryland
  • Join a Security Officer Union in Massachusetts
  • Join a Security Officer Union in Michigan
  • Join a Security Officer Union in Minnesota
  • Join a Security Officer Union in Mississippi
  • Join a Security Officer Union in Missouri
  • Join a Security Officer Union in Montana
  • Join a Security Officer Union in Nebraska
  • Join a Security Officer Union in Nevada
  • Join a Security Officer Union in New Hampshire
  • Join a Security Officer Union in New Jersey
  • Join a Security Officer Union in New Mexico
  • Join a Security Officer Union in New York
  • Join a Security Officer Union in North Carolina
  • Join a Security Officer Union in North Dakota
  • Join a Security Officer Union in Ohio
  • Join a Security Officer Union in Oklahoma
  • Join a Security Officer Union in Oregon
  • Join a Security Officer Union in Pennsylvania
  • Join a Security Officer Union in Rhode Island
  • Join a Security Officer Union in South Carolina
  • Join a Security Officer Union in South Dakota
  • Join a Security Officer Union in Tennessee
  • Join a Security Officer Union in Texas
  • Join a Security Officer Union in Utah
  • Join a Security Officer Union in Vermont
  • Join a Security Officer Union in Virginia
  • Join a Security Officer Union in Washington
  • Join a Security Officer Union in Washington DC
  • Join a Security Officer Union in West Virginia
  • Join a Security Officer Union in Wisconsin
  • Join a Security Officer Union in Wyoming

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