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Legal Rights of Union Stewards

PERA(1974): Right to Organize. Sec. 20.1 Public policy

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Legal Rights of Union Stewards

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    1. Legal Rights of Union Stewards Angel F. Gonzlez University of Iowa Labor Center

    2. PERA(1974): Right to Organize Sec. 20.1 Public policy The general assembly declares that it is the public policy of the state to promote harmonious and co-operative relationships between government and its employees by permitting public employees to organize and bargain collectively; to protect the citizens of this state by assuring effective and orderly operations of government in providing for their health, safety, and welfare; to prohibit and prevent all strikes by public employees; and to protect the rights of public employees to join or refuse to join, and to participate in or refuse to participate in, employee organizations.

    3. Employer Prohibited Practices It shall be prohibited practice for a public employer To refuse to negotiate in good faith To willfully interfere with, restrain or coerce public employees in the exercise of rights granted by this chapter Dominate or interfere in the administration of any employee organization Encourage or discourage membership in any employee organization, committee or association by discrimination in hiring, tenure, or other terms or conditions of employment Discharge or discriminate against a public employee for union activities, testimony, or filing a complaint Refuse to bargain collectively with certified representatives Deny the rights or exclusive recognition Refuse to participate in good faith in any agreed upon impasse procedures. (PERA 20.10)

    4. Summary of stewards rights vigorously represent members in disputes involving their rights under the contract, free from employer discrimination and interference; aggressively enforce and police the labor agreement; speak freely and without inhibition on labor relations issues in meetings with management personnel; request and receive information from the employer relevant to actual and potential grievances from the employer; investigate grievances, interview witnesses and analyze relevant documents on non-work time. sign up new members in the workplace on non-work time in working areas; distribute union literature in the workplace in break areas and in negotiated spaces such as bulletin boards.

    5. Employees called to an investigatory interview with their employer which they reasonably believe may lead to discipline are entitled to union representation.

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