Well, I can certainly get behind that effort..lol. Good on them! That was not in my bingo card. Wonder how Jerry Jones feels

Tried to look into what my local unions are for the manufacturing industry in south west Missouri, but either there arent many at all or they arent well known.

is there some kind of main site thats just a locator or something that summarize your local unions? Seemingly having issues differentiating which are manufacturing or otherwise.

Hey y'all!

I recently accepted becoming a member organizer for my teacher's union this year. Went to a training and I have weekly check-ins with a supervisor, but I don't feel confident. I'm struggling with getting up the courage to approach my co-workers. Our district membership is around 60-65%, which is mostly why I'm doing the job.

So what are some tips that you could provide that would help me to grow our union?

I've been a Teamster for 14 years. I'm not normally a rabble rouser, but I'm familiar with my contact and I keep in touch with my Steward and the officials in my local.

I changed jobs a couple months ago. Same field, different company, different local, still Teamsters.

In the hiring process I was told the benefits and pay were the same as the national contract I already knew.

In orientation I'm told the the insurance starts after 90 days. That's... not the national contract. So I start with questions. Is this a local rider? If so, can I see the language? What did the company offer in negotiation to get us to give up 2 months of insurance?

The answers were bad. Yes, a local rider, no, they can't show it to me. Nobody has a copy, and it's not available on the website. The answer I got to what was offered to give up insurance after 30 days? My Stewed said "Well it just made sense."

I start moving the question up the chain to the local. Nobody can answer why (or when) the 30 day wait was changed to 90, but they're not OK with it either. Now they want answers too.

Skip 6 weeks of calls and questions and arguments.

Yesterday the Business Manager of my local told me he's tired of asking and waiting for answers from the company. So he reminds them (at 2PM) that dodging health welfare pension (HWP) payments is a strikeble offense.

Shocking absolutely nobody, that gets things moving.

This morning, 9AM, I'm handed a Memo of Understanding signed by the president of the company stating that HWP will be paid immediately and retroactive to my 30 days date. Me and 3 people who started after me.

Great! Success! I'll have my insurance now!

Except, as I said, I'm familiar with my contract.

I speak to someone in management (former Union, 35 years, moved to the other side of the desk because he was old and bored, good dude.)

I asked him if this was the new standard going forward. "No, it's just for you and those 3 other guys."

I said "You know that that could be viewed as favoritism, right? You guys are going to get hammered with grievances."

He cussed for the second time in 2 months. "Shit."

He called me a half hour later. "I just wanted to let you know that that MOU is the standard now for the duration of this contract."

They're looking to add 150 people in the next few months, and they'll all get health insurance at the 30 day mark. We have 4 years left on our contract.

Bonus: 30 day HWP will be rock solid embedded in "Past Practices" after 4 years. So the company will have to offer something juicy if they want 90 days.

We fucking WON.

I'm an alternate steward at my workplace. The steward above me has been a steward for nearly 20 years. I've been for about 6 years. They helped organize the first contract. They know the contract back and forth, the history of the place, past practice, everything. I have a lot of respect for them as a person and as a steward.

However, we disagree on whether to give the membership the contract proposal to the members before the meeting. They think we should wait until the meeting so we can go over it the first time they see it and explain it all to them point by point. He's concerned that they'll vote yes for anything, even if they know we can do better. I think the members should be allowed to study it beforehand so they know what it is they're voting on.

My knee jerk reaction is to hold off until the meeting, because I know my steward knows what they're doing. But the members come to me asking about getting the proposal ahead of time, and it's hard for me to say no to them.

What do/would you guys do? What are your thoughts?

Edit: After seeing the stories and thoughts here, especially the ones where their negotiation efforts were screwed by members misinterpreting the information ahead of the meeting, I'll stick with the industry standard and hold off sharing anything until the meetings. Thanks for your input!

https://www.nj.com/hudson/2026/10/huge-nj-refinery-locks-out-400-union-workers-amid-contract-talks.html

>After the expiration of a labor contract and extension at the Bayway Refinery in Union County, the owner of the Northeast’s largest producer of gasoline and other petroleum products locked out its union workers on Monday, both sides said.

>Negotiators for Houston-based Phillips 66, which owns Bayway, and the International Brotherhood of Teamsters union Local 877, which represents 400 workers at the refinery, had reached a tentative agreement on a new contact. However, a narrow majority of rank-and-file union members declined to ratify the deal in a vote on Friday, prompting the company to block union workers from entering its gate on Park Avenue in Linden on Monday at 4 p.m.

The joint grievance committee deadlocked, and my business agent said my case was being sent to a union labor attorney to review whether arbitration was worth pursuing.
My understanding is that the union had 20 calendar days to take the next step, and that deadline has passed. I still haven’t heard anything.

Is it normal for a union to go silent during an arbitration review? Would they normally tell you if they decided not to pursue the case? Could they have acted without contacting me?

Looking for honest advice from anyone familiar with union grievances or labor arbitration.