Broken Arrow link up and running on the CWA Local 6012 website

Greeting to my fellow union brethren and sisters, my name is Lisa Smith and I am one of your stewards for the Public Sector of Communications of America (CWA). First, I would like to take this opportunity to thank all of you for your support and interest in strengthen our cause and empowering employees in the workplace with you membership to CWA. Second, I want to make sure you are informed on who you stewards are and how to contact them.

Many of you know that we are preparing to start our third contract negotiations very soon. A very wise man once told me "If employees hear nothing they assume we (the union) are doing nothing". I assure you this is not the case. The website is just one of the new ways we will be keeping you informed on union business. Remember you are vital to CWA and your fellow employee, united we stand, divided we fall.

Please be sure to keep an eye on the CWA union boards that are posted in various locations around the City of Broken Arrow to stay abreast on current news, important dates, and general information regarding union activity. Below is the list of your stewards and their positions in the city. We are all at your disposal, utilize you right to representation and don't be afraid to ask questions. Education and unity is empowerment. I speak for all the stewards when I say we look forward to working with all of you in the future.

Thank you for taking the time to familiarize yourself with the CWA website. We are excited to keep you informed. Here's what to look forward to in the future on the website. Steward "blurbs and blogs", information regarding grievances, updates on important meeting and mobilization campaigns, bills and acts that need your support, helping fellow union members during their time of need, commonly used union verbiage, jargon, and acronyms. We will also give you information regarding the supreme court ruling that enabled us to organize, commonly used fear tactics by employers to keep you from joining the union or even worse soliciting you to opt out of the union. Also keep an eye out for a list of business affiliated with CWA that help keep us strong.

In Solidarity, Lisa Smith

Current Stewards;

Cherri Nolen - Public Works Buyer

Jeri Wilder - Finance

Jim Reed - Parks Department

Jimmy Helms - Assistant Water Plant Manager and Vice President of Public Sector for CWA

Joyce Lane - Administrative Assistant

Lisa Smith - Communications, Police Department

Lois Beisiegel - Deputy City Clerk

Rory Beel - Communications, Police Department and Chief Steward of Public Sector for CWA

Tim Thummel - Engineering and Construction

Your CWA Local Union Hall is located at 4171 S 1 18^th East Ave (On 41^st St between 129^th and Garnett)

Membership Meetings are held every third Thursday on the month at 7:30 pm.

CWA website is www.cwa6012.org

The union hall phone number is 918-665-6012

Family Medical Leave (Brief Overview)

Family Medical Leave Act (FMLA) was signed into law by President Bill Clinton after ten (10) years of lobbying by labor unions, women's rights groups, and grass roots organizations. FMLA is designed to assist employees with job security during medical hardships that may lead to extended absences from work FMLA allows employees to take up to twelve (12) weeks of unpaid leave in a twelve (12) month period. Again, this is a very in depth law and in the unfortunate event you may have to utilize it. I recommend that you familiarize yourself with the legal aspects associated with it.

Here are a few basics to FMLA;

Public employees including federal government and their agencies, U.S. postal service, states and their agencies, including schools, and public subdivisions are all eligible for FMLA. Employees must have twelve (12) months of service at the time leave begins. Service need not be consecutive or continuous.

FMLA is unpaid leave. However, The act does allow the employee to choose or the employer to require that the employee take accrued paid leave instead of unpaid FMLA leave. The only exception would be is CWA has reached an agreement with the employer during collective bargaining. Keep in mind The City of Broken Arrow and CWA have no such agreement.

Some types of FMLA leave include; Birth/Adoption/Foster Care Employee's own serious health condition, or care of a seriously ill family member. 

FMLA requires seniority accrual during the leave period for purposes of vesting and eligibility in pension and retirement plans, including 40 IK.

One of the questions you may be asking yourself is what if the requirements for my former job change while I am on FMLA?

Not to worry FMLA requires your employer to give you a reasonable opportunity to participate in any training course, testing, or skills evaluation that you may have missed during your leave.

Another question that you may be concerned about is how much medical information will my employer require I provide about my serious health condition?Your employer is entitled to enough information to determine if a medical leave qualifies under FMLA. However, there is protection provided regarding your confidentiality of medical information and limits to the information that can be requested. Generally your employer will need basic information such as, the nature of the health condition, the expected duration of leave, and a statement that the condition prevents you from performing your job.

Last but not least, you may be wondering if your employer can count FMLA against your absences. Unfortunately the answer is yes, but there is good news. Any absences as a result of FMLA cannot be used against you as part of an employer attendance program, therefore it should not negatively affect employee evaluations.

Employee Free Choice Act

More than seventy (70) countries have enacted laws that provide a fair way for workers to organize unions without facing campaigns of fear and intimidation by employers. Sadly the United States is not one of them.

CWA and many more labor movements are determined to see the legislative bill pass in 2009. To learn more about the bill get online and research. Some useful sites include the American Rights to Work and Communications Workers of America. Contact your senators at (202)224-3121 asking them to support the Employee Free Choice Act. Remember your one voice can be one in a million that will ultimately lead to the successful passing of this much needed and long overdue bill.

Don't be fooled by the U.S. Chamber of Commerce and their allies who are hugely funding an anti-union campaign. They are trying to cloud the-issue and confuse Americans regarding the act. By making such claims as The Employee Free Choice Act will take away workers' right to a secret ballot election, that the act isn't needed because federal and state laws akeady protect workers' rights, unions will pressure workers to sign cards for union representation, and arbitration in the event that first contract talks for 120 days will give unions no incentive to bargain. All of these accusations are false. Remember education means unity and empowerment. The last thing big corporations and para military organizations such and municipal government want is for us to unite for the greater good... .workers' rights.

Campaigns are aleady underway to make the Employee Free Choice Act a law. The goal is to collect a million signatures and post them around the U.S. Capitol after the new congress is sworn in. Members, retirees, and their families are encouraged to sign on to the campaign. To sign up on line visit www.FreeChoiceCWA.org

New Laws and Labor Reform Bills

CWA News reports The Broadband Data Improvement Act becomes law. CWA's Speed Matters Strategic Industry Fund campaign was the prime mover behind this bill becoming law. This law requires the Federal Communications Commission to conduct annual studies on broadband deployment and adds a question to the federal Census on dial up and broadband Internet use. This bill was essential to ensure that all Americans even in the most rural areas will have access to today's technologies.