Local 100's membership includes weather observers in stations across the
country and is successfully assisting employees in obtaining wage increases,
benefits, job security, and dignity and respect on the job- affiliated
with the Service Employees International Union-AFL-CIO, Local 100 was the
first union to organize contract weather observers.
We are now also creating a special coalition of weather observers across the country to eliminate the growing threat of blatant disregard of the Service Contract Act (SCA) and numerous other Federal Violations by contractors and contracting offices.
Local 100 has over eighty signed contracts with companies including Weather One, Metro Monitoring, Midwest weather, IBEX, Condor, Mercury/Maytag and more. We value good faith relationships with contractors. However, if at any time these contractors act in bad faith in any way, or fail to enforce and abide by the collective bargaining agreements, Local 100 will act. We will take the necessary steps to correct the problem, through our contracted grievance procedure and through the collective action of our Union. Remember, there are times when, even in agreement, the company's motive of profit may conflict with the Union's motives of economic and social justice for our members. That is why Weather Observers and all Local 100 members stick together: the Union makes us strong.
The first step in the process is winning union representation. This can be done in one of two ways. The first is to gain voluntary recognition by the company. The alternative is to gain recognition by filing a petition with the National Labor Relations Board. This results in a NLRB supervised secret ballot election in approximately two months after filing. For either of these two routes we need to have union authorization cards completed and signed by you and your coworkers.
After recognition, either voluntary or through election, we start working on a union contract. When you mail back the union cards, we send you a copy of the first standard collective bargaining agreement (CBA). This should give you a basic understanding of the issues addressed in a contract. We ask you to recommend other modifications which you and your coworkers would like to see at your specific work site.
A union collective bargaining agreement (CBA) is simply a legal agreement between Local 100 and the company for which you work. The primary concerns usually addressed by Local 100 CBA's are divided into monetary and non-monetary issues. Monetary issues include increases in wages usually of about 5 to 10 percent per year, and increases in health and welfare payments.
The primary non-monetary issue bargained for in a CBA is a grievance procedure. The grievance procedure is usually four steps and can end with arbitration. Arbitration, when a government official is utilized to decide the case, is costly to both parties involved and is a blemish on the contractor's record with the FAA. With effective grievance procedures, labor and management can resolve conflict in a balanced and organized way. The Union member is assured a fair hearing up to and including government mediation.
Other advantages to a CBA include the Service contract act (SCA). The two primary provisions are those which allow for wage and health and welfare increases and another which requires succeeding contractors to honor the CBA determined wages. In short, a CBA is one of the few ways to get wage and health and welfare increases and protects them in the case of contractor changes.
As mentioned, the process begins when you and your coworkers fill out union authorization cards and forward them to Local 100 headquarters. Upon receiving the cards and after we choose the best path towards recognition, we will begin contract negotiations.
Local 100 is a democratic labor union where all members are equal. The brothers and sisters that make up our union membership across the United States understand that every benefit, every phone bill, every lobbying effort, every union salary is paid for by union dues.
The union dues are 1.5% of the monthly gross salary, with a cap at $25/month per member. The minimum dues for part-time weather observers is $11/month, the minimum dues for full-time weather observers is $13/month. You will be sent a membership card to your home address, with additional union benefits for your family, such as free legal services, prescription drug discounts, a union credit card, etc. The union dues will not be deducted until the CBA is signed and Local 100 members authorize their company to deduct the dues. So while we are negotiating the CBA and fighting for your rights as union members, you will not be responsible for union dues until after we sign CBA. That is important. Also the choice of Health and Welfare will be yours as well, and we will speak about that further.