NEW MEMBERS (SHIFT)
WELCOME!
Welcome to the Transport Workers Union – Local 320, the country’s first and largest nationwide Bikeshare Union! We, the workers from all our cities, have fought very hard to make this a better place to work by forming a union, bargaining collectively, and continuing to push for better wages, better benefits, and better and safer working conditions. “The union” isn’t some office somewhere that we call on to fix our problems - it’s everyone here, making sure that we’re treated fairly and trying to make our jobs the best they can be. Included below are the basics you need to start.
Shop Stewards
Shop stewards are the front line of the union – they’re your coworkers who have stepped up to make sure that the company follows the contract, that everyone is treated fairly, and that we build a strong union in our workplace. If you have questions, concerns, or want to get more involved in the union, these are good people to talk to. Here is a list of the people you can contact
Chicago, IL (Divvy): Cheron Williams (Central Regional Rep)
Detroit, MI (MoGo): Cheron Williams (Central Regional Rep)
Portland, OR (Biketown): Quilley Hamler (Station Chair) and Anne Marie Drolet (Western Regional Rep)
Right to Representation
If you’re called in to a meeting with management that you think could result in being disciplined - or a manager starts a conversation with you that you think might involve you getting written up - you have the right to have a union representative of YOUR CHOICE present. Ask the manager: “Could this meeting lead to discipline, or affect my personal working conditions?” If the answer is anything but “No,” state that you want your steward present. This helps to protect you, and to make sure that we can better fight any unfair disciplinary action. Always ask for a copy of any Corrective Actions that are issued to you.
Just Cause
Being in a union means you work for a just cause employer. After your 90-day probationary period, management may not discipline or terminate you without proving their case or following correct disciplinary procedures. Your shop stewards are responsible for handling grievances which may result from unfair discipline. This is why it’s important to know who the are and use them!
Collective Bargaining & Local 320
One of the main benefits to being in a union is the right for you and your representatives to bargain as one with your employer to improve wages and working conditions. We have a Contract with the employer (our rules on management) which can be found in the break room or bikeshare.twu.org Local 320 is the newest local in the TWU, and includes hundreds of bikeshare employees in cities such as New York, Chicago, and San Francisco. The Local is still growing as new members are organized to join the nationwide bikeshare union movement. You can get more information at www.twu320.org.
Union Dues
Dues are slightly less than one hour’s pay per check. This rate hasn’t changed in 80 years and there are no other costs or fees associated with Local 320 membership. There are no initiation fees or annual fees. Union dues go toward all of the things that we need to make our union run, like paid rep time, printing and mailing costs for our Local, plus union staff, lawyers and accountants, and media professionals who help us when we need them. For more information, ask a Shop Steward, take a look at the Contract (CBA), check the Union Information Board in the breakroom, or go to linktr.ee/twu320. You can also scan the bar code on the front page. More info can be found at www.twu320.org.
Attendance
Lateness/Tardiness: you are allowed a grace period of 10 minutes. However, it is the expectation of Motivate and Local 320 that you arrive to work on time as scheduled. Despite the grace period, Motivate can take corrective action against you if they feel you are abusing the privilege or are exhibiting a poor pattern of behavior. Doctor’s Notes DO NOT EXCUSE absences or lateness. You must have sufficient STO or Personal Days accrued to be covered. No Call/No Shows: Make sure you always make an attempt to notify your manager that you won’t be coming in or may be late. SAVE your department manager email in your phone. Too many people have been written up because they input the wrong email address. Do not call, text, or send a “Teams” message to call-out or inform work of a lateness. Email is the only official form of comm for this policy.
Grievances and Interactions with Management
Remain Professional and Comply: Unless the work to you assigned is unsafe or demonstrably discriminatory, you should always comply with the commands of your manager. You can, of course, voice your opinions or concerns in a professional and courteous manner. You should then contact a union rep while on your break. The only time you should contact a rep while on the clock is if there is something immediately grievous or unsafe occurring. The Grievance Process: it is always best to keep accurate records and details of any situation that you think might be grounds for a grievance. When you first get a chance, write down a statement of facts of what has occurred. It is always best to have supporting remarks from a co-worker – especially around concerns of harassment or discrimination.