Labor Board Defers Unfair Labor Practice Charges Against GLCCD to Arbitration
Teamsters Local 727 filed the most recent Unfair Labor Practice charge against Great Lakes Coca-Cola Distribution, Inc. which alleges, among other things, that the Company violated Federal Labor Law and the collective bargaining agreement when management bypassed the Union as a representative for GLCCD employees and engaged in direct dealing with a member.
On yet another occasion, GLCCD informed Local 727 of a change to the Company uniform policy that had been made without first bargaining with the Union. Though the Union made requests for bargaining dates, GLCCD never responded. In addition to violating federal law by not bargaining with Local 727, the proposed changes also violate the CBA.
Adding insult to injury, the Company has also recently implemented new schedules for 3rd shift maintenance and sanitation employees and manipulated time-clocks in order to avoid paying overtime in violation of the CBA, Federal Labor Law, and long standing practices.
Region 13 of the National Labor Relations Board has deferred these latest ULP charges against GLCCD to arbitration. As such, the Union’s allegations of direct dealing with members, attempts to implement unilateral changes, and manipulation of time-clocks will be processed pursuant to the CBA’s arbitration process.
Instead of simply resolving these issues after being served with notice of the ULP charges described above, GLCCD is attempting to buy time and delay resolution of these clear violations by agreeing to defer them to arbitration.
“GLCCD’s hypocrisy is astounding,” said John Coli, Jr., Secretary-Treasurer of Local 727. “They say they want a ‘better relationship’ with their employees and the Union, yet they make no effort to fix the problems they have created and instead choose to delay final resolution.”
“Enough is enough, it is time GLCCD answers for its bad behavior,” added Coli.
Members with questions should contact Business Representative Caleen Carter-Patton at (847) 696-7500 or [email protected].
Nothing in this article should be read as the union’s waiver of any legal argument, position or additional grievance. The union does not forfeit its right to make any and all supplemental arguments.
