Vincent & Patricia Maisano Labor Scholarship Award
The award is being presented as a tribute to the second CWA District
13 International Vice President and the former Secretary-Treasurer of CWA Local 13000. Both of these individuals retired
in April of 2005.
Vince and Pat both placed a high priority on education. On October
7, 2005, this award was established at Vince & Pat's retirement celebration. The 2nd annual award will be presented
All CWA District 13 members, their spouses, children and grandchildren
(including dependents of laid-off, retired or deceased CWA District 13 members) who are or were members in good standing at
the time of separation from the Union may apply. Applicants must be high school graduates or at least high school students who
will graduate during the year in which they apply. Undergraduate and graduate students returning to schooling my also
apply. Prior winners may not apply.
One (1) scholarship, to be paid at the rate of $1,000.00 annually will
Applications will be accepted during the months of December through March.
Final deadline is March 31st of the year in which the scholarship will be awarded.
The winner will be chosen by lottery drawing and only the winner will
To learn more information about the scholarship award,
please visit the site at http://district13.cwa-union.org/scholarship/
The application can be downloaded at http://files.cwa-union.org/District13/Application.pdf
Your right to proper
It is your choice of who (Union Representative)
to have for your union representation when going into any discussion with management that you feel representation is necessary. Management for the company does not get to pick and choose the person (Union Representative)
they want to represent you in any type of discussion or meeting.
If there is no Union Representative available
to represent you, the meeting or discussion will be held until a Union Representative or Union Officer is available to represent
Never go alone.
We say this time and time again, but the company can not take retaliation against you for exercising your rights under
the collective bargaining agreement (contract). We must be informed of any tactics
of intimidation that you feel may have been expressed to you to not seek union representation in any meeting or discussion.
This would also apply to any investigatory meeting
that the Company or Security has called you into. We encourage all members to
see Union Representation when you go into any investigatory meeting with the Company or Security. It is also your right when going into any meeting with the Company or Security to stop the meeting and
seek proper Union Representation. This can not be denied. It is never too late once you go into a meeting alone to stop the meeting and get proper Union Representation. If you have been intimidated or threatened into not seeking proper Union Representation
when in an investigatory meeting, the Union must be notified IMMEDIATELY.
Please see a union representative if you have
Your FMLA Point of Contact
my name is Vickie Kintzer and in case you're not familiar with who I am, I'm the CWA rep responsible for handling issues for
FMLA, MetLife Disability and Restrictions. My phone number is 866-248-4449
and fax number 610-921-4358. I'm the one to call when you have any FMLA or disability/restriction questions that
you're searching for an answer to.
in doubt, always call and ask so we can take care of any issue up front. I have a hard time correcting errors
after the FMLA admin review period has expired. If you don't know how to apply for FMLA, who you need to notify or what the doctor has to provide for your absence, call me and I'll help you through the certification
form for the doctor. If you get denied, make sure you call me for you only get ONE chance at correcting the error
during your 14 day appeal period of time. If I'm not available when you call, leave me a message and I will always return
the call ASAP.
MetLife issues, you need to make sure that you are contacting them by the 8th calendar day to cover any short term disability
period of time. Also remember that you need to submit your FMLA certification
form to ARC even on disability cases for one dept doesn't correspond with the other, go figure. Any issues with MetLife,
call me to get resolved.
Tell Us What's Bugging You?
jobs are very stressful without the little things going on around us to make it more stressful. Sometimes we can address
these issues in the quarterly stress meeting with the company, and sometimes we can address them one on one with the person
(management or associate). There are also times when we might not be able to address the situation until we have more
information from our members, but when we do we will have the information in with us to do a effective
Click here to fill out your comment form
The Executive Board and the Management team meet quaterly to conduct a stress meeting to discuss
the stress and related issues in the office. If there are any issues you would like to have addressed, please be specific
and click the link below. You comments will be sent via this web page to the Union office. All comments are sent
to us annonymously to protect your idenity. Please take the time and share your concerns with us.
BSC Stress Survey
CSSC Stress Survey
RMBC Stress Survey
Requirements for eligibility for using FMLA
(by Vicki Kintzer 1-19-06)
a lot of confusion on the 1250 hours requirement vs 12 weeks of FMLA every calendar year.
There are three requirements
for eligibility for using FMLA.
a company's payroll for 1 year
some of the 12 weeks of FMLA allotment to use (Vz using the calendar year as counting the 12 weeks so everyone got 12 weeks
Jan 1, 2006)
the time of any absence, the company will count BACKWARD in the previous year to determine if the 1250 hours worked was met.
is the area where our settlement comes in regarding "chronic conditions" where an open certification on file negates that
need. If there's no chronic certification on file, ARC will count back. Those cases where employees
were only certified for say a short term disability case without the doctor including "future intermittent absences or treatment
on that same certification form" will need to appeal with a form filled out by the doctor and a letter from the doctor associating
the "approved short term condition" as the same condition as this current absence being deemed "ineligible".
The employee takes that medical information from the doctor to do the "admin review" written request by the employee so initiate
approval of that absence and establish an open certification.
are getting confused about exhausting the 12 weeks but having the hours worked. They are getting disciplined
for exhausting their 12 weeks of FMLA time and they want to know why since they have over 1250 hours worked and qualified
You can't use FMLA time no matter how many hours worked you have if there's nothing left of the 12 weeks in that
This message is from Vicki Kintzer. If you have FMLA questions, please call her at 1-866-248-4449