When the supervisors get approved for thier CBA, how will that effect non-employees that have any issues with shift command? Who will the union represent? since FOP holds both CBA when it passes.
Example: Lets say an employee was sexually assaulted by thier supervisor. How will the union represent both parties, whether the claims is true or not?
I am wondering because a union has duties to all union and non union members because you represent both Units. Will bias, misrepresentation, or conflict of interest be involved because of this?
Key points about Nevada union representation:
Right-to-Work State:
Nevada is a right-to-work state, which means employees cannot be forced to join a union as a condition of employment.
Duty of Fair Representation:
Despite not being a member, a union must still represent non-member employees fairly and without discrimination when dealing with employer issues like grievances.
Cannot Deny Representation:
A union cannot refuse to represent a non-member employee simply because they are not paying dues.
This Union likes to hold secrets before showing anything to thier members, like the new CBA, a summary of all union meetings, Ledger of all money transactions comming in or out, we should have open access to these things, and we are not.
We are told in person or online that questions about anything Union or Unit related is to be REJECTED IF YOUR NOT A PAYING MEMBER. this is wrong, and can be bound to legal actions if it continues.
WE AS MEMBERS AND NON MEMBERS HAVE SO MANY UNANSWERED QUESTIONS THIS UNION DOES NOT SHARE LIGHT ON. It seems only a handful of people get privileged information. I understand this union is representing us outside, but more than ever we need help with dealing with unfair practices of our shift command. You made a CBA, it became law, and yet this union doesn't enforce all of it. Our shift command will site what is mandated only when it benefits them. They make Operational Procedures that conflicts with ARs or even the CBA. Some of it doesn't make any since at all. Where is our Representation? I shouldn't have to grievances before you decide to take action. This is what AFSCME failed to do and was replaced. You work for us, not the other way around, especially when you get paid from our dues.
DO NOT DELETE.
All information in this post has been recorded as being writen and posted.
And since I apparently do not know my laws, let me ask you what case law is the Supreme ruling your referring to? When I do research and not referring to one individual thought process of some members here below, I see that its against the law to mandate people to pay before being rep.
So, my words are not threats, and only to inform you what everyone rights are. I am saying you keep your practices the way they are there will be members dropping dues, or even a lawsuit.
We get the turn arounds at my yard, and members like myself are confused and getting upset.
Answer those basic questions of all unit members because they might be the same questions like myself who is paying.
And yes this is a request to send information on your budget ledger of incoming and outgoing since the last 2 years. Failing to do so will set an audit from the federal government, this is how we as members makes sure our money is not being abused.
If you really want me to jump through hoops because you do not send out recaps of meeting, and you obviously do not read what i write about joining them. I will be announce and a thorn in your side, until all information is transparent. Including getting lawyers involved. Yes i am that petty because not me or anyone is above law and everyone must follow them.
NRS 288.505 Requirements for collective bargaining agreements; procedures for grievances; rules governing conflicts between agreements and statutes and regulations.
1. Each collective bargaining agreement must be in writing and must include, without limitation:
(a) A procedure to resolve grievances which applies to all employees in the bargaining unit and culminates in final and binding arbitration. The procedure must be used to resolve all grievances relating to employment, including, without limitation, the administration and interpretation of the collective bargaining agreement, the applicability of any law, rule or regulation relating to the employment and appeal of discipline and other adverse human resources actions.
I didn't ever say you are required to provide an attorney. I said I am sick and tired of your refusals to answer questions or help with grievances, everyone because of paying status.
Your arguments is just helping my cause more and more. Thanks, and you all will feel really stupid when you finally know that i am a paying member.
By the way, lawsuits can happen. In no way I want FOP to be dissolved or its appointed board members replaced. I would just like open information for everyone, and yes even with paying members like myself we do not get a full information like I mentioned. Even the president said that himself.
That's cool, again there is no Transparency with the Unit members. Yes everyone, should have the right to ask questions and to them answered, regardless of thier paying status. I keep hearing union reps saying we cannot talk to you if your not paying. That is a lie, and eventually put FOP in a really bad legal lawsuit. As per Nevada is a right to work state and Unit Members has to be represented no matter what including questions.
Seond under the Federal law when a member like myself request a financial ledger, the union must provide one, period.
What is rude that because we all work doubles and certain times the meetings are happening when we either work or sleep, a memo or a summary of that meeting would help members like myself to know what is happening. Being transparent.
Members should have access to all documents the Union is trying to push on our behalf, also being transparent. Again, not all of us can make it to the schedule meetings.
We have you as representative because the NDOC is not transparent most of the time. We as Unit members can either stop paying dues, or elect a new Union or replace those whom are appointed.
I am not saying FOP or any of the reps including the President hasn't done anything. But I get it that the CBA doesn't effect things overnight, but lets be serious, its been 2 years, overnight came and gone. We are going into 2025 to 2027.
I can handle my fights with shift command and I do stand up for myself. My supervisors does not start immediately with the awo or above, it starts with the SGT. They are the people we as unit members deal with.
First and foremost with the respect to Lunkwitz and the Board who if they want to delete what I am about to say they may do so.
You do not sound like a paying member first off and secondly coming off disrespectful towards the Union isn't necessary. You could've easily reached out to Lunkwitz or any board member who no lie have been there for me on multiple occasions would've gladly spoken to you in regards to whatever your situation may or may not be.
You also don't have a name on here you sound fake and are acting like a keyboard internet law warrior. These Union leaders, reps, and or stewards are all legitimately helpful and been there for me and many others!
This Union has fought more than ever for us Officers and while you sit and whine become a member and be useful like you say you are.
I wholeheartedly standby FOP and by the reps! You should be more respectful and or if you have no intentions of becoming a member and plan on just trolling on here calling the Union out just leave. No Union Board / President and members needs your disrespect.
Being a member they provide protection and action!
Like, I mentioned above, a Union, per federal government should handle all forms of grievances to ALL UNIT MEMBERS. go ahead and keep argueing and show your opposition to that. When someone has a sexual assault claim and grievances it "which was just an example of many examples", You or a another appointed Union represent should handle it if it is grievance at first.
I AM A PAYING MEMBER WHO IS STANDING UP TO YOUR UNANSWERED ARGUMENTS ON WHY YOU SHOULD HAVE TO ANSWER SIMPLE QUESTIONS.
You get paid from us, In no way did I say you took over other Unions. I mentions AFSCME failed, and just like AFSCME, FOP can be replaced or you as president for your threaten tatics as above.
And per Law when a CBA is signed especially a contract between FOP and the State, that Is law that must be fallowed before actual NRS, NAC, AR, or OP.
Any other arguments since you feel threatened. You should look and do some research, I can actually be beneficial or the opposition to the union. You choose, and I hope you respect your Unit Members equally.
Let’s unwrap what you have said just a little. First and foremost, the bargaining units are not in opposition to each other. Each bargaining unit engages in negotiations with the state of Nevada. While both negotiations inevitably impact each other, the officers and supervisors are on the same side of the table. For anyone keeping score, the wardens, AWs, and Directors are on the other side of the table. If you are a member of FOP, you have the protections of a legal defense plan that provides an attorney if you are to be interviewed. These attorneys have no concern for any politics or rank, they represent the individual. The union as a whole does not get in between any set of employees on individual matters such as discrimination, sexual assault, or harassment. Our job as a union is to represent the bargaining units for negotiations. Secondary to that, we are committed to representing employees to ensure their peace officer and employee rights are observed. Individual representatives in the situation you referenced would be represented with those concepts in mind. There is no conflict in these matters, because the outcome of disputes between individuals is not of any consequence to either of the bargaining units. Duty to represent is an interesting point you bring up. I am assuming that you are a non member and you have conveniently left out that while there is a duty to represent on issues of labor, the union does not have to do it for free. Kindly refer to the non member rate of $300 an hour on the membership page. Holding secrets, hmmmmm, let’s dive in to that. We are under no obligation to provide non members with union meeting minutes or union business discussions. We do however hold open meetings with our members, which we are not obligated to allow non members to attend. Long story short, you want to participate in union meetings and be informed like our members are, join the union. While your at it, why don’t you disclose your name instead of using a made up name to post on our website. Secrets… I digress. A handful of people get answers? Tell that to the thousands of texts, emails, and phone calls that I personally answer to assist officers every week. The CBA does not become law, it is a contract between the employer and the employees. We have enforced everything that we have been made aware of, but it doesn’t happen overnight. We are constantly working to resolve grievances and disputes all over the state. If a supervisor is violating the CBA, you as an employee have an obligation to report it. If you do not, because you “don’t want a target on your back” (this is laughable by the way, cause the opposite happens when you stand up for yourself), then you are choosing to accept the violation. If you do not bring it to the attention of the union, I’m not sure how you expect the union to act. So, sit in your safe space of anonymity and complain about how badly neglected you are as a non member or join the union and become an asset to the team. Nothing is perfect and everyone will not always be happy, but since I get contacted often about FOP Lodge 21 taking over other unions, I’m gonna take that as a sign that we are pretty well revered amongst our law enforcement brothers and sisters as a responsive union that fights for its members. I truly hope that this response was informative enough for you, whoever you are.