RIGHT TO WORK STATE:

Nevada is a "Right to Work" State. Many like to interpret that as meaning a "right to fire" State. That is not what it means (see next topic). A "Right to Work State" is a law that makes it illegal to force any employee to belong to a Union. It makes it illegal to force any employee to have to pay for their job.

So, that means when we vote "YES" for the Union, we do NOT have to join the Union. It also means that if we DO JOIN the Union, we do NOT have to pay Union dues (keep in mind though, if you choose not to join the Union you will not be allowed to have a voice in how the Union is ran, nor can a non-dues paying member be eligible for any Union position, such as Shop Steward).

We look at Nevada being a "Right to Work" State as an advantage for us. When we vote the Union in it now gives us an option. We can see how the Union is doing for us, and if we do not like it, then we do not have to be a member or pay dues. But, voting in the Union DOES give us an option we otherwise do not have. So, VOTE YES to let those who want to join do so, and then if you see the advantage as things progress, then by all means join in with us.

Remember this, if you vote "no" for the Union, then you have just taken away a "choice" for yourself and your future. You will never be able to see any advantage to a Union if you do not have the model to look at.

You maybe think we are biased, but all we want is the "choice" to be represented or not. If it works out, GREAT. If it doesn't, then we do not have to participate and we lose nothing. But at least we investigated ALL of our options. It is a "no lose" situation.

AT-WILL EMPLOYEE (permanent probation):

We are all "at-will" employees without the benefit of a contract. This is what people confuse with the "Right to Work" State.

An "at-will" employee may be separated/terminated/fired without cause. The ONLY exception to this is discrimination. One can not be fired for discrimination, and being fired under such circumstances is very difficult to prove.

The ONLY way to overcome our "at-will" status is with a contract. How do we get a contract? Do we go into HR and sit down and negotiate the terms of our employment? Can we get written agreement from our Casino Manager? We know of nobody who has been able to do this on our level of employment.

So, to be able to overcome our "at-will" status, we must secure a contract or employment agreement. We know we can not negotiate as individuals, or we all would have done it by now. So, this Great Country has afforded every worker a way to secure a contract by creating Federal laws which allow us to form Unions.

Once we vote "YES" for the Union, we are now guaranteed certain protections by the NLRA (see next topic). As we use these rights, we enter into negotiations for employment. In our contract we will negotiate terms that an employee can only be fired for "cause". "Cause" will also be outlined and agreed upon in the contract. Even if we negotiate that we can be fired for any reason other than discrimination and just ONE other reason, we have gained more job security than we currently have as "at-will" employees. Think about that.

Keep in mind that just because we are in a Union we do NOT become "bullet-proof" and we can still be fired. We still have to perform our job duties (which will be outlined in the contract). We still have to follow most company policies and procedures, but our contract can also outline other policies and procedures which can supercede those of the company. Nobody is "bullet-proof", not even our CEO.

NATIONAL LABOR RELATIONS ACT (NLRA):

What is the National Labor Relations Act?

Congress approved the National Labor Relations Act in 1935 to encourage a healthy relationship between private-sector workers and their employers, which policy makers viewed as vital to the national interest. The NLRA was designed to curtail work stoppages, strikes and general labor strife, which were viewed as harmful to the U.S. economy and to the nation’s general well-being. The NLRA extends many rights to workers who wish to form, join or support unions, also known as labor organizations; to workers who are already represented by unions; and to workers who join together as a group (two or more employees) without a union seeking to modify their wages or working conditions, which is known as protected concerted activities.

The NLRA also extends rights to employers, protecting commercial interests against unfair actions committed by labor organizations, and extends rights to labor organizations, protecting organizational and collective-bargaining representative interests against unfair actions committed by employers.

The Act outlines basic rights of employees as follows:

To self-organization.

To form, join, or assist labor organizations.

To bargain collectively for wages and working conditions through representatives of their own choosing.

To engage in other protected concerted activities with or without a union, which are usually group activities (two or more employees acting together) attempting to improve working conditions, such as wages and benefits.

To refrain from any of these activities. (However a union and employer may, in a State where such agreements are permitted, enter into a lawful union-security clause).

EMPLOYEE RIGHTS (covered by the NLRA):

The National Labor Relations Act extends rights to many private-sector employees including the right to organize and bargain with their employer collectively. Employees covered by the Act are protected from certain types of employer and union misconduct and have the right to attempt to form a union where none currently exists.

Examples of Your Rights As An Employee Under the NLRA Are:

Forming, or attempting to form, a union among the employees of your employer.

Joining a union whether the union is recognized by your employer or not.

Assisting a union in organizing your fellow employees.

Engaging in protected concerted activities. Generally, "protected concerted activity" is group activity which seeks to modify wages or working conditions.

Refusing to do any or all of these things. However, the union and employer, in a State where such agreements are permitted, may enter into a lawful union-security clause requiring employees to pay union dues and fees.

The NLRA forbids employers from interfering with, restraining, or coercing employees in the exercise of rights relating to organizing, forming, joining or assisting a labor organization for collective bargaining purposes, or engaging in protected concerted activities, or refraining from any such activity. Similarly, labor organizations may not restrain or coerce employees in the exercise of these rights.

Click on National Labor Relations Act to access the full text of the law.

NLRA VIOLATIONS:

The National Labor Relations Act (NLRA) forbids employers from interfering with, restraining, or coercing employees in the exercise of rights relating to organizing, forming, joining or assisting a labor organization for collective-bargaining purposes, or engaging in protected concerted activities, or refraining from any such activity. Similarly, labor organizations may not restrain or coerce employees in the exercise of these rights.

Examples of Employer Conduct Which Violate the NLRA Are:

Threatening employees with loss of jobs or benefits if they join or vote for a union or engage in protected concerted activity.

Threatening to close the plant if employees select a union to represent them.

Questioning employees about their union sympathies or activities in circumstances that tend to interfere with, restrain or coerce employees in the exercise of their rights under the Act.

Promising benefits to employees to discourage their union support.

Transferring, laying off, terminating, assigning employees more difficult work tasks, or otherwise punishing employees because they engaged in union or protected concerted activity.

Transferring, laying off, terminating, assigning employees more difficult work tasks, or otherwise punishing employees because they filed unfair labor practice charges or participated in an investigation conducted by NLRB.

NATIONAL LABOR RELATIONS BOARD:

The National Labor Relations Board is an independent federal agency created by Congress in 1935 to administer the National Labor Relations Act, the primary law governing relations between unions and employers in the private sector. The statute guarantees the right of employees to organize and to bargain collectively with their employers, and to engage in other protected concerted activity with or without a union, or to refrain from all such activity.

"HIRED GUNS":

The "hired guns" who will be here until our Election Day say they are here to "educate" us on the "FACTS". The "fact" (truth) is that these "hired guns" are here to try to persuade us from exercising our rights to organize. The "TRUTH" is these guys will be paid an average of $10,000 per employee in the "Voting Unit". The "TRUTH" is that if they succeed in running out the Union, they will also be paid a bonus on top of their $10,000 per employee that will be in the MILLIONS. Do the math.

The "TRUTH" is that these guys will spin everything out of context. The "truth" is these guys will NOT provide us with ALL the "FACTS", making their goal to "educate" us lacking at best.

FRONTIER CONTRACT:

This is one they are trying to "spin". They say the Frontier contract was a "horrible contract". Maybe so, but it was better than NO CONTRACT now wasn't it? Also keep in mind, it was their FIRST contract, and as we know, the more we progress, the better the contracts get. Just ask ANY Culinary worker. 

Remember:

	The Dealers at the Frontier DID vote in the Union, with no "reprisals"
	The Frontier DID sit at the negotiation table and DID negotiate
	The DEALERS of the Frontier AGREED by a MAJORITY VOTE
	The Frontier DID sign a Collective Bargaining Agreement with the Dealers

That above basically says it all. Keep in mind, it was the DEALERS of the Frontier who ratified the contract. 

The TWU DOES NOT FORCE ANY MEMBERS TO AGREE TO A CONTRACT! 

If the Frontier contract was not the "best" contract, who was to blame? The DEALERS who ratified it!

This is an Original page from the Caesars Palace Dealers organizing drive...