FAQ-
How do I file a grievance?
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How do I appeal a preventable accident?
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Can I be represented if I am not a union member?
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Can I be forced to work overtime?
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What if I have a personal problem that is affecting my job?
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When can I call-off without getting in trouble?
Contact Leticia Rios at 702-505-8223, ask her to have a Shop Steward investigate your complaint. Typically, the Union Office is open Tuesdays through Fridays from 9:00 a.m. to 5:00 p.m.
In the event an employee consider their rights to have been infringed upon or denied through the application or interpretation of our Collective Bargaining Agreement by the Company then the aggrieved party may then activate a grievance by contacting the Union within five (5) working days after the aggrieved party has reasonable knowledge of the incident which gave rise to the grievance.
No grievances are submitted until a complete investigation has been conducted. Any evidence collected by the Union or the grievant supporting any alleged accusations must be made available to both parties prior to the ISM (Informal Settlement Meeting) which must be conducted with in ten (10) working days after notification by the Union.
All grievances belong to the Union and can and/or may be settled with or with-out the permission or presence of the grievant.
Contact Vanessa McCall in the Safety Department at 702-636-0623 extension 2166 and arrange a time to stop by, pick-up an application and apply for a hearing to be held by the Accident Review Board.
Shortly after submitting the application and providing your accident circumstances meet the criteria specified by the Accident Review Board you will be contacted by the Safety Department and provided with a date and time that you are scheduled to appear.
If you request union representation, please contact
Charles Winston at 702-606-6759 or email
cwinston@atulv.com after you have your hearing date and a time slot Scheduled!
Yes! In a right to work state, All members in the "Bargaining Unit" have the right to representation.
Yes! according to the F.S.L.A. (Fair Standards and Labor Act) an employer can require you to work a reasonable amount of overtime and discipline you if you do not.
The Fair Labor Standards Act does not prohibit Mandatory Overtime nor does it limit the number of hours per day or per week that employees aged 16 years and older can be required to work.
As a condition of employment, most employers have an established disciplinary system to evaluate employee conduct and job performance. However, the Fair Labor Standards Act (FLSA) does not require performance evaluations. Your issue may fall under an employment law subject known as "employment- at- will".
This means that: under most state employment laws an employer has the right to place demands and restrictions upon an employee, and the employee or the employer can terminate the employment agreement without notice or reason.
Union members should speak to their union representatives. U.S. Department of Labor regulations do not address this issue. If your state has a law covering this issue, your State Department of Labor office is the best resource to help you with state employment laws.
This issue is still under research and we will keep you posted on new developments.
Contact the Union we will help you keep your job and lead you to the right source for help. The EAP (Employee Assistance Program) offers a wide variety of help for employees in need.
If you or a family member have a medical condition you may be eligible for FMLA (Family Medical Leave Act), "Green" DOL 380 form's are available in the "Benefits Office"
As an alternative, E.P.T.O. (Emergency Paid Time Off) However, after requesting EPTO the employee must submit a PTO form that permit scheduling to deduct PTO hours from your PTO bank. | 
Amalgamated Transit Union
