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April 03, 2020
Solidarity Newspaper Deadline Dates

January 15 - Jan/Feb Issue

February 20 - March Issue

March 20 - April issue

April 20 - May Issue

May 20 - June Issue

June 20 - July Issue

August 10 - Aug/Sept Issue

September 20 - Oct issue

October 20 - November Issue

November 20 - Dec Issue

Information is the Currency of Democracy








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Updated: Apr. 03 (03:04)

IBEW Local 659
National Director's March 2020 Update
Verizon Dispatch Q&A
CWA Local 2222
Verizon PPE Supplies
CWA Local 2222
Family First Act
Iowa Postal Workers Union
Sinclair: Don't turn your back on broadcast techs
IATSE Local 33
Midwest Labor Press Association

Moe Biller





Union Veterans Council


Iowa Federation of Labor

Web Page

Blog Page


APWU Officers Oath of Office

I, having been duly elected to the office in the ____ of the APWU, AFL-CIO do solemnly pledge to uphold the Constitution and Bylaws of the APWU AFL-CIO, and the (state'Local). I further pledge to perform the duties of my office to the best of my ability. I promise that at the conclusion of my term in office, I will turn over to my successor all books, papers, records and documents that are the property of the APWU. Last, but not least, I promise to purchase only union made aticles whenever available. Failure to perform any of the above will mark me as an indivisual devoid of honor and destitute of integrety.


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Developments in Courts and NLRB 2009-2010

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Form to Give and Read to Inspectors

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Giving Unions the right to form unions

Hatch Act

IMIP Checklist Workplace Harassment

Labor Law in Iowa's Public Workplace

Legal Issues 1990

Legal Rights and Responsibilities Book


MIsclassification Contract Employees

NLRB and You

NLRB Particially Completed 501

PO 702 Tort Claim Act

Polygraph Testing

Postal Legal Cases

Private Counsel

Pub 308 Know your Rights Guide for Victims and Witnesses of a Crime

Randum Drug Testing

Rights Before Postal Inspectors and OIG

Right to Form a Union Iowa Public Employees Relations Act

Search of Vehicles

Steps for Managers to address Workplace Harassment

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Unfair Labor Practice - (ULP)

Weingarten Rights - Schwartz

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Weingarten V NLRB

Workers Compensation in Iowa

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MSPB Judges Handbook

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Fiduciary Responsibility of Union Officials


MSPB Recommends that Agencies Provide More Information and Flexibility to Supervisors on Alternative Discipline
Alternative discipline is an approach to addressing misconduct that enables supervisors to consider the nature of the offense, and the personality of the employee, when crafting a response that has the greatest potential to help the employee to avoid future misconduct.  For example, under traditional discipline, Federal supervisors have the authority to suspend an employee without pay if the employee misbehaves— but what if the supervisor thinks another method may have a better chance of changing the employee’s behavior?
The U.S. Merit Systems Protection Board (MSPB) has just released a report, Alternative Discipline: Creative Solutions for Agencies to Address Misconduct, that looks at what agencies are doing in this area.  One of the report’s major findings is that few agencies have a formal policy on alternative discipline, and many agencies do not provide formal training or guidance.  This leaves supervisors and organizations to learn about alternative discipline on their own.
“Alternative discipline is a great tool for supervisors to consider if they have an employee who is engaging in misconduct,” says MSPB Chairman Neil A.G. McPhie.  “It empowers proposing and deciding officials to work with the misbehaving employee in order to craft a solution that has the greatest potential to change that employee’s conduct.  Traditional discipline should remain an option for management.  If the supervisor and the employee can agree on a better approach, however, we encourage agencies to consider alternative discipline.”
The MSPB’s support for using alternative approaches to traditional discipline dates back to its early days after its formation following the Civil Service Reform Act of 1978.  In a landmark 1981 case, Douglas v.
Veterans Administration, the Board held that one important factor for agencies to consider when determining the correct penalty is, “the adequacy and effectiveness of alternative sanctions to deter such conduct in the future.”
The MSPB report contains information on how different agencies are using— or not using—alternative discipline and includes a helpful section on important case law for parties to consider when drafting an alternative discipline agreement.

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WH 380E - Employee serious health condition

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WH 384 - Certification of qualification - military leave

WH 385 - Certification for serious illness or injury - military leave 


Form 1 - Certification by Employee's Health Care Provider for Employee's Serious Illness.

 Form 2 - Health Care Provider Certification of Employee's Family Member Serious Illness.

Form 3 - Certificate by Employee of Qualifying Exigency for Military Family Leave.

Form 4 - Certification by Service member's Health Care Provider for Caregiver Military Family Leave.



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