Unions Provide Checks and Balances against an Abuse of Power

In order to form a more perfect union
There’s a reason there are three branches of government – to create a check and balance system in which no one branch of our government could become too powerful. Our founding fathers had several goals, but the most important of all was to avoid tyranny and defend democracy. This concept is central to the creation of labor unions. Unions provide checks and balances in the workplace against bad management and an abuse of power.

Official time is a tool against tyranny in a workplace
Everybody wants to work somewhere that’s safe, treats its employees fairly, and accomplishes the mission. Official time empowers workers to stand up to nepotism, abuse of power, and other obstacles to deliver quality services to the public.

Without official time, union reps won’t be able to do any of it because they will be consumed by their own daily work. We need to keep the system of checks and balances. AFGE thanks members and activists who’ve reached out to their members of Congress asking them to support Unions. please call 1-855-976-5397 (D.C. office) or 1-855-974-4792 (district office).

Did you know?

Master Agreement:

Article 6 Rights of the employee

Section B. The parties agree there will be no restraint , harassment, intimidation, reprisal, or any coercion against any employee in the exercise of any employee right.

Section B (2)
To be treated Fairly and equitably in all aspects of personnel management;

Section D
If an employee has a problem or situation which the employee desires to discuss with the Union during working hours, upon request to their supervisor in advance, workload permitting, the employee may report to the union official as approved.

Section F
Unit employees, including probationary employees, have the right to a union representative during any examination by, or prior to submission of any written report to a representative of the employer in connection with an investigation if:

(1) The employee reasonably believes that the examination may result in disciplinary action against the employee; and

(2) The employee requests representation.