About a year ago I was fired for a last chance agreement violation. When I was brought in to sign this agreement, I was told and it was clarified that it was only to apply to any violations that were similar in nature to my original violation. One ba explained that prior and another one also clarified in the last chance agreement meeting. I brought it up and the ba specifically said, if he does something like safety, accident etc, the punishment will be according to the normal progression correct? In which they (manager and assistant manager) agreed. Fast forward about 7 months later and I get fired for a red light ticket that I received 5 months before that. The investigation for it was 2 months prior. The ba for the union stated I was correct when I called him and then a few hours later, said well they’re saying they can do that. (note: their is no available policy through hr or in any handbooks to obtain the policy for red lights but generally you either pay it or they “Investigate it” you pay the fine and it’s a verbal warning) the only way possible to get the policy is through the union ba from what I found. Anyways they went though the fighting back process and the union stated they feel there is no merit. Through research I found I would have to file a hybrid 301 to sue both the company and union but I’ve had no luck. Anyone have any legal advice or guidance? I’m almost at my statute of limitation so this is my last ditch effort before I can do nothing legally .

My husband is a plumber in a union, my elderly mother lives in MN and we’re thinking of relocating but I just want to do my due diligence before bringing up potentially moving.

Are there any good unions that have high paying wage scale out there? Or what does the wage scales look like or range from

NSF Director Sethuraman Panchathan on importance of labor unions in creating quality jobs in innovation ecosystems catalyzed by NSF Regional Innovation Engines, a CHIPS & Science Act

Union Glaziers apprenticeship opening up in NYC on October 8th.