Local

696

United Automobile, Aerospace and Agricultural Implement Workers of America Local 696 - Dayton, Ohio

Welcome to the UAW Local 696 website - UAW Local 696 Dayton, Ohio Proudly represents the men and women of Delphi Chassis - Needmore Road Operations, Johnson Controls Incorporated and Plastech.

 

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Civil Rights Committee
 

The Civil Rights Committee is an essential guardian of the "No Discrimination" policy of our union.  Members of this committee fulfill the local union's commitment to assure members full rights regardless of religion, race, creed, color, sex, political affiliation, national origin, age, sexual orientation or handicap.

The committee informs members of steps and procedures, including filing complaints and hearings, whenever a member or members believe their rights have been violated, either by management or other union members.  The committee works toward the elimination of discrimination of the workplace, the community and the nation.  Members of this committee have the opportunity to keep the local union moving forward toward the fulfillment of our UAW commitment on the civil rights front.

This committee needs members who feel a moral obligation to speak out on the issues of intolerance, injustice and bigotry and to rebuke any person or group that expresses such activity.

Members of the Civil Rights Committee

Charlotte Powell

Hattie Henton

James Peebles

 

Sexual Harassment

Submitted by: Rodney Hunter

Sexual harassment of workers by members of supervision or co-workers should not be tolerated at any workplace organized by the UAW.  Nonetheless, UAW members have been victims of sexual harassment.  Management, their staff and Local Union leadership must commit their efforts to its elimination.  Just as the UAW abhors the use of racial or ethnic slurs, the International Union views sexual harassment of any form as an attack on the dignity of the worker who is its victim.

UAW members should also be free from a sexually hostile environment.  Here are some kinds of behavior that the courts have cited as contributing to a sexually hostile work environment:

  • Discussing sexual activities
  • Commenting on physical attributes
  • Displaying sexually suggestive pictures
  • Using demeaning or inappropriate terms, such as "Babe"
  • Using indecent gestures
  • Using crude and offensive language
  • Telling of ethnic jokes
These behaviors can create liability if they are severe or pervasive.  Even if the unwelcome conduct falls short of legal violation, employers have moral and business reasons as well as legal incentives to address and correct that conduct at its earliest stages.

Purpose of Committee

     The Civil Rights Committee is to investigate acts of discrimination and harassment, assist, educate and mobilize the members and officers against all forms of discrimination in the workplace.    
    

     The committee shall assist any member of Local 696 alleging violation of the UAW's No Discrimination Policy in accordance with the UAW Constitution, Article 2, Section 2.

    

     The Civil Rights Committee shall promote fair practices and endeavor to eliminate discrimination affecting the welfare of each individual and unite in one organization, regardless of religion, race, creed, color, sex, political affiliation or nationality, age, handicap, marital status or sexual orientation.

 

Process for engagement of Civil Rights Committee

     First step - The aggrieved member shall contact their committeeperson in accordance with the provisions of the Local Collective Bargaining Agreement and report the allegation of discrimination against management.
 
     Second step - Should the investigation of the alleged practice of discrimination against management prove to be without merit, the committeeperson shall so inform the aggrieved member.
 
     Third step - However, should the investigation disclose a valid claim of discrimination against management, the committeeperson shall process a grievance through the established grievance  in the Collective Bargaining Agreement.
 
     Prior to the expiration of 90 days after the grievance has been filed, and is in process, if no satisfactory disposition of the complaint occurs, the aggrieved may elect to file a case with the Federal Equal Employment Opportunity Commission (EEOC).
     Any individual who believes he or she has been discriminated against in employment may file an administrative charge with the EEOC.  After investigating the charge, the EEOC determines if there is reasonable cause to believe discrimination has occurred.  If reasonable cause is found, the EEOC attempts to conciliate the charge by reaching a voluntary resolution between the charging party and the respondent.  If conciliation is not successful, the Commission may bring suit in federal court.  As part of the administrative process, the EEOC may also issue a Right-to-Sue-Notice to the charging party, allowing the charging party to file an individual action in court without the Agency's involvement.
 

Frequently Asked Questions

 
Question:  Who appoints members?
 
Answer:  Local Union Civil Rights Committee are appointed by the Local Union President, with the approval of the Local Executive Board.
 
Question:  Where does the Committee get its status?
 
Answer:  Under Article 44 of the UAW Constitution by action of the delegates to the UAW Constitutional Convention in June, 1986.
 
Question:  Who may serve on the Committee?
 
Answer:  Any member of the local union in good standing.
 
Question:  What is the role and responsibility of the Civil Rights Committee?
 
Answer:  The Local Union Civil Rights Committee has the primary responsibility to assist the local union leadership in the elimination of discrimination in the workplace and the community.
 
Question:  Is the Civil Rights Committee a legislative body?
 
Answer:  No.  It serves as an advisory body on civil rights issues to the local union, and region.
 
Question:  When and where do they meet?
 
Answer:  The Committee currently meets the first Monday every other month.

 
 

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