I believe this discussion could lead to my being disciplined. I therefore request that my union representative or officer be present to assist me at the meeting. I further request reasonable time to consult with my union representative regarding the subject and purpose of the meeting. Please consider this a continuing request; without representation I shall not participate in the discussion; without representation I shall not participate in the discussion. I shall not consent to any searches or tests affecting my person, property, or effects without first consulting with my union representatives.
COPE
OUR GOAL IS 100% PARTICIPATION IN C.O.P.E. Now more than ever it is imperative that we have our friends in elected offices. We need all the help we can get to fight back corporate greed and maintain our job security through our negotiations for a new contract. Please CLICK HERE to print out and sign up for C.O.P.E. Please mail the completed form to I.B.E.W. 2322, 106 West Grove St. Middleboro, Ma 02346. $1.00 a week is a small price to pay.
Donate now to support the
IBEW Local 2322 Benevolent Fund
"Serving our members in need and our local community"
Useful Links
New England Work & Family
NACTEL Online Education
Scarborough Alliance Group
Greater Southeastern MA Labor Council
AFL-CIO
Massachusetts AFL-CIO
Thank You to our Benevolent Fund Supporters!!
Click picture for website
Verizon Vaccine Mandate
Updated On: Apr 98, 2022
Verizon has notified the IBEW System Council T-6 that it is ending negotiations over the COVID-19 vaccine mandate by declaring impasse and imposing its last proposal. All members will have to be fully vaccinated, in the process of being fully vaccinated, approved for either a medical or religious exemption, or be in the approval process for an exemption by February 1st 2022 or face possible separation from the Company. Below is a summary of Verizon's imposed vaccine mandate.
Verizon Vaccine Mandate Summary
February 1st:
Fully vaccinated or in the process of being fully vaccinated and submit proof
Have an approved or pending medical or religious accommodation
Failure to Comply:
Placed on 60 day unpaid leave
During this leave if you prove full vaccination you return to work
During this leave if you prove partial vaccination you return to work and follow safety protocols
You will have 6 weeks from 1st dose to get 2nd dose and be fully vaccinated
During leave if you do not do anything you will be separated after 60 days
Partial Vaccination by Feb 1st:
Continue working under safety protocols
Need to be fully vaccinated within 6 weeks of Feb 1st
If you do not have 2nd dose in 6 weeks then place on 60 day unpaid leave
Apply for Legal Accommodation:
If accommodation denied or expires you are placed on 60 day unpaid leave
Up to 4 hours paid time off for 1st or 2nd dose of vaccine
If there is an adverse reaction to vaccine and test is needed, paid time off will be granted by the company
Lose your Proof of Vaccine:
Company will consider extending timelines as long as there is a good faith effort to obtain proof of vaccine
Company will secure vaccine records and keep separate from personnel records
Company will continue to educate on vaccines and accommodation’s
Fully Vaccinated is defined as 2 weeks after a 2 dose vaccine or 2 weeks after a 1 dose vaccine
Company will provide periodic reports to the Union on vaccine status, approved, denied or pending accommodation requests
If Government vaccine requirements change the Company will discuss with the Union.
Company determines administrative practices and procedures for compliance
