Please Review the Following Important Information Before Filling Out a Charge Form! . Please call an Information Officer in the Regional Office nearest you for assistance in filing a charge. The Information Officer will be happy to answer your questions about the charge form or to draft the charge on your behalf. Seeking assistance from an Information Officer may help you to avoid having the processing of your charge delayed or your charge dismissed because of mistakes made in completing the form. Please be advised that not every workplace action that you may view as unfair constitutes an unfair labor practice within the jurisdiction of the National Labor Relations Act (NLRA). Please click on the Help Desk button for more information on matters covered by the NLRA . The section of the charge form called, "Basis of Charge," seeks only a brief description of the alleged unfair labor practice. You should NOT include a detailed recounting of the evidence in support of the charge or a list of the names and telephone numbers of witnesses. . After completing the charge form, be sure to sign and date the charge and mail or deliver the completed form to the appropriate Regional Office . A charge should be filed with the Regional Office which has jurisdiction over the geographic area of the United States where the unfair labor practice occurred. For example, an unfair labor practice charge alleging that an employer unlawfully discharged an employee would usually be filed with the Regional Office having jurisdiction over the worksite where the employee was employed prior to his/her discharge. An Information Officer will be pleased to assist you in locating the appropriate Regional Office in which to file your charge. . The NLRB's Rules and Regulations state that it is the responsibility of the individual, employer or union filing a charge to timely and properly serve a copy of the charge on the person, employer or union against whom such charge is made. . By statute, only charges filed and served within six (6) months of the date of the event or conduct, which is the subject of that charge, will be processed by the NLRB.(4) to discharge or otherwise discriminate against an employee because he has filed charges or given testimony under this Act [subchapter]; (7) to picket or cause to be picketed, or threaten to picket or cause to be picketed, any employer where an object thereof is forcing or requiring an employer to recognize or bargain with a labor organization as the representative of his employees, or forcing or requiring the employees of an employer to accept or select such labor organization as their collective- bargaining representative, unless such labor organization is currently certified as the representative of such employees: 3. Full name of party filing charge (if labor organization, give full name, including local name and number) Billy Maintenance 4a. Address (Street and number, city, state, and ZIP code) 4b. Tel. No. 124 Lamar Street NA Americus, GA 31709 4c. Cell No. NA 4d. Fax No. NA 4e. e-mail NA 5. Full name of national or international labor organization of which it is an affiliate or constituent unit (to be filled in when charge is filed by a labor organization) Food and Commercial Workers 6. DECLARATION Tel. No. I declare that I have read the above charge and that the statements are true to the best of my knowledge and belief. Billy Maintenance Office, if any, Cell No. Billy Maintenance (signature of representative or person making charge) (Print/type name and title or office, if any) Fax No. 124 Lamar Street e-mail Address Americus, GA 31709 Date 3.23.2020 WILLFUL FALSE STATEMENTS ON THIS CHARGE CAN BE PUNISHED BY FINE AND IMPRISONMENT (U.S. CODE, TITLE 18, SECTION 1001) PRIVACY ACT STATEMENT Solicitation of the information on this form is authorized by the National Labor Relations Act (NURA), 29 U.S.C. $ 151 et seq. The principal use of the information is to assist the National Labor Relations Board (NLRB) in processing unfair labor practice and related proceedings or litigation. The routine uses for the information are fully set forth in the Federal Register, 71 Fed. Reg. 74942-43 (Dec. 13, 2006). The NLRB will further explain these uses upon request. Disclosure of this information to the NLRB is voluntary; however, failure to supply the information may cause the NLAB to decline to invoke its processes.1. Identification of the NLRA Violation. 2. Outline specifically what the union is claiming happened. 3. Take a position to defend your employer. 4. Defend that position with policy, past practices and most importantly at least 1 NLRB case decision. Other Details: Bill - Maintenance Employee * Long time maintenance employee of hotel. . Believes that the employees of the hotel have been mistreated and they would be better served with a Union. . Bill has historically been a difficult employee to manage. His strong will and history of winning ULP's has intimidated many managers over the years. . Bill has filed 9 different ULP's and the local board has sided with him 6 times. Bill has filed his 10th ULP specifically against his newer manager, Sally for interfering with their right to organize. Bill has become more aggressive and he has organized a wild cat strike. On New Year's Eve, Bill along with 12 other hotel workers went on strike. They picketed the front of the hotel and even received some local news time. The workers took off work for the next 3 days and returned for their next shifts. There was some indication that the group took a trip. Bill was warned that they could be terminated for walking off the job but Bill laughed it off and communicated to the workers that it is illegal for anything to happen. He proudly pointed to the management and bragged that there was nothing they could do. "we run things around here...." * On Valentine's Day, Bill organized another strike. 11 of the 12 individuals went on strike. . When the employees went back to work, 3 days later, the General Manager - sally, of the hotel informed them that they no longer work there. sally - General Manager * Much less tenured than Bill (less than a year). . Sally has been with the company for several years but this is her first GM job. She has a history of being good with customers and employees. In fact, she was sent to this location because of these skills. . Sally warned Bill and the other 12 that walked out in January that they could not walk off the job and that should it happen again they would be disciplined Bill plus 11 of the individuals walked off the job and she separated them upon their return. The next day, Bill showed up with 4 terminated workers to Sally's personal residence. The group was telling neighbors what a horrible person sally is and that she terminated them - they have families too... . When Sally came out front to confront Bill - Bill aggressively got very close to sally and made comments that only the 2 of them could hear. Sally claims that Bill said "You don't know who you are F' with...what kind of a mother would put her child in danger....."FORM NLAB-501 UNITED STATES OF AMERICA (2-18) DO NOT WRITE IN THIS SPACE NATIONAL LABOR RELATIONS BOARD CHARGE AGAINST EMPLOYER Case Date Filed GSW - Case #1 March 23,2020 INSTRUCTIONS: File an original with NLRB Regional Director for the region in which the alleged unfair labor practice occurred or is occurring. 1. EMPLOYER AGAINST WHOM CHARGE IS BROUGHT a. Name of Employer b. Tel. No. Windsor Hotel - Best Western C. Cell No. f. Fax. No. d. Address (Street, city, state, and ZIP code) e. Employer Representative 125 Lamar Street HR Director g. e-mail Americus, GA 31709 h. Number of workers employed i. Type of Establishment (factory, mine, wholesaler, etc.) |]- Identify principal product or service Hotel Travel - Hotel Stay - Full Service Hotel The above-named employer has engaged in and is engaging in unfair labor practices within the meaning of section 8(a), subsections (1) and (list subsections) of the National Labor Relations Act, and thest unfair labor practices are practices affecting commerce within the meaning of the Act, or these unfair labor practices affecting commerce within the meaning of the Act and the Postal Reorganization Act. 2. Basis of the Charge (set forth a clear and concise statement of the facts constituting the alleged unfair labor practices) Sally (GM) terminated my employment along with 11 others for participating in Union Activities. Subsections in violation: (4) to discharge or otherwise discriminate against an employee because he has filed charges or given testimony under this Act [subchapter]; (7) to picket or cause to be picketed, or threaten to picket or cause to be picketed, any employer where an object thereof is forcing or requiring an employer to recognize or bargain with a labor organization as the representative of his employees, or forcing or requiring the an emb - select such labor as their collective- sentative unless such labor