Key Areas of Misconduct Alleged in Unfair Labor Practice Charges Filed Against ITPEU

Failure in Duty of Fair Representation (DFR): Numerous members charged the union with failing to process grievances regarding terminations, layoffs, and benefit disputes for “arbitrary or discriminatory reasons”.
Strike Misconduct and Violence: A 2013 charge by Yellow Checker Star Transportation alleged that striking union members, condoned by leadership, engaged in physical assault, spitting on non-striking employees, and distributing tire-puncturing devices (nails/screws) on company property.
Forgery and Fraud: Jenkins Security Consultants filed a 2010 charge accusing the union of presenting a forged collective-bargaining agreement to an arbitrator.
A 2009 charge alleged that a ratification vote on member health benefits was fraudulently conducted..
Retaliation and Bad Faith: Charges were filed alleging the union ceased health insurance payments to retaliate against employees for choosing different representation and failed to consult members before signing detrimental contracts.

Based on current card information, union dues are $38.50 per month, totaling $462 per year. When you look at the track record of ITPEU Local 4873, you have to ask: What else could you use that $462 for? Between 2002 and 2026, the union was hit with numerous federal charges for:

- Failing to represent members in : termination and benefit grievances.
- Allegations of fraudulent ratification votes regarding your health and welfare plans.
- Reports of bad faith negotiations and even the presentation of forged contracts in legal proceedings.

Here are a few things I would love to add in specific to the ITPEU (ITPEUbenefits.org):

The tout a “standard collective bargaining agreement”, which means that they are not factoring in anything specific for B56 employees
- ITPEU > Need a Union? > Our Collective Bargaining Agreement
Benefits eligibility begins on the 91^st day after the date of hire – Medline currently offers benefits beginning on the first day of hire
The standard agreement they tout has a probationary period – Medline currently does not have a probationary period
The Holiday Benefit they tout is 8 paid holidays and 2 floating holidays (which is what Medline has today)
- You are also required per the union to submit an application for this benefit within the first 90 calendar days of employment – you do not have to do this for holidays currently at Medline
There is no parental leave benefit – at Medline it is 6 weeks for both the birthing parent and spouse/domestic partner
The Sick Leave Benefit they tout is 1 hour of sick leave for each 40 hours worked. Medline currently offers 1 hour of sick leave for each 30 hours worked.

The Bereavement Benefit they tout is 3 days of bereavement for an immediate family member. Medline currently offers 5 days of bereavement for immediate family members.
The Vacation Benefit they tout is as follows and is dependent on hours worked (NOT years of service). So the maximum amount of vacation you can accrue is 80 hours, but a person with 1 year of service or less can accrue the same amount of vacation under Medline’s current PTO policy.
The union’s own website says “for the most part, you must make a written application to obtain all benefits.” At Medline, your benefits go into effect automatically once you’re eligible and you do not have to apply for anything outside of enrollment or specific benefits that require additional enrollment.
The Grievance Procedure outlined by ITPEU (Our Grievance Procedure), notes that all grievances must be submitted in writing and within a time limit. At Medline today, you can raise concerns you have in a variety of ways (not just in writing), and there is no time limit.