Act together
You can work with coworkers to raise shared concerns about pay, hours, safety, and other working conditions. Protected activity can include bringing a group concern to management.
NLRB: employee rightsWelcome to Our Union Community
Welcome to this independent, member-run space built by and for our 24/7 security membership.
This site is not operated or endorsed by the San Francisco Giants or SEIU-USWW.
Our core mission moving forward is simple: to build a united front rooted in fairness, transparency, and accountability. We are here to put our members first and stand up for what is right on every shift, every day. While our group may be small in numbers, our strength lies in our solidarity. When we stand together, our collective voice cannot be ignored.
You spoke up, and your call for a fresh approach was heard. As part of that change, our team has recently completed a full restructure of all 24/7 full-time security shop stewards. This transition was driven directly by member feedback, and our newly organized steward team is ready to step up and deliver the proactive representation you asked for.
With this new chapter underway, we want to extend our sincere gratitude to the predecessor stewards who served before us. Their dedication laid important groundwork, and they remain valued union members whose experience and ongoing input are vital to our collective voice.
Moving forward, our priority is to represent every single member with integrity, responsiveness, and determination. This platform will serve as an open hub for updates, resources, and communication as we work to keep you informed and involved.
We are stronger together—let’s build this future side by side.
In Solidarity,
Your Shop Steward Team
YOUR VOICE. OUR UNIT.
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COMMUNITY BOARD
Ask, share, and help each other
Start a conversation about a general question, workplace resource, or something fellow members may know. Posts and replies appear right away and are visible to anyone visiting this website. Your email stays private.
Keep this board respectful and safe
Discuss issues and ideas, not individual coworkers. Please avoid naming or identifying other members, calling people out, sharing gossip or rumors, making unverified accusations, or posting personal attacks or private information. Use general descriptions instead. Stewards may hide posts or replies that do not follow these guidelines. For a specific person or a private workplace concern, contact a steward privately.
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Ask a shop steward
Tell us what happened or what you need advice about. Only approved stewards can see your request.
IN THE LOOP
Union updates
News posted by your shop stewards for the 24/7 unit.
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YOUR RIGHTS
Weingarten rights
If you are represented by a union and reasonably believe management’s questions about your conduct or performance could lead to discipline, you can request a representative during that investigatory interview. You must make the request yourself; management does not have to tell you about this right.
Read the NLRB’s explanationWords you can use
“I believe this interview could lead to discipline. I request a union representative before answering investigatory questions.”
You do not need to say “Weingarten” for the request to count.
What happens after you ask?
- The employer can pause the interview until a representative is available.
- The employer can end the interview instead of asking further questions.
- The employer can offer you a choice to continue without representation or end the interview. You do not have to agree to proceed without a representative.
If the questioning changes direction and you then reasonably think discipline could result, make the request at that point. A representative can advise and actively assist you, but the right does not apply to every workplace meeting, such as one that only announces a final disciplinary decision.
For a meeting you are concerned about, contact a steward directly. A message through this site does not itself start a grievance or stop a deadline.
Other protections for members
Discuss pay
Employees generally have the right to discuss their wages with coworkers. Union activity and other protected group activity cannot lawfully be punished just because management dislikes it.
NLRB: discussing wagesFair representation
The union must represent employees in the bargaining unit fairly, in good faith, and without discrimination, whether or not they are union members.
NLRB: fair representationUse your contract
Your collective bargaining agreement sets additional workplace rules and grievance procedures. Check its language and deadlines for a specific issue, and contact a steward promptly.
Read the agreementThese are general protections. Whether a particular situation is covered depends on the facts, the law, and the agreement. If you believe a right was violated, reach out promptly; sending a website form does not file a grievance or an NLRB charge.
Federal and California workplace protections
Paid sick leave · California
Eligible workers can accrue and use paid sick days for qualifying reasons. Retaliation for requesting or using protected sick leave is prohibited.
California Labor Commissioner: sick leavePay, overtime, and breaks · California and federal
Wage laws set minimum pay and overtime rules. California also has meal and rest period requirements. Coverage and exceptions depend on the job and schedule.
California Labor Commissioner: wage FAQsSafe working conditions · California
You can report workplace hazards and request a Cal/OSHA investigation. Retaliation for reporting unsafe conditions is prohibited.
Cal/OSHA: worker resourcesDiscrimination and accommodation · California
State law bars covered discrimination, harassment, and retaliation. Qualifying workers may request a reasonable disability accommodation.
California Civil Rights DepartmentFamily and medical leave · Federal and California
Eligible employees may qualify for job-protected leave for their own serious health condition or certain family needs. Eligibility, notice, and documentation rules apply.
U.S. Department of Labor: FMLA guideProtection from retaliation · Federal and California
Applicable laws protect workers who exercise rights such as filing a wage claim, raising a protected safety concern, participating in protected group activity, or asserting civil rights.
California Labor Commissioner: retaliationA contract grievance and a government complaint are different processes and can have different deadlines. Contact a steward promptly and use the relevant agency’s filing process when needed. This website does not file either one for you.
MEMBER RESOURCES
Contracts & bylaws
Read the documents that guide our workplace and our union.
YOUR REPRESENTATIVES
24/7 full-time Security Department
Shop stewards
- Carlos Poncecharlieponce510@gmail.com(510) 837-2520
- Marcus Duronmarcus.a.duron@gmail.com(925) 301-3266
- Rene Gutierrezrg.giants@gmail.com(415) 722-8044
- Joy Kylesjoyakyles@gmail.com
Union coordinator
Madison M. Wise
Internal OrganizerAllied & Entertainment DivisionAsk a shop steward for help
MEMBER VOICE
Issues members want us to look into
Support an idea using your email. These counts show informal feedback and are not an official union vote.
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