About Us

Teamsters Local 1932 (formerly SBPEA) Mission Statement:

It is the mission of Teamsters Local 1932 to provide the best possible service to all our members with integrity and equality; to advance the social, economic, and educational welfare of the membership; to promote professional working relationships and fair play between members and management alike; and to positively contribute to the communities we serve and live in.


Know Your Rights!

You may ask or hear some of these questions and more during the course of your employment:

  • “My manager just called me into a meeting. Am I entitled to have a union representative there?”
  • “Can they just fire me?”
  • “How can I appeal a disciplinary action?”
  • “Can I see a copy of my personnel file?”
  • “What if my employer wants me to take a drug test?”
  • “Do I have to take a polygraph (lie detector) test?”
  • “How do I file a grievance?”
  • “Should I get overtime pay?”

How do you get answers to these and other questions?

That’s what Teamsters Local 1932 is all about.

We will help you get the answers you need, when you need them, and to make sure your rights are not violated.

Your job and your rights are precious to you and Teamsters Local 1932. We’re committed to protecting them. Without a strong Union, your employer might take advantage of you, or intimidate you during investigations or meetings. Teamsters Local 1932 provides the balance so that you can deal with your situation and management on a level playing field.

Our expert knowledge of your contract, personnel rules and current laws is the insurance you get by being a member of Teamsters Local 1932.

Critical information about your rights change through new laws, contract language changes, and court decisions.

You need Teamsters Local 1932 in your corner to make sure you get the respect and protection you deserve!

Contact your Business Representative


Weingarten Rights

If you are called into a meeting with any management representative and have reason to believe that disciplinary action may result . . .

Do the following:

  • Ask your supervisor if you might be disciplined as a result of the interview. If he says “NO”, ask for a written statement to that effect. If he gives you such a statement, you must participate in the interview. If not, read him your Weingarten rights, remain for the meeting, take notes, and afterwards immediately contact your union representative.
  • If he says you might be disciplined but will not allow you to have a union representative present, read him your Weingarten rights, stay in the room, take notes, and do not respond to any questions. Afterwards, contact your union representative immediately. If he allows your union representative to be present, you should participate in the interview.

Your Weingarten rights . . .

“If this discussion could in any way lead to my being disciplined or terminated, or affect my personal working conditions, I respectfully request that my union representative or steward be present at this meeting. If this discussion could lead to my being disciplined and you deny my request for representation, I choose not to answer any questions.”

The 1975 U.S. Supreme Court Weingarten Decision

In 1975 the U.S. Supreme Court ruled, in the Weingarten decision, that an employee is entitled to have a union representative present during any interview which may result in his or her discipline. It is up to you to insist on union representation. If you fail to do so, you may be waiving your rights!


Know Your Contract

Whether you have questions about sick leave, holidays, overtime or seniority rights, the first place to look for answers is your contract.

Over the years, Teamster Local 1932 has bargained hundreds of contracts (also known as Memoranda of Understanding, or MOUs) covering thousands of public employees. Through the collective bargaining process, our members make their needs known to bargaining teams, who will then negotiate MOUs with the assistance of our professional staff.

These MOUs cover your rights and benefits on issues as varied as retirement benefits, health insurance premiums, maternity leave, educational incentives and dozens of other topics. No two MOUs are the same and we encourage all members to be familiar with what’s in their contract, for two important reasons:

  1. To ensure that your rights in the workplace are not being violated; and
  2. To build a base for improvements in wages, benefits and working conditions.

Teamster Local 1932 wants our members to be well-informed and active participants in protecting the hard-fought gains of the many members who have come before them, and to ensure quality employment in the future for current and new employees alike.

Lookup your Memoranda of Understanding (MOU)

Copies of your MOU should be provided to you by Human Resources during your “New Employee Orientation.”