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   Local 996 Executive Board, 2019-2021  

Executive Board members, from left, Anthony "Bully" Badayos (Recording Secretary), Wendy Naile (Trustee), Frederick Liva (Vice President), Wayne K S Kaululaau (President), Ryan Yoshida (Secretary-Treasurer), James "Kimo" Laroya Jr. (Trustee), and Walter "Wally" Fox III.


After thoughtful debate at the recommendation of President Kaululaau the Trustees of the Teamsters Health and Welfare Trust approved an upgraded vision plan for all Active and OTS retirees.

1. Prescription lenses covered yearly.

2. Coverage for eye glass frames increased from $90 to $150.

3. A maximum co-payment $60 for fitting and evaluation for contact lenses.

4. Contact lens material coverage increases from $110 to $130

For more information visit

Teamsters Local Union 996 Executive Board in compliance with the guidelines set forth by the Centers for Disease Control, and the International Brotherhood of Teamsters, postponed General Membership Meetings until such time when government mandates have been canceled and meetings allowed to happen once again. Union sponsored meetings with 5 or more people postponed until further notice.
For the Health and Safety of our staff, we will not allow walk-ins to speak with our Business Representatives unless an appointment previously scheduled. Please call  (808) 847-6633 to schedule an appointment. The wearing of facecoverings or mask in the office mandatory. Temperature check before entering building and use of hand sanitizer recommended. Thank you for your patience and understanding. Stay safe and healthy!
Weingarten Rights

In 1975 the United States Supreme Court in the case of NLRB v. J. Weingarten, Inc. 420 U.S. 251 (1975) upheld a National Labor Relations Board (NLRB) decision that employees have a right to union representation at investigatory interviews. These rights have become known as the Weingarten Rights.

During an investigatory interview, the Supreme Court ruled that the following rules apply:

Rule 1: The employee must make a clear request for union representation before or during the interview. The employee cannot be punished for making this request.

Rule 2: After the employee makes the request, the employer must choose from among three options:

  • grant the request and delay questioning until the union representative arrives and (prior to the interview continuing) the representative has a chance to consult privately with the employee;
  • deny the request and end the interview immediately; or
  • give the employee a clear choice between having the interview without representation, or ending the interview.

Rule 3: If the employer denies the request for union representation, and continues to ask questions, it commits an unfair labor practice and the employee has a right to refuse to answer. The employer may not discipline the employee for such a refusal.

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