Office of Labor-Management Standards (OLMS)
U.S. Department of Labor
Employment Standards Administration
Office of Labor-Management Standards
St. Louis District Office
1222 Spruce Street
Room 9 109E
St. Louis, MO 63103
(314)539-2667 Fax: (314)539-2626
July 14, 2006
Mr. Larry Bleckler, Business Manager/Secretary-Treasurer
380 Market Street
Ste. Genevieve, MO 63670
Re: Case Number
Dear Mr. Bleckler:
This office has recently completed an audit of Laborers Loc4l 829 under the Compliance Audit Program (CAP) to determine your organization's compliance with the provisions of the Labor-Management Reporting and Disclosure Act of 1959 (LMRDA). As discussed during the exit interview with you on June 21, 2006, the following problems were disclosed during the CAP. The matters listed below are not an exhaustive list of all possible problem areas since the audit conducted was limited in scope.
The CAP disclosed that Local 829 failed to maintain adequate records in violation of Section 206 of the LMRDA. Title II of the LMRDA establishes certain reporting and record keeping requirements. Section 206 requires, among other things, that adequate records be maintained for at least five years by which each receipt and disbursement of funds, as well as all account balances, can be verified, explained, and clarified. As a general rule, all records used or received in the course of union business must be retained. This includes, in the case of disbursements, not only the retention of original bills, invoices, receipts, and vouchers, but also adequate additional documentation, if necessary, showing the nature of the union business requiring the disbursement, the goods or services received, and the identity of the recipients of the goods or services.
The following record keeping deficiencies were revealed during the audit of Local 829's 2005 records:
1. Receipts for miscellaneous supplies and refreshments being purchased by the local at an area grocery store were not being retained.
2. Vouchers being submitted by union officers for lost wages do not adequately identify the union business being conducted that required lost wages be incurred. For example, these vouchers should detail the purpose of each lost time claim such as attendance at union meetings or conferences. In addition, the lost time vouchers should specifically identify if the wages being claimed from the union are for missed overtime pay which resulted from conducting union business during that pay period.
As the local agreed to correct these deficiencies immediately, no further action is needed.
I want to extend my personal appreciation to Laborers Local 829 for the cooperation and courtesy extended during this compliance audit. I strongly recommend that you make sure this letter and the compliance assistance materials provided to you are passed on to future officers. If we can provide any additional assistance, please do not hesitate to call.